Lucky Iron Fish
By: Ashley Snook
Professor Phillips
MGMT 350
Spring 2018
Table of Contents
Executive Summary
Introduction
Human Relations Theory
Communications Issues
Intercultural Relations
Ethics Issues
Conclusion
Works Cited
Executive Summary
The B-certified organization that I chose is Lucky Iron Fish Enterprise which is located in Guelph, Ontario Canada. The company distributes iron fish that are designed to solve iron deficiency and anemia for the two billion people who are affected worldwide.
The human relations model is comprised of McGregor’s Theory X and Theory Y, Maslow’s Hierarchy of Needs, and theories from Peters and Waterman. These factors focus on the organizational structure of the company as it relates to the executives, the staff, and the customers. The executives provide meaningful jobs for the staff which gives them high levels of job satisfaction. Together, they are able to provide a product that satisfies the thousands of customers they have already reached.
Communication in this company flows smoothly. They implement open communication, encourage participation, and have high levels of trust among employees. Each of their departments are interconnected through teamwork.
Their intercultural relations, although successful, require a significant amount of time. They need to emphasize to the high context cultures that they are willing to understand their culture and possibly adopt some aspects of it. Additionally, they face barriers such as language dissimilarity and lack of physical store locations.
Ethics remains a top priority for this organization. They have high ethical standards that are integrated into their operations. They make decisions that do the most good for the most people, they do not take into consideration financial or political influence, and they strive to protect the environment through their sustainability measures.
Every employee is dedicated to improving the lives of those who suffer from iron deficiency
and anemia. As their organization grows, they continue to impact thousands of lives around the world. They are on a mission to put “a fish in every pot” (Lucky Iron Fish).
Introduction
Lucky Iron Fish, located in Guelph Canada, is a company that is dedicated to ending worldwide iron deficiency and anemia. They do this by providing families with iron fish that release iron when heated in food or water. They sell this product in developed countries in order to support their business model of buy one give one. Each time an iron fish is purchased, one is donated to a family in a developing country. They designed their product to resemble the kantrop fish of Cambodia; in their culture this fish is a symbol of luck. Another focus of theirs is to remain sustainable, scalable, and impactful (Lucky Iron Fish). Each of their products is made from recycled material and their packaging is biodegradable. Their organization has a horizontal stru.
Lucky Iron FishBy Ashley SnookMGMT 350Spring 2018ht.docxjeremylockett77
Lucky Iron Fish
By: Ashley Snook
MGMT 350
Spring 2018
https://www.youtube.com/watch?v=G6Rx3wDqTuI
Table of Contents
Case Overview
Introduction
Human Relations
Communications
Intercultural Relations
Ethics
Conclusion
Works Cited
https://www.youtube.com/watch?v=iY0D-PIcgB4
Video ends at 1:45
2
Case Overview
Company located in Guleph, Ontario Canada
Mission is to end iron deficiency and anemia
A fish in every pot
Gavin Armstrong, Founder/CEO
Introduction
Idea originated in Cambodia
Distribute fish through buy one give one model
Sustainable, scalable, impactful
Human Relations
McGregor’s Theory X and Y
-X: employees focused solely on financial gain
-Y: strive to improve worldwide health
Maslow’s Hierarchy of Needs
-Affiliation: desire to be part of a unit, motivated by connections
-Self-esteem: recognition for positive impact
Peters and Waterman
-Close relations to the customer
-Simple form & lean staff
Communications
Time and Distance
-Make product easily and quickly accessible
Communication Culture
-Encourages active participation
Teamwork
-Each role complements the overall mission
Gavin Armstrong Kate Mercer Mark Halpren Melissa Saunders Ashley Leone
Founder & CEO VP Marketing Chief Financial Officer Logistics Specialist Dietician
Intercultural Relations
High/Low Context
-Targets high context cultures
Barriers
-Language dissimilarity
Overcoming Barriers
-Hire a translator
Ethics
Utilitarianism
-Targets countries where majority of people will benefit
Veil of Ignorance
-Not concerned with financial influence
Categorical Imperative
-Accept projects only if environmentally friendly
Conclusion
Buy one give one model
Expansion
Sustainability
Works Cited
Guffey, Mary. “Essentials of Business Communication.” Ohio: Erin Joyner. 2008. Print.
“Lucky Iron Fish.” Lucky Iron Fish. Accessed 30 May 2018. https://luckyironfish.com/
“Lucky Iron Fish Enterprise.” B Corporation.net. Accessed 30 May 2018. https://www.bcorporation.net/community/lucky-iron-fish-enterprise
Lucky Iron Fish. “Lucky Iron Fish: A Simple
Solution
for a global problem.” Youtube. 28 October 2014. Accessed 4 June 2018. https://www.youtube.com/watch?v=iY0D-PIcgB4
“Lucky little fish to fight iron deficiency among women in Cambodia.” Grand Challenges Canada. Accessed 6 June 2018. http://www.grandchallenges.ca/grantee-stars/0355-05-30/
Podder, Api. “Lucky Iron Fish Wins 2016 Big Innovation Award.” SocialNews.com. 5 February 2016. Accessed 4 June 2018. http://mysocialgoodnews.com/lucky-iron-fish-wins-2016-big-innovation-award/
Zaremba, Alan. “Organizational Communication.” New York: Oxford University Press Inc. 2010. Print.
Lucky Iron Fish
By: Ashley Snook
Professor Phillips
MGMT 350.
Free Exemplification Essay Examples: Topics, Outline, Samples. How to Write an Exemplification Essay | %%sitename%%. How to Write an Exemplification Essay: Guide with Examples | EssayPro. 009 Exemplification Essay Examples Example ~ Thatsnotus. How to Write an Exemplification Essay - A Quick Guide On It. Exemplification essay examples. Simple Ways to Write a Powerful Exemplification Essay. PPT - The Exemplification Essay PowerPoint Presentation, free download .... An exemplification essay by albert0067 - Issuu. ⛔ Exemplification essay examples. How to Write an Exemplification Essay .... Exemplification Essay Sample | Essays | Adolescence. How to Write an Exemplification Essay - Peachy Essay. Striking Exemplification Essay Example ~ Thatsnotus. Examplification Essay – Telegraph. 008 Exemplification Essay Example Quiz Worksheet ~ Thatsnotus. How to write an exemplification essay confidentwriters Lebanon. Exemplification Essay. How to Write an Exemplification Essay: Guide with Examples | EssayPro .... Exemplification essay help: what is an exemplification essay. Sample exemplification essay topics in 2021 | Essay topics, Essay .... AN EXEMPLIFICATION ESSAY / TUTORIALOUTLET DOT COM Example Of Exemplification Essay Example Of Exemplification Essay
Lucky Iron FishBy Ashley SnookMGMT 350Spring 2018ht.docxjeremylockett77
Lucky Iron Fish
By: Ashley Snook
MGMT 350
Spring 2018
https://www.youtube.com/watch?v=G6Rx3wDqTuI
Table of Contents
Case Overview
Introduction
Human Relations
Communications
Intercultural Relations
Ethics
Conclusion
Works Cited
https://www.youtube.com/watch?v=iY0D-PIcgB4
Video ends at 1:45
2
Case Overview
Company located in Guleph, Ontario Canada
Mission is to end iron deficiency and anemia
A fish in every pot
Gavin Armstrong, Founder/CEO
Introduction
Idea originated in Cambodia
Distribute fish through buy one give one model
Sustainable, scalable, impactful
Human Relations
McGregor’s Theory X and Y
-X: employees focused solely on financial gain
-Y: strive to improve worldwide health
Maslow’s Hierarchy of Needs
-Affiliation: desire to be part of a unit, motivated by connections
-Self-esteem: recognition for positive impact
Peters and Waterman
-Close relations to the customer
-Simple form & lean staff
Communications
Time and Distance
-Make product easily and quickly accessible
Communication Culture
-Encourages active participation
Teamwork
-Each role complements the overall mission
Gavin Armstrong Kate Mercer Mark Halpren Melissa Saunders Ashley Leone
Founder & CEO VP Marketing Chief Financial Officer Logistics Specialist Dietician
Intercultural Relations
High/Low Context
-Targets high context cultures
Barriers
-Language dissimilarity
Overcoming Barriers
-Hire a translator
Ethics
Utilitarianism
-Targets countries where majority of people will benefit
Veil of Ignorance
-Not concerned with financial influence
Categorical Imperative
-Accept projects only if environmentally friendly
Conclusion
Buy one give one model
Expansion
Sustainability
Works Cited
Guffey, Mary. “Essentials of Business Communication.” Ohio: Erin Joyner. 2008. Print.
