About Pakistan International Airline Pia Management Essay

About Pakistan International Airline Pia Management Essay We will have to selectd Pakistan International Airlines for our report. And we are supposed to write a report where our major area of concern is employee relations against a changing background and nature of industrial conflict and the resolution of collective disputes. Due to the prevailing strict security conditions, we were unable to visit PIA for collecting information. Therfore, information regarding PIA is largely collected from internet. Executive summary In the beginning of our report, we have a brief background regarding PIA About Pakistan International Airline (PIA): Pakistan International Airlines usually better known as PIA can sketch its beginning to the days when Pakistan had not yet achieved independence from the  British Raj and is a public sector venture of Government of Pakistan. In 1946, the founder of Pakistan Muhammad Ali Jinnah  apprehended the need for a flag carrier for the prospective country and for this purpose the founder of the country requested financial help from a wealthy capitalist  Mirza Ahmad Ispahani. PIA was first known as Orient Airways, and was registered in  Calcutta  on 23 October 1946. PIA bought 3  DC-3  airplanes in February 1947 from a corporation in Texas and achieved a license to fly in May of the same year. Later, the airline started its operations in June, providing services from  Kolkata  to  Sittwe  and  Yangon. This was the first position second-world-war airline flight by a  South Asian  registered airline company. Orient Airways (early name of PIA) began operations for the ne w country (Pakistan) when it came into being on 14 August, 1947. (PIA, 2012) PIA was once considered as Asias best airline.  PIA is headquartered at  Jinnah International Airport  in  Karachi  and PIA provides services to 24 domestic destinations and 38 international destinations in 27 countries across Asia, Europe and North America. PIAs major bases are at Karachi, Lahore and Islamabad. Whereas, PIAs secondary bases entail  Peshawar,  Quetta, Faisalabad,   Multan and Sialkot. Through secondary bases PIA connects the metropolitan cities with the main bases, the  Middle East,  Europe, and the  Far East. It is largely owned by the  Government of Pakistan  and is regulated by the Ministry Of Defense as an autonomous body. PIA employs 18,043 individuals as of May 2008. (PIA, 2012) Outcome: 1st Tasks for P1: The unitary and pluralist perspectives of employee relations: Since the 1980s, there has been a major standard change in managing employee relations to one stressed on more strategic and incorporated frameworks that are based on employee dedication and mutual workplace interests, as an alternative of the traditional managerial control and conflicts between employers and employees. According to Alan Fox managers have different frames of reference' and everyone has a frame of reference, which can be identified as a lens with the help which one perceives employment relations. Number of other authors also argued that the managers frame of reference impacts how these perspectives are understood and used or not used.  The two well known kinds of ER perspectives are: unitary and pluralist. Before explaining the two main kinds of ER perspectives, we would first like to explain what frame is. Frames: According to Alan Fox, a frame is basically a sociological point of view that may assist in building of a frame of reference with the help of which issues of industrial relations can be observed practically and placed more open to solutions. (Fox, 1966) Unitary perspective: According to Michael Armstrong, the unitary perspective is basically held by managements who perceive their task as that of directing and controlling the employees to accomplish economic and growth objectives. To this end, management thinks that it is the rule-making power. Management tends to observe the venture as a unitary system with single source of authority, itself, and single focus of loyalty, the organization. It admires the good quality of teamwork, where everyone struggles together for a common objective and everyone accepts their place and work willingly, following the leadership of the selected manager. This unitary view, which is basically autocratic and dictatorial, has sometimes been stated in agreements as managements right to manage. The philosophy of HRM with its focus on commitment and support is based on the unitary perspective. (Armstrong, 2006) Characteristics of unitary perspective: First, there is only one source of power in organization, which is usually the management.  Second, the function of organizational leaders is to encourage loyalty and commitment among employees.  Third, organizations are observed as teams that are working together for common or mutual goals and objectives, and there are also no conflicts of interests between managers and employees.  Fourth, the management must represent effective leadership to achieve organizational goals objectives.  Ã‚  Fifth, Trade unions are not perceived as significant for the pleasant managing of conflicts. Sixth, conflicts in the organization are seen negatively and they are dysfunctional and results to disloyalty, thus harming the well-being of the organization.  