MGT 309
Speech Planning Document
Adapted from Business Scenarios & UNCG Speaking Center
Introduction
In a way that connects to your audience, speak your purpose & how this topic connects to them.
· Intro Self
· Hook/First Sentence
· Focus and 3 main points/preview (matches the three below)
transition
Body
Detail the contents with stories and appropriate tone.
Sub-Point 1:
Sub-Point 2:
Sub-Point 3:
transition
transition
transition
Closing
Leave the audience with a good feeling.
· Summary
· Positive thought or call to action
Performance improvement behavior:
How to Reduce Your Public Speaking Anxiety
Anxiety will interfere with your ability to be comfortable, confidence and charismatic, and often times it comes from our threat of perceive social rejection. We are fearful that if someone knows us that they will reject us. Furthermore, we don’t want another to think of us as stupid. This self-defeating thinking get is our way and shows up in the body. The following is a list to help you think and reduce your anxiety so you can enjoy presenting.
1. Re-frame the experience. Do NOT dwell in the uncertainty, but instead focus your mind on the phrase “It’s just a conversation.” Whether it’s a conversation of one-on-one or one-to-many, it’s still simply a conversation. Think that way.
2. You believe you more than anyone else in the world; therefore you must control the brain messages (thoughts) that are self-defeating. You are not an idiot, You are in fact a beautiful wonderful person. Be sure to tell yourself that you are worthy and competent.
3. Be careful of the ‘imposter syndrome.’ The thoughts say tell you that you don’t have anything of value to offer – that you do not belong in this situation. By being in the situation, you have something to offer.
4. Manage your body. When our threat response is activated, our biology is to funnel energy to prepare us to fight or flight. Therefore energy goes out of our brains and into our arms and legs. This is biology. To quiet the threat response, breathe deep and tell yourself that you are safe, that you are prepared, that you are worthy, and that the audience is for you. Additionally, know that the threat response is often at its height at the beginning of the talk; therefore, plan an audience activity in the beginning to give yourself a moments break, or perhaps take a sip of water. Just a little moment will help.
5. Prepare more information that you need. In the moment of execution, you will forget to say some information and other information. No worries. Nobody but you knows of your change. Enjoy it. Don’t be thrown-off by the change. Go with the flow.
6. Practice. Practice. Practice. Your brain has difficulty distinguishing imagination and reality. Use this strategy to make the uncertain certain. It will reduce your anxiety.
7. When you practice, spend more time on the introduction. Polish it to perfection and you’ll feel ...
I WOULD STRONGLY RECOMMEND THAT IF YOU ONLY READ ONE PERSONAL DEVELOPMENT BOOK THIS YEAR, IT SHOULD BE MIND CONTROL SYSTEM. ‘THE BASIC HYPOTHESIS IS PROFOUND. THE APPLICATION OF PROVEN RESEARCH IS MASTERFUL. THE EXPLANATIONS AND SUPPORTING STORIES ARE COMPELLING AND LUCID. THE TRANSLATION OF THE RESEARCH AND STORIES INTO PRACTICAL IDEAS AND SOUND ADVICE IS NOTHING SHORT OF BREATHTAKING.’
The ultimate formula for how to be successful consists of several key principles: know your desired outcome, know what inspires you, take massive action, notice your results and adapt your approach.
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...Greatness Coaching
1. Ground an center an overwhelmed client at the start of a session
2. Attend to clients' needs, fears, emotions and energy to restore their sanity
3. Identify and resolve what will most help the client to steer away from 'overwhelmed-in-crisis' and then create enduring value for them
The handbook is created by the participants of the project "Fearless speakers" 2022-1-BG01-KA153-YOU-000057889, funded by the Erasmus + program trough the Human resources development center, Bulgaria. It contains their experience from the project about overcoming stage fright, spontaneous and planned speaking.
Please, rate the handbook using this link:
https://forms.gle/D5rq1xqZ5ytQ23ys6
I WOULD STRONGLY RECOMMEND THAT IF YOU ONLY READ ONE PERSONAL DEVELOPMENT BOOK THIS YEAR, IT SHOULD BE MIND CONTROL SYSTEM. ‘THE BASIC HYPOTHESIS IS PROFOUND. THE APPLICATION OF PROVEN RESEARCH IS MASTERFUL. THE EXPLANATIONS AND SUPPORTING STORIES ARE COMPELLING AND LUCID. THE TRANSLATION OF THE RESEARCH AND STORIES INTO PRACTICAL IDEAS AND SOUND ADVICE IS NOTHING SHORT OF BREATHTAKING.’
The ultimate formula for how to be successful consists of several key principles: know your desired outcome, know what inspires you, take massive action, notice your results and adapt your approach.
Coaching in times of war and crisis - Jean-Francois Cousin for Coaching Up Un...Greatness Coaching
1. Ground an center an overwhelmed client at the start of a session
2. Attend to clients' needs, fears, emotions and energy to restore their sanity
3. Identify and resolve what will most help the client to steer away from 'overwhelmed-in-crisis' and then create enduring value for them
The handbook is created by the participants of the project "Fearless speakers" 2022-1-BG01-KA153-YOU-000057889, funded by the Erasmus + program trough the Human resources development center, Bulgaria. It contains their experience from the project about overcoming stage fright, spontaneous and planned speaking.
Please, rate the handbook using this link:
https://forms.gle/D5rq1xqZ5ytQ23ys6
Effective Listening - A coaching approach to improving relationships between ...Alex Clapson
Dr. Steven Covey siad:
"Seek first to understand & then to be understood."
Listening is a key skill to developing individuals & teams to perform at their best. This short article offers a few helpful insights into achieving that goal.
Under mentioned five simple exercises can help you recognize, and start to shift, the mind-sets that limit your potential as a leader.
1. Find your strengths
2. Practice the pause
3. Forge trust
4. Choose your questions wisely
5. Make time to recover
The presentation deals with the basic undrstandig of stress and stress management as well as offer you a few technigues to beat the stress on the workplace.
01 - Requirements.docxRequirementsFont Times New RomanSi.docxcroftsshanon
01 - Requirements.docx
Requirements:
Font: Times New Roman
Size: Font size 12
Spacing: Single
12 APA Style reference and In-text citation
Minimum of 1500 words (References are not included in the 1500 words, but only the content of the written report)
PLEASE READ THE “Appendix.pdf” for your reference
Assessment Task 1: WRITTEN REPORT
BSBLDR511 - Develop and use emotional intelligence
For this task, you have to write a report detailing how you could develop and use emotional intelligence in the workplace. For the purpose of developing understanding on Emotional Intelligence, you can refer to the learning resources provided in the Appendix.pdf
ASSESSMENT 1: WRITTEN REPORTFirst page only is for Executive Summary:EXECUTIVE SUMMARY (170 words)
In this section, this is a summary containing all the main findings and conclusions. This is what a person will think of what the report is saying and decide if that person will read it all. It is not to be confused with introduction. You need to explain in brief about the whole report in here. INTRODUCTION (130 words)
Explain in brief about the background of the organisation of your choice or your own company that you are working for.REPORT ANALYSIS (1100 words)
Give overall review of the report which you are going to discuss in here.