“Lucky Iron Fish.” Lucky Iron Fish. Accessed 30 May 2018. https://luckyironfish.com/
“Lucky Iron Fish Enterprise.” B Corporation.net. Accessed 30 May 2018. https://www.bcorporation.net/community/lucky-iron-fish-enterprise
Lucky Iron Fish. “Lucky Iron Fish: A Simple
Solution
for a global problem.” Youtube. 28 October 2014. Accessed 4 June 2018. https://www.youtube.com/watch?v=iY0D-PIcgB4
“Lucky little fish to fight iron deficiency among women in Cambodia.” Grand Challenges Canada. Accessed 6 June 2018. http://www.grandchallenges.ca/grantee-stars/0355-05-30/
Podder, Api. “Lucky Iron Fish Wins 2016 Big Innovation Award.” SocialNews.com. 5 February 2016. Accessed 4 June 2018. http://mysocialgoodnews.com/lucky-iron-fish-wins-2016-big-innovation-award/
Zaremba, Alan. “Organizational Communication.” New York: Oxford University Press Inc. 2010. Print.
Lucky Iron Fish
By: Ashley Snook
Professor Phillips
MGMT 350.
Free Exemplification Essay Examples: Topics, Outline, Samples. How to Write an Exemplification Essay | %%sitename%%. How to Write an Exemplification Essay: Guide with Examples | EssayPro. 009 Exemplification Essay Examples Example ~ Thatsnotus. How to Write an Exemplification Essay - A Quick Guide On It. Exemplification essay examples. Simple Ways to Write a Powerful Exemplification Essay. PPT - The Exemplification Essay PowerPoint Presentation, free download .... An exemplification essay by albert0067 - Issuu. ⛔ Exemplification essay examples. How to Write an Exemplification Essay .... Exemplification Essay Sample | Essays | Adolescence. How to Write an Exemplification Essay - Peachy Essay. Striking Exemplification Essay Example ~ Thatsnotus. Examplification Essay – Telegraph. 008 Exemplification Essay Example Quiz Worksheet ~ Thatsnotus. How to write an exemplification essay confidentwriters Lebanon. Exemplification Essay. How to Write an Exemplification Essay: Guide with Examples | EssayPro .... Exemplification essay help: what is an exemplification essay. Sample exemplification essay topics in 2021 | Essay topics, Essay .... AN EXEMPLIFICATION ESSAY / TUTORIALOUTLET DOT COM Example Of Exemplification Essay Example Of Exemplification Essay
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Readthe The One Acre Fund case. Using ethical theories and princip.docxaudeleypearl
Readthe The One Acre Fund case. Using ethical theories and principles learned in this course, especially solidarity, analyze the moral worth of the decisions made in The One Acre Fund. Also discuss the various options open to The One Acre Fund and choose the one you think would have been the best. Justify the choice you make using resources from this course. 350 words.
Lecture:
https://youtu.be/tlFfsf5eFJA
http://www.newadvent.org/cathen/14474a.htm
Rubric:
The One Acre Fund case:
Andrew Youn’s career path seemed to be headed in a predictable direction. After graduating with honors from Yale and finishing his MBA at the prestigious Kellogg School of Management, this son of Korean immigrants who grew up in St. Paul, Minnesota, dreamed of becoming a strategic consultant for a large Fortune 500 company. However, after an extended internship in rural Kenya, where Andrew had the opportunity to interview subsistence farmers, he began to refocus his entrepreneurial drive. He realized that the lives of African farmers could be radically transformed by a relatively minuscule investment. According to Youn, “The sheer magnitude of what we can accomplish from a humanitarian perspective with very little resources is just staggering.”
Youn and cofounder John Gachunga’s epiphany gave birth to the One Acre Fund (OAF), which provides microfinance, supplies, and insurance to rural African farmers. While OAF is a nonprofit organization driven by compassion, it does not treat farmers as charity cases and does not function as a charitable organization that simply hands out cash and resources without any obligation to repay. In fact, OAF was designed to function on a sustainable business model that lends money and resources to farmers and expects repayment based on a schedule determined by seasonal harvests and market conditions rather than by the more rigid schedules of traditional microfinance.
One of the problems Youn recognized during his internship in rural Africa was the way traditional microfinance had been designed around the needs of people who sold products and services in urban markets. This supported an unsustainable growth of urban micro-entrepreneurs to the neglect of farming and rural development. Because the income of farmers is not constant, but rises and falls according to the seasonal harvest, they had a difficult time attracting microfinance dollars because most of these monies were offered only under regimented repayment conditions that the farmers could not meet. Because of this lack of credit, supplies, and training, rural farming communities were languishing, and farmers were consigned to live in persistent conditions of poverty.
In response to these circumstances, the One Acre Fund sought to work with rural farmers in Burundi, Rwanda, and Kenya to provide a package of agricultural goods and services that would change the market equation that had left the farmers no better off than when they began. The fund set up its training, credit, s ...
OPENING CASE STUDY WHOLE FOODS, Whole PeopleWhole Foods Marke.docxhopeaustin33688
OPENING CASE STUDY: WHOLE FOODS, Whole People
Whole Foods Market is the largest natural food retailer in the world. With operations located primarily in the United States and also in Canada and the United Kingdom, Whole Foods sells natural and organic food products that include produce, meat, poultry, seafood, grocery products, baked and prepared goods, many drinks such as beer and wine, cheese, floral products, and pet products. The origin of the company dates to 1978 when John Mackey and his girlfriend used $45,000 in borrowed funds to start a small natural food store then named SaferWay. The store was located in Austin, Texas. John and his girlfriend lived in the space over the store (without a shower) because they were "kicked out" of their apartment for storing food products in it.
In 1980, Mackey developed a partnership with Craig Weller and Mark Skiles, merging SaferWay with Weller's and Skiles's Clarksville Natural Grocer to create the Whole Foods Market. Its first store opened in 1980 with 12,500 square feet and 19 employees. This was a very large health food store relative to others at that time. There was a devastating flood in Austin within a year of its opening and the store was heavily damaged. Much of its inventory was ruined and its equipment was damaged. The total losses were approximately $400,000, and the company had no insurance. Interestingly, customers and neighbors helped the staff of the store to repair and clean up the damage. Creditors, vendors, and investors all partnered to help the store reopen only 28 days after the flood. With their assistance, Whole Foods survived this devastating natural disaster.
Whole Foods started to expand in 1984 when it opened its first store outside of Austin. The new store was located in Houston, followed by another store in Dallas and one in New Orleans. It also began acquiring other companies that sold natural foods, which helped to increase its expansion into new areas of the United States. In 2007, it expanded into international markets by opening its first Whole Foods branded store in London, England. (In 2004, it acquired a small natural foods company in the United Kingdom, Fresh & Wild, but did not use the Whole Foods brand until opening its new store in London.) It also acquired one of its major U.S. competitors, Wild Oats, in 2007. It now has more than 54,000 employees in about 280 stores with annual sales of $7.95 billion. Thus, Whole Foods has become a major business enterprise and the most successful natural and organic food retailer in the world.
MANAGING HUMAN CAPITAL
Whole Foods Market has done a number of things right, thereby achieving considerable success. Yet, many people believe that one of the best things it has done is to implement an effective people-management system. Each Whole Foods store employs approximately 40 to as many as 650 associates. All of the associates are organized into self-directed teams; associates are referred to as team members. Each of.
IntroductionBusinesses are at the core of all the activities of.docxmariuse18nolet
Introduction
Businesses are at the core of all the activities of the World today. Individuals, corporate entities as well as governments are engaged in business activities with each other (Sen, 2008). Each of these persons is in business for a common goal of profit maximization. In their endeavor to pursue this goal, managers often find themselves in a dilemma. The dilemmas stem from the presence of conflicts of interest for the managers (Paliwal, 2006). At times, they are faced with personal needs where they have personal interests in the subject matter in their line of duty. For them to avoid such instances, it would be prudent of them to uphold the organizational values and code of ethics.