Ã‚  Seventh, the state is autonomous and forms industrial relations systems (IR). Advantages of unitary perspective: Following are some of the advantages of unitary perspective of employee relations. A major advantage of the unitary perspective is that it openly wants to incorporate employer and employee interests, so that it can enhance employee commitment and loyalty. The unitary perspective also focuses on the role of managers in achieving win-win situations for employees and organizations, wherein their interests can be properly associated with each other Managers are forced to go beyond their managerial styles of managing employee relations and focuses on their leadership abilities and if they can be persuasive and prominent leaders in the organization, there will be no strong demand for trade unions. The unitary perspective is fundamentally individualist in its employee relations approach, which works best for individualist IR systems. Many IR systems all over the world have changed from the collectivist IR standards to individualist standards. Therefore the unitary perspective will be mainly valuable for this kind of IR perspective. Disadvantages of unitary perspective: Following are some of the disadvantages of the unitary perspective of employee relations. The main disadvantage of unitary perspective is the lack of understanding that there are power inequalities between employers and employees which will create different kinds of conflicts. Managers often use greater power over their workforce in shaping work conditions In unitary perspective, conflict is treated too negatively, and not seen as a force that imitates inequalities and which can be used as opportunities to recover work harmony. In unitary perspective, it is ambiguous how individual worker attitudes can be effectively integrated into the organizational objectives, because the unitary perspective is very normative and lacks explanation of how common interests can be recognized and distributed across organizations. Pluralist perspective: According to Alan Fox, an industrial organization is a plural culture, including many connected but separate interests and objectives which should be sustained in some kind of balance. In place where business unity reflected in a solitary focus of authority and loyalty, management has to accept the existence of opponent sources of leadership. It has to face the fact that a business venture has a triple personality: it is at once an economic, a political and a social organization. In the first, it generates and distributes profits. In the second, it represents a system of government in which managers jointly exercise authority over the managed, but are also themselves involved in a complex pattern of political relations. Its third personality is discovered in the plant community, which develops from below out of face-to-face relations based on common interests, attitudes, beliefs and values between diverse groups of employees. (Alan Fox, 2006) Whereas Cave (1994) describes pluralism as, an equilibrium of power between two controlled interests and a adequate degree of trust within the relationship for each side to value the others lawful interests, and for both sides to renounce from pushing their interest separately to the point where it became impossible to keep the show on the road. (Cave, 2006) Characteristics of pluralist perspective: First, pluralist theory considers that the workplace is composed of different sets of beliefs, standards and attitudes. Second, there are opposite sources of leadership in organizations.  Third, conflicts are expected because there are inborn opposing interests and sometimes conflicts can even be useful, if recognized and controlled within institutional reactions.  Fourth, the function of the management is to arbitrate between competing interests.  Fifth, Trade unions are lawful legislative body of employees, and they are perceived positively because they help employees focus on their decision-making power. Sixth, the state encourages public interest. Seventh, employee relations constancy can be achieved through a chain of negotiations between managers and employers through the collective bargaining method. Advantages of pluralist perspective: Following are some of the advantages of pluralist perspective of employee relations. Pluralist theory focuses on the effectiveness of industrial relations involvements as it assists in resolving conflicts. Pluralist perspective also considers other different decision-making practices such as communication and consultation with employees. In pluralist perspective conflict is not ignored, but are dealt effectively through stakeholder involvement. Conflict can then be used to recognize fundamental tensions, so that they can be recognized and properly rectified. The pluralist perspective does not ignore or disregard the part of trade unions in managing employee-employer conflicts rather it embraces a broader range of employee relations policies. Disadvantages of pluralist perspective: Following are some of the disadvantages of pluralist perspective of employee relations. The major weakness of the pluralist perspective is the tendency to settle on set of rules and procedures and ignore the methods that also contribute to the resolution of conflicts. The pluralist perspective is unable of recognizing that the state also represents business interests and not just public interests. The pluralist perspective may stress too much on worker interest, which can result to the inefficiencies of collective bargaining practices. Frame of reference at Pakistan International Airlines (PIA): According to our findings and observations, Pakistan International Airlines (PIA) uses unitary frame of reference and following are some of the justification for proving that PIA uses unitary frame of reference. The first and main characteristic of a unitary perspective is that the source of power in organization is with the management which is exactly the same in