Note* in the body section, please paraphrase the question and make a header for each question
Another NOTE - For all the questions, please answer all the question from 1 to 6 according to your experience to your workplace or to a company you are currently working at. Don’t just give a general answers or idea
For the questions 1 and 2, please answer the question and make a subheading to the answers
I provided you the samples below
1 Answer
1a. Answer
1b. Answer
1c. Answer
1d. Answer
1e. Answer
2 Answer
2a. Answer
2b. Answer
2c Answer
Only do this format for questions 1 and 2
For all the questions, please answer all the question from 1 to 6 according to your experience to your workplace or to a company you are currently working at. Don’t just give a general answers or idea
CONCLUSION (100 words)
Explain conclusion here.REFERENCE LIST
Give minimum 12 references (must be in APA Style referencing format) and In-text citations.
02 - Questions.docx
BSBLDR511 - Develop and use emotional intelligence
TASK 1 – Written Report
For this task, you have to write a report detailing how you could develop and use emotional intelligence in the workplace. For the purpose of developing understanding on Emotional Intelligence, you can refer to the learning resources provided in Appendix.
Your report must include the details on the following:
1. How your emotions impact others in your workplace? This includes:
a. Identifying your strengths and weaknesses in relation work
b. Identifying the things that stress you at work and impact on your ability to work
c. Identifying the behaviours that you display that encourage others to behave appropriately at work
d. Include a self-ref.
CASE 6B – CHESTER & WAYNE Chester & Wayne is a regional .docxannandleola
CASE 6B – CHESTER & WAYNE
Chester & Wayne is a regional food distribution company. Mr. Chester, CEO, has asked your
assistance in preparing cash-flow information for the last three months of this year. Selected
accounts from an interim balance sheet dated September 30, have the following balances:
Cash $142,100 Accounts payable $354,155
Marketable securities 200,000 Other payables 53,200
Accounts receivable $1,012,500
Inventories 150,388
Mr. Wayne, CFO, provides you with the following information based on experience and
management policy. All sales are credit sales and are billed the last day of the month of sale.
Customers paying within 10 days of the billing date may take a 2 percent cash discount. Forty
percent of the sales is paid within the discount period in the month following billing. An
additional 25 percent pays in the same month but does not receive the cash discount. Thirty
percent is collected in the second month after billing; the remainder is uncollectible. Additional
cash of $24,000 is expected in October from renting unused warehouse space.
Sixty percent of all purchases, selling and administrative expenses, and advertising expenses is
paid in the month incurred. The remainder is paid in the following month. Ending inventory is
set at 25 percent of the next month's budgeted cost of goods sold. The company's gross profit
averages 30 percent of sales for the month. Selling and administrative expenses follow the
formula of 5 percent of the current month's sales plus $75,000, which includes depreciation of
$5,000. Advertising expenses are budgeted at 3 percent of sales.
Actual and budgeted sales information is as follows:
Actual: Budgeted:
August $750,000 October $826,800
September 787,500 November 868,200
December 911,600
January 930,000
The company will acquire equipment costing $250,000 cash in November. Dividends of $45,000
will be paid in December.
The company would like to maintain a minimum cash balance at the end of each month of
$120,000. Any excess amounts go first to repayment of short-term borrowings and then to
investment in marketable securities. When cash is needed to reach the minimum balance, the
company policy is to sell marketable securities before borrowing.
The company will acquire equipment costing $250,000 cash in November. Dividends of $45,000
will be paid in December.
The company would like to maintain a minimum cash balance at the end of each month of
$120,000. Any excess amounts go first to repayment of short-term borrowings and then to
investment in marketable securities. When cash is needed to reach the minimum balance, the
company policy is to sell marketable securities before borrowing.
Questions (use of spreadsheet software is recommended):
1. Prepare a cash budget for each month of the fourth quarter and for the quarter in total.
Prepare supporting schedules as needed. (Round all budge.
CASE 9 Bulimia Nervosa Table 9-1 Dx Checklist Bulimia Nervos.docxannandleola
"CASE 9 Bulimia Nervosa Table 9-1 Dx Checklist Bulimia Nervosa 1. Repeated binge-eating episodes. 2. Repeated performance of ill-advised compensatory behaviors (e.g., forced vomiting) to prevent weight gain. 3. Symptoms take place at least weekly for a period of 3 months. 4. Inappropriate influence of weight and shape on appraisal of oneself. (Based on APA, 2013.) Rita was a 26-year-old manager of a local Italian restaurant and lived in the same city as her parents. Her childhood was not a happy one. Her parents divorced when she was about 5 years of age. She and her three older brothers remained with their mother, who often seemed overwhelmed with her situation and unable to run the household effectively. Rita would often refer to her childhood as utterly chaotic, as if no one were in charge. Within a 12-month period, 1 percent to 1.5 percent of individuals will meet the diagnostic criteria for bulimia nervosa; at least 90 percent of cases occur in females (APA, 2013). She nevertheless muddled through. When her brothers were finally all off to college or beyond, Rita entered high school, and the household seemed more manageable. Ultimately, she developed a close relationship with her mother, indeed too close, Rita suspected. Her mother seemed like her closest friend, at times the entire focus of her social life. They were both women alone, so to speak, and relied heavily on one another for comfort and support, preventing Rita from developing serious friendships. The two often went shopping together. Rita would give her mother an update on the most recent fashion trends, and her mother would talk to Rita about “how important it is to look good and be put together in this day and age.” Rita didn’t mind the advice, but sometimes she did wonder if her mother kept saying that as a way of telling her that she didn’t think she looked good. Rita later attended a local public college, majoring in business. However, she quit after 3 years to take a job at the restaurant. She had begun working in the restaurant part-time while a sophomore and after 2 years was offered the position of daytime manager. It was a well-paying job, and since her interest was business anyway, Rita figured it made sense to seize an attractive business opportunity. Her mother was not very supportive of her decision to leave college, but Rita reassured her that she intended to go back and finish up after she had worked for a while and saved some money. Just before leaving college, Rita began a serious relationship with a man whom she met at school. Their interest in each other grew, and they eventually got engaged. Everything seemed to be going well when out of the blue, her fiancé’s mental state began to deteriorate. Ultimately he manifested a pattern of schizophrenia and had to be hospitalized. As his impairment extended from days to months and then to more than a year, Rita finally had to end the engagement; she had to pick up the pieces and go on without him. She felt .
More Related Content
Similar to MGT 309Speech Planning DocumentAdapted from Business S.docx
Effective Listening - A coaching approach to improving relationships between ...Alex Clapson
Dr. Steven Covey siad:
"Seek first to understand & then to be understood."
Listening is a key skill to developing individuals & teams to perform at their best. This short article offers a few helpful insights into achieving that goal.
Under mentioned five simple exercises can help you recognize, and start to shift, the mind-sets that limit your potential as a leader.