Ethics in business
Ethical practices are crucial not only in the business World but also in enhancing the quality of life we live, our morals and principles. Being ethical is at the core of how the society perceives organizations, whether for-profit or not-for-profit (Reddy, & Appannaiah, 2010). In this study, we will focus the ethical side of two organizations, profit making one and a not-for-profit one. We will use Pepsi Company as our profit making firm, and World Vision will suit our not-for-profit bill. In this study, we will analyze how each of these organizations carries out their activities with regards to ethics. We will attempt to explain their ethical dilemmas and how each of them has handled its case and the consequences of their actions. We will also look at the ethical philosophies that back up the ethical decisions of each organization. In this section, we will discuss their ethical philosophy and whether it was adequate to address their ethical dilemma. We will then make suggestions on the way forward for each organization on how they can ensure that they conduct their operations in an ethical manner for the good of all the stakeholders.
World Vision
This is a Christian Based not-for-profit organization that seeks to improve the lives of the less fortunate in the society especially children. This organization depends on donors to contribute funds that are pooled together to support and empower children in ninety-seven countries. It is an organization that has come far in terms of growth, having been founded in 1950 by Reverend Pierce. The organization has various stakeholders who enable it to efficiently fulfill its mandate in improving the lives of young children. Its focus is on the empowerment of these bright children from developing nations by giving them hope for a better future through education. The firm offers sponsorship programs that enable these children to access quality education and access to other basic needs. Upon being founded, the firm waited for three years to raise funds to sponsor its first beneficiaries of sponsorship to needy children. Besides offering sponsorship, the organization has been at the forefront of humanitarian efforts to places that require such help. For instance, its arms in Liberia, Ethiopia, M.
Igor Makarov | How Important Is Company Culture Igor Makarov
Igor Makarov explains in this presentation, "How Important Is Company Culture?" For more business insights from Igor Makarov, visit his website: http://igormakarov.net
Corporate social responsibility (CSR) promotes a vision of business accountability to a wide range of stakeholders, besides shareholders and investors. Key areas of concern are environmental protection and the wellbeing of employees, the community and civil society in general, both now and in the future.
M3 ch12 discussionConnecting Eligible Immigrant Families to Heal.docxjeremylockett77
M3 ch12 discussion
Connecting Eligible Immigrant Families to Health Coverage
Instructions:
Read the report
Connecting Eligible Immigrant Families to Health Coverage and Care
.
Write a one page post offering solutions to the problem from the nurse's standpoint.
.
Loudres eats powdered doughnuts for breakfast and chocolate that sh.docxjeremylockett77
Loudres eats powdered doughnuts for breakfast and chocolate that she can get out of the vending machines before class. Between classes , she grabs some chips and a caffine drink for lunch. By the end of the day, she is exhauted and cannot study very long before she falls asleep for a few hours. Then, she stays up untils 2.A.M to finish her work and take care of things she could not do during the day. She feels that she has to eat sugary foods and caffeinated drinks to keep her schedule going and to fit in all her activities. What advice would you give her?
.
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Readthe The One Acre Fund case. Using ethical theories and princip.docxaudeleypearl
Readthe The One Acre Fund case. Using ethical theories and principles learned in this course, especially solidarity, analyze the moral worth of the decisions made in The One Acre Fund. Also discuss the various options open to The One Acre Fund and choose the one you think would have been the best. Justify the choice you make using resources from this course. 350 words.
Lecture:
https://youtu.be/tlFfsf5eFJA
http://www.newadvent.org/cathen/14474a.htm
Rubric:
The One Acre Fund case:
Andrew Youn’s career path seemed to be headed in a predictable direction. After graduating with honors from Yale and finishing his MBA at the prestigious Kellogg School of Management, this son of Korean immigrants who grew up in St. Paul, Minnesota, dreamed of becoming a strategic consultant for a large Fortune 500 company. However, after an extended internship in rural Kenya, where Andrew had the opportunity to interview subsistence farmers, he began to refocus his entrepreneurial drive. He realized that the lives of African farmers could be radically transformed by a relatively minuscule investment. According to Youn, “The sheer magnitude of what we can accomplish from a humanitarian perspective with very little resources is just staggering.”
Youn and cofounder John Gachunga’s epiphany gave birth to the One Acre Fund (OAF), which provides microfinance, supplies, and insurance to rural African farmers. While OAF is a nonprofit organization driven by compassion, it does not treat farmers as charity cases and does not function as a charitable organization that simply hands out cash and resources without any obligation to repay. In fact, OAF was designed to function on a sustainable business model that lends money and resources to farmers and expects repayment based on a schedule determined by seasonal harvests and market conditions rather than by the more rigid schedules of traditional microfinance.
One of the problems Youn recognized during his internship in rural Africa was the way traditional microfinance had been designed around the needs of people who sold products and services in urban markets. This supported an unsustainable growth of urban micro-entrepreneurs to the neglect of farming and rural development. Because the income of farmers is not constant, but rises and falls according to the seasonal harvest, they had a difficult time attracting microfinance dollars because most of these monies were offered only under regimented repayment conditions that the farmers could not meet. Because of this lack of credit, supplies, and training, rural farming communities were languishing, and farmers were consigned to live in persistent conditions of poverty.
In response to these circumstances, the One Acre Fund sought to work with rural farmers in Burundi, Rwanda, and Kenya to provide a package of agricultural goods and services that would change the market equation that had left the farmers no better off than when they began. The fund set up its training, credit, s ...
OPENING CASE STUDY WHOLE FOODS, Whole PeopleWhole Foods Marke.docxhopeaustin33688
OPENING CASE STUDY: WHOLE FOODS, Whole People
Whole Foods Market is the largest natural food retailer in the world. With operations located primarily in the United States and also in Canada and the United Kingdom, Whole Foods sells natural and organic food products that include produce, meat, poultry, seafood, grocery products, baked and prepared goods, many drinks such as beer and wine, cheese, floral products, and pet products. The origin of the company dates to 1978 when John Mackey and his girlfriend used $45,000 in borrowed funds to start a small natural food store then named SaferWay. The store was located in Austin, Texas. John and his girlfriend lived in the space over the store (without a shower) because they were "kicked out" of their apartment for storing food products in it.
In 1980, Mackey developed a partnership with Craig Weller and Mark Skiles, merging SaferWay with Weller's and Skiles's Clarksville Natural Grocer to create the Whole Foods Market. Its first store opened in 1980 with 12,500 square feet and 19 employees. This was a very large health food store relative to others at that time. There was a devastating flood in Austin within a year of its opening and the store was heavily damaged. Much of its inventory was ruined and its equipment was damaged. The total losses were approximately $400,000, and the company had no insurance. Interestingly, customers and neighbors helped the staff of the store to repair and clean up the damage. Creditors, vendors, and investors all partnered to help the store reopen only 28 days after the flood. With their assistance, Whole Foods survived this devastating natural disaster.
Whole Foods started to expand in 1984 when it opened its first store outside of Austin. The new store was located in Houston, followed by another store in Dallas and one in New Orleans. It also began acquiring other companies that sold natural foods, which helped to increase its expansion into new areas of the United States. In 2007, it expanded into international markets by opening its first Whole Foods branded store in London, England. (In 2004, it acquired a small natural foods company in the United Kingdom, Fresh & Wild, but did not use the Whole Foods brand until opening its new store in London.) It also acquired one of its major U.S. competitors, Wild Oats, in 2007. It now has more than 54,000 employees in about 280 stores with annual sales of $7.95 billion. Thus, Whole Foods has become a major business enterprise and the most successful natural and organic food retailer in the world.
MANAGING HUMAN CAPITAL
Whole Foods Market has done a number of things right, thereby achieving considerable success. Yet, many people believe that one of the best things it has done is to implement an effective people-management system. Each Whole Foods store employs approximately 40 to as many as 650 associates. All of the associates are organized into self-directed teams; associates are referred to as team members. Each of.
IntroductionBusinesses are at the core of all the activities of.docxmariuse18nolet
Introduction
Businesses are at the core of all the activities of the World today. Individuals, corporate entities as well as governments are engaged in business activities with each other (Sen, 2008). Each of these persons is in business for a common goal of profit maximization. In their endeavor to pursue this goal, managers often find themselves in a dilemma. The dilemmas stem from the presence of conflicts of interest for the managers (Paliwal, 2006). At times, they are faced with personal needs where they have personal interests in the subject matter in their line of duty. For them to avoid such instances, it would be prudent of them to uphold the organizational values and code of ethics.