PIA. The power to make any major decisions is with the management of the PIA because PIA is regulated by Ministry of Defense as an autonomous body. The management bodies of PIA encourages loyalty and commitment among employees through number of different monetary and non-monetary approaches, this is another characteristic of a unitary perspective. Employees of the PIA struggle for one common goal which to attain profit by delivering the best possible services to their valued customers. This is also one of the characteristic of unitary perspective. Conflicts are perceived negatively because this negatively affects their business for example, the recent strikes of the employees regarding pay increase severely affected PIAs business. One of the characteristics of the unitary perspective is that it ignores the involvement of trade union and this what the PIAs management did several times in the recent time which lead them to face number of problems. These evidences clearly indicate that PIA uses unitary perspective of employee relations. Tasks for P2: Importance of trade union: Before we discuss importance of trade union it is important first to know what trade union is. Trade union: According to Michael Armstrong, the basic purpose of trade unions is to encourage and protect the interests of their members. They are there to equalize the balance of authority between employers and employees. The basis of the employment relationship is the contract of employment. But this is not a contract between equals. Employers are more or less always in a stronger position to order the terms of the contract than individual employees. Trade unions give workers with a collective voice to make their needs known to management and as a result bring real and preferred conditions closer together. This pertains not only to terms of employment such as pay, working hours and holidays, but also to the way in which employees are treated in such aspects of employment as the remedy of grievances, authority and redundancy. Trade unions also exist to let management know that there will be, from time to time, a substitute view on key matters affecting employees. More largely, unions may see th eir role as that of contributing with management on decision making on matters affecting their members interests. (Armstrong, 2006) In short trade unions have two specific functions, to protect their members through collective bargaining, better terms and conditions, and to support and counsel to their members as individual employees. In additional trade union roles involves, that of providing legal, financial and other services to their members. Importance of trade union: Employees are not the only ones who enjoy the benefits of joining the trade union but its the employer or the organization that enjoys and takes advantage of the benefits of trade union as well. Employees can use trade union as tool through which their voices can be reached to the employer or management. Whereas, trade union greatly help employer or management as it saves their huge amount of time not only in solving their issues but also when they wishes to implement any new rule they do not need to inform each and every employees rather they inform only the trade union leader who then informs all their members. The importance of the trade union can observe by the following advantages of trade union. Representation: As mentioned earlier, trade union represent employees when they an issue at work. For example, if an employee considers he/she is being unjustly treated, he/she can ask the union representative to assist sort out the problem with the employer. In short, union is there to represent employees. Negotiation: Trade union representatives negotiate the problems that affect employees working in an organization. There may be a dissimilarity of opinion between management and union members. Trade unions negotiate with the employers to discover remedy to these problems. Trade union usually negotiates for the problems such as pay, working hours and changes to working practices. In many organizations usually there is a formal agreement between the union and the management which declares that the union has the right to negotiate with the employer. Voice in decisions affecting employees: The economic protection of workforce is determined not only by the level of wages and duration of their employment, but also by the managements personal rules which incorporate selection of workforce for layoffs, promotion and transfer. These policies basically directly affect workforce. In order to ensure these policies are developed fairly, the involvement of unions in such decision making is a way through which employees can have their voice in the decision making to protect their interests. Member services: Now a day trade unions are providing number of different services to their members in order to ensure their rights are not ignored and to make their members effectives. These services involves education training, legal assistance, welfare benefits and financial discounts etc. On the basis of the above benefit of trade union to the organization, we can conclude that Trade union can greatly help PIA to resolve different issues. For example, recently PIAs employees were on strike because they wanted to increase their pay levels, if the management of the PIA had good relations with the trade union they might not had faced this problem. Therefore, considering the importance of trade union PIA must value their trade union otherwise they will face different other serious problems in the near future. Tasks for P3: Role of trade union in employee relations: Trade union plays