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TWC Portfolio

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TWC Portfolio

  1. 1. Aspen Drude Final Portfolio The University of West Florida WorkAmerica
  2. 2. 2 Table of Contents Capstone Reflection pg. 3-5 Informational Interview I pg. 6-9 Informational Interview II pg. 10-13 Civic Engagement Reflection pg. 14-15 Midterm Self-Assessment Form pg. 16-17 Work Samples from Internship pg. 18-29 Student Email pg. 19-20 Employer Email pg. 21-22 Abandoned Email pg. 23 Blog Post pg. 24 Analytics PowerPoint pg. 25-29 Work Samples from Course pg. 30-39 Midterm Assessment pg. 31-36 Case Study pg. 37 Ecolab Supply Chain Logistics Model pg. 38-39 Academic Course Syllabus pg. 40-44
  3. 3. 3 Capstone Reflection When I first came to Washington D.C., my goal was to be an awesome human resource manager in a large corporation. I began an internship with a small start up company at the beginning of this summer, which was really against what I wanted for my future. However, I really wanted the chance to grow in more areas than just human resources. I did not expect to change in a substantial manner either professionally or professionally throughout the summer; I was extremely wrong. My first day at WorkAmerica (my current internship site) I was given three different projects. I had extreme autonomy on these projects, which I found was important to me. This is the first thing that has changed for me professionally. I found that autonomy and task variety were both extremely important to me. I had never realized this before, but it only increased my love for human resources. Human resources has many different areas, and if I learned anything in LEAD, it was that it is very important to make sure that your values match with that of the company you are striving to work for. That is a value that I have just recently found as extremely important. During these new projects that I was doing, I really got to have a say so in a lot of other things that were happening in the company. I get to sit in on meetings and learn things about other aspects, such as finance, IT, and design of the website. I’ve gotten the chance to give my perspective on things from a human resource perspective, and that is extremely intrinsically exciting for me to be able to use my previous knowledge within the workplace. I’ve gotten the chance to learn about analytics from six plus different sites. I am responsible for presenting these numbers to the team every Monday, and that makes me feel important. I have a main presentation in one of our team meetings, and it really gives me satisfaction to know that the work that I’m doing is actually important. As I found out in our original values session in LEAD, knowledge was my number one value. I definitely still agree with this, as knowledge is ongoing within my field. I have gotten the chance to talk to multiple HR managers as well as professors within the human resource field. I have gotten the chance to hear world renowned chief human resource officers speak to a crowd of 15,000 plus people here in D.C. My eyes have been opened to the many different paths that I can take, which previously I was not aware of. One of these paths is graduate school. I have thought about graduate school previously, however, this program has given me the chance to really get involved in different programs. I have gotten to sit through grad school panels and visit grad schools around the area. This has given me the opportunity that I don’t feel as if I have in Pensacola. I have also changed in this area. I have decided that I want to go to grad school. I haven’t determined where, however, I have seen how many people in my field do have these degrees. I have seen how much knowledge these people learn in grad school, and that aligns with my values. I have met so many people through this program that are extremely intelligent, and almost all of these people have different leadership styles. This program has backed my opinion of my leadership style; I have not changed in this aspect. Typically, I am the one that is team captain or leading the group. I enjoy being able to lead people and pushing them towards the end goal of the class or company. However, something new that I have learned about my leadership style is that I need to work on my confrontation skills. My customer service skills are great, however, I need to be able to confront people in order to be a strong leader. I envision
  4. 4. 4 myself being a well cultured leader in every area regarding people skills in order to be the best CHRO or CEO that I can be. That leads me to my next point. When I came here, my goal was simple; become a successful HR professional. Now, my goal is to become an international corporation’s CHRO or CEO. I feel like this really portrays how I’ve grown both professionally and personally. I feel so much more positive about being able to do these things thanks to participating in this program. I have always been a determined student with a substantial amount of drive, however, I now truly believe that I could do this with the companies that are my goals as future career choices. My future goals include having more of an impact on others within my field, successfully find a career within a company that challenges me and aligns with my values, complete graduate school, and make my company a better place because of what I do on a daily basis. I plan on running for president of The Society of Human Resource Management UWF student chapter this upcoming semester. I feel as if I could really have an impact on other students as being a leader and leading them by example. I want them to be as excited about HR as I am! I have narrowed my list of companies that I am interested in to three: Google Inc., Tesla, and Ecolab. These companies really align with my goals, and they are extremely ethical and economical. I plan on putting in applications with all three companies after my graduation. I have been looking more and more at graduate schools, however, I haven’t made a decision on what schools I am going to apply for quite yet. Making my company a better place will have to come in the future, however, being president of SHRM will definitely help my leadership development and increase the amount of skills that I have. Washington D.C. is a very small, large city. Someone told me that my first day here, and I immediately said that that didn’t make any sense. I now completely understand what that person meant. D.C. is a pretty big city in the form of there is a lot packed into one place, however, it is a small place in the form of minds. The city is extremely political in everything that happens. This increases the competitiveness and drive of people within the professional realm. Pensacola, Florida is a relatively small place, compared to D.C. The crime rates are lower, the living is cheaper, and the people are different. I experienced a terrifying event within D.C., however, this event really changed my views on a number of different things. The perceived active shooter situation that we had recently terrified numerous students and created mass hysteria within the TWC community. I found myself with my back against the wall (literally) with 4 other people who didn’t know what to do in this particular situation. I had no idea what to do, however, I could do one of two things; I could be a leader, or I could potentially let people around me get hurt. I chose in this particular moment to be a leader. I learned a bit about myself in this moment; I work well under extreme pressure. I was terrified, along with everyone else. But really, this made me angrier than anything. I have now changed my opinion on important social concerns such as gun reform. I know that things like this event do not only happen within D.C., however, they don’t happen often where I live. So, this is something that happens “only in D.C.” that really changed my perception and how I go about my everyday life. Overall, Washington D.C. has been great to me. I’ve made some really great friends, done and seen some amazing things, and learned so much about not only myself, but others as
  5. 5. 5 well. I’ve grown both professionally and personally this summer thanks to my internship, TWC, and the courses that I have taken.