Ethics in business
Ethical practices are crucial not only in the business World but also in enhancing the quality of life we live, our morals and principles. Being ethical is at the core of how the society perceives organizations, whether for-profit or not-for-profit (Reddy, & Appannaiah, 2010). In this study, we will focus the ethical side of two organizations, profit making one and a not-for-profit one. We will use Pepsi Company as our profit making firm, and World Vision will suit our not-for-profit bill. In this study, we will analyze how each of these organizations carries out their activities with regards to ethics. We will attempt to explain their ethical dilemmas and how each of them has handled its case and the consequences of their actions. We will also look at the ethical philosophies that back up the ethical decisions of each organization. In this section, we will discuss their ethical philosophy and whether it was adequate to address their ethical dilemma. We will then make suggestions on the way forward for each organization on how they can ensure that they conduct their operations in an ethical manner for the good of all the stakeholders.
World Vision
This is a Christian Based not-for-profit organization that seeks to improve the lives of the less fortunate in the society especially children. This organization depends on donors to contribute funds that are pooled together to support and empower children in ninety-seven countries. It is an organization that has come far in terms of growth, having been founded in 1950 by Reverend Pierce. The organization has various stakeholders who enable it to efficiently fulfill its mandate in improving the lives of young children. Its focus is on the empowerment of these bright children from developing nations by giving them hope for a better future through education. The firm offers sponsorship programs that enable these children to access quality education and access to other basic needs. Upon being founded, the firm waited for three years to raise funds to sponsor its first beneficiaries of sponsorship to needy children. Besides offering sponsorship, the organization has been at the forefront of humanitarian efforts to places that require such help. For instance, its arms in Liberia, Ethiopia, M.
Igor Makarov | How Important Is Company Culture Igor Makarov
Igor Makarov explains in this presentation, "How Important Is Company Culture?" For more business insights from Igor Makarov, visit his website: http://igormakarov.net
Corporate social responsibility (CSR) promotes a vision of business accountability to a wide range of stakeholders, besides shareholders and investors. Key areas of concern are environmental protection and the wellbeing of employees, the community and civil society in general, both now and in the future.
M3 ch12 discussionConnecting Eligible Immigrant Families to Heal.docxjeremylockett77
M3 ch12 discussion
Connecting Eligible Immigrant Families to Health Coverage
Instructions:
Read the report
Connecting Eligible Immigrant Families to Health Coverage and Care
.
Write a one page post offering solutions to the problem from the nurse's standpoint.
.
Loudres eats powdered doughnuts for breakfast and chocolate that sh.docxjeremylockett77
Loudres eats powdered doughnuts for breakfast and chocolate that she can get out of the vending machines before class. Between classes , she grabs some chips and a caffine drink for lunch. By the end of the day, she is exhauted and cannot study very long before she falls asleep for a few hours. Then, she stays up untils 2.A.M to finish her work and take care of things she could not do during the day. She feels that she has to eat sugary foods and caffeinated drinks to keep her schedule going and to fit in all her activities. What advice would you give her?
.
Lori Goler is the head of People at Facebook. Janelle Gal.docxjeremylockett77
Lori Goler is the head
of People at Facebook.
Janelle Gale is the head
of HR Business Partners
at Facebook. Adam Grant
is a professor at Wharton,
a Facebook consultant,
and the author of Originals
and Give and Take.
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HBR.ORG
Let’s Not Kill
Performance
Evaluations Yet
Facebook’s experience shows
why they can still be valuable.
BY LORI GOLER, JANELLE GALE, AND ADAM GRANT
November 2016 Harvard Business Review 91
LET’S NOT KILL PERFORMANCE EVALUATIONS YET
tThe reality is, even when companies get rid of performance evaluations, ratings still exist. Employees just can’t see them. Ratings are done sub-jectively, behind the scenes, and without input from the people being evaluated.
Performance is the value of employees’ contribu-
tions to the organization over time. And that value
needs to be assessed in some way. Decisions about
pay and promotions have to be made. As research-
ers pointed out in a recent debate in Industrial and
Organizational Psychology, “Performance is always
rated in some manner.” If you don’t have formal
evaluations, the ratings will be hidden in a black box.
At Facebook we analyzed our performance man-
agement system a few years ago. We conducted fo-
cus groups and a follow-up survey with more than
300 people. The feedback was clear: 87% of people
wanted to keep performance ratings.
Yes, performance evaluations have costs—but
they have benefits, too. We decided to hang on
to them for three reasons: fairness, transparency,
and development.
Making Things Fair
We all want performance evaluations to be fair. That
isn’t always the outcome, but as more than 9,000
managers and employees reported in a global sur-
vey by CEB, not having evaluations is worse. Every
organization has people who are unhappy with their
bonuses or disappointed that they weren’t pro-
moted. But research has long shown that when the
process is fair, employees are more willing to accept
undesirable outcomes. A fair process exists when
evaluators are credible and motivated to get it right,
and employees have a voice. Without evaluations,
people are left in the dark about who is gauging their
contributions and how.
At Facebook, to mitigate bias and do things sys-
tematically, we start by having peers write evalua-
tions. They share them not just with managers but
also, in most cases, with one another—which reflects
the company’s core values of openness and transpar-
ency. Then decisions are made about performance:
Managers sit together and discuss their reports
face-to-face, defending and championing, debating
and deliberating, and incorporating peer feedback.
Here the goal is to minimize the “idiosyncratic rater
effect”—also known as personal opinion. People
aren’t unduly punished when individual managers
are hard graders or unfairly rewarded when they’re
easy graders.
Next managers write the performance reviews.
We have a team of analysts who examine evalua-
tions f.
Looking for someone to take these two documents- annotated bibliogra.docxjeremylockett77
Looking for someone to take these two documents- annotated bibliography and an issue review(outline)
to conduct an argumentative paper about WHY PEOPLE SHOULD GET THE COVID-19 VACCINE
Requirements:
Length: 4-6 pages (not including title page or references page)
1-inch margins
Double spaced
12-point Times New Roman font
Title page
References page
.
Lorryn Tardy – critique to my persuasive essayFor this assignm.docxjeremylockett77
Lorryn Tardy – critique to my persuasive essay
For this assignment I’ll be workshopping the work of Lisa Oll-Adikankwu. Lisa has chosen the topic of Assisted Suicide; she is against the practice and argues that it should be considered unethical and universally illegal.
Lisa appears to have a good understanding of the topic. Her sources are well researched and discuss a variety of key points from seemingly unbiased sources. Her sources are current, peer reviewed and based on statistical data.
Lisa’s summaries are well written, clear and concise. One thing I noticed is that the majority of her writing plan is summarized and cited at the end of each paragraph. I might suggest that she integrate more synthesis of the different sources, by combining evidence from more than one source per paragraph and using more in text citations or direct quotes to reinforce her key points.
I think that basic credentialing information could be provided for Lisa’s sources, this is something that looking back, I need to add as well. I think this could easily be done with just a simple “(Authors name, and their title, i.e. author, statistician, physician etc.…)”, when the source is introduced into the paper might provide a reinforced credibility of the source.
As far as connection of sources, as previously mentioned, I think that in order to illustrate a stronger argument, using multiple sources to reinforce a single key point would solidify Lisa’s argument. I feel that more evidence provided from a variety of different sources, will provide the reader with a stronger sense of credibility and less room for bias that could be argued if the point is only credited to one source.
One area that stuck out to me for counter argument, being that my paper is in favor of this issue, is in paragraph two where Lisa states that “physicians are not supposed to kill patients or help them kill themselves, and terminally ill patients are not in a position of making rational decisions about their lives.” I’d like to offer my argument for this particular statement. In states where assisted suicide (or as I prefer to refer to it, assisted dying) is legal, there are several criteria that a patient has to meet in order to be considered a candidate. These criteria include second, even third opinions to determine that death is imminent, as well psychological evaluation(s) and an extensive informed consent process that is a collaborative effort between the patient, the patient’s family, physicians, psychologists and nurses. It is a process that takes weeks to months. Patients that wish to be a candidate, should initiate the process as soon as they have been diagnosed by seeking a second opinion. As an emergency room nurse, I have been present for a substantial amount of diagnoses that are ‘likely’ terminal. Many of these patients presented to the emergency for a common ailment and have no indication that they don’t have the capacity to make such a decision. Receiving a terminal diagnos.
M450 Mission Command SystemGeneral forum instructions Answ.docxjeremylockett77
M450 Mission Command: System
General forum instructions: Answer the questions below and provide evidence to support your claims (See attached slides). Your answers should be derived primarily from course content. When citing sources, use APA style. Your initial posts should be approximately 150-500 words.