an important role in forming peoples working lives in almost every part of the world today, though their power in this respect has decreased in current times. The percentage of employees who are members of unions fell in the first decade of the twenty-first century, though this decrease was modest, and far less impressive than the decrease of the previous two decades. The experience of firms and industries to greater market pressures, a growing movement in outsourcing and the growth in unusual employment, employer supported forms of involvement and representation, and the nuisance of legal limitations on the ability of unions to recruit, organize, collectively bargain and take industrial action, has all added to a quick fall in membership. Despite the acceptance of different internal strategies and the introduction of laws pushing employers to recognize unions, the downward trend in membership all the same continued in recent years, although at a slower pace. As mentioned earlier that employees are not the only ones who enjoys the benefits of joining the trade union but its the employer or the organization that enjoys and take advantage of the benefits of trade union as well. Employees can use trade union as tool through which their voices can be reached to the employer or management. Whereas, trade union greatly help employer or management as it saves their huge amount of time not only in solving their issues but also when they wishes to implement any new rule they do not need to inform each and every employees rather they inform only the trade union leader who then informs all their members. Following are some roles of trade union in employee relations: Member services Voice in decisions affecting employees Negotiation Representation The roles of the trade union mentioned above are briefly explained earlier in our report. Tasks for P4: Role of main actors in employee relations: According to (1966), the term employment relationship basically explains the interconnections that exist between employers and employees in the place of work. These interconnections may be formal, for example contracts of employment, procedural agreements. Or they might be informal interconnections as well in the form of the psychological contract, which states certain assumptions and expectations regarding what managers and employer have to provide and are willing to deliver. Employer and employee may also have an individual dimension, which pertains to individual contracts and prospects, or a collective dimension, which pertains to relationships between management and trade unions. (Kessler and Undy, 2006) Whereas according to Michael Armstrong, the parties of the employee relations are managers, employees and employee representatives (union). The substance includes the job, reward and career of individuals and the communications and culture of the organization as it directly affects them. It may also involve collective agreements and mutual employee relations like works councils etc. The formal aspects contain rules and procedures, and the informal dimension contains understanding, expectations and assumptions. At last, the employment relationship exists at different levels in the organization such as management to employees usually, and managers to individual employees and their representatives. The function of the relationship will also be affected by practices such as communications and consultation, and by the management style existing throughout the organization or implemented by individual managers. (Armstrong, 2006) Parties in the employee relations Role of the parties in the employee relations: The role of the employees in the employee relations is to consult their representative or union at times when he/she feels they are treated unfair or if they wish for a demand such pay increase, decrease in working hours or holidays etc. Another role of employees in the employee relations is they must obey the orders from trade union. Whereas union or employees representative have two specific functions, to protect their members through collective bargaining, better terms and conditions, and to support and counsel to their members as individual employees. Similarly, the role of managers or employers is to maintain good relationship with the unions representatives which otherwise leads to different major issues. The role of managers or employers in employee relations is to communicate new policies and regulations to their employees through employee representatives or unions. Tasks for M1: An effective judgment of PIA: Due to the prevailing strict security conditions in Pakistan, we were unable to visit PIAs office for collecting data. Therefore, we had to collect data via electronic sources. Disputes at PIA: According to the report of Mr. Qasim Moini the correspondent of the Dawn News that five flights were affected on Friday after a clash over pay and a working agreement between the management and pilots of PIA threatened to have an effect on the flag carrier`s plan. (Dawn News, 2011) The Pakistan Airline Pilots` Association (Palpa) the delegate body of most of PIAs 450 or so pilots advised its members to go by the book, read articles that allow them to take 10 days off in a month and not fly until given notice 12 hours before a flight in writing. Another dispute at PIA was very shocking in terms of financial cost and passengers dissatisfaction. According to Dawn News on 10th of February 2011, employees strike at PIA that lasted for four days, trapped thousands of passengers and abandoned nearly three dozen domestic and international flights on Friday. PIA spokesman Mashhood Tajwar said 33 flights