  6. 6. 6 Informational Interview Reflection I Interviewee – Stephanie Goetsch Stephanie@sparkcareerstrategy.com Company: Founder of Spark Career Strategy A little background on Ms. Goetsch and I’s relationship: I had the wonderful privilege of attending The 2016 National SHRM Conference this year in DC. Ms. Goetsch was a delightful speaker as she spoke to young professionals of SHRM on how to build your tribe. Ms. Goetsch is a graduate of the University of Wisconsin-Madison and the founder of Spark Career Strategy. She has worked for companies such as Chevy Chase Bank, Adecco Technical, and U.S. Pharmacopeia in many fields of HR. She was a very motivational speaker, which made me want to explore more about her and how she stumbled upon HR and career coaching. She is a young, successful woman who has gotten to where she is by working hard and demonstrating her knowledge in a way that portrays human resources as being both useful and important within a workplace. I had the pleasure of sitting down with Ms. Goetsch and asking her questions about the HR field and her professional successes. Below is a compiled list of questions that we spoke about. 1. How has your experience in HR made you a better career coach? a. I don’t know how you would do this job without knowing how the hiring process works. I don’t know how a person would coach and offer direction to someone without having been there and actually done that. Credibility and experience is a main concern when it comes to people listening to you. 2. What is your favorite thing about working in human resources? a. My favorite thing about human resources is that it is people based. I’m not really a systems and processes person. Being good at relationships makes human resource work so much more fun and interesting to me. 3. Could you go through your HR career from the beginning until now again for me? a. Well, you can see my previous employers on LinkedIn, however I started with being on the staffing side, moved from external staffing to in house recruitment, then moved to smaller teams and recruitment, and moved onward to compensation, benefits, and training. The experience of all of those together, as a whole, makes me a better career coach. 4. If you could change one thing at any point in time during your career to better yourself or your career, what would it be? a. Well, as an entrepreneur, I would have taken more marketing classes. It involves a lot more marketing than I had originally expected. Whether these are in a professional learning environment or just a simple online course, I would have done more. I would have spent more time studying that particular field. 5. Are there any tips that you could give an upcoming HR professional on how to succeed in this field that you wish you would have known?
  7. 7. 7 a. Try a lot of things! HR is a large field, but dive deep into an area and wide. Avoid generalist roles. People ultimately want expertise. Be in a team that allows you to experience other areas. Understand compensation and employment law. Expand your horizons. Look for a team that allows you to do and touch other items within HR. Smaller teams offer greater opportunity. Do it early! Dive into everything very early in your career, because it will be worth it in the end! 6. As you have stated in previous talks and on your LinkedIn profile, I have noticed that you don’t have a master’s degree. Would you say that a master’s degree is required to be a part of top management in HR? a. Experience, leadership, and technical knowledge trump knowledge every time. The ability to walk into a room with top executives and have confidence and talk clearly served me very well. Know when to stop talking especially when around top management. Top executives love working with me which allowed me to have advocacy across the organizations that I have worked for. Getting my PHR certification was very helpful for my career as well. 7. What were some challenges/surprises that were involved when you first started in HR? a. What surprises me is that there are brilliant people in big companies, but HR is very undervalued. HR is there to serve them in a very secretariat way in their minds. HR does not do a good job at showing value for themselves most of the time. It made me insane because I worked really hard towards making HR a bigger part in these organizations that I worked for. Companies walk all over HR. As talked about a lot at the SHRM conference, HR is starting to come up more and more in these large organizations. As HR professionals, it is important that we push HR and show our importance. Companies bring me in to consult for them, and their HR department is very far behind. We have to be business people and start bringing up metrics. Metrics work for top management every time. They want to see numbers, so be sure to bring them that! Ms. Goetsch is very motivated in the field of HR, and I feel as if that is a common leadership style in any top management position. She has this passion for ongoing learning that I see in myself. That is a great motivational factor to see similarities with someone as successful as Ms. Goetsch. I think that acclimating to change is one of the best and most important things that someone in the human resource field can do. As Ms. Goetsch said, diving in deep and wide in HR is extremely important to building the foundation of a successful human resource career. As I did learn at the SHRM conference as well as in many classroom settings, HR does have a difficult time presenting itself as a relevant field in large organizations. This has been one of the main pressing issues presented to HR professionals across the world. However, I was surprised to hear it from Ms. Goetsch as an issue from a career coach’s perspective. Ms. Goetsch has a very interesting view because of her involvement in both
  8. 8. 8 large organizations and entrepreneurship. Hearing her talk about how HR devalues itself simply makes me want to learn more and be a better leader to help push HR in the direction that it needs to be going. As an upcoming business professional, it is my duty to increase the want and need of HR professionals within the workplace around the world. I don’t think that I could picture myself being an entrepreneur as Ms. Goetsch has so bravely done, however, HR is one of my biggest passions. I love the ongoing learning that it ensues, and I certainly love the people that I have came across since delving into this profession. I have gotten so many opportunities, such as the SHRM Conference, to network, learn, and develop a different way of thinking because of this area of business. I definitely plan to continue my education in this career in the future, however, Ms. Goetsch opened my eyes about graduate school. I think that her statement about experience, leadership, and technical knowledge is going to help me further myself professionally. Who knows, maybe I will fall into a love of entrepreneurship after I have worked for large organizations and have a broader view of the human resource profession. As of right now, I have more of a passion for working towards increasing HR’s presence in large organizations, specifically in training, development, and employment law. I learned that the best strategies for breaking into HR is to really divulge yourself into not only the knowledge, but also the culture of your workplace. It is extremely important to have both soft skills and hard skills within HR, and I feel like I can offer both of those. I want to completely submerge myself into all aspects of HR, and I am excited to begin that next stage in a large organization! Ms. Goetsch mentioned that marketing was more important than she had originally thought, and that she wished she would have studied more of that earlier on. I have actually