While watching the film 9 to 5, I noticed a lot of questionable behavior by both men and women throughout the movie. I recorded well over thirty cases of sexual harassment, misuse of the progressive disciplinary program, and inappropriate language used in the office. There were a lot of moments in the movie where one female employee was consistently sexually harassed by her male boss; he was guilty of giving her gifts, touching her inappropriately, and most of all quid pro quo sexual harassment. During the movie a woman was fired on the spot based on something his secretary heard in the bathroom while the woman and a coworker were talking.
“A commonly used four-step progressive disciplinary includes documented oral warning, written warning, suspension, and dismissal”
When other employees are speaking bad about other employees, blatantly taking credit for someone else’s work, threatening others, and not promoting someone because they are a woman can all cause psychological problems with employees.
“This is humiliating or abusive behavior that lowers a person's self-esteem or causes them torment. This can take the form of verbal comments, actions, or gestures”
Wednesday, March 23, 2016
Week 8 EOC: The Apartment
The Apartment it was no zero- tolerance harassment program used in this particular work environment. There were all types of harassment going on in this movie mainly sexual harassment and work place harassment amongst the male and female employees. Some of the male employees that were on the executive level are guilty of quid pro quo toward their fellow male employee of a much lower level than the executives. His superiors were using his apartment to have affairs with women that they work with in exchange he will move up quickly in the company, which h did in only four months.
“Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment. The reason is that even mild forms of harassment that go unchecked can disrupt an operation through decreased morale and productivity and increased employee turnover”
The man that was in charge of everyone was guilty of having sexual relationships with women that worked closely with him as an assistant or women that worked in other parts of the company. These relationships lead to unnecessary firing and secretly listening to the boss’s conversations.
“In all cases, a company will be held liable for a hostile work environment created by its workers if it knew (or should have known) that the harassment was occurring and it did not take reasonable action to stop it”
There also was a male employee that slapped the elevator woman on the butt which she should have reported to human resources. The man then proceeded to make sexual comments about the woman and other female employees which should have been reported by the male employee he was talking to but he was currently receiving quid pro quo harassment from him so he can move up in the company.
“Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment.
This movie has shown me what professionalism should be tolerated and what clearly should not be tolerated.
“Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment. The reason is that even mild forms of harassment that go unchecked can disrupt an operation through decreased morale and productivity and increased employee turnover”
The man that was in charge of everyone was guilty of having sexual relationships with women that worked closely with him as an assistant or women that worked in other parts of the company. These relationships lead to unnecessary firing and secretly listening to the boss’s conversations.
“In all cases, a company will be held liable for a hostile work environment created by its workers if it knew (or should have known) that the harassment was occurring and it did not take reasonable action to stop it”
There also was a male employee that slapped the elevator woman on the butt which she should have reported to human resources. The man then proceeded to make sexual comments about the woman and other female employees which should have been reported by the male employee he was talking to but he was currently receiving quid pro quo harassment from him so he can move up in the company.
“Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment.
This movie has shown me what professionalism should be tolerated and what clearly should not be tolerated.
Sunday, March 20, 2016
Week 6 EOC: Job Title
The job title is a marketing assistant for Burberry. I am working now as a marketing coordinator for a luxury brokerage and specializing in their in house newsletter, announcements, events that benefit the team growth, and more that allows need clients to be engaged with us. I feel this job title has allowed me to grow and become more knowledgable for Burberry. The job descriptions is as followed...
- Work closely with Senior Media Manager to develop strategies for all bought media channels including print, digital display, mobile, paid social, out-of-home, TV and emerging media technologies
- Liaise with external media agency as well as with media vendors to ensure flawless execution in plan development
- Update creative media flighting and allocation charts for all campaign activity across the Americas
- Liaise with creative assets provider (TAG) and Corporate Marketing to ensure accurate and timely traffic/delivery of campaign materials for all vehicles.
- Partner with Accounting and media agency to manage billing process. Closely track and reconcile media budget.
- Utilize consumer insights, media research, seasonal learnings and creative strategy to help inform targeted seasonal plans that will standout and showcase distinct creative messages.
- Seek, investigate and actively pursue innovative communications opportunities, keeping abreast of current events, media trends and target market industry trends that impact business.
- Manage print media library, including publication organization and ad tagging.
I am going to continue to strengthen myself in order to nail all of these attributes and skills required but more. I aim to obtain another job similar to this title once graduating and moving onto the next chapter.
Wednesday, March 16, 2016
Week 9 EOC: Where Are You Going?
I have gone through a number of paths during my school journey. Currently I am a contributing writer to 4 publications of high stature. I have a growing fashion blog collaboration with different brand names and have received high honors for my work. I met some of the greatest people in the fashion industry. I have also styled a few events and managed my own productions. Currently I see myself making a change in the world. I have talents, that I strive to strengthen and make worth wild. I worked hard soon as I realized life is short and so are your dreams. I aim to achieve fashion marketing for a high name or fashion editorials. Working now as a journalist and marketing coordinator has given me skills to help me grow and achieve. I interned with Louis Vuitton, College Fashionista, and more. I guess all the work and tasks I take on will pay off. I aim to always add on to my skills and better them so I will always be qualified for the jobs I seek. research the job skills and requirements on the ideal job I am seeking and work on them. This is how I learned photoshop, illustrator, design work, and analytic systems. I work hard to achieve these goals of being successful in the change of fashion and voicing relevant and eye catching topics. The idea is to change the world and WHAT I DO NOW, is very vital for it. Coming to a close end I now see I can do that.