1. Find your strengths
2. Practice the pause
3. Forge trust
4. Choose your questions wisely
5. Make time to recover
The presentation deals with the basic undrstandig of stress and stress management as well as offer you a few technigues to beat the stress on the workplace.
01 - Requirements.docxRequirementsFont Times New RomanSi.docxcroftsshanon
01 - Requirements.docx
Requirements:
Font: Times New Roman
Size: Font size 12
Spacing: Single
12 APA Style reference and In-text citation
Minimum of 1500 words (References are not included in the 1500 words, but only the content of the written report)
PLEASE READ THE “Appendix.pdf” for your reference
Assessment Task 1: WRITTEN REPORT
BSBLDR511 - Develop and use emotional intelligence
For this task, you have to write a report detailing how you could develop and use emotional intelligence in the workplace. For the purpose of developing understanding on Emotional Intelligence, you can refer to the learning resources provided in the Appendix.pdf
ASSESSMENT 1: WRITTEN REPORTFirst page only is for Executive Summary:EXECUTIVE SUMMARY (170 words)
In this section, this is a summary containing all the main findings and conclusions. This is what a person will think of what the report is saying and decide if that person will read it all. It is not to be confused with introduction. You need to explain in brief about the whole report in here. INTRODUCTION (130 words)
Explain in brief about the background of the organisation of your choice or your own company that you are working for.REPORT ANALYSIS (1100 words)
Give overall review of the report which you are going to discuss in here.
Note* in the body section, please paraphrase the question and make a header for each question
Another NOTE - For all the questions, please answer all the question from 1 to 6 according to your experience to your workplace or to a company you are currently working at. Don’t just give a general answers or idea
For the questions 1 and 2, please answer the question and make a subheading to the answers
I provided you the samples below
1 Answer
1a. Answer
1b. Answer
1c. Answer
1d. Answer
1e. Answer
2 Answer
2a. Answer
2b. Answer
2c Answer
Only do this format for questions 1 and 2
For all the questions, please answer all the question from 1 to 6 according to your experience to your workplace or to a company you are currently working at. Don’t just give a general answers or idea
CONCLUSION (100 words)
Explain conclusion here.REFERENCE LIST
Give minimum 12 references (must be in APA Style referencing format) and In-text citations.
02 - Questions.docx
BSBLDR511 - Develop and use emotional intelligence
TASK 1 – Written Report
For this task, you have to write a report detailing how you could develop and use emotional intelligence in the workplace. For the purpose of developing understanding on Emotional Intelligence, you can refer to the learning resources provided in Appendix.
Your report must include the details on the following:
1. How your emotions impact others in your workplace? This includes:
a. Identifying your strengths and weaknesses in relation work
b. Identifying the things that stress you at work and impact on your ability to work
c. Identifying the behaviours that you display that encourage others to behave appropriately at work
d. Include a self-ref.
Similar to MGT 309Speech Planning DocumentAdapted from Business S.docx (20)
CASE 6B – CHESTER & WAYNE Chester & Wayne is a regional .docxannandleola
CASE 6B – CHESTER & WAYNE
Chester & Wayne is a regional food distribution company. Mr. Chester, CEO, has asked your
assistance in preparing cash-flow information for the last three months of this year. Selected
accounts from an interim balance sheet dated September 30, have the following balances:
Cash $142,100 Accounts payable $354,155
Marketable securities 200,000 Other payables 53,200
Accounts receivable $1,012,500
Inventories 150,388
Mr. Wayne, CFO, provides you with the following information based on experience and
management policy. All sales are credit sales and are billed the last day of the month of sale.
Customers paying within 10 days of the billing date may take a 2 percent cash discount. Forty
percent of the sales is paid within the discount period in the month following billing. An
additional 25 percent pays in the same month but does not receive the cash discount. Thirty
percent is collected in the second month after billing; the remainder is uncollectible. Additional
cash of $24,000 is expected in October from renting unused warehouse space.
Sixty percent of all purchases, selling and administrative expenses, and advertising expenses is
paid in the month incurred. The remainder is paid in the following month. Ending inventory is
set at 25 percent of the next month's budgeted cost of goods sold. The company's gross profit
averages 30 percent of sales for the month. Selling and administrative expenses follow the
formula of 5 percent of the current month's sales plus $75,000, which includes depreciation of
$5,000. Advertising expenses are budgeted at 3 percent of sales.
Actual and budgeted sales information is as follows:
Actual: Budgeted:
August $750,000 October $826,800
September 787,500 November 868,200
December 911,600
January 930,000
The company will acquire equipment costing $250,000 cash in November. Dividends of $45,000
will be paid in December.
The company would like to maintain a minimum cash balance at the end of each month of
$120,000. Any excess amounts go first to repayment of short-term borrowings and then to
investment in marketable securities. When cash is needed to reach the minimum balance, the
company policy is to sell marketable securities before borrowing.
The company will acquire equipment costing $250,000 cash in November. Dividends of $45,000
will be paid in December.
The company would like to maintain a minimum cash balance at the end of each month of
$120,000. Any excess amounts go first to repayment of short-term borrowings and then to
investment in marketable securities. When cash is needed to reach the minimum balance, the
company policy is to sell marketable securities before borrowing.
Questions (use of spreadsheet software is recommended):
1. Prepare a cash budget for each month of the fourth quarter and for the quarter in total.
Prepare supporting schedules as needed. (Round all budge.
CASE 9 Bulimia Nervosa Table 9-1 Dx Checklist Bulimia Nervos.docxannandleola
"CASE 9 Bulimia Nervosa Table 9-1 Dx Checklist Bulimia Nervosa 1. Repeated binge-eating episodes. 2. Repeated performance of ill-advised compensatory behaviors (e.g., forced vomiting) to prevent weight gain. 3. Symptoms take place at least weekly for a period of 3 months. 4. Inappropriate influence of weight and shape on appraisal of oneself. (Based on APA, 2013.) Rita was a 26-year-old manager of a local Italian restaurant and lived in the same city as her parents. Her childhood was not a happy one. Her parents divorced when she was about 5 years of age. She and her three older brothers remained with their mother, who often seemed overwhelmed with her situation and unable to run the household effectively. Rita would often refer to her childhood as utterly chaotic, as if no one were in charge. Within a 12-month period, 1 percent to 1.5 percent of individuals will meet the diagnostic criteria for bulimia nervosa; at least 90 percent of cases occur in females (APA, 2013). She nevertheless muddled through. When her brothers were finally all off to college or beyond, Rita entered high school, and the household seemed more manageable. Ultimately, she developed a close relationship with her mother, indeed too close, Rita suspected. Her mother seemed like her closest friend, at times the entire focus of her social life. They were both women alone, so to speak, and relied heavily on one another for comfort and support, preventing Rita from developing serious friendships. The two often went shopping together. Rita would give her mother an update on the most recent fashion trends, and her mother would talk to Rita about “how important it is to look good and be put together in this day and age.” Rita didn’t mind the advice, but sometimes she did wonder if her mother kept saying that as a way of telling her that she didn’t think she looked good. Rita later attended a local public college, majoring in business. However, she quit after 3 years to take a job at the restaurant. She had begun working in the restaurant part-time while a sophomore and after 2 years was offered the position of daytime manager. It was a well-paying job, and since her interest was business anyway, Rita figured it made sense to seize an attractive business opportunity. Her mother was not very supportive of her decision to leave college, but Rita reassured her that she intended to go back and finish up after she had worked for a while and saved some money. Just before leaving college, Rita began a serious relationship with a man whom she met at school. Their interest in each other grew, and they eventually got engaged. Everything seemed to be going well when out of the blue, her fiancé’s mental state began to deteriorate. Ultimately he manifested a pattern of schizophrenia and had to be hospitalized. As his impairment extended from days to months and then to more than a year, Rita finally had to end the engagement; she had to pick up the pieces and go on without him. She felt .
