ShantanuT01/DACTYL-Pretraining huggingface dataset:
As Cline (2011) provides, “ethical concepts is an association of people organized under system of rules” (p.1). He broadly defines ethical concepts as “rational examination of morality and evaluation of people’s behaviour”. This provides rules and guidelines aligned with business objectives for the realisation of business strategic goals (De George, 2010). Ethical concepts have enables coordination and management that ensures implementation of company planning to operate effectively. Overall success of an integrated business objective is stated by Cline (2011) as a “guiding conduct and principles for evaluating rules rational based on formal laws” (p.1). This therefore implies that ethical conducts are indeed management function and requires the integration of both morality and evaluation of people’s behaviour in a given setting. It also implies what Cline (2011) succinctly defines to be “morals are derived from society’s system of values” (p.1). Kantian deontology is basically a duty based ethic. As Cline (2011) argues “good without qualification is a goodwill” (p.1). As a control and coordinative function, deontology is increasingly becoming important integration unit in many business application services. Cline (2011) further defines deontology as “Deontology as approaches in ethics usually constructed with teleological approaches” (p.1). The author is trying to explain that ethics have increased the global nature of interdependent to ethical conducts which in turn enhances business strategy (Takala 2007; Ross 1963,). Kantian deontology is basically grounded in duty that requires people to be responsible to each other (Sheth 1994). Rule deontology on the other hand determines what Cline (2011) defines as “the basis for moral obligation, act on a rule that can be universally binding on all people” (p.1). In other words, deontology acts on the rule that ensures people are treated equally at the end. Kant’s moral theory is based on the assumptions that “views of the human being have the unique capacity for rationality” (p.1).This approach to ethical concepts has influenced the forces will see today. Business Ethics (2005) reasons that propensity applies to what he states as “reasoned thoughts and actions, and it’s exactly this ability which obliges us to act according with and for the sake of duty” (p.1). Their contribution and impacts sufficiently support Kant’s belief that argues in Business Ethics (2005) that “inclination, emotions and consequences should play no role in moral action” (p.3). This theory captures how emotions are applied and challenges moral actions. This simply implies that motivation for action should be equated with moral obligation. Business Ethics (2005) further adds that “morality should provide us with a framework of rational principles (rules) that guide and restrict action-independent of personal intentional and desires” (p.3). In this regard, deontology should be generally understood as a critical requirement to corporate principles and developme
In global marketing, there are many organisational issues and international factors that have to be measured and properly discussed to avoid cultural misunderstandings and reduce the number of barriers. Every company has to be involved in numerous international activities that may be determined by a geographical location, the level of capabilities, or country assets (Rugman, Oh & Lim 2012). There is no one common way for all organisations to clarify how to stay internationally competitive and achieve positive results in the home market. Therefore, marketing activities of many companies are usually studied through different cultural distance theories and models. In this paper, the theories developed by Hofstede, Schwartz, and the GLOBE researchers will be compared and analysed for a proper application to marketing activities for the Barbie toy in Qatar and the USA and a pizza product in Cairo and the United Kingdom. Cultural Distance Theories The process of globalisation that is observed throughout the world has a significant impact on such fields as marketing, management, and leadership and promotes the necessity to develop a deep understanding of cultural similarities and differences that may be observed in countries (Venaik & Brewer 2016). The recognition of cultural dissimilarities that exist between societies is an important step that can be taken regarding the frameworks introduced by Geert Hofstede in the 1980s, Shalom Schwartz in the 1990s, and the project GLOBE at the beginning of the 2000s (Mooij 2017). The contributions of these frameworks remain to be significant today because they help to succeed in marketing and choose the most effective leadership strategies. The main similarity of these three models is the intention to explain the existing differences of consumer motives and behaviours through certain economic, demographic, and cultural variables and values. According to these frameworks, the development of marketing activities through different cultures may depend on certain dimensions. The peculiar feature of these models lies in their dimensions: Hofstede introduced his five dimensions of power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, and long- vs short-term orientation; Schwartz developed his seven dimensions of embeddedness, intellectual autonomy, affective autonomy, hierarchy, egalitarianism, mastery, and harmony; and GLOBE project offered its nine dimensions, including power distance, uncertainty avoidance, collectivism vs individualism, gender egalitarianism, assertiveness, future vs performance vs human orientation (Beugelsdijk, Maseland & van Hoorn 2015; Lopez-Duarte & Vidal-Suarez 2013; Mooij 2017; Yeganeh 2014). Despite the number of dimensions introduced in each framework, all of them are based on similar labels and understandings. However, the choice of the names of the dimensions is probably the only thing that is in common for Hofstede, Schwartz, and GLOBE. Different approaches to introduce and explain the content and the measurements were chosen. Hofstede’s Th