were canceled. No PIA planes were flying to or from the capital, Islamabad, while the timetable in the southern city of Karachi has been disturbed. Even though PIA is at the brick of bankruptcy but this strike cost PIA a loss of about $22 million. (Dawn News, 2011) The problem was later resolved by federal Interior Minister Rehman Malik by meeting with the employees association leader Suhail Baluch. Being an HR manager of PIA our decision: An ideal manager is one that never gives a chance to the birth of dispute, but since we know that managing human is not an easy task and their behavior is not constant and it changes situation to situation. It is also a believe at large that where human exist there must be some sort disputes because of the nature of human being is they often challenges or perceive things wrongs or take things personally. Our decision for the dispute of the pilot over pay increase and employment hours, we would first look at our policies and employment contract in order to know what they state. After doing so we will critically analyze the party that is wrong (the management of PIA or the pilots). Even if the management of PIA is right, we will still not try give a chance to disputes because it badly effects not only the business but it also dissatisfy customers because as a result of dispute customers may not be served with in the scheduled time. Whereas, even if the pilots were right then we being HR managers of PIA would try to the best of our abilities to carefully and effectively rectify this issue because as mentioned earlier the dispute can result in delays of flights which will financially affect PIA and it will dissatisfy customers as well. In order to rectify this issue, we would humbly request pilots to carry out their tasks on time. For this reason we would like to provide them with some extra incentives because they are working extra hours. And to rectify pay increase issue, we would have contacted employees representative of PIA and being ideal HR managers of PIA we would have adopted win-win approach. This approach basically states that some aspects must be tolerated by the management and some the by the employees representative (employees). We believe our decision will not only help PIA to rectify the arising issue but it will also help them not dissatisfy their employees and their customers as well. While for the second dispute (strikes of the employees of PIA), our decision is almost the same. We will first not give a chance to raise such issues. This issue clearly indicates that the management of PIA is not good towards their employees as a result they were on strike and faced PIA will loss of millions of dollar. According to our deep observation regarding the strike of the employees that lasted four consecutive days creates both a huge advantage and a huge disadvantage. The advantage of this issue for PIA could be a lesson that they should focus and give values to the issues of employees and the disadvantage of this strike is that employees showed their power that they are capable of doing anything with PIA if their wishes were not considered or valued in the future. We being HR managers of PIA would have consulted the union leader prior the issue had reach to a crucial level and in such situation we would have adopted you win-I lose approach because this approach would at least have saved the amount of loss that resulted as a consequence of the strike. Outcome: 2nd Task for P5: Importance of framework approach in industrial relations: Before we discuss why framework approach is importance in industrial relations, we would first like to explain what industrial relation is. Industrial relations: Industrial relations may basically be considered as a system of rules regulating employment and the behavior in which individual behave at work. The systems theory of industrial relations, as put forwarded by Dunlop (1958), described that the function of the system is to create the regulations and practical rules that govern how much is distributed in the bargaining practice and how the parties contributed to one another. (Dunlop, 2006) Industrial relations is described in many more or less formal or informal forms; in legislation and statutory orders, in trade union regulations, in collective agreements and arbitration awards, in social conferences, and in managerial decisions. The rules in industrial relations may be defined and logical, or ill-defined and illogical. Whereas, the only issue with industrial relations is that it does not adequately focus on the distribution of power between management and trade unions. Importance of framework approach in industrial relations: A framework is basically a supporting arrangement around which something can be constructed or a system of rules, ideas or principles that is used to plan or decide something. Framework approach is significant in industrial relations because it will help not only employees, employees representative but also the management or employer in showing them direction of their rights or authorities. Suppose an employee feels he/she treated unfairly such paid low or no holidays are given to him/her, the employee can consult their representative for this issue in order to rectify it. Similarly, if employer feels his/her legal orders are not obeyed, will consult employees representative in order to rectify this issue. This is all because of the proper framework, if there is no proper framework in industrial relations then, both employees and employers may not be able to resolve any issue. In simple words, we can say that framework approach to industrial relations helps in balancing the