considered myself quite well rounded in the business field, simply because I have taken accounting, finance, and marketing courses as well as HR. I can definitely see how marketing is exceptionally important in career coaching when it comes to target audiences and things alike. However, marketing is also important within the HR profession, especially when it comes to analytics. I am handling an analytics campaign in my internship currently, and big data has a lot to do with the larger picture of a company. Therefore, it gives human resources an “in” to the big table with the big conversations with top executives. As Ms. Goetsch stated, as HR professionals, we have to push our way into the “important” executive positions by presenting metrics, and this is one way to do that. I believe that my internship is really helping me grow in the field of big data, as well as continuing my education, conducting informational interviews, and attending panels on HR topics from different areas of the world. I feel as if these things really submerse me into the all around culture of HR. This informational interview did not necessarily change the way that I perceive my immediate future, however, it did open my mind to other things besides “The American
  9. 9. 9 Dream”. Working in one organization for my whole life has always been the go to idea, however, Ms. Goetsch has certainly broadened my perspective, not only through this informational interview, but also through her motivational speaking session at the SHRM 2016 conference.
  10. 10. 10 Informational Interview Reflection II Interviewee – Dr. Kristie Abston kabston@uwf.edu Career: University Professor A little background on Dr. Abston and I’s relationship: Dr. Abston has been one of the most influential leaders that I have met thus far in the human resource world. I met her through the University of West Florida where she teaches human resource classes. She actually started her career with a bachelor’s degree in Biology. Luckily, she came to Washington this summer for the annual SHRM conference. I was so pleased with my informational interview with Dr. Abston, simply because she has so much to teach young professionals that want to enter this field. Below is a compiled list of questions that we spoke about. 1. What made you change your mind about Biology and turn to HR? a. I never really considered HR until my manager at my first real job (lab technician doing research and development at a chemical company) asked me to consider what jobs the company had that I thought would be a good fit for me in the long term. He was only four years older and had a PhD in chemical engineering from Princeton. I am still astounded that he was thinking ahead for me because I wasn't doing it myself. I had taken a couple of courses toward a Masters in Education so that I could eventually teach, but my heart wasn't really in it. When my manager began that career planning dialogue, I seriously considered the different jobs that were available. I chose HR because they seemed to be involved in all areas of the company and were just so helpful to everyone. In that stage of my life, I got bored easily, so the task variety was very appealing to me. 2. What made you decide to get your PhD and become a professor? a. I was downsized at my last full-time HR job, and the economy was bad. I was unsuccessful in finding another job. A vendor I had used for training offered me a sales job at her company, but I declined because selling training didn't seem like a good fit. She was considering going to graduate school herself, and she suggested that I look into it because I had time on my hands. She was the first person to tell me about graduate assistantships and tuition waivers. So, I applied just in case I didn't find something better to do. Oddly enough, that vendor did not get accepted into the program. I was lucky to get an assistantship at the very last minute. I believe that God gets the credit for me ever going to graduate school. If I had found a job after that downsizing, I would probably not have gone back to school. I was pregnant with my daughter when I finished my master's degree, and the director of my assistantship wanted me to stay on another year because I was helping him with the coordination of an academic conference. He said I could work from home, and there were several doctoral courses that were online or met on a few weekends. So, I thought continuing my academic work for one more year would buy me a year at home with my baby, and then I would decide what to do. I was being paid $1,000 per month for my stipend in addition to a tuition waiver. Seemed like a decent part-time gig considering I didn't have
  11. 11. 11 any other prospects. By the time the second year rolled around, I was enjoying the courses, and I got assigned to my major professor for my assistantship. She was a tremendous person. I learned a great deal in the 3-4 months that we worked together. The political climate in the department was so horrible that she ended up quitting in December of that year, so I had to go back to working for the original director (and the source of the political climate!). By the end of the second year, I thought I had too much invested to turn back (escalation of commitment!). I spent another three years working on my dissertation and had another baby along the way. In total, I was a graduate student for 7 years. All that to say that I never planned to become a professor. I just wanted to have a decent job in HR somewhere. I think God had different plans for me, and I had to learn them the hard way. I always enjoyed training, so teaching at the college level was not a huge stretch. It just wasn't anything I considered until I started my PhD program. 3. What do you find unique about HR? a. This career field offers more flexibility than many others, which is a strong positive. It is also a field that has greater ethical, moral, and professional responsibility than most. Professors are given the future leaders of the world as captive audiences on a daily/weekly basis, and making the most of that opportunity is a tremendous responsibility. Some of us take it more seriously than others! 4. Do you feel as if a master's degree is extremely important for top management to have? a. I believe that a master's degree will become essential for top managers in your generation. A bachelor's degree is common nowadays. I believe the MBA will be equally common by the time you are in your 40s. Having strong academic credentials as a foundation for progressive professional experiences makes a person irrefutably qualified for upper management. Having one without the other leaves room for unproductive speculation and doubt, whether founded or not. 5. What sacrifices have you had to make to succeed in this field, and do you feel the sacrifices were worth it? a. In academia, the main sacrifice is personal time. Work-life balance has been the biggest challenge for me in this career. The job is 24/7 for me, but that's not the case for everyone in this career. I am undecided if it's worth it at the moment! In HR, I had to develop a "thick skin" because employees, like students, will say hurtful things when they are upset. In that career, one has to be friendly but not be friends with the employees (and other managers for that matter). In small communities, these relational things can be very challenging as you will run into employees as the grocery store, at the movies, etc. So, I would say a HR professional has to be willing to sacrifice, at times, personal feelings, opportunities for friendships, and anonymity. I felt it was worth it when I was doing the job full-time, but I am not sure I would feel the same way now. Part of the "worth it" question would depend upon the total rewards package!