Introduction Technology is one of the most important aspects that are being adopted by organizations and businesses today. It lies in the heart of almost all organisations, is used in the process of making a product and is also part of the product itself. Organisations and companies which are in need of bringing a new product to the market should ensure that the existing technology is well assimilated into their system. They should also anticipate the impact that the external technology may bring on their businesses. Challenges that need to be addressed during the appropriation of technology from external sources There are various challenges that are faced by organisations when they want to acquire an external source of technology into their businesses. These challenges should be addressed by the management and the organizational large before the adoption of the external technology to avoid problems that may arise as a result. One of the challenges faced is resistance to change by the organizationand the employees. In many organisations employees have adopted a way of doing their work and it is usually very hard for them to change and adopt another way of doing the same work, they may take it as a disruption of the already established skills and work approach. Organisations need to ensure that the technology being adopted in the business is dynamic so as to support the dynamic environment in the business. It should be able to meet the organisation’s goals otherwise if the technology is not precise; it can end up being used in unanticipated ways which can cause inconsistency between the way the technology is designed and the actual use and outcomes. (Poppo & Zenger 1998). An organizationprior to adoption of an external technology should ensure that it is safe to avoid security problems. The organizationshould also ensure that it brings better outcomes compared to the previous, the technology should create expertise in the work being done and bring motivation to the people using it. (Webb & Cleary 1994). Another challenge faced when adopting external technology is the rapid change of technology that is taking place in today’s world making the technology obsolete. This means that new skills need to be adopted frequently by employees. The organizationshould therefore be aware of such changes and ensure that the external technology being adopted will be long-lasting to avoid any inconsistencies in work or a need to keep on adopting new technologies and learning new skills which may lead to poor output. According to (Barr & Thorsen 2003), an organizationshould be keen to adopt a technology that brings equity to the organisation, the employees and the society at large. Therefore, it should be ensured that its adoption does not bring any gaps between the ‘haves’ and ‘don’t haves’ in any manner. An external technology being adopted should be able to identify the needs of the business, its mission and highlight the functional
The power of advertising is undoubted at present due to its strong impact on the public. No company producing goods or financial services currently neglects the possibilities which advertising offers to them. Even though companies have many ways to provide the promotion of their goods and services, advertising has been and will remain one of the most powerful tools which companies are using. The success of the product is in many ways pre-destined by the advertising strategy which the company uses. In the modern era, using sex in advertising has become one of the most popular practices for companies. (Reichert and Lambiase 23) They do no longer need to attract consumers with advertising based on competitive prices or higher quality than their competitors. Instead, they use sex as a peculiar magnet that is going to attract consumers to their stores year after year. In this essay, I am seeking to address the question of whether it is moral for companies to use sex in their advertising without limit to sell their products. The research question will be examined by hypothesizing that companies should not be limited in their advertising strategies in any way. Indeed, some people are not willing to see sex in advertisements. However, it is only a part of the companies’ advertising strategy. They are allowed to use any tools they need to promote their products because the market is very competitive and they might not be able to promote their products without using sex in advertising. Using sex in advertising as an incentive for consumers is very efficient for companies, and no limits should be placed on it. The Concept of “Sex” In advertising, “sex” is determined as a portrayal of nude bodies and hints at romantic and love relations. Advertising strategies of companies were destined to change with time. In the ’70s, consumers would not accept advertisements with sex scenes in them, and they were not used at that time. However, at present, using sex in advertising helps companies to promote products