Case 9 Bulimia Nervosa in Gorenstein and Comer (2014)Rita was a.docxannandleola
Case 9: Bulimia Nervosa in Gorenstein and Comer (2014)
Rita was a 26-year-old manager of a local Italian restaurant and lived in the same city as her parents. Her childhood was not a happy one. Her parents divorced when she was about 5 years of age. She and her three older brothers remained with their mother, who often seemed overwhelmed with her situation and unable to run the household effectively. Rita would often refer to her childhood as utterly chaotic, as if no one were in charge. Within a 12-month period, 1 percent to 1.5 percent of individuals will meet the diagnostic criteria for bulimia nervosa; at least 90 percent of cases occur in females (APA, 2013). She nevertheless muddled through. When her brothers were finally all off to college or beyond, Rita entered high school, and the household seemed more manageable. Ultimately, she developed a close relationship with her mother, indeed too close, Rita suspected. Her mother seemed like her closest friend, at times the entire focus of her social life. They were both women alone, so to speak, and relied heavily on one another for comfort and support, preventing Rita from developing serious friendships. The two often went shopping together. Rita would give her mother an update on the most recent fashion trends, and her mother would talk to Rita about “how important it is to look good and be put together in this day and age.” Rita didn’t mind the advice, but sometimes she did wonder if her mother kept saying that as a way of telling her that she didn’t think she looked good. Rita later attended a local public college, majoring in business. However, she quit after 3 years to take a job at the restaurant. She had begun working in the restaurant part-time while a sophomore and after 2 years was offered the position of daytime manager. It was a well-paying job, and since her interest was business anyway, Rita figured it made sense to seize an attractive business opportunity. Her mother was not very supportive of her decision to leave college, but Rita reassured her that she intended to go back and finish up after she had worked for a while and saved some money. Just before leaving college, Rita began a serious relationship with a man whom she met at school. Their interest in each other grew, and they eventually got engaged. Everything seemed to be going well when out of the blue, her fiancé’s mental state began to deteriorate. Ultimately he manifested a pattern of schizophrenia and had to be hospitalized. As his impairment extended from days to months and then to more than a year, Rita finally had to end the engagement; she had to pick up the pieces and go on without him. She felt as if he had died. A period of psychotherapy helped ease her grief and her adjustment following this tragedy, and eventually she was able to move on with her life and to resume dating again. However, serious relationships eluded her. Rita knew that she was a moody person—she judged people harshly and displayed irrita.
Case 8.1 Pros and Cons of Balkan Intervention59Must the a.docxannandleola
Case 8.1 Pros and Cons of Balkan Intervention59
“Must the agony of Bosnia-Herzegovina be regarded, with whatever regrets, as somebody else’s trouble?
We don’t think so, but the arguments on behalf of that view deserve an answer. Among them are the
following:
The Balkan conflict is a civil war and unlikely to spread beyond the borders of the former
Yugoslavia. Wrong. Belgrade has missiles trained on Vienna. Tito’s Yugoslavia claimed, by way of
Macedonia, that northern Greece as far south as Thessaloniki belonged under its sovereignty. Those
claims may return. ‘Civil’ war pitting non-Slavic Albanians against Serbs could spread to Albania,
Turkey, Bulgaria, and Greece.
The United States has no strategic interest in the Balkans. Wrong. No peace, no peace dividend.
Unless the West can impose the view that ethnic purity can no longer be the basis for national
sovereignty, then endless national wars will replace the Cold War. This threat has appeared in
genocidal form in Bosnia. If it cannot be contained here, it will erupt elsewhere, and the Clinton
administration’s domestic agenda will be an early casualty.
If the West intervenes on behalf of the Bosnians, the Russians will do so on behalf of the Serbs, and
the Cold War will be reborn. Wrong. The Russians have more to fear from ‘ethnic cleansing’ than
any people on Earth. Nothing would reassure them better than a new, post-Cold War Western
policy of massive, early response against the persecution of national minorities, including the
Russian minorities found in every post-Soviet republic. The Russian right may favor the Serbs, but
Russian self-interest lies elsewhere.
The Serbs also have their grievances. Wrong. They do, but their way of responding to these
grievances, according to the State Department’s annual human rights report, issued this past week,
‘dwarfs anything seen in Europe since Nazi times.’ Via the Genocide Convention, armed
intervention is legal as well as justified.
The UN peace plan is the only alternative. Wrong. Incredibly, the plan proposes the reorganization
of Bosnia-Herzegovina followed by a cease-fire. A better first step would be a UN declaration that
any nation or ethnic group proceeding to statehood on the principle of ethnic purity is an outlaw
state and will be treated as such. As now drafted, the UN peace plan, with a map of provinces that
not one party to the conflict accepts, is really a plan for continued ‘ethnic cleansing.’”
Case 8.2 Images, Arguments, and the Second Persian Gulf Crisis, 1990–
1991
The analysis of policy arguments can be employed to investigate the ways that policymakers represent or
structure problems (Chapter 3). We can thereby identify the images, or problem representations, that
shape processes of making and justifying decisions. For example, during times of crisis, the images which
United States policymakers have of another country affect deliberations about the use of peacekeeping
and negotiation, the imposition of economic sanctions, o.
Case 6-2 Not Getting Face Time at Facebook—and Getting the Last La.docxannandleola
Case 6-2 Not Getting Face Time at Facebook—and Getting the Last Laugh!
In August 2009, Facebook turned down job applicant Brian Acton, an experienced engineer who had previously worked at Yahoo and Apple. More than 4 years later, Facebook paid him $3 billion to acquire his 20% stake of WhatsApp, a start-up he had cofounded immediately after Facebook rejected his job application.(1) WhatsApp Messenger is a proprietary, cross-platform, instant-messaging subscription service for smartphones and selected feature phones that use the Internet for communication. In addition to text messaging, users can send each other images, video, and audio media messages, as well as their location using integrated mapping features.(2) How could Facebook, a highly successful firm, have made such a drastic mistake?