  12. 12. 12 6. What entry level jobs offer the best opportunities for the greatest amount of diverse learning in HR? a. A larger company with generalist positions is naturally going to offer more opportunities for a wider range of learning (breadth of tasks and exposure to best practices across a number of areas of HR). However, smaller companies where fewer people do each job can also offer wonderful learning opportunities because of the depth of learning (significant development of skills on a few functional areas of HR). 7. What is the most important thing that someone planning to enter into this career should know? a. I cannot choose just one most important thing! One big thing is that HR is constantly evolving with new laws, best practices, etc. In order to be successful, a good HR professional is in a constant state of learning and then proactively sharing that learning with his/her organization (which is not easy). This career is not ideal for those who have a strong preference for equilibrium or maintaining the status quo. Another big thing is having the courage to confront other managers, even executives, when they are not managing properly. Being an advocate for the employee while also keeping the company's best interests as the focus can be a tough balance to strike. I think that a common leadership style in HR is the transfer of learning and succession planning. As Dr. Abston is a professor, I think she does both of these although one may be unknowingly. As I have taken multiple classes with Dr. Abston, I can personally say that in order to pass her courses, you have to genuinely learn the material. Memorization does not work in her courses. The transfer of learning of course occurs when she is teaching. She is bringing her knowledge and expertise to the classroom, and the students have the privilege of taking in that material. Succession planning is important in the field of HR simply because it is important that top companies have the next line of top managers properly prepared to take on their roles. I say that Dr. Abston has prepared myself and her other students exceptionally well on my future career in HR. Dedication and time management are extremely important in order to acclimate to these leadership styles. You have to be willing to work the extra hours and volunteer for those extra projects to get to where these other leaders are, and promote leadership within the company to your other coworkers. I think that Dr. Abston is a wonderful portrait of a leader, and I have certainly learned so much from her. Dr. Abston has a very odd career path into HR. As stated by Dr. Abston in this interview, she got her bachelor’s degree in Biology. I found it surprising that her reason for getting into HR was for the task variety. I can list multiple reasons as to why I chose HR as my career field, but task variety wasn’t on my list until this interview. I do feel like that is an extremely important factor in choosing a job, especially with Millennials. I also found it surprising that Dr. Abston wasn’t sure if getting her PhD and becoming a professor was worth it. I’ve never thought to ask her this question (although we’ve talked about a thousand different things in the past). This topic just never came up. I’m currently debating where I want to take my career path, and teaching was on that list. Dr. Abston has not necessarily made me rethink that, but she has made me
  13. 13. 13 think more about if it is really worth it or not. The continuation of learning is definitely worth it, but I can understand what she means when she said that you constantly have students as well as other professors that aren’t so nice and appealing. I think that this is an issue in every field, not just mine. I am glad that she is so open with me about how she feels about her current position, because it helps me understand the pros and cons of her field. I definitely want to follow in Dr. Abston’s footsteps in the means of getting my Masters and possibly my PhD. However, I don’t think that I want to go into teaching. I would love to be able to be as great as she is with the transfer of learning, however, I would want to do this in an organizational setting. I want to be able to teach new HR managers that have already graduated these things. My goal is to become the CHRO and possibly even the CEO of a large, international organization that I can better with my knowledge of the business world. I think that Dr. Abston is one of the most intelligent people that I have ever met, and her ability to teach is outstanding. I am so glad that I had the opportunity to take her class, which in turn means that I am extremely happy that she chose to become a teacher. She has certainly made my decision final that HR is exactly what I want to do with my career and life. In my first informational interview, I asked what were the best breakthrough options to break into HR. She told me that I shouldn’t go for a generalist position because I wanted to really get deep into the knowledge that HR has to offer, and generalist positions do not allow you to do that. I agree with that, to a degree. Dr. Abston, on the other hand, had something else to say. She said that a generalist position is a good thing. However, she also has said previously that being a generalist isn’t something that you do your whole life. Typically, there is one piece of HR that draws you close, and you realize what you love. I haven’t decided what I love yet, so a generalist position would probably be best for me. She also said that a small company may have more to offer because you get to see all different aspects of a company. I 100 percent agree with this, as I am doing now in my internship. Currently, I am interning with a start up company, and I’ve learned so much about the whole company; not just HR! I think that Dr. Abston is correct in saying that HR is constantly evolving. I think that I could learn more in every aspect of human resources and not just one. I would love to continue to learn about compensation and benefits, employment law, staffing, training, and development, etc. I think that learning is a skill in itself, because it takes dedication, internal strength, and drive to get to where I want to be in top management. Talking with Dr. Abston is always a pleasure that I greatly enjoy. She has molded me into this person that has a great love for HR, in all aspects. My main goal during this interview was to decide if I wanted to attend a master’s program directly after my bachelor’s degree, or wait. I think that Dr. Abston has given me a reason to go to grad school directly after I graduate, simply because of her reasoning that she stated. Basically everyone has a bachelor’s degree now; why not get your masters? It is in a field that I love, and I will always continue learning in the field. So, in a way, Dr. Abston has changed the way I perceive my immediate future by pushing me to continue my love of learning through attending a graduate program in HR.