because many customers get interested in them in such a case. By introducing sexy commercials, marketing managers manage to catch the attention of consumers who would otherwise simply skip the information. Sex on television is widely discussed by people at work and during their leisure time. “Through the years, sex has grown dramatically on television. Sex has become an open topic on television sitcoms; as a result, sex is among the biggest attractions on television. It has become the center of our most attractive television shows and is the main topic for television.” (Does Sex in Advertising Sell 2009). Everybody remembers new sexy commercials, and thus products get easily promoted. People would not remember some old lady advertising a new brand of detergent; however, they would recall the name of the product if an attractive lady advertised it. Why do consumers get s
Vision The project that will be undertaken will enlarge the knowledge of the existing employees. The employees will be motivated and will be a source of competent and knowledgeable workforce guarantying Bavaria Motor Works (BMW) a steady flow of innovation and competency in handling global motor production. Automobile production requires expertise and motivation to gain competitive advantage over competitors (Shatouri, Omar & Igusa, 2012). It is the vision of this project to develop a workforce that will be loyal to BMW. Dedicated workers will facilitate the company in its strategic plan to attain a competitive edge in the automobile industry. Objectives The objective of the proposed project is to develop a strategic human resource management concept that will facilitate the company to attain its corporate mission. The objective of BMW is to create an organizational culture that will facilitate the development of skills and loyalty within the employees. In order to attain this objective, the employees will be motivated through a variety of human resource programs. The objective of the company will be assured by the creation of a defined pool of workforce that will meet the demands of customers. Additionally, the human resource function will ensure that the employees are not only financially endowed but also their career and development will have received a new lease. Scope of project The project consists of a variety of aspects. The motivation of employees is the main objective. It is important to acknowledge that motivating a huge workforce is a challenge. The project is a long-term strategy as it is geared towards the development of a pool of knowledge workers. Customers The targeted clients for this project include the upper class as well as middle class consumers of BMW products. Most of BMW adverts are aimed to reach these groups of individuals. In fact, BMW strongly feel that these clients are prone to buying most of its automobile products. Key stakeholders Automobile manufacturing has multiple stakeholders that need to be considered when implementing this project. The manufacturing begins with the designers. Typically, the designers are part of the company workforce. Automobile manufacturing involves teams that collaborate to produce a specific part. The relationship between the teams requires mutuality to be effective. The teams require flexibility and adaptability. Mostly, the teams are task-based and as a result, team authority is placed on each individual to accomplish the task assigned. The supplier of the automob
Introduction This essay explores elements of Gothic traditions in the poem, Rime of the Ancient Mariner by Samuel Taylor Coleridge. Coleridge uses elements of Gothic traditions to explain strange occurrences in his poem. Gothic style involves the use of grotesque images, settings, violent scenes, and strange mood and horrifying experiences. In this poem, some of the elements that capture the Gothic traditions include terrifying weather, the spirit, the female known as Life-in-Death and Death, snow, the Albatross (a bird of good luck), the strange speech of the mariner, deaths, and madness of the crewmembers. This essay shall explore three elements of Gothic tradition in the poem, which include the analysis of setting, death, and dream. Elements of Gothic tradition The Setting Coleridge sets his poem in antartica and outside a weeding hall. However, it is the antartica where we notice supernatural elements. The place of is full of ice. The poet’s description of the ice creates scary images and highlights potential danger that is only possible in a supernatural setting. He writes, “ It cracked and growled, and roared and howled, like
Introduction After the COVID-19 pandemic, the world will inevitably come back to its path, including boosting businesses. The rules of business will not change, and leadership will stay the essential factor of any enterprise’s success. Despite this understanding, people still argue which leadership strategies are the most effective to apply. However, there are role models to learn from. Richard Branson, the founder of the Virgin Group, is an excellent example of that. He never received a degree in management and, yet, is globally known as one of the most influential leaders for his unique style and strategies. Main body To begin with, if one tries to classify his management style, it would undoubtedly be a democratic manner. One reason for it is that Branson emphasizes the importance of feedback from his employees. He believes that every individual is unique and, hence, can offer an alternative vision that would expand his own (Schawbel, 2017). In