1. Describe and explain two of the Warfighting Functions.
2. How do commanders exercise the Command and Control System?
.
Lymphedema following breast cancer The importance of surgic.docxjeremylockett77
Lymphedema following breast cancer: The importance of
surgical methods and obesity
Rebecca J. Tsai, PhDa,*, Leslie K. Dennis, PhDa,b, Charles F. Lynch, MD, PhDa, Linda G.
Snetselaar, RD, PhD, LDa, Gideon K.D. Zamba, PhDc, and Carol Scott-Conner, MD, PhD,
MBAd
aDepartment of Epidemiology, College of Public Health, University of Iowa, Iowa City, IA, USA.
bDivision of Epidemiology and Biostatistics, College of Public Health, University of Arizona,
Tucson, AZ, USA.
cDepartment of Biostatistics, College of Public Health, University of Iowa, Iowa City, IA, USA.
dDepartment of Surgery, College of Medicine, University of Iowa, Iowa City, IA, USA.
Abstract
Background: Breast cancer-related arm lymphedema is a serious complication that can
adversely affect quality of life. Identifying risk factors that contribute to the development of
lymphedema is vital for identifying avenues for prevention. The aim of this study was to examine
the association between the development of arm lymphedema and both treatment and personal
(e.g., obesity) risk factors.
Methods: Women diagnosed with breast cancer in Iowa during 2004 and followed through 2010,
who met eligibility criteria, were asked to complete a short computer assisted telephone interview
about chronic conditions, arm activities, demographics, and lymphedema status. Lymphedema was
characterized by a reported physician-diagnosis, a difference between arms in the circumference
(> 2cm), or the presence of multiple self-reported arm symptoms (at least two of five major arm
symptoms, and at least four total arm symptoms). Relative risks (RR) were estimated using
logistic regression.
Results: Arm lymphedema was identified in 102 of 522 participants (19.5%). Participants treated
by both axillary dissection and radiation therapy were more likely to have arm lymphedema than
treated by either alone. Women with advanced cancer stage, positive nodes, and larger tumors
along with a body mass index > 40 were also more likely to develop lymphedema. Arm activity
level was not associated with lymphedema.
*Correspondence and Reprints to: Rebecca Tsai, National Institute for Occupational Safety and Health, 4676 Columbia Parkway,
R-17, Cincinnati, OH 45226. [email protected] Phone: (513)841-4398. Fax: (513) 841-4489.
Authorship contribution
All authors contributed to the conception, design, drafting, revision, and the final review of this manuscript.
Competing interest
Conflicts of Interest and Source of Funding: This study was funded by the National Cancer Institute Grant Number: 5R03CA130031.
All authors do not declare any conflict of interest.
All authors do not declare any conflict of interest.
HHS Public Access
Author manuscript
Front Womens Health. Author manuscript; available in PMC 2018 December 14.
Published in final edited form as:
Front Womens Health. 2018 June ; 3(2): .
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Love Beyond Wallshttpswww.lovebeyondwalls.orgProvid.docxjeremylockett77
Love Beyond Walls
https://www.
lovebeyondwalls
.org
Provide a brief background of your chosen nonprofit entity using evidence from their publications or any other published materials. Then evaluate the factors, which may include economic, political, historic, cultural, institutional conditions, and changes that contributed to the creation and growth (decline) of the nonprofit organization. Justify your response.
.
Longevity PresentationThe purpose of this assignment is to exami.docxjeremylockett77
Longevity Presentation
The purpose of this assignment is to examine societal norms regarding aging and to integrate the concepts of aging well and living well into an active aging framework that promotes longevity.
Using concepts from the Hooyman and Kiyak (2011) text and the Buettner (2012) book, consider the various perspectives on aging.
Identify the underlying values or assumptions that serve as the basis for longevity, including cultural, religious, and philosophical ideas.
Present an overview of three holistic aging theories.
Integrate the values, assumptions, and theories to indicate what is necessary for an active aging framework where individuals both live well and age well.
Presentations should be 10-15 minutes in length, use visual aids, and incorporate references from the course texts and 5 additional scholarly journal articles.
.
Look again at the CDCs Web page about ADHD.In 150-200 w.docxjeremylockett77
Look again at the
CDC's Web page about ADHD
.
In 150-200 words, please analyze the document’s purpose and audience. Who, for example, is the CDC's audience? What are the CDC's beliefs about ADHD, and how does the CDC's Web page relate itself to those beliefs? Why would the federal government post a Web page about ADHD? What role does the general public expect the government to play regarding disorders such as ADHD?
.
M8-22 ANALYTICS o TEAMS • ORGANIZATIONS • SKILLS .fÿy.docxjeremylockett77
M8-22 ANALYTICS o TEAMS • ORGANIZATIONS • SKILLS .fÿy' ÿ,oÿ ()V)g
The Strategy That Wouldn't Travel
by Michael C. Beer
It was 6:45 P.M. Karen Jimenez was reviewing the
notes on her team-based productMty project tbr
what seemed like the hundredth time. I31 two days,
she was scheduled to present a report to the senior
management group on the project's progress. She
wasn't at all sure what she was going to say.
The project was designed to improve productiv-
it3, and morale at each plant owned and operated by
Acme Minerals Extraction Company. Phase one--
implemented in early 1995 at the site in Wichita,
I(amsas--looked like a stunning, success by the mid-
dle of 1996. Productivity and mo[ÿale soared, and
operating and maintenance costs decreased signifi-
cantly. But four months ago, Jimenez tried to
duplicate the results at the project's second
target--the plant in Lubbock, Texas--and some-
thing went wrong. The techniques that had worked
so well in Wichita met with only moderate success
in Lubbock. ProductMty improved marginally and
costs went down a bit, but morale actually seemed
to deteriorate slightl): Jimenez was stumped,
approach to teamwork and change. As it turned
out, he had proved a good choice. Daniels was a
hands-on, high-energy, charismatic businessman
who seemed to enjoy media attention. Within his
first year as CEO, he had pretty much righted the
floundering company by selling oft:some unrelated
lines of business. He had also created the share-
services deparnnent--an internal consulting organ-
ization providing change management, reengineer-
ing, total quailB, management, and other
services--and had rapped Jimenez to head the
group. Her first priority Daniels told her, would be
to improve productiviB, and morale at the com-
pany's five extraction sites. None of them were
meeting their projections. And although Wichita
was the only site at which the labor-management
conflict was painfiflly apparent, Daniels and Jimenez
both thought that morale needed an all-around
boost. Hence the team-based productivity project.
She tried to "helicopter up" and think about
the problem in the broad context of the com-
pany's history. A few ),ears ago, Acme had been in
bad financial shape, but what had really brought
things to a head--and had led to her current
dilemma--was a labor relations problem. Acme
had a wide variety of labor requirements For its
operations. The company used highly sophisti-
cated technologB employing geologists, geophysi-
cists, and engineers on what was referred to as the
"brains" side of the business, as well as skilled and
semi-skilled labor on the "brawn" side to run the
extraction operations. And in the summer of
1994, brains and brawn clashed in an embarrass-
ingly public way. A number of engineers at the
Wichita plant locked several union workers out of
the offices in 100-degree heat. Although most
Acme employees now felt that the incident had
been blown out of propo,'tion by the press, .
Lombosoro theory.In week 4, you learned about the importance.docxjeremylockett77
Lombosoro theory.
In week 4, you learned about the importance of theory, the various theoretical perspectives and the ways in which theory help guide research in regards to crime and criminal behavior.
To put this assignment into context, I want you to think about how Lombroso thought one could identify a criminal. He said that criminals had similar facial features. If that was the case you would be able to look at someone and know if they were a criminal! Social theories infer that perhaps it is the social structures around us that encourage criminality. Look around your city- what structures do you think may match up to something you have learned about this week in terms of theory? These are just two small examples to put this assignment into context for you. The idea is to learn about the theories, then critically think about how can one "show" the theory without providing written explanation for their chosen image.
Directions: With the readings week 4 in mind, please do the following:
1. Choose a theoretical perspective (I.e., biological, psychological sociological)
2. Look through media images (this can be cartoons, magazines, newspapers, internet stories, etc...) and select 10 images that you think depict your chosen theory without written explanation.
3. Provide a one paragraph statement of your theory, what kinds of behavior it explains and how it is depicted through images. Be sure to use resources to support your answer.
4. You will copy and paste your images into a word document, along with your paragraph. You do not need to cite where you got your images, but you do need to cite any information you have in number 3.