  14. 14. 14 Civic Engagement Project Reflection The social issue that I have chosen is freedom from discrimination. Freedom from discrimination is very self explanatory, however, I mean the ability to walk around as any race, religion, etc. and not be looked down upon, judged, or punished for being that way. This discrimination happens in both personal and professional lives. This happens to mainly minorities, such as women and African Americans, however, it affects the majority as well. The negative effects of discrimination affect everyone, even when it is not noticeable. This is a large issue because it affects everyone, not just one class, race, religion, etc. This affects people’s everyday life. I think that discrimination is very largely and well known within the United States, however, it has not been resolved. Being in human resources and studying discrimination within the workplace has caused this issue to be near and dear to my heart. I don’t think that there is any one way to solve discrimination. We will always have people that hate on others for a variety of reasons. However, I do think that not only raising awareness, but really making others understand and have empathy for people that are being discriminated against will help this issue. Just because people know about a social problem doesn’t mean that they can empathize with people or understand what they are going through. I think that if we can bring to attention how much this really affects people on a day to day basis, then we will begin to get somewhere. For example, women making less than men for doing the same job. This issue is constantly brought up, however, only women that have been through this understand completely how this feels. So, how do we make men understand? We really make them understand what it would be like in our shoes. We give them situational examples as well as statistics that really hit the soft spot. In SMLS this semester, we talked about what happened in Orlando. A large portion of that conversation was about diversity within the United States. We talked about how separation is affecting our country and the citizens within it. I completely agree with this statement. One example that was given was Trump’s idea of a wall and how crazy this idea is. We are already struggling with separation issues. Creating more of a separation than the already apparent two party system would cause a larger increase in discrimination within our country. If we remain separate as a nation, then why would we come together to solve an issue? This has to be solved before we can move forward with this movement to have freedom from discrimination. For my direct service, I chose cultivate the city. I helped clear a lot of weeds, painted a significant amount of flower pots, and mixed fertilizer to fill eco friendly bags. This may not seem like much, but because NOMA is a BID district, it is. These districts are being updated to maintain safety within neighborhoods with higher crime rates. Statistically, nicer neighborhoods have lower crime rates, therefore, the point of making these neighborhoods nicer is extremely important to D.C.! I think that my direct service was important because every helping hand matters. I spent six hours attempting to make my community more beautiful. I spent six hours with people that I don’t know that all had the same goal: environmental empowerment. It’s extremely intrinsically rewarding to do these volunteer activities. I think that this has something to do with freedom from discrimination because there were people there from all different religions, races, ethnicities, and we all came together for the betterment of our community. Nothing else mattered, other than the betterment of our community. We all had one goal. If we could all want the same goal of freedom from
  15. 15. 15 discrimination, the world would have less problems. Less mass shootings would happen, less police brutality, and lower crime rates. I think that a transferable strategy that I learned from my direct service hours is to just be more giving. I should volunteer more, even if it is just mixing fertilizer and filling eco friendly bags with it. You meet so many people, and watch all different kinds of people come together for a good cause. People seeing you do work for a cause that you care about also increases their want to do something good for their community as well. I should be a good influence and increase the amount of direct service that I help with.
  16. 16. 16 Midterm Self-Assessment Form
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  18. 18. 18 Aspen Drude WorkAmerica Work Samples
  19. 19. 19 WORK SAMPLE 1 My first main project was creating an email campaign. This email campaign consisted of three separate campaigns within one. I created 20 emails to be sent out to employers, students, and students that have abandoned their emails with our site. Below is an email that I created for our students on interview do’s and don’ts.
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  21. 21. 21 WORK SAMPLE 2 My next example is another email from the campaign to employers. I had to transfer from Mailchimp to Sendgrid, so this template is still being worked on.
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  23. 23. 23 WORK SAMPLE 3 My next example is from the email campaign as well, but from the abandoned email section.
  24. 24. 24 WORK SAMPLE 4 For my fourth work sample, I chose a blog post that I wrote for our website. 4 steps to Impress Recruiters When They Call Want to know how to make a great first impression when recruiters call? We have four simple steps that you must start doing today! Our job is to help you stand out from the crowd and help you find the perfect skilled trades position for you. So, how can you nail that call and land an in-person interview? • Step 1. Keep your contact information up to date. • Step 2. Set-Up your voicemail – Make the greeting simple but professional. Don't just let it be your phone number. If you don't know how to set up your voicemail, google how to do it! • Step 3. Be Responsive – If a recruiter calls and leaves a voicemail, call back right away. • Step 4. Be Polite – Just pick up the phone and say “Hi, this is << Test First Name >>, how can I help?” Don’t be nervous when picking up the phone. REMEMBER, you know yourself better than anyone else, be confident!! Need more help? Listen to Tracy Goodwin's advice on phone etiquette below! https://www.youtube.com/watch?v=wYSrIRqavoM
  25. 25. 25 WORK SAMPLE 5 This next work sample is a PowerPoint presentation that I created to gather all of the analytics from five different sites. This helps us understand our customers and what they want a little more. SLIDE 1 Data Analytics Compilation
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  30. 30. 30 Aspen Drude International Business Work Samples