use of power both for employers and employees. It often observed that employers misuses their power and dictate their employees, to avoid such situations framework approach is used in industrial relations to maintain the balance of power between both the parties. Tasks for P6: Types of collective disputes: Before we discuss different types of collective disputes, it is important first to know what is a dispute and collective dispute. Employment disputes are basically divided into two main types Individual disputes: Collective disputes: As the name indicates, individual disputes are generally those that involve a single employee whereas collective disputes involve groups of workers usually represented by a trade union. The definition of a collective dispute is pretty wide and can involve issues in dispute such as terms and clauses of employment, physical working conditions, commitment, termination, duties of service, provision of work, regulation and a group of other issues associated with employment relations. Collective disputes are further divided into two sub-types which are: Rights disputes: Interests disputes: A rights dispute arises where there is disagreement over the implementation or understanding of legal rights. Whereas in contrast, an interest dispute involve disagreements over the determination of rights and responsibilities of those already exist. Interest disputes generally arise in the perspective of collective bargaining where a collective agreement does not exist. Dispute and their different types Elements of collective disputes: Elements of the collective disputes are usually the grievances between employees and employers. These grievances are usually formed either due misuse of power by the employer or by the disobeying the orders of employers by the employees. Following are some of the elements of collective disputes: When the normal methods of argument or negotiations between an employer and employee representatives fail to reach a conclusion a failure to agree must be recorded and a proper dispute course of actions should be appealed. The dispute methods must be in writing and, depending on the degree of the organization, it must give an opportunity for a dispute to be forwarded to a higher management-employee representative level. If the higher level of management-employee representative negotiation does not resolve the dispute then the issue should be forwarded to external conciliation. Logical time limits must be set for reference to the internal and external levels of a dispute method. In many cases employers and employee representatives may wish the dispute practice to provide for arbitration or mediation. It is advised for both the parties to try to resolve a dispute through conciliation before using these other types of dispute resolution. <

PR Communication Memo Essay

Lancaster, PA, June 13, 2013 – JHW Corporation (NYSE: JHW), a leader in textiles, announced today that John Doe, chief financial officer, has resigned unexpectedly while working with the Securities and Exchange Commission. SEC is currently investigating the accounting practices of JHW and recently discovered discrepancies in the company’s revenue recognition. James H. Whoever, president and CEO of JHW, stated he was surprised to learn of the discrepancies discovered by SEC in the company’s accounting practices and regrets that internal controls were not reviewed sooner. At this time it is unknown if John Doe’s resignation is connected to this incident; however, the company is committed to finding a replacement Chief Financial Officer at the conclusion of the investigation. Until further notice the Vice President of Finance will report directly to the CEO. Additionally, JHW will delay the release of its earnings for the second quarter, pending the conclusion of the investigation relating to accounting practices of revenue recognition. The investigation is overseen under the direction of the Securities and Exchange Commission with the full cooperation of JHW’s internal audit committee and board of directors. As a result of the information discovered the company has broadened the extent of its investigation to include all internal controls for financial reporting. The issues of concern in the investigation primarily involve the proper recognition of revenue. The company anticipates completion of the investigation by the second week in July 2013, and will remedy any discrepancies identified by SEC for the fiscal years affected within the time frame established by SEC. Because of the recent staff changes, and with the help of SEC, we are looking into the situation to resolve it as soon as possible. We believe these staff changes are for the better, and we will continue to strive to reach company goals and protect our investor’s interests. No further information will be  supplied on the status of the investigation or company operations until earnings have been reported. John Doe, Chief Financial Officer, resigned unexpectedly when the Securities and Exchange Commission (SEC) requested documents that led to the discovery of issues concerning revenue recognition during its investigation of the company’s accounting practices. A press release has been written to inform the public of the CFO’s resignation and how the company is handling this crisis. At this time I want to inform you of the company’s legal requirements, explain the value of public communication, and the ethical concerns during this crisis. Legal Requirements As a publicly traded company we have a legal obligation to inform the public of the resignation of the company CFO. It is critical that we handle the CFO’s resignation