Back in 2009, Brian Acton was a software engineer who was out of work for what seemed like a very long time. He believed he had what it took to make a difference in the industry, but his career did not work out as planned. Even though he spent years at Apple and Yahoo, he got rejected many times by Twitter and Facebook.(3) Acton described the details of the interview process that he failed to do well in as follows:
First of all, interviewing a person for a job that requires technical skills is difficult for both the interviewer and the interviewee. Facebook is a highly desirable firm to work for and requires the best skills and talents from all of their potential employees. It is therefore not surprising that the selection process rivals, if not tops, any company in the industry. The process starts with an email or a phone call from a recruiter in response to an online application or [to] a recommendation from a friend who may work for Facebook. Sometimes, in the initial chat online, timed software coding challenges are set to find the best performers. If this chat goes well, an applicant will go on to the next level—an initial in-person interview or phone screening.(4)
In this next hurdle, the applicant will have a 45-minute chat with a fellow engineer/potential coworker, [with] whom he or she shares the same area of expertise. They will tell you about their job and what their role is in Facebook; then they ask about the applicant’s résumé, motivation, and interests. Additionally, the applicant will be tested about his or her technical skills, coding exercises, and programming abilities.(5)
If successful, the applicant will be invited for back-to-back interviews. This part of the process is very grueling and stressful since all the interviews take place throughout a single day. The candidate will also be asked to manually write a program on a whiteboard to make sure that the applicant is knowledgeable about program writing. The goal in this final step is to see how one approaches a problem and comes up with a solution [that] is simple enough to solve in 10–30 minutes and can be easily explained.(6)
As a potential coworker, the applicant will be te.
Case 6.4 The Case of the Poorly Performing SalespersonEd Markham.docxannandleola
Case 6.4 The Case of the Poorly Performing Salesperson
Ed Markham, the African American sales manager at WCTV, is considering how to handle a problem with one of his salespersons, Jane Folsom, who is White. Ed was promoted to sales manager three months ago after working at WCTV for 2 years. He earned his promotion by exceeding sales goals every month after his first on the job. He developed a research report using secondary data like MRI and the Lifestyle Market Analyst to analyze the market. His former boss praised the report, gave a copy to all salespersons, and included a summary of it in the rate card. When his former boss left for a new job in a larger market, he recommended Ed as his replacement.
Jane has been a salesperson at WCTV for 2 years. For most of that time, she has exceeded sales quotas about as much as Ed had. For the past 3 months, she has not met sales quotas. After his second month as sales manager, Ed talked to Jane about her performance. She attributed her below-average performance to the closing of a major advertiser, Anthony’s Fashions. This local clothing store closed because several major retailers, including JC Penney and Dillard’s, had opened at the local mall.
Ed listened to Jane’s explanation and then suggested ways to obtain new clients. He asked Jane whether she had set personal sales goals, set up a prospect file of new and inactive advertisers as well as existing businesses that were potential clients, come up with research and data on the market to use in presentations and reports to clients, come up with new ideas or opportunities to advertise for clients, or asked her clients about their needs and goals (Shaver, 1995). Jane said no, she simply telephoned or visited her clients regularly to see if they wanted to run ads.
Ed also asked Jane why several of her clients had not paid their bills. He explained that a salesperson must check out a client’s ability to pay before running a schedule. Jane replied that she was not aware of that fact and that no one had ever trained her to sell. She had sold time for a radio station before, but that was all the training she had. Ed’s predecessor had just hired her and cut her loose.
Ed gave Jane a memo after their first meeting a month ago asking her to focus on sales training for the next month. First, she should read Shaver’s (1995) Making the Sale! How to Sell Media With Marketing. He gave her a copy, told her to read it, and asked her to contact him if she had any questions. After reading the book, he told her that she should establish written personal sales goals, begin to develop a prospect file (with two new and two inactive clients), and develop three ideas for new advertising opportunities for existing clients. In the memo, Ed told Jane that he would not hold her to sales performance standards that month. He wanted Jane to focus on doing the background work he assigned to help her improve her future sales performance.
At the meeting a month later, Ed discovered.
Case 5.6Kelo v City of New London545 U.S. 469 (2005)Ye.docxannandleola
Case 5.6
Kelo v City of New London
545 U.S. 469 (2005)
Yes, Actually, They Can Take That Away From You
Facts
In 1978, the city of New London, Connecticut, undertook a redevelopment plan for purposes of creating a redeveloped area in and around the existing park at Fort Trumbull. The plan sought to develop the related ambience a state park should have, including the absence of pink cottages and other architecturally eclectic homes. Part of the redevelopment plan was the city’s deal with Pfizer Corporation for the location of its research facility in the area. The preface to the city’s development plan included the following statement of goals and purpose:
To create a development that would complement the facility that Pfizer was planning to build, create jobs, increase tax and other revenues, encourage public access to and use of the city’s waterfront, and eventually “build momentum” for the revitalization of the rest of the city, including its downtown area.
The affected property owners, including Susette Kelo, live in homes and cottages (15 total) located in and around other existing structures that would be permitted to stay in the area designated for the proposed new structures (under the city’s economic development plan) that would be placed there primarily by private land developers and corporations. The city was assisted by a private, nonprofit corporation, the New London Development Corporation (NLDC), in the development of the economic plan and piloting it through the various governmental processes, including that of city council approval. The central focus of the plan was getting Pfizer to the Fort Trumbull area (where the homeowners and their properties were located) with the hope of a resulting economic boost that such a major corporate employer can bring to an area.
Kelo and the other landowners whose homes would be razed to make room for Pfizer and the accompanying and resulting economic development plan filed suit challenging New London’s legal authority to take their homes. The trial court issued an injunction preventing New London from taking certain of the properties but allowing others to be taken. The appellate court found for New London on all the claims, and the landowners (petitioners) appealed.
Judicial Opinion
STEVENS, Justice Two polar propositions are perfectly clear. On the one hand, it has long been accepted that the sovereign may not take the property of A for the sole purpose of transferring it to another private party B, even though A is paid just compensation. On the other hand, it is equally clear that a State may transfer property from one private party to another if future “use by the public” is the purpose of the taking; the condemnation of land for a railroad with common-carrier duties is a familiar example. Neither of these propositions, however, determines the disposition of this case.
The disposition of this case therefore turns on the question whether the City’s development plan serves a “public purpos.
CASE 5.10 FIBREBOARD PAPER PRODUCTS CORP. V. NLRB SUPREME COURT OF.docxannandleola
CASE 5.10 FIBREBOARD PAPER PRODUCTS CORP. V. NLRB SUPREME COURT OF THE UNITED STATES, 379 U.S. 203 (1964).
[After receiving union proposals for contract revisions for the benefit of the maintenance workers at the company’s Emeryville, California, plant, the company advised the union that negotiations for a new contract would be pointless because it had definitely decided to contract out the work performed by the employees covered by the agreement upon the expiration of the agreement. The company planned to replace these employees with an independent contractor’s employees and expected that substantial savings would be effected by this contracting-out of the work. The Board ordered the company to reinstate the maintenance operation with the union employees, reinstate the employees with back pay, and fulfill its statutory bargaining obligation. The court of appeals granted the Board’s enforcement petition, and the Supreme Court agreed to hear the case.]
