Publix has increased from a single store to over 1,077 supermarkets with over 160,000 associates. They are continuously hailed as the number one supermarket for customer satisfaction and one of Fortune’s 100 and 500 best companies to work for. With continuous growth, it is important to evaluate their legal and ethical policies (“We Are Publix”, n.d.). Publix values their employees and indicate their employees are the company. Their Human Resource Representatives ensure their ethical policy is monitored by assisting in defining standards for the delivery of phenomenal customer service.
The company I chose to discuss is Chick-Fil-A, Dan Cathy is the current President and CEO. Chick-Fil-A’s mission statement explains what they value and what their commitment is to the community. According to the Chick-Fil-A website “For the past 66 years, we have built a foundational commitment to service – service to our customers, service to our franchised Restaurant Operators and their Team Members, and service to our communities. This begins in the restaurant – one customer at a time.
The article “Jail for sharing your Netflix password? Understanding the law that could make it a federal crime” by Thor Benson discusses the Computer Fraud and Abuse Act (CFAA) that was put into place recently. In his essay, Benson argues against the CFAA by stating, “Until the CFAA is reformed, contradictory court rulings will likely continue to be put out in the world, and people who probably shouldn’t be considered criminals may face draconian prison sentences”. In order to persuade readers to agree with the aforementioned statement, Benson used specific features of argumentative witting. He begins his work by informing the reader of his stance.
People prefer to have freedom and make their own decisions, rather than having someone always watching them and deciding what to do. As companies in the past two decades are beginning to allow their employees to have more freedom than, have a say in the company, and make decisions without having to consult a boss. Michael Lewis writes about two different style of companies, one is a pyramid system and the other is a pancake system, both important terms in his essay, “Pyramids and Pancakes.” As Lewis is describing these two styles of companies, he gives multiple examples, including one about Marcus Arnold, who is involved with a pancake style company. The company was AskMe.com which is a website that allows people to exchange information.
Society is in the “now” stage, and CEO’s should take after Pepsi and look for ways to increase demand through social media, while being humble to the employees of their own
“…while he campaigns for Americans to curtail their electricity use — you should take cold showers, forego air conditioning and dry your clothes on a clothesline — Gore is plugging in and turning on more than ever” (Milloy 2008). Why does this matter? It matters because it proves that just because people may have efficiently use modes of persuasion, clearly communicate with their audience, evoke emotion in their readers, and apply credible evidence, it does not mean that they are true. And this was just the case with Gore. A good writer, but a hypocrite.
Kroger's official diversity statement emphasizes the company's commitment to creating an inclusive culture that values diversity and promotes equity, respect, and fairness for all employees, customers, and communities. The company's diversity and inclusion strategy is aligned with its overall mission to be a trusted retailer and employer that improves the lives of people and communities. Kroger's diversity and inclusion initiatives cover several areas of assessment, including: 1. Leadership: Kroger has a Diversity, Equity, and Inclusion (DE&I) Council comprised of senior leaders from across the organization who provide guidance and direction on DE&I strategies and initiatives. 2.
Employee Experience Company is continuously lowering down the number of work-related injuries; increase the number of Workplace Health & Safety Committees and bWell Ambassadors across Canada (Rogers Communications Inc., 2016, p. 37). The company is furthermore active in rebuilding its facilities and transforming them into more collaborative environment and invested $56.6 million into training of its employees (Rogers Communications Inc., 2016, p. 31- 32). Rogers focuses as well on increasing the equal representation of its employees, especially in terms of women, visible minorities, aboriginal people and workers with disabilities (Rogers Communications Inc., 2016, p. 35-36). In 2015, 33% of members of the board of directors were women, which is an increase by 5% from the previous year. Company won awards such as 2015 Canada’s Best Diversity Employer, Canadas top 100 Employers of 2016, Canada´s Top Employers for Young People in 2016, top 50 the Most engaged Workplaces of
It’s a good strength to have a diverse workforce in an organization, since workers with different qualifications, backgrounds, and experiences are all key to effective problem-solving on the job. Furthermore, availability of bilingual workers in an organization helps the business not to train existing employees or hire new ones. Since these existing diverse employees understand culture and language and have easier time to communicate with customers or representative with same culture. However, Dish TV goal is to make sure employees are committed to achieve best results, and employees possess pride in personal commitment. Moreover, Dish TV believes in taking risks and has the confidence to overcome obstacles, and want employees to embed competitive spirit to make winning reality.
Comcast’s diversity programs have been positively received by the media. This is because Comcast’s diversity programs directly benefits the media as they are focused on educating minorities on subjects relating to journalism. Their diversity programs are also viewed positively by there employees. Many employees have left positive reviews on websites like Indeed.com. A variety of these reviews specifically mention Comcast having a culture that embraces diversity (Comcast Employee Reviews, 2013).
Experience curve effects The media and entertainment industry leaders such as Comcast Corporation, Walt Disney Company and Time Warner Inc. have been operated in this area over decades, therefore, they understand with consumer wants, need and how to gain loyalty from consumers for their brand names which helped corporations survive through the fluctuating in the market, these companies continue to gain a benefit based on their experience and reputation in media and entertainment industry. There is a new company who want to enter the industry, such as Netflix who shown a rapid growth by learning the leaders' companies and developing market domination in video sector. Since Netflix enter as new companies in this industry they offered a video
On May 2nd, 2023 the Writers Guild of America went on strike against the Alliance of Motion Picture and Television Producers. The main reasons for the strike is because of the unhealthy workplace and unfair wages that writers have to live with. Producers tend to see creating content as something just to make money, not to spread entertainment and actual creativity. Producers use cheap methods in creating content in order to make shows and movies be released faster in order to reach more people to make more money without paying their writers Fair wages. In 2007, the writers strike wanted to raise the funding for writers in smaller businesses compared to a more renowned studio.
According to the article Creeps on Campus, "In a slew of media interviews, he [Cash] was quoted as saying that he was going to profit from the killing by selling the movie rights and, incredibly, that his notoriety was helping him pick up girls..." (Mckeen). Cash continues to show that he enjoys the media coverage which supports that he shows no remorse or guilt towards the incident. An article by Doug Bandow stated that, "He [Cash] covered his college dorm room with articles on the case. " When Cash was confronted by media outlets he maintained that he felt there was nothing he could have done.
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
According to Tesla, this kind of data sharing is critical to escalate employee participation and dedication to company