in a manner that minimizes any long-term effects that could cause lasting damage. Additionally, to avoid further repercussions the company should consider the following legal requirements when handling this situation. Legal counsel should be sought to assist the company during this time to ensure nothing is overlooked, avoid future consequences, and breach of confidentiality. * Disclose any information considered material for immediate release to the public * Company operation filings including Form 10-K and 10-Q; file Form 12b-25 to disclose inability to file report in a timely manner and the reason * File an 8-K form for the recent changes * Detailed disclosure on financial condition, including financial statements * Inform shareholders of potential misstatements on annual reports and rectify any inaccuracies; possible litigation and legal consequences as a result of crisis * Ensure confidential information is secure, including CFO’s access to privileged information Public Communication At this time all communications should be directed through the appointment of one spokesperson to ensure facts are consistent and focused on the relevant issues, without breaching confidentiality. Also we need to provide assurance that the company is taking the necessary steps to correct the situation and explain what plan we have to prevent this from recurring. It is imperative that we cooperate with the media to show control over the situation to avoid further rumors of inappropriate behavior. Public communication at this time is invaluable when expressing the company’s concerns and reassuring the stockholders and the public to retain their confidence in the company and its leadership. * The press release should calm the public by informing them of facts about the situation. The company should respond professionally and in a manner that reflects best practices in managing the situation. To maintain integrity, responses need to be honest and transparent to avoid negative impacts. Management should be proactive by preparing for other attacks that may arise as a result of its response. Address negative comments in a positive way to show the company is listening. Management should consult internal policies and procedures on the proper way to handle this situation. * Ethical Considerations Responsible decision making is difficult when ethics tips the balance between calming stakeholders and providing information to SEC. To avoid further concerns in regard to this crisis, the company will provide any information requested by SEC that we are legally obligated to furnish. However, frequent contact and consultation with the â€Å"board of directors should be sought to make sure the organization stays focused on objectives in an ethical, legal, and socially acceptable manner† (Cengage, 2006, p. 3) while providing required information to SEC. Recommendations It is my recommendation that a successor be appointed as soon as possible,  and a meeting should be called with chief investors to smooth any marketplace nerves. Additionally, it is imperative the company develops an action plan to handle the situation in an orderly and professional manner. Staying proactive, calm, and truthful will help reaffirm the integrity of the company and provide reassurance to company stakeholders while impeding further rumors. The press release needs to be delivered to the public and to the NYSE informing them of delayed filings and recent changes to avoid future ramifications, including delisting. The company accounting staff should be available to help answer questions internally as SEC’s investigation continues. I will notify you of any information and developments as they occur. If you have any questions or concerns in this matter, please do not hesitate to contact me. References Cengage. (2006). Stakeholder Relationships, Social Responsibility, and Corporate Governance. Retrieved from http://cengagesites.com/academic/assets/sites/316138_ch02.pdf e-releases. (2013). Press Release Sample. Retrieved from http://www.ereleases.com/press-release-sample.html

The Poster Model For Restraint Essay - 1608 Words

One of the more fascinating things about Mohandas Gandhi is that the childhood version of the individual we all know as the poster model for restraint was the polar opposite. Born in the small coastal port of Porbandar in India, Gandhi was not much different than his peers. He came from a well-respected and largely religious family and was the youngest of six children. When he was still very young, Mohandas and his family moved to Rajkot for his father to become the Dewan. Once in Rajkot, Gandhi was placed in a primary school, which was very tough for him as his shy nature made it difficult to make friends. He worked very hard in school and would hurry home as soon as it was over. His father, Karamchand, was often tougher on Mohandas, but it appeared that it was because he expected so much from him. Mohandas was married at the age of thirteen, which was not all that uncommon of a practice in India at the time. His bride, Kasturbai, was chosen by his parents and she lived in Porbandar . Mohandas did enjoy spending time with his new wife – similar to the way you would expect new friends to appreciate each other’s company – but he had a desire to teach her the things he would read in his schoolbooks. Although she was grateful for her husband’s teachings, she didn’t have much interest in those things and, instead, focused her energy on managing the household duties . Mohandas may have been married, but he still had an obligation to finish his schooling so that he could find aShow MoreRelatedThe Age of Poster: Pictorial