WARREN, C. J.... I. Section 8(a)(5) of the National Labor Relations Act provides that it shall be an unfair labor practice for an employer “to refuse to bargain collectively with the representatives of his employees.” Collective bar- gaining is defined in Section 8(d)
as the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment.
“Read together, these provisions establish the obligation of the employer and the representative of its employees to bargain with each other in good faith with respect to ‘wages, hours, and other terms and conditions of employment....’ The duty is limited to those subjects, and within that area neither is legally obligated to yield. Labor Board v. American Ins. Co., 343 U.S. 395. As to other matters, however, each party is free to bargain or not to bargain....” Labor Board v. Wooster Div. of Borg-Warner Corp., 356 U.S. 342, 349. Because of the limited grant of certiorari, we are concerned here only with whether the subject upon which the employer allegedly refused to bargain— contracting out of plant maintenance work previously performed by employees in the bargaining unit, which the employees were capable of continuing to perform—is covered by the phrase “terms and conditions of employment” within the meaning of Section 8(d).
The subject matter of the present dispute is well within the literal meaning of the phrase “terms and conditions of employment.”
As the Court of Appeals pointed out, it is not necessary that it be likely or probable that the union will yield or supply a feasible solution but rather that the union be afforded an opportunity to meet management’s legitimate complaints that its maintenance was unduly costly.
We are thus not expanding the scope of mandatory bargaining to hold, as we do now, that the type of “contracting out” involved in this case—the replacement of employees in the exi.
Case 4 The McDonald’s China Food Supplier Scandal1. What we.docxannandleola
Case 4:
The McDonald’s China Food Supplier Scandal
1. What were the root causes for Husi’s misbehavior?
2. What are the major challenges faced by the multinationals such as McDonald’s in supply chain management in China?
3. Should McDonald’s be held responsible for the scandal? How could McDonald’s avoid similar situations from happening again?
4. Should OSI be held responsible for the scandal? What should OSI do to prevent similar situations from happening again?
.
Case 3 Neesha Wilson Phoenix Rising Risks, Protective Factors, and.docxannandleola
Case 3 Neesha Wilson Phoenix Rising Risks, Protective Factors, and Psychological Well-Being
Neesha Wilson, a 10-year-old African American girl, was referred for assessment to the school psychologist as a result of a child study team meeting held at the school in May. Presenting problems included poor school progress and escalating behavioral concerns. It was the school’s impression that Neesha might qualify for special education assistance as a child with an emotional disorder. Currently, Neesha has an older brother, Tyrone, who is attending an alternate school program for children and youth with severe emotional disturbance.
Developmental History/Family Background
The school social worker completed Neesha’s initial work-up just prior to the end of the academic term; intake information is summarized as follows:
Neesha lives with her 15-year-old brother, Tyrone, and her mother in a two-bedroom apartment. The social worker described the apartment as tiny but very well kept. Neesha has her own bedroom, and Tyrone sleeps on the couch, which folds out into a bed. The social worker noted that it was difficult to book an appointment with Mrs. Wilson, who was reportedly working two jobs: cleaning offices and working as a hairstylist. Mrs. Wilson graduated from hairstylist classes last year. Although her career as a hairstylist has a lot of potential, she is only beginning to develop clientele. She also works part time cleaning offices. Despite the lack of financial resources, the children were clean, well dressed, and did not miss any meals. The children were on the free-lunch program at the schools. According to Mrs. Wilson, Neesha’s early history was unremarkable and motor and language milestones developed on schedule.
An immediate concern of the social worker’s centered on who cared for the children when their mother, Tanya, had to work evenings cleaning offices. Tanya stated that it was not a problem for her because she would either send the children to her sister’s apartment a few blocks away, or have a cousin who lived in the building check in on the kids. Also, Tyrone was 15, so he was capable of watching his sister, although she preferred to have an adult nearby, given Tyrone’s behavior problems.
Neesha’s mother described her as an easy baby and said that she never really had any problems with her. She added that it was Tyrone who was giving her all the problems, not Neesha. The family had struggled since her husband, Walt, left the family about 3 years ago, when Neesha was in Grade 1. In the past two years, Walt has had virtually no contact with the children. He moved in with his girlfriend and their one-year-old baby and recently moved to another state. Neesha was very upset with the marriage breakdown and misses her father very much. Neesha visited with her dad and his new family, initially, but was very disappointed that the visits were neither consistent nor more frequent. Neesha did not like Walt’s girlfriend and felt that her father wa.
Case 48 Sun Microsystems Done by Nour Abdulaziz Maryam .docxannandleola
Case 48: Sun Microsystems
Done by: Nour Abdulaziz
Maryam Barifah
Shrouq Al-Jaadi
Balqees Mekhalfi
Yara El-Feki
Introduction
•In 2009, Oracle was planning to acquire Sun Microsystems.
•This acquisition would allow Oracle;
•to further diversify their brand, customers and acquire various new platforms that would be added to their portfolio such as MySQL, Solaris and Java.
•Oracle originally placed an offer of $9.50 per share price which is considerably higher than Sun Microsystem’s price that is $6.69.
•This will cut the production costs and make the company more efficient throughout all the value chain.
•Oracle aimed to capitalize on Sun Microsystem’s decline by getting particular assets or the whole company at the deflated price.
Is Sun Microsystems a good strategic fit for Oracle? Should Oracle acquire Sun Microsystems?
- as it will allow them to achieve their vision of becoming the Apple of the software industry.
- it will allow the company to deliver high-quality customer products by combining both hardware and software components, hence reducing the consumer setup process.
Continue
It will provide Oracle with the needed expansion.
-This acquisition fits Oracle’s overall strategy which is to improve through acquiring and effectively integrating other companies
Worth of Sun Microsystems and Valuation Approaches
To know how much Sun Microsystems worth, we must find the Stand Alone Value of the company.
The Stand Alone value represents the present value of Sun Microsystem individually before factoring the synergy that would be created when Oracle acquires Sun.
Another method is the value of Sun Microsystem with synergies, which after being acquired by Oracle, must be found. This is done to see whether or not the acquisition was a proper strategic decision or not
Another method of valuing the Sun Microsystem is through the comparative company analysis (CCA). That is done through the thorough assessment of rival and peer businesses of similar size and industry.
Finally, the acquisition price, which is the price that is paid to the target when it is first acquired, is also used as a separate method of valuation. The value of the acquisition price ranges between the values of the stand-alone and the synergies.
USING THE DCF
To be able to find the values of both, the Stand Alone and the synergies, we have decided the best way to do so is by calculating the discounted cash flow (DCF) by using the multiples and the perpetuity growth methods and finding the average of both.
DCF Using Multiples MethodDCF Using Perpetuity Growth MethodIt does not consider long-term growth rate or the economics of business.This method seems inaccurate as the company assumes a certain growth rate will remains the same 2014 onwards (forever) which is unrealistic.It is considered a challenging method to use as it is very difficult to identify truly comparable companies.
USING THE WACC
The weig.