  31. 31. 31 WORK SAMPLE 1 My first example for my international business course is my midterm assessment that I completed on the company called Ecolab. 1) In international trade, the main purpose of inter-governmental organizations is to use rules rather than force to settle economic as well as political conflicts and provide some kind of world order and standardization. Since multinational corporations are actors within the international trade, these inter-governmental organizations play a major role in supporting and protecting multinational corporations. Your CEO has asked you whether inter-governmental organizations, like the United Nationals and (U.N.) and World Trade Organization (WTO), could help grow your company’s business. You have been asked by your CEO to draft a response on why your company might benefit from activities within the WTO and/or the UN. Select three issues that are currently being debated within either the WTO or the UN to help you illustrate your position. Mr. Baker, I believe that inter-governmental organizations such as the United Nations would help grow Ecolab’s business. I say this because of three important issues that the UN is currently addressing that have relevance to what we do within our corporation. By doing business with the UN, it would increase our global recognition in our goal for international sustainability, increase the amount of responsibility Ecolab has on a global level which in turn would increase interest of consumers, increase access to global leaders and world markets, and could potentially increase the amount of countries that we are currently conducting business in. We are currently in approximately 150 countries, meanwhile, the UN is in 192. All in all, the UN is just good business. The UN shares the same overall sustainability goal as Ecolab, which was a large part of my analysis and how I came to this decision. The UN has created a list of sustainable development goals that are to be achieved by year 2030. These goals include topics such as water, environment, and energy; all of which we are largely dedicated to improving around the world. I will start by talking about the goal for water. The sustainable goal for water is to “ensure availability and sustainable management of water and sanitation for all” (UN, 2015). A significant amount of stress for water comes from population growth, pollution, and the demands of the agriculture and other industries. Since our company goals are to “use less water, re-use and recycle water, manage water to increase operational efficiency and reduce cost of operation, treat water to meet environmental discharge standards, treat for health and safety, and protect and extend asset life”, we are already agreeing with this want and need to meet this goal (Ecolab, 2016). As we continue to strive to meet our goals, population growth and the demands for industries using water should not be an issue due to our ability to decrease the amount of water usage. The coverage of water remains low in Africa. 40 percent of people without improved water live in Africa. Since we do have locations in Africa, we are helping with their economic development, therefore, slowly increasing the amount of healthy water in the country. Another of our goals is to “improve water availability for people around the world”. I believe that the UN could help us do that by getting us in touch with the right
  32. 32. 32 leaders and figuring out the best way to do this and help these people in desperate need for clean water. The next goal I will be addressing is the environment. The sustainable goal for the environment is to “inspire and guide the peoples of the world in the preservation and enhancement of the human environment.” The UN is promoting the safe management of toxic waste along with the prevention of water pollution. Our goal is to keep people safe, lower the total cost of operations, and reduce the environmental impact of what we do. We do this by improving safety, conserving resources, and reducing waste. Additionally, we provide “environmental stewardship through customer solutions and our own operations” by making sure that everything we do is following not only the legal regulations of keeping the environment safe but also the ethical values which we at Ecolab hold near and dear to our hearts (Ecolab, 2016). Once again, our goals align with the UN. We want to preserve the environment, and we show that through doing our best with managing toxic wastes and preventing water pollution: two goals that the UN is reaching for. The last goal I will be addressing is energy. The sustainable goal for energy is to “ensure access to affordable, reliable, sustainable, and modern energy for all” (UN, 2015). At Ecolab, our goal is to “help our customers use less energy – and reduce their environmental footprints – by identifying and treating process-related problems and providing them with products that minimize energy use” (Ecolab, 2016). Since our main focus is on clean energy within the energy field, I feel as if this really aligns with the UN’s goal. We want to be able to provide reliable energy to as many people as possible. What is more modern than the green movement where we conserve sustainable energy as much as possible? My main point, Mr. Baker, is that the UN and Ecolab have the same goal: sustainability. They can provide us with an opportunity to truly improve our company as well as not only meet our goals but also create larger goals. We are a steadily growing company, and this could be a great way to grow productively. Thank you for your time. 2) Review the three links posted in Schoology on the United Kingdom’s (U.K.) exit from the European Union (EU). Your CEO has asked you whether the U.K.’s exit from the EU will have a negative impact on your business. You have been asked by your CEO to draft a response that outlines and explains three negative impacts on your business. Mr. Baker, As you have asked, I have done research and conducted an analysis of “brexit” and the negative impacts that it will have on Ecolab. I have found three significant issues that will affect our company from this detachment in the U.K.: Price concessions, expatriate assignments, and movement of products, people, and money. I will first begin by talking about price concessions. The U.K. will have to ask Ecolab for price concessions on their products. They will be forced to renegotiate contracts due to force majeure. Frankly, the U.K. just won’t have the money needed for the current contracts. This will decrease our annual revenue within England, Britain, etc. and cause us to have more employees in England for longer periods of time (which costs us more money and assets). Europe will also most likely have to do the same which also will decrease profits within Europe.