Format Directions:
Typed, 12 point font, double spaced
APA format style (Cover page, in text citations and references)
.
Looking over the initial material on the definitions of philosophy i.docxjeremylockett77
Looking over the initial material on the definitions of philosophy in
the course content section, which definition (Aristotle, Novalis,
Wittgenstein) would you say gives you the best feel for philosophy? What
is it about the definition that interests you? do you find there to be any problems with the definition? what other questions do you have regarding the meaning of philosophy?
ARISTOTLE :
Definition 1: Philosophy begins with wonder. (Aristotle)
Our study of philosophy will begin with the ancient Greeks. This is not because the Greeks were necessarily the first to philosophize. They were the first to address philosophical questions in a systematic manner. Also, the bodies of works which survive from the Greeks is quite substantial so in studying philosophy we have a lot to go on if we start with the Greeks.
Philosophy is, in fact, a Greek word. Philo is one of the Greek words for love: in this case the friendship type of love. (What other words can you think of that have "philo" as a part?) Sophia, has a few different uses in Greek. Capitalized it is the name of a woman or a Goddess: wisdom. Philosophy, then, etymologically, (that is from its roots) means love of wisdom.
But what exactly is wisdom? Is it merely knowledge? Intelligence? If I know how to perform a given skill does this necessarily imply that I also have wisdom or am wise?
The word "wise" is not in fact a Greek word. Remember for the Greeks that's "Sophia". Wise is Indo-European and is related to words like "vision", "video", "Veda" (the Indian Holy scriptures). The root has something to do with seeing. Wisdom then has to do with applying our knowledge in a meaningful and practically beneficial way. Perhaps this is the reason why philosophy is associated with the aged. Aristotle believes that philosophy in fact is more suitably studied by the old rather than the young who are inclined to be controlled by the emotions. Do you think this is correct? Nevertheless, whether Aristotle is correct or not, typically the elderly are more likely to be wise as they have more experience of life: they have seen more and hopefully know how to respond correctly to various situations.
Philosophy is not merely confined to the old. Aristotle also says that philosophy begins with wonder and that all people desire to know. Children often are paradigm cases of wondering. Think about how children (perhaps a young sibling or a son or daughter, niece or nephew of your acquaintance) inquistively ask their parents "why" certain things are the case? If the child receives a satisfying answer, one that fits, she is satisfied. If not there is dissatisfaction and frustration. Children assume that their elders know more than they do and thus rely on them for the answers. Though there is a familiar cliche that ignorance is bliss, (perhaps what is meant by this is that ignorance of evil is bliss), Aristotle sees ignorance as painful, a wonder that I would rather fill with knowledge. After all wha.
look for a article that talks about some type of police activity a.docxjeremylockett77
look for a article that talks about some type of police activity and create PowerPoint and base on the history describe
-What is the role of a police officer in society? (general statement )
-how are they viewed by society?
what is the role of the police in this case?
how it is seems by society?
Article
An unbelievable History of Rape
An 18-year-old said she was attacked at knifepoint. Then she said she made it up. That’s where our story begins.
by T. Christian Miller, ProPublica and Ken Armstrong, The Marshall Project December 16, 2015
https://www.propublica.org/article/false-rape-accusations-an-unbelievable-story
.
Look at the Code of Ethics for at least two professional agencies, .docxjeremylockett77
Look at the Code of Ethics for at least two professional agencies, federal agencies, or laws that would apply to Health IT professionals. In two pages (not including the reference list), compare and contrast these standards. How much overlap did you find? Is one reference more specific than the other? Does one likely fit a broader audience, etc... Would you add anything to either of these documents?
.
Locate an example for 5 of the 12 following types of communica.docxjeremylockett77
Locate
an example for 5 of the 12 following types of communication genres:
Business card
Resume/CV
Rules and regulations
Policy handbook
Policy manual
Policy guide
Policy or departmental memorandum
Public policy report
Government grant
Government proposal
Departmental brochure or recruitment materials
Governmental agency social media (Twitter, Facebook, etc...)
Write
a 1,050- to 1,400-word paper in which you refer to your examples for each of the above listed communication genres. Be sure to address the following in your paper:
How does the purpose of the communication relate to the particular communication genre? In what ways does the genre help readers grasp information quickly and effectively? In what way is the genre similar or different than the other genres you chose?
What role has technology played in the development of the genre? How is it similar or different than the other genres you chose?
How does the use of these conventions promote understanding for the intended audience of the communication? How is it similar or different than the other genres you chose?
Is the communication intended for external or internal distribution? Describe ethical and privacy considerations used for determining an appropriate method of distribution. How is it similar or different than the other genres you chose?
Cite
at least three academic sources in your paper.
Format
your paper consistent with APA guidelines.
.
Locate and read the other teams’ group project reports (located .docxjeremylockett77
Locate and read the other teams’ group project reports (located in Doc Sharing).
Provide some comments for two reports in terms of what you think they did right, what you learned from these reports, as well as what else they could have done.
In addition, read the comments that other students made about your team’s report and respond to at least one of them.
Review ATTACHMENTS!!!!
.
Locate an article that covered the 2016 presidential election. L.docxjeremylockett77
Locate an article that covered the 2016 presidential election. Look for evidence in the article for priming, framing, and slant. Make sure to include in your assignment:
Name of the article and its author
Is the article made by a public or private entity?
Who is the author trying to reach (audience)?
Are they playing more to one specific ideology and if so, what ideology is it?
Looking at the article as a whole, and based on what you have found in your analysis, do you believe that this article is a credible source? Why?
.
LITERATURE REVIEW RESOURCES 1
FACTORS RESPONSIBLE FOR POOR UTILIZATION OF MENTAL HEALTH SERVICES IN TEXAS 10
Literature Review Resources
Student A. Sample
Grand Canyon University: RES-811
<Date>
<Note: Even though APA does not require the
date on a title page, it is a requirement for GCU papers.>
PSY-830 Literature Review Resources
Number
Article Information
Added to RefWorks? (Y or N)
1.
Reference Information
Industrial/Organizational Psychology: Understanding the Workplace
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=edswss&AN=000347729700002&site=eds-live&scope=site
Annotation
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance. Journal of Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.
In this examined scholarly journal research article, the authors Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.; analyzes the related validity criterion used in individual assessment. They defined individual assessments as a process used in selecting employees, and involving the utilization of different assessment methods, administered on each candidate interviewed, and using such assessment to evaluate, judge, and determine a candidate’s overall suitability for a position. The authors determined that the recommendations of the assessor are reliable enough to predict work performances; however, they mutually agree that the results must be characterized, explained and interpreted in a cautious manner, due to the fact that a relative small number of studies have been conducted and to take into consideration the possibilities of publication biases.
2.
Reference Information
In Support of Personality Assessment in Organizational Settings
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=psyh&AN=2007-18089-008&site=eds-live&scope=site
Annotation
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027. 10.1111/j.1744-6570.2007.00099.x
The authors, Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. in this scholarly journal research article examined the idea of using personality tests for employees’ selection purposes. They used various meta-analyses including those used by Morgeson et al. (2007), such as the optimum and unit-weighted different correlations among the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalized variable relationships of Conscientiousness and its surfaces such as dependability and cautiousness achievement orientation; (c) the validity of compound personality measures; and (d) the validity of incrementa.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
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1. Lucky Iron Fish
By: Ashley Snook
Professor Phillips
MGMT 350
Spring 2018
Table of Contents
Executive Summary
Introduction
Human Relations Theory
Communications Issues
Intercultural Relations
Ethics Issues
Conclusion
Works Cited
2. Executive Summary
The B-certified organization that I chose is Lucky Iron Fish
Enterprise which is located in Guelph, Ontario Canada. The
company distributes iron fish that are designed to solve iron
deficiency and anemia for the two billion people who are
affected worldwide.
The human relations model is comprised of McGregor’s
Theory X and Theory Y, Maslow’s Hierarchy of Needs, and
theories from Peters and Waterman. These factors focus on the
organizational structure of the company as it relates to the
executives, the staff, and the customers. The executives provide
meaningful jobs for the staff which gives them high levels of
job satisfaction. Together, they are able to provide a product
that satisfies the thousands of customers they have already
reached.
Communication in this company flows smoothly. They
implement open communication, encourage participation, and
have high levels of trust among employees. Each of their
departments are interconnected through teamwork.