Poster 774 Words   |  3 Pages The main focus point of Chà ©ret’s poster ‘Folies-Bergere, La Loà ¯e Fuller 1893, (Figure 1) is an American dancer and display capture another classic Chà ©ret woman dancing cabaret culture of passion and emotional abilities examples of Paris . colored lithography Chà ©ret skills let him to express in a variety of silk garments Fuller wore light the lamp shades found in a black background , she seems to spin out of darkness , which is a typical Chà ©ret composition, dancing women at the forefront , theRead MorePurpose Driven Life1328 Words   |  6 Pagesthese students about safety restraints and how important seat-belts are. While this program was not math or science related, the techniques used by the teacher are applicable to any classroom setting with diverse students. To begin the session, a short story was read about safety. The story included animated characters and was funny. Next, posters were presented with bright colors and big slogans that read â€Å"Be Smart, buckle up.† Following the presentation of the posters, the teacher showed the studentsRead More Religion Versus Science in The Scopes Trial1089 Words   |  4 Pages The sexual revolution also progressed. â€Å"In the vanguard of the revolt was the so- called New Woman, the model of the educated, independent feminist who repudiated the sexual morality of the past†. ( Moran 2 ). Both flappers and movie stars dancing the Charleston supported this advancement. America was turning into a world set free of Victorian restraints. America was advancing in every aspect. The first day of the trial which was Friday, July 10, 1925 quicklyRead MoreThe Application Of Pedagogical Principles1388 Words   |  6 Pagesanalysis, Data analysis, Spreadsheet, and Search engine to my learners to do independent work on computers. I also do Computer-based assessment tools e.g. multiple choice questions and quizzes. I also involve my students to design their own Maths posters on specific topics using computer design tools e.g. Presentation tools and Multimedia presentation. 1.2) Evaluate the effectiveness of use of creative and innovative approaches in own area of specialism To make a purposeful, inclusive learning andRead MoreFreedom From Restraints : A Clinical Practice Guideline2820 Words   |  12 PagesFreedom from Restraints: A Clinical Practice Guideline The Joint Commission and Centers for Medicare and Medicaid Service (CMS) have acknowledged, â€Å"Physical restraints are considered an infringement of patient rights and a patient safety concern† (Mion, Sandhu, Khan, Ludwick, Claridge, Pile, ... Winchell, 2010, p. 1279). These organizations have amended and aligned their regulation requirements on the use of restraints which is mainly focused on limiting its use and putting emphasis on staffRead MoreEssay about Summary of History of Graphic Design by Meggs14945 Words   |  60 Pagesimportant. A parade of new technologies flooded the nineteenth century with more type and fonts, the advent of photography and the ability to print photographs.. colour lithography†¦etc. New categories of typeface designs emerged ranging from novelty poster fonts, to functional san serifs. Innovations in Typography William Carlson was considered the grandfarther of this typographic revolution. His apprentices were also successful. These men were Thomas Cotterell, and Joseph Jackson. They used aRead MoreBody Art As Self Representation2074 Words   |  9 Pages Orlan: Body as Identity ARTH 102 Yuanyuan Chen Instructor: Dr. Geoffrey Carr April 5th,2016 Body art as self representation has become more pervasive in popular culture within the past 50 years in western cultures. From the body as the model of Greek artistry to 20th and 21st century punk rock safety pins as facial art and permanent tattooing, the body is a canvas upon which artists purvey their message, whatever it may be. As such, Orlan is a fearless artist on the world stage, displayingRead MoreMaking Sense of Advertisements Daniel Pope8330 Words   |  34 Pagesswitch brands? The tobacco industry, for example, has consistently maintained that its ads are aimed at maintaining brand loyalty or inducing smokers to switch. (Hence a prominent campaign a generation ago for a now-forgotten cigarette brand featuring models with bruises and black eyes saying â€Å"I’d rather fight than switch.†) Yet critics have noted the themes of youth, vitality, and pleasure in these ads and have exposed documents in which marketers strategize about attracting new smokers. What group didRead More Oppression of Women in Victorian Society Essay2174 Words   |  9 Pageswas not to stare at any other womans clothing, stop to talk to a person upon walking, and was never allowed to remove her bonnet shawl or gloves if she was visiting someone for only a short amount of time. Even though women were held to such restraints and guidelines a few of them struggled to remain independent and fought for their rights. A quote from the book Turning the Tide is what Ill leave this paragraph with. To be a woman...what is that? In the discovery to this question was to lie anotherRead MoreWalmart Mnc Report3270 Words   |  14 Pagespractices have made it difficult for even the biggest corporations to be successful in certain countries. The complexity of globalization has shaped many national and international laws. Companies like Walmart and Nike have had to adjust their business models to comply with not only laws but the different cultures in which they do business in. Multinational corporations are praised with increasing consumer choice and increasing product quality while keeping prices low. However, there are critics that argue