CASE 42 Myasthenia Gravis The immune response turns agai.docxannandleola
CASE 42 Myasthenia Gravis
The immune response turns against the host.
The specific adaptive immune response can, in rare instances, be mounted
against self antigens and cause autoimmune disease. Injury to body tissues
can result from antibodies directed against cell-surface or extracellular-matrix
molecules, from antibodies bound to circulating molecules that deposit as
immune complexes, or from clones of T cells that react with self antigens. A
special class of autoimmune disease is caused by autoantibodies against cell
surface receptors (Fig. 42.1). Graves' disease and myasthenia gravis are two
well-studied examples . Graves' disease is caused by autoantibodies against
the receptor on thyroid cells for thyroid-stimulating hormone (TSH), secreted
by the pituitary gland. In this disease, autoantibody binds to the TSH recep
tor; like TSH, it stimulates the thyroid gland to produce thyroid hormones.
In myasthenia gravis, the opposite effect is observed: antibodies against the
acetylcholine receptor at the neuromuscular junction impede the binding of
acetylcholine and stimulate internalization of the receptor, thereby block
ing the t ransmission of nerve impulses by acetylcholine (Fig. 42.2). In addi
tion, the presence of autoantibodies at the neuromuscular junction initiates
complement-mediated lysis ofthe muscle endplate and damages the muscle
membrane.
Myasthenia gravis means severe (gravis) muscle (my) weakness (asthenia).
This disease was first identified as an autoimmune disease when an immun
ologist immunized rabbits with purified acetylcholine receptors to obtain
antibodies against this receptor. He noticed that the rabbits developed floppy
ears, like the droopy eyelids (ptosis) that are the most characteristic symptom
of myasthenia gravis in humans. Subsequently, patients with this disease
were found to have antibodies against the acetycholine receptor. In addition,
pregnant women with myasthenia gravis transfer the disease to their newborn
infants. As IgG is the only maternal serum protein that crosses the placenta
fro m mother to fetus, neonatal myasthenia gravis is clear evidence that
myasthenia gravis is caused by an anti-IgG antibody. More recently, patients
with myasthenia gravis have been identified who have autoantibodies against
muscle-specific kinase (MUSK) rather than the acetylcholine receptor.
MUSK is a tyrosine kinase receptor involved in clustering acetylcholine
receptors; therefore, these autoantibodies also inhibit signaling through the
neuromuscular junction.
Topics bearing on
this case:
Humoral autoimmunity
Transfer of maternal
antibodies
Mechanisms for
breaking tolerance
This case was prepared by RaifGeha , MD, in collaboration with Janet Chou, MD.
~ Case 42: Myasthenia Gravis
Fig. 42.1 Autoimmune diseases caused
by antibody against surface or matrix
antigens. These are known as type II
autoimmune diseases. Damage by
IgE-mediated responses (type I) does no.
Case 4 JetBlue Delighting Customers Through Happy JettingIn the.docxannandleola
Case 4 JetBlue: Delighting Customers Through Happy Jetting
In the early years, JetBlue was a thriving young airline with a strong reputation for outstanding service. In fact, the low-fare airline referred to itself as a customer service company that just happened to fly planes. But on a Valentine’s Day, JetBlue was hit by the perfect storm, literally, of events that led to an operational meltdown. One of the most severe storms of the decade covered JetBlue’s main hub at New York’s John F. Kennedy International Airport with a thick layer of snow and ice. JetBlue did not have the infrastructure to deal with such a crisis. The severity of the storm, coupled with a series of poor management decisions, left JetBlue passengers stranded in planes on the runway for up to 11 hours. Worse still, the ripple effect of the storm created major JetBlue flight disruptions for six more days. Understandably, customers were livid. JetBlue’s efforts to clean up the mess following the six-day Valentine’s Day nightmare cost over $30 million in overtime, flight refunds, vouchers for future travel, and other expenses. But the blow to the company’s previously stellar customer-service reputation stung far more than the financial fallout. JetBlue became the butt of jokes by late night talk show hosts. Some industry observers even predicted that this would be the end
of JetBlue. But just three years later, the company is not only still flying, it is growing, profitable, and hotter than ever. During a serious economic downturn competing airlines were cut routes, retiring aircraft, laying off employees, and lost money. JetBlue added planes, expanded into new cities, hired thousands of new employees, and turning profits.
Truly Customer Focused What’s the secret to JetBlue’s success? Quite simply, it’s an obsession with making sure that every customer experience lives up to the company slogan, “Happy Jetting.” Lots of companies say they focus on customers. But at JetBlue, customer well-being is ingrained in the culture. From the beginning, JetBlue set out to provide features that would delight customers. For example, most air travelers expect to be squashed when flying coach. But JetBlue has configured its seats with three more inches of legroom than the average airline seat. That may not sound like much. But those three inches allow six-foot three-inch Arianne Cohen, author of The Tall Book: A Celebration of Life from on High, to stretch out and even cross her legs. If that’s not enough, for as little as $10 per flight, travelers can reserve one of JetBlue’s “Even More Legroom” seats, which offer even more space and a flatter recline position. Add the fact that every JetBlue seat is well padded and covered in leather, and you already have an air travel experience that rivals first-class accommodations (something JetBlue doesn’t offer). Food and beverage is another perk that JetBlue customers enjoy. The airline doesn’t serve meals, but it offers the best selection of free.
Case 4-2 Hardee TransportationThe Assignment Answer the four .docxannandleola
Case 4-2 Hardee Transportation
The Assignment: Answer the four (4) questions at the end of Case 4-2
Resources: Course Textbook, Appendix 4B, Table 4B-1, Attached worksheet (Word or Excel format)
Acceptable Length:
Show your work for solution to questions 1 and 2
. Well-written responses to question 3 and 4.
Formatting Requirements:
Enter your name and date
Provide well-structured solutions/answers- incomplete answers will receive partial credit
Show your work
2. Answer case questions,
using the attached word template or excel document
. Complete assignment and submit as an attachment using the assignment link when finished.
.
Case 3-8 Accountant takes on Halliburton and Wins!1. Descri.docxannandleola
Case 3-8 Accountant takes on Halliburton and Wins!
1. Describe the inadequacies in the corporate governance system at Halliburton.
2. Consider the role of KPMG in the case with respect to the accounting and auditing issues. How did the firms’ actions relate to the ethical and professional expectations for CPAs by the accounting profession?
3. The Halliburton case took place before the Dodd-Frank Financial Reform Act was adopted by Congress. Assume Dodd-Frank had been in effect and Menendez decided to inform the SEC under Dodd-Frank rather than SOX because it had been more than 180 days since the accounting violation had occurred. Given the facts of the case would Menendez have qualified for whistleblower protection? Explain.
4. Some critics claim that while Menendez’s actions may have been courageous, he harmed others along the way. His family was in limbo for many years and had to deal with the agony of being labeled a whistleblower and disloyal to Halliburton. The company’s overall revenue did not change; a small amount was merely shifted to an earlier period. Halliburton didn't steal any money, they didn't cheat the IRS, they didn't cheat their customers or their employees. In fact, they lessened their cash flows by paying out taxes earlier than they should have under the rules. How do you respond to these criticisms?