Wednesday, February 24, 2016
Week 7 EOC: Professional Introduction
I am a driven creativist with a passion for fashion marketing and editorials. I plan to expand and further my learning with your company. Providing my background as well in the creative aspects of marketing, graphic designing, and concept building. Looking forward to being a great asset to your company.
A passionate graduate with a background in fashion editorials and marketing. I aim to be apart of a thriving team that is creating a movement in the fashion industry. Providing my extensive knowledge of the business and learn from well seasoned professionals. Creating brand stories, grabbing attention, and growing future clientele is my main focus for a fashion brand.
Current Fashion management and merchandising graduate with a passion for marketing and editorials at a highly consumed publication. Providing a background in fine art, editorials, blogging, and digital design. Willing to bring passion and innovative ideas to a fashion publication.
A passionate graduate with a background in fashion editorials and marketing. I aim to be apart of a thriving team that is creating a movement in the fashion industry. Providing my extensive knowledge of the business and learn from well seasoned professionals. Creating brand stories, grabbing attention, and growing future clientele is my main focus for a fashion brand.
Current Fashion management and merchandising graduate with a passion for marketing and editorials at a highly consumed publication. Providing a background in fine art, editorials, blogging, and digital design. Willing to bring passion and innovative ideas to a fashion publication.
Wednesday, February 10, 2016
Week 4 EOC: Employee Recruiting
Physical attractiveness is a unquestionable factor that is used to select employees in many hospitality organizations, such as front-of-the-house servers and hotel front desk agents. This is a fact that can mean if you don't or do get the job. It all depends on the type of business you are applying for. Hospitality companies have certain brand image and reputation, if you don't fit that image and environment, it would be better for both parties to not work together.
"hospitality managers conduct detailed position analyses and task breakdowns to identify precisely the skills their workers currently need and then create effective training programs to teach these skills."
Tattoos, for example, are a controllable factor and decision you place on how it will affect your professional career. Especially if you have it inked in a visible place, and you are applying in a company where the environment is obviously the opposite. They probably have an opinion of tattoos and the way their employees should look (because, let's face it, you would be representing their company and they don't like to risk that). It is very complicated topic because the fact is that it shouldn't be about the looks. We shouldn't care on the physical appearances and only focus on the internal traits that will benefit both the employee and the company.
"Any manager seeking to find pretrained employees simply by listing detailed skill requirements in their position advertisements are likely to be sorely disappointed, because in most hospitality operations, the manner in which work is completed varies greatly."
Yet an uncontrollable factor such as scars are a different story. Scars were something that just happened, and tattoos was a choice. Their skills should be the focus, because they are the normal just like everybody else. People with scars shouldn't have to be rejected just because of their looks. That situation could easily turn for the worst, and the person could sue the company.
"Questions about physical traits like height and weight have been found to violate the law because they eliminated disproportionate numbers of female, Asian-American, and Spanish-surnamed applicants."
All in all, it would depend on your personality and the way you would be able to effectively (and emotionally satisfied) work with the company that you are applying for.
"hospitality managers conduct detailed position analyses and task breakdowns to identify precisely the skills their workers currently need and then create effective training programs to teach these skills."
Tattoos, for example, are a controllable factor and decision you place on how it will affect your professional career. Especially if you have it inked in a visible place, and you are applying in a company where the environment is obviously the opposite. They probably have an opinion of tattoos and the way their employees should look (because, let's face it, you would be representing their company and they don't like to risk that). It is very complicated topic because the fact is that it shouldn't be about the looks. We shouldn't care on the physical appearances and only focus on the internal traits that will benefit both the employee and the company.
"Any manager seeking to find pretrained employees simply by listing detailed skill requirements in their position advertisements are likely to be sorely disappointed, because in most hospitality operations, the manner in which work is completed varies greatly."
Yet an uncontrollable factor such as scars are a different story. Scars were something that just happened, and tattoos was a choice. Their skills should be the focus, because they are the normal just like everybody else. People with scars shouldn't have to be rejected just because of their looks. That situation could easily turn for the worst, and the person could sue the company.
"Questions about physical traits like height and weight have been found to violate the law because they eliminated disproportionate numbers of female, Asian-American, and Spanish-surnamed applicants."
All in all, it would depend on your personality and the way you would be able to effectively (and emotionally satisfied) work with the company that you are applying for.
Week 3 EOC: Workplace Fairness
This EOC is discussing our view on Fairness in the Workplace. In the past, some managers felt their employees were not sophisticated enough or had the financial resources. To really challenge policies those employees felt were discriminatory or unfair. However thanks to some great new laws things have changed and become more modernized.
“That is why employee recruitment and selection efforts are so critical to the long-term success of every hospitality business and to all of the hospitality managers who direct their operation’s recruitment and selection process” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online).
I believe it had to be in the position to reprimand an employee of my mother’s restaurant back home. She owns and runs an upscale stake house, and one of her employees had a very inappropriate tattoo of a naked one on his forearm that my mother was not aware of. She ask me to go in as a secret shopper type of costumer and I noticed many things she was not aware of.
“Employee recruiting and selection are the first two essential steps taken by businesses to identify and choose the right employees, with the right qualifications, to serve their customers” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online).
In a situation like this and in case study the hygiene or visual display of an employee, especially a server who’s arm is stretched out to lay the dinner out. When you see a naked woman it can persuade your whole judgement on the entire experience.
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