  33. 33. 33 The U.K. is going to need help during the beginning of this adventure they have decided upon. However, do we help them even if it causes us a decrease in profits? My next point is talking about the increased costs of expatriate assignments. Since the money in the EU and the U.K. is losing value over this, it is actually going to increase costs for expatriate assignments. Inflation within Europe and the U.K. will cause increased costs for everyone. Stipends will need to be increased to make up for the increased costs within the country. Expatriate assignments are already extremely expensive for us, between the training and travel costs. We may have to decrease the amount of people that we send on these programs due to increased costs. Currently, the euro is down from a typical stipend of 2100 euros to 1800 euros in value. 300 euros per month is a substantial amount that we will have to address when we are determining whether to send our people abroad for long periods of time. My next concern is that this brexit is going to make it more difficult to move products, money, and people around within the EU and the U.K. Products are going to be more difficult due to new laws and new quotas, tariffs, etc. We don’t know exactly what the laws will be for the U.K. as of now when it comes to trading. This is definitely a cause for worry as the tariffs could potentially increase our costs for doing business within the U.K. Before, we could easily transport items between countries thanks to being able to travel all over the EU without a passport, however, now people will need passports to travel between Europe and the U.K. This is going to cause issues when trying to move people from one of our facilities in Europe over to the U.K. We are going to have to pay for these passports, which again, increases our costs. Money in the U.K. is going to be different and valued differently as well, therefore, it is going to be more difficult to move or use money within the two countries. Before, all 28 countries within the EU accepted the pound and the euro because they were easily accessible and exchangeable. This is no longer the case because of the brexit. When the U.K. officially breaks off from the EU, you will no longer be able to use the pound interchangeably with the Euro. It will make it harder to conduct business transactions as well as to handle money between the U.K. and Europe. These three issues could be huge for our company. We need to evaluate what to do if these situations do arise and create a plan. The brexit will definitely affect us, and we need to be ready when it does. Thank you for your time. 3) If you were representing your company in negotiations with the U.K. over addressing the negative impacts for the U.K.’s exit from the EU, what kinds of concessions would you ask the U.K. government for? What would you offer as incentives? In your report to your company’s top management regarding the deal, which points would you emphasize as most important? If instead you were representing U.K. government in the negotiations and reporting to top state leaders, what would be your negotiating goals and the focus of your report? To Whom This May Concern within Top Management, When asking for concessions, we should seek out lower tariff costs on our products. In return, we are willing to negotiate the contracts that we currently have. We are willing to decrease some of the costs in exchange for having longer contracts to make up the loss of money on our part. We also want to ask for the availability to cross borders without passports
  34. 34. 34 or with some cheaper form of validation. This would not only cut costs for Ecolab, but also make it easier to cross the border and deliver products. We should also ask for governmental help with expatriate domicile. This could be anything from housing to transportation help to tax reductions for these people. By sending expatriates to these countries, we are increasing their economic cash flow, therefore, we have leverage here. This could cut our costs for expatriate living which may allow us to keep the stipend at the current amount. In return, we are willing to help grow the economy within the U.K. by providing our services at lower costs and in more areas. Our goal should be focused on sustainability within the U.K. and increasing how safe and comfortable the U.K. citizens feel about this separation from the EU. I think that the decreased tariff costs should be the most emphasized. We can pay for passports or increased stipends if need be, however, tariff costs could cost us much more money. If we can get tariff costs to below what we were paying when they were a part of the EU, this will actually save us money and allow us to give larger stipends and pay for passports. This should be the main focus of our negotiations. Remember, we are negotiating these contracts and decreasing our costs for them. We have a good argument for this. Thank you for your time. To Whom This May Concern within top leaders in the U.K, As we all know, this separation is going to be a difficult one. We have to negotiate with the corporations and organizations that have been with us for centuries to determine our new laws. Our main focus is sustainability. We need to be able to stand on our own two feet with what we have currently available. Let’s keep this main focus in mind, and we will be able to not only please our people but also have a successful future. Any laws or negotiations should be had with this main goal in mind. A lot of companies will be asking about tariffs and quotas; we need to continue pushing forward with these company’s negotiations. If they have something of use to us, we will negotiate terms of certain tariffs or quotas for them. We will not be able to meet all of their wants and needs, so that needs to be kept in mind as well. We want what is best for our country and our people, so ethical correctness needs to be kept in the front of your mind when you’re making these decisions. We want to be seen as strong and ethical. This will keep our people pleased and keep the faith within our government. Thank you for your time. 4) Suppose U.K. agreed to your proposed concessions. The agreement would produce $5 billion in new wealth for your company’s home country, as well as $10 billion for the U.K. (which are political allies but economic rivals). Which advice would a mercantilist give your company’s home country leaders about making such a deal? What arguments would support the advice? How would economic liberal advice and arguments differ? A mercantilist would suggest that the U.S. accepts this deal, but only because we are capitalizing on the weakness of the U.K.’s current situation. Since economic results matter so much, a mercantilist would think that in the long-run, we will have exponential growth. We are leveraging them with small incentives that we can offer. In turn, this allows us to grow exponentially when their economy becomes strong. This allows us to have the upper hand in
  35. 35. 35 doing business later on. Doing this now is good business for Ecolab, because when they make money, we make money. It is a good investment. We need to make sure that we are the ones that are controlling all of these negotiations and contract deals. The U.K. needs to know that just because we are allowing the negotiations of these contracts, it does not mean that Ecolab will be taken advantage of in the future. Economic results matter intensely in the next 10 years or so, as our profit and what we are getting out of this is the most important. We need to make sure that we are protecting our country as well as our own interests. Make sure that this is the right move for us and that the numbers are working out as they should. Always have someone watching the back of the company to make sure that things are running smoothly and as wanted in the U.K. Have a back up plan if this fails. An economic liberalist would warn Ecolab’s U.S. leaders to keep the focus on the long term. In the long term, the contracts will be able to be renegotiated once the U.K. gets fully on their feet. This would give us the first foot forward. We helped them when they needed it, and now it is our turn to get what we want. Not only will this allow a long-term relationship within the U.K, but it also allows us to have a good name in terms of our willingness to help countries in need. This causes an increase in our profits long-term. We will probably lose money in the beginning, but in the long run, we are creating an alliance and maybe even a possible monopoly in the U.K., which makes it worth it. Although the U.K. is getting more money for their government out of this deal, that is alright because we have many more resources already available for us in the United States. We want the U.K. to succeed and be successful so that we can be a main driver in their market when it becomes strong. There are multiple mutual benefits from these economic exchanges. The U.K. will be good to have business with in the future, and that is what we are focusing on. We want to cooperate as much as possible with the U.K. in their time of need, because that is our duty as an ethical company as well as for possible future endeavors with them.