Their intercultural relations, although successful, require a
significant amount of time. They need to emphasize to the high
context cultures that they are willing to understand their culture
and possibly adopt some aspects of it. Additionally, they face
barriers such as language dissimilarity and lack of physical
store locations.
Ethics remains a top priority for this organization. They
have high ethical standards that are integrated into their
operations. They make decisions that do the most good for the
most people, they do not take into consideration financial or
political influence, and they strive to protect the environment
through their sustainability measures.
3. Every employee is dedicated to improving the lives of
those who suffer from iron deficiency
and anemia. As their organization grows, they continue to
impact thousands of lives around the world. They are on a
mission to put “a fish in every pot” (Lucky Iron Fish).
Introduction
Lucky Iron Fish, located in Guelph Canada, is a company
that is dedicated to ending worldwide iron deficiency and
anemia. They do this by providing families with iron fish that
release iron when heated in food or water. They sell this
product in developed countries in order to support their business
model of buy one give one. Each time an iron fish is purchased,
one is donated to a family in a developing country. They
designed their product to resemble the kantrop fish of
Cambodia; in their culture this fish is a symbol of luck. Another
focus of theirs is to remain sustainable, scalable, and impactful
(Lucky Iron Fish). Each of their products is made from recycled
material and their packaging is biodegradable. Their
organization has a horizontal structure which allows their
executives and staff to work closely without a large power gap.
This allows for optimal productivity and increased innovation.
Additionally, this supports their practice of open
communication and provides a work environment built on
teamwork. Shown below is an organization chart for Lucky Iron
Fish.
Staff
Gavin Armstrong Kate Mercer Mark
Halpren Melissa Saunders Ashley Leone
Founder & CEO VP Marketing Chief
Financial Officer Logistics Specialist Dietician
Board of Directors
Gordon Peters Chris Charles
Alex Baille Steve Daupi
4. Human Relations Theory
McGregor’s Theory X and Theory Y
McGregor’s Theory X and Theory Y are perspectives in
which managers look at their employees. Under Theory X,
managers would claim that employees work solely for financial
gain whereas Theory Y would assume that employees are
motivated by additional factors such as job satisfaction
(Zaremba 49-50). In the case of Lucky Iron Fish, Theory X
would imply that their employees participate in the operations
with their sight focused only on making profits, however; I do
not believe that Theory X is the appropriate theory to use for
the analysis of this case. From the analysis of their operations,
it is clear that the employees are more in line with Theory Y.
The first reason for this is that the employees strive to improve
the lives of those who suffer from medical conditions such as
anemia. The loans totaling $860,000 that they received from
Grand Canyon Challenges went directly to the production of
iron fish rather than investments or salaries (Lucky little fish).
This shows that they care about the well-being of society rather
than just possible financial gain. Secondly, each employee in
the organization holds their own position in which they are
continuously looking for ways to innovate. They each have a
different responsibility in which they dedicate their time and
effort. This shows that factors such as responsibility and job
satisfaction are also key factors that play a role in their work
ethic. Lucky Iron Fish employees have a proven record of
innovation that has made a positive impact on communities in
need. Their mission of ending iron deficiency and anemia while
running a sustainable corporation, shows that these employees
are highly compatible with Theory Y.
Maslow’s Hierarchy of Needs
Maslow’s hierarchy of needs theorizes that people are
motivated by five factors. The first level need that pertains to
Lucky Iron Fish is physiological. It is the basic need of every
5. human to have food, shelter, and other necessities. Lucky Iron
Fish is a for-profit company that operates through donations and
loans from investors (Lucky Iron Fish). They are able to make
each fish for a low cost of only five dollars, meaning that they
make a profit of twenty dollars for each fish that is sold (Lucky
little fish). Due to their income being relatively high compared
to their costs, the company is able to provide their staff with
salaries that allow them to satisfy their physiological needs.
Affiliation, the third level in Maslow’s hierarchy, suggests that
people desire to be a part of a unit or organization and can be
motivated by social networks and connections (Zaremba 52).
Due to Lucky Iron Fish’ close knit form, the staff is enabled to
feel a sense of belonging within the organization. The
marketing staff uses social networks as a way for the employees
to interact with each other as well as their customers. Lastly,
employees of this company have the need of self-esteem. This
company has gained recognition around the world for the
positive impact they are making on society. They recently
received the BIG Innovation Award from Business Intelligence
Group to honor their efforts in leading corporate social
responsibility (Lucky Iron Fish Wins). It is this form of
recognition and respect that fulfils a person’s need of
acknowledgement and self-esteem.
Peters and Waterman
Lucky Iron Fish’ bias for action is that they are dedicated to
solving iron deficiency and anemia worldwide. Beginning in
Cambodia, Lucky Iron Fish has extended their reach to many
countries including India, Guatemala, Peru, and Mozambique
(Lucky Iron Fish). The employees research communities who
suffer from these medical illnesses and immediately strategize a
way to distribute the fish. They take further action by partnering
with non-profits who can help with the distribution and they
even monitor iron increases in order to ensure their plan was
effective. Peters and Waterman’s close relations to the customer
applies to Lucky Iron Fish because their employees spend time
among the communities they are trying to help. They make it a
6. priority to converse with locals in the communities and
understand the health issues that many face. Their company
video shows the CEO Gavin Armstrong personally giving the
fish to families in need. The organization of Lucky Iron Fish is
also compatible with Peters and Waterman’s simple form and
lean staff. This organization has under fifty employees who
each specialize in their own area of expertise. Each employee is
responsible for contributing to the success of the organization’s
initiative; the staff includes the founder, a dietician, logistics
specialist, partnership manager, chief financial officer, and
some support staff (Lucky Iron Fish). By keeping a lean staff
and simple system, they are able to ensure that their focus
remains on their mission rather than internal affairs.
Communications Theory
Time and Distance
Guffey’s time and distance theory plays a major role in the
overall efficiency of operations. It can also affect the
company’s reputation as it can show the public that every aspect
of their supply chain is intended to be aligned with their
mission and values. In the case of Lucky Iron Fish, this theory
can relate to their shipping and distribution of their product.
Many customers suffer from the effects of iron deficiency which
is why Lucky Iron Fish strives to make this product easily
accessible with minimized processing and shipping times. Once
a fish is ordered, it takes up to three days to process the order
and prepare the product to leave the warehouse (Lucky Iron
Fish). Lucky Iron Fish makes their product accessible to over
sixty countries around the world; for the countries that do not
have accessible shipping, the company will ensure you receive
your product by courier services (Lucky Iron Fish). Depending
on the region the order was placed, the product may arrive in as
early as three to five business days.
Communication Culture
Zaremba’s communication culture is described as a set of
patterns or norms that are shared by members of an organization
(Zaremba 157). This theory as it relates to Lucky Iron Fish can
7. be viewed as how their company promotes open communication,
encourages participation, and has a high level of trust. First,
their open communication ensures that information reaches all
members of the organization so that everyone can be working
towards the same goals. This helps the organization prevent
unneeded conflict and increase productivity. Secondly, Lucky
Iron Fish encourages its employees to actively participate in
creating innovative projects. This lowers the gap of power
between management and employees which can improve job
satisfaction and employee morale. This leads to our example of
trust. The executives of Lucky Iron Fish place high trust in the
employees of the company. Each employee is entrusted to
administer their own operations and assignments. Furthermore,
the company’s use of horizontal management allows each
employee to participate in the decision-making process and feel
comfortable sharing ideas as well as providing structural
criticism.
Teamwork
Zaremba’s teamwork theory, in relations to Lucky Iron
Fish, can be viewed as the role of each employee and how their
role contributes to the overall mission of ending iron deficiency
and anemia. The CEO, Gavin Armstrong is responsible for
ensuring the success and sustainability of the company while
implementing plans that are aligned with their mission. The
staff, consisting of vice president marketing, chief financial
officer, dietician, partnerships manager, and logistics specialist,
is responsible for completing the day to day operations that
allow the company to continue to grow (Lucky Iron Fish). The
board of directors are responsible for supervising and
evaluating the CEO, establishing and supporting management
policies, and approving major operations. Working as a team
allows Lucky Iron Fish to operate in an innovative and
sustainable way that results in increased health and economic
benefits for communities in need.
Intercultural Relations
High/Low Context Culture
8. Context, referring to environment and ambience, is one of
the most important cultural dimensions according to Guffey
(16). Low context cultures communicate clear and articulate
messages whereas high context cultures may not take words for
their actual meaning (Guffey 16). Lucky Iron Fish is a
Canadian enterprise that targets mostly high context cultures.