a way, it is an illustration of the critical point in Harrison and Muhlberg’s book (2014) that insists on the essential nature of communication in business. Interestingly enough, nowadays, scholars and analysts like Anderson, Buchko, and Buchko (2016) mostly draw their attention to the problem of comments coming from a manager, not staff. It demonstrates that the democratic approach implemented by Branson is indeed a substantially innovative practice as it ignores the hierarchy limitations for the main objective: increasing efficiency of the work done. Another trait to point out is his ability to delegate functions. As he claims himself, getting the right employees to do tasks one needs to be done is leadership itself (Schawbel, 2017). Branson believes “in the art of delegation finding the best possible people for Virgin and giving them the freedom and encouragement to flourish.” (Half, 2016) It would be fair to say that this is another democratic tendency in his management style. Meanwhile, studies (Jokisaari & Vuori, 2018) show that delegation increases newcomers’ understanding of their roles, organizational knowledge, and job satisfaction. Therefore, Branson managed to define himself as another vital technique that favorably affects many aspects of managing a team. The humane style of Branson’s also has a lot to do with the positive environment he has always aimed to create in his company. He empathically feels the responsibility to care about his employees (WOBI, 2016). The atmosphere of respect and even love for the ones contributing to his success has been established in Branson’s enterprise. He sees people behind their occupation and follows the rule of personality before CV. Moreover, as he puts it himself, “some 80% of your life is spent w
Research problem and purpose On 26 July 2012, Huffing Post reported that the number of workers filing complaints against employers under the Fair Labor Standard Act increased from 1,457 cases in 1993 to 7,006 cases in 2011. In 2012, this number had already increased to 7,064 cases. According to Huffing Post, there is a lack of clarity in overtime laws and plaintiffs receive lucrative settlements. These are factors, which drive the number of complaints against companies. At the same time, a weak economy has also facilitated the need for increased working hours from employees. Reports from other studies also indicated the same trend. For instance, the wage violations in New York City established that 77 percent of low-wage workers, who worked for more than 40 hours in a week, did not get their overtime payments. This number increased to 93 percent among people who worked for more than ten hours in a day. Some workers (21 percent) also reported that their payments were less than the recommended minimum wage. On average, low wage employees lose $58 per week and $3,000 in a single year. In XYZ Company, there was a lack of credibility in making payments to workers. For instance, the clocks were not reliable. Accountants encouraged employees to work overtime, but such employees did not receive their overtime wages. In reality, employees did not receive their wages due to the embezzlement of funds by accountants. After one year, 52 employees lost over $21,000 in terms of wage payments. The focus of this research is the problem of employers stealing and or not reporting employees overtime hours. While studies have shown various reasons for the rise of filed cases related to unpaid overtime claims, not many scholars have examined the role of the employer and the embezzlement of overtime wages from employees. Thus, the study seeks to show employers stealing and or not reporting overtime hours. Significance The research will provide a significant attempt in enhancing a
Introduction Many people associate Africa with wildlife, nature reserves, safari, and people with spears. However, Africa is not only about it. Africa is a continent with a wonderful and diverse culture because Africa consists of different tribes. Unfortunately, there are a lot of countries with the shortest life expectancy rates and the low quality of life in Africa. Personal Information I am a 28-year-old Colombian-American from the middle class. I am a hairstylist, and I have my own Photo Booth business, so I work for myself. I am a frequent flyer and traveler, and I usually take three trips a year around the world. I have seen, heard, and read enough to learn about Africa. I was a photojournalist in the military, so I traveled a lot through Asia and Africa. I was lucky enough to stay in Kenya for a week and experience the African lifestyle with a Masai tribe in 2013. Interpersonal and Public Multicultural Communication To understand the essence of multicultural communications, firstly, it is important to consider globalization because globalization and multicultural communications are closely connected with each other. Globalization is the transformation of the world into a single space. It can be said that globalization contributes to multicultural communications. It has become easier to travel and communicate due to modern technologies. There are different ways of communication. However, they all can be divided into two types: nonverbal and verbal. Body language (facial expressions, body movements, tone of voice) refers to the nonverbal form of communication. The verbal ways of communication are divided into written and oral communication. Examples of written communication ways are letters, typed electronic documents, messages, and others. Written verbal co