  36. 36. 36 Reference Page Abundant Energy. (2016). Retrieved July 06, 2016, from http://www.ecolab.com/about/our- vision/abundant-energy Clean Water. (2016). Retrieved July 06, 2016, from http://www.ecolab.com/about/our- vision/clean-water Global issues, africa, ageing, agriculture, aids, atomic energy, children, climate change, culture, decolonization, demining, development, disabilities, disarmament, environment, food, governance, humanitarian, refugees, women. (n.d.). Retrieved July 06, 2016, from http://www.un.org/en/globalissues/index.shtml UN. (2015). Sustainable Development Goals .:. Sustainable Development Knowledge Platform. Retrieved July 06, 2016, from https://sustainabledevelopment.un.org/?menu=1300
  37. 37. 37 WORK SAMPLE 2 My second work sample is a case study that I completed and had to turn in. Intel: A Case Study of Foreign Direct Investment in Central America 1) What was the problem in the case study? a. I wouldn’t necessarily say that there was a problem in this case study. We were merely evaluating if companies moving into different countries was a positive or a negative thing. In this case study in particular, we studied Intel and if their move into Costa Rica was a good or a bad thing for both the company and the country. 2) Who were the major actors, i.e. countries, companies, individuals, non-government organizations, in the case? a. Intel, Costa Rica, The Presidency, the Ministry of Foreign Tiade, CINDE, the Ministry of Education, the Costa Rican Technology Institute, ICE, Rodríguez- Clare, European Union, Program for Higher Technology Multinational Enterprises, PROCOMER 3) What were the competing interests in the case study? a. Intel and competing companies that aren’t named. Costa Rica and other countries around the world. This isn’t really a typical case study where there are two competing interests. Mainly, we are talking about how Intel’s integration into Costa Rica has helped the economy. 4) How were these interests addressed? a. In this particular case study, they addressed the impact of FDI on Costa Rica. They addressed direct effects, macroeconomic effects, fiscal effects, and the impact of productivity. They looked at the overall growth, which has grown since Intel has put themselves in Costa Rica. They also looked at imports and exports; which Intel has increased profits within Costa Rica from a deficit to a surplus. They did surveys asking other companies if they think that Intel has helped or hurt in different ways. They asked about the wages and if other companies had to increase their wages due to Intel coming into the country. They also asked if other companies thought that Intel had increased productivity together. These companies, for the most part, had very positive things to say about Intel. 5) Consider possible outcomes. What strategies would you have recommended in this case to create a favorable outcome for all of the actors in the case study? a. I think that this case was handled very well. Intel made a decision as to enter into Costa Rica based on multiple important factors. These factors included “political stability, highly educated labor force, relatively corruption-free environment, and the credibility of the legal institutions”. I think that Intel based their decision on relevant factors, and there wasn’t another way to handle it.
  38. 38. 38 WORK SAMPLE 3 My next work sample is a project that we were assigned in class. I had to create a logistics supply chain for Ecolab on a product of my choice. I chose oil. One of Ecolab’s largest products is oil. In order to create oil that abides by legal standards, oil must go through multiple different stages of the supply chain. The supply chain is important because it allows us to see how oil is produced and distributes within Ecolab around the world. The supply chain begins with determining the product that you want to create. In this case, we want oil. We have to explore the best ways of doing this and where. We find that drilling oil offshore is the most efficient way. Ecolab already has offshore drilling rigs, therefore we don’t need to design and construct oil rigs. We then start the drilling. We drill the oil from our offshore rigs and store it in large containers to be shipped to our refineries. Chevron for example is one of our refineries. Once the oil has reached the refineries, it can be made into many different things: gasoline, medical supplies, plastic, organic chemicals, refined gases, and lubricants. The oil that we pulled out of the ground is distilled, and separated into chemicals that we use to create each of these items that I named previously. These chemicals are then treated to remove impurities. Once this is completed, the proper chemicals are passed along to the proper chemical plants to create all of these items. Once at the chemical plants, the materials are made. The items are transported either to a storage facility, a power plant, or directly to manufacturing companies. This can be done by pipeline, airline, boat, truck, or train. The oil that is to be blended with ethanol and additives is sent to a terminal until it is ready to be blended or shipped to another country. Trucks, boats, and pipelines provide this blending or distribution. They are then either blended and distributed to their point of sale or shipped abroad and blended abroad. The distribution could be to a hospital, gas station, or other companies/stores that sell our products.
  39. 39. Academic Course Syllabus The Washington Center for Internships and Academic Seminars 1 ST16-4843 International Business: Case Studies in Strategic Trade Management Instructor: Dr. Eugene Laney, Jr. Email: e.clifflaney@gmail.com Phone: 202-251-7476 Meeting Time: Monday, 6:30-9:30pm Course Description The course examines multinational corporations’ strategic and managerial challenges in the area of international trade by focusing on a series of case studies that will help students better understand international business and trade interface. For each case, topics include customs and security regulations, climate change policies, import safety, export control, financial services, intellectual property rights, e-commerce, market access and technology transfer. Corporate Social Responsibility is considered from an international business-government relations perspective. Course Goals This course is designed to provide an understanding of the relationship between multinational corporations’ activities and government policies from a global perspective. It would be helpful for students to have previous familiarity with international trade policy and business. Student Learning Outcomes Objectives By the end of the course, students will demonstrate competency in the following areas: Knowledge Knowledge of the role of multinational corporations in the international trading system. Knowledge of the regulatory regimes that govern international trade. Familiarity with corporate compliance policy and strategies. Skills Improving business writing and presentation skills. Applying problem-solving skills to policy-related problems. Interpreting multinational corporations’ strategic and managerial challenges in the area of international trade.
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