This is due to iron deficiency and anemia being more prevalent
in developing countries such as Cambodia, Guatemala, and
Mozambique. These countries hold their traditions close to them
and value long term relationships. As an attempt to build
relations with Cambodia, Lucky Iron Fish named their product
after the kantrop fish which the Cambodians idolize as a symbol
of good luck (Lucky Iron Fish). This shows that Lucky Iron
Fish, although located in a low context culture, can relate to the
Cambodians and even adopt aspects of their culture. As a
second attempt to target these high context cultures, Lucky Iron
Fish creates diverse recipes that appeal to each of the targeted
communities. Lucky Iron Fish wants embrace each of these
cultures. Lastly, Lucky Iron Fish targets a small amount of low
context cultures including the United States. They target these
cultures directly as they are straightforward with their prices
and policies.
Barriers
Companies often face barriers whether it be in the form of
competition, location, or language dissimilarity. One barrier
that Lucky Iron Fish may face is competition from traditional
iron supplements that are endorsed by doctors, pharmacies, and
dieticians. Many people have already found a product that
works well for them while others simply choose traditional pills
because they have been approved by the Federal Drug
Administration. Others may feel more comfortable using a
product that has been around for decades. Due to these factors,
many customers may not see the need to purchase an iron fish.
This means that Lucky Iron Fish may have trouble penetrating
this market of customers. Another barrier they face is that they
do not have physical store locations. All of their company is
9. solely online based. Many customers do not like shopping
online and prefer to see a product before they purchase it. By
not having strategic locations near shopping centers,
restaurants, or even need pharmacies and doctor offices, they
are losing out on money from customers who shop based on
prime locations.
Another barrier for Lucky Iron Fish is language dissimilarity.
Their target market consists of developing countries including
Cambodia, Mozambique, and Guatemala. These countries speak
Khmer, Portuguese, and Spanish, respectively. Even for those
who speak slight English, it may be hard to communicate
effectively. Translations are not always accurate and leave room
for miscommunication.
Overcoming Barriers
As explained previously, Lucky Iron Fish may face the
barrier of competition from companies who sell traditional iron
supplements. One way they can overcome this barrier is to have
their vice president of marketing emphasize that the iron fish is
more natural than supplements. The consumers need to be
reminded that they can cook iron naturally into their food rather
than consumer supplements that may have unknown or
unwanted additives. Their marketing can also explain that the
iron fish is even safe for children who are at least a year of age.
Another technique they could use to resolve this barrier is to
greatly market their slogan of “a fish in every pot” (Lucky Iron
Fish). Many people will be more inclined to buy the product if
they understand that the company will donate one fish for every
fish bought as an attempt to reach their goal of providing every
village in Cambodia with an iron fish. Another barrier that they
need to overcome is their lack of physical store locations. There
are two ways they can do this. The first, and most simple
solution, is to advertise heavily in the United States and Canada
through televised ads, magazine articles, and possibly even
promotional offers. This will bring more awareness of the
10. company to the people who are either unsure of what Lucky
Iron Fish is or for those who have never heard of the company.
The second approach they could take is to partner with larger
well-known companies who have already established a good
reputation. This will automatically provide Lucky Iron Fish
with a larger customer base. Lastly, they need to overcome the
barrier of language dissimilarity. This can be resolved by hiring
someone who can translate or teach the language. It may be best
for them to hire someone who is native to the countries in their
target market. This will ensure that there are no errors or
miscommunications that could be detrimental to the company-
customer relationships.
Ethics
Utilitarianism
Whether or not an act is moral can be determined through
the idea of utilitarianism. This is the idea that the greatest
number of people benefited from an action taken (Zaremba 96).
Utilitarianism is something that Lucky Iron Fish considers in
every operational decision they make. First, is their decision to
donate a fish to Cambodia each time one is bought online. They
chose this country because over half of the population suffers
from iron deficiency. They wanted to choose a country where
they could help the most people with the product they offer.
Another way they implement this idea is through their
collaboration with partnerships; they do this as an attempt to
reach their goal of helping one million people obtain an iron
fish by 2020 (Lucky Iron Fish). Lastly, they strive to provide
jobs for a large number of people in rural areas who cannot
obtain work due to discrimination of their disabilities. Lucky
Iron Fish hires local disabled Cambodians to make the
packaging for their products.
Veil of Ignorance
Veil of ignorance is the idea that companies do not take
into consideration financial influence or political power when
making decisions (Zaremba 97). This idea, as it relates to Lucky
11. Iron Fish, can be seen through the way they respond to
donations and loans that are given to them. When they receive
money, they do not invest or use it for their own benefit but
rather spend it on materials to make additional iron fish for
villages in Cambodia. For example, the $860,000 financing
package received from Grand Challenges Canada was used
directly towards making iron fish to reach their goal of 50,000
fish (A lucky little fish). Another aspect of their company where
they do not consider financial gains is in the way they practice
sustainability efforts. Although running a green company can be
costly in the beginning, they continue to strive to protect the
environment. They scored an environment score of ten due to
their use of recycled materials for both the packaging and the
fish itself (Lucky Iron Fish Enterprise). Lucky Iron Fish also
ignores considerations of political power. They are not
concerned with being the largest company but rather join
partnerships with companies who have similar values and goals.
Implementing veil of ignorance can “increase the chances of
quality decision-making” and improve the overall operations of
a company (Zaremba 97).
Categorical Imperative
Categorical Imperative, the idea of absolutes regarding
ethical decisions, is evident in Lucky Iron Fish’ 2016 B Impact
Report. When they make decisions regarding operations, they
ensure that these decisions are absolutely ethical and are
aligned with the values of their company. An example of this
that is shown in the report is the impact they have on
communities. If an idea does not meet the criteria of civic
engagement and giving, job creation, local suppliers and
distributers, and diversity than they will not implement that idea
into action (Lucky Iron Fish 2016). Additionally, this can be
seen in their environmental practices. A new operation, no
matter how beneficial to the growth of the company, will not be
taken into consideration if it does not reduce waste or aid in the
provision of renewable energy (Lucky Iron Fish Enterprise).
This company will not break their code of ethics in order to
12. further business interests. Lastly, they ensure that their
employees are paid living wages, are provided with health
benefits, and
are given job flexibility (Lucky Iron Fish Enterprise). They will
always air on the side of safety when making decisions that
impact communities, the environment, and the well-being of
their employees.
Conclusion
The efforts of Lucky Iron Fish have placed them in the top
one percentile of all B-certified companies. Their passion and
dedication to ending worldwide iron deficiency and anemia
while remaining a sustainable company will allow them to
continue growing until their mission is accomplished. There are
three key findings from my research on Lucky Iron Fish. First,
is their business model of buy one give one which provides iron
fish to small villages in Cambodia. Through this model they aim
to reach their goal of distributing one million iron fish by 2020.
The second key finding is that they are currently expanding
their company in order to impact more lives. They are joining
additional partnerships and will be providing educational
workshops (Lucky Iron Fish). Lastly, they are a “sustainable,
scalable, and impactful enterprise” that aims to make the “world
a better and healthier place” (Lucky Iron Fish). Each of their
products is made with recycled materials and their packaging is
biodegradable.
Works Cited
Guffey, Mary. “Essentials of Business Communication.” Ohio:
Erin Joyner. 2008. Print.
“Lucky Iron Fish.” Lucky Iron Fish. Accessed 30 May 2018.
https://luckyironfish.com/
“Lucky Iron Fish Enterprise.” B Corporation.net. Accessed 30
May 2018. https://www.bcorporation.net/community/lucky-iron-
fish-enterprise
Lucky Iron Fish. “Lucky Iron Fish: A Simple
13. Solution
for a global problem.” Youtube. 28 October 2014. Accessed 4
June 2018. https://www.youtube.com/watch?v=iY0D-PIcgB4
“Lucky little fish to fight iron deficiency among women in
Cambodia.” Grand Challenges Canada. Accessed 6 June 2018.
http://www.grandchallenges.ca/grantee-stars/0355-05-30/
Podder, Api. “Lucky Iron Fish Wins 2016 Big Innovation
Award.” SocialNews.com. 5 February 2016. Accessed 4 June
2018. http://mysocialgoodnews.com/lucky-iron-fish-wins-2016-
big-innovation-award/
Zaremba, Alan. “Organizational Communication.” New York:
Oxford University Press Inc. 2010. Print.