.
Case 3 Ford’s Pinto Fires The Retrospective View of Ford’s Fiel.docxannandleola
Case 3
Ford’s Pinto Fires: The Retrospective View of Ford’s Field Recall Coordinator
Brief Overview of the Ford Pinto Fires
Determined to compete with fuel- efficient Volkswagen and Japanese imports, the Ford Motor Company introduced the subcompact Pinto in the 1971 model year. Lee Iacocca, Ford’s president at the time, insisted that the Pinto weigh no more than 2,000 pounds and cost no more than $2,000. Even with these restrictions, the Pinto met federal safety standards, although some people have argued that strict adherence to the restrictions led Ford engineers to compromise safety. Some 2 million units were sold during the 10- year life of the Pinto.
The Pinto’s major design flaw— a fuel tank prone to rupturing with moderate speed rear- end collisions— surfaced not too long after the Pinto’s entrance to the market. In April 1974, the Center for Auto Safety petitioned the National Highway Traffic Safety Administration (NHTSA) to recall Ford Pintos due to the fuel tank design defect. The Center for Auto Safety’s petition was based on reports from attorneys of three deaths and four serious injuries in moderate- speed rear- end collisions involving Pintos. The NHTSA did not act on this petition until 1977. As a result of tests performed for the NHTSA, as well as the extraordinary amount of publicity generated by the problem, Ford agreed, on June 9, 1978, to recall 1.5 million 1971– 1976 Ford Pintos and 30,000 1975– 1976 Mercury Bobcat sedan and hatchback models for modifications to the fuel tank. Recall notices were mailed to the affected Pinto and Bobcat owners in September 1978. Repair parts were to be delivered to all dealers by September 15, 1978.
Unfortunately, the recall was initiated too late for six people. Between June 9 and September 15, 1978, six people died in Pinto fires after a rear impact. Three of these people were teenage girls killed in Indiana in August 1978 when their 1973 Pinto burst into flames after being rear- ended by a van. The fiery deaths of the Indiana teenagers led to criminal prosecution of the Ford Motor Company on charges of reckless homicide, marking the first time that an American corporation
was prosecuted on criminal charges. In the trial, which commenced on January 15, 1980, “Indiana state prosecutors alleged that Ford knew Pinto gasoline tanks were prone to catch fire during rear- end collisions but failed to warn the public or fix the problem out of concern for profits.” On March 13, 1980, a jury found Ford innocent of the charges. Production of the Pinto was discontinued in the fall of 1980.
Enter Ford’s Field Recall Coordinator
Dennis A. Gioia, currently a professor in the Department of Management and Organization at Pennsylvania State University, was the field recall coordinator at Ford Motor Company as the Pinto fuel tank defect began unfolding. Gioia’s responsibilities included the operational coordination of all the current recall
92 Business Ethics
campaigns, tracking incoming information.
Case 3Competition in the Craft Brewing Industry in 2017John D. Var.docxannandleola
Case 3Competition in the Craft Brewing Industry in 2017
John D. Varlaro
Johnson & Wales University
John E. Gamble
Texas A&M University–Corpus Christi
Locally produced or regional craft beers caused a seismic shift in the U.S. beer industry during the early 2010s with the gains of the small, regional newcomers coming at the expense of such well-known brands as Budweiser, Miller, Coors, and Bud Light. Craft breweries, which by definition sold fewer than 6 million barrels (bbls) per year, expanded rapidly with the deregulation of intrastate alcohol distribution and retail laws and a change in consumer preferences toward unique and high-quality beers. The growing popularity of craft beers allowed the total beer industry in the United States to increase by 6.7 percent annually between 2011 and 2016 to reach $39.5 billion. The production of U.S. craft breweries more than doubled from 11.5 million bbls per year to about 24.6 million bbls per year during that time. In addition, production by microbreweries and brewpubs accounted for 90 percent of craft brewer growth in 2016.1
The industry had begun to show signs of a slowdown going into 2017, with Boston Beer Company, the second largest craft brewery in the United States and known for its Samuel Adams brand, experiencing a 4 percent sales decline in 2016 that erased two years of of growth. The annual revenues of Anheuser-Busch InBev SA, whose portfolio included global brands Budweiser, Corona, and Stella Artois and numerous international and local brands, remained relatively consistent from 2014 to 2016. However, the sales volume of Anheuser-Busch’s flagship brands and its newly acquired and international brands such as Corona, Goose Island, Shock Top, Beck’s, and St. Pauli Girl allowed it to control 45.8 percent of the U.S. market for beer in 2016.2
Industry competition was increasing as grain price fluctuations affected cost structures and growing consolidation within the beer industry—led most notably by AB InBev’s acquisition of several craft breweries, Grupo Modelo, and its pending $104 billion acquisition of SABMiller—created a battle for market share. While the market for specialty beer was expected to gradually plateau by 2020, it appeared that the slowing growth had arrived by 2017. Nevertheless, craft breweries and microbreweries were expected to expand in number and in terms of market share as consumers sought out new pale ales, stouts, wheat beers, pilsners, and lagers with regional or local flairs.The Beer Market
The total economic impact of the beer market was estimated to be 2.0 percent of the total U.S. GDP in 2016 when variables such as jobs within beer production, sales, and distribution were included.3Exhibit 1 presents annual beer production statistics for the United States between 2006 and 2016.
Year
Barrels Produced (in millions)*
2006
198
2007
200
2008
200
2009
197
2010
195
2011
193
2012
196
2013
192
2014
193
2015
191
2016
189
*Rounded to the nearest million. .
CASE 3.2 Ethics, Schmethics-Enrons Code of EthicsIn Jul.docxannandleola
CASE 3.2 "Ethics, Schmethics"-Enron's Code of Ethics
In July 2000, Enron Corporation published an internal code of ethics docu-
ment that ran 64 pages in length (see the Appendix 1).Page 12 of the document
proudly announced the company's position on business ethics:
Employees of Enron Corp., its subsidiaries, and its affiliated companies
(collectively the "Company") are charged with conducting their business
affairs in accordance with the highest ethical standards. An employee
shall not conduct himself or herself in a manner which directly or indi-
rectly would be detrimental to the best interests of the Company or in
a manner which would bring to the employee financial gain separately
derived as a direct consequence of his or her employment with the Com-
pany. Moral as well as legal obligations will be fulfilled openly, promptly,
and in a manner which will reflect pride on the Company's name.
Products and services of the Company will be of the highest quality and
as represented. Advertising and promotion will be truthful, not exagger-
ated or misleading.
Agreements, whether contractual or verbal, will be honored. No bribes,
bonuses, kickbacks, lavish entertainment, or gifts will be given or received
. in exchange for special position, price or privilege . . . Relations with
the Company's many publics-customers, stockholders, governments,
employees, suppliers, press, and bankers-will be conducted in honesty,
candor, and fairness." .- ~ ~ ~ -
Subsequent investigations into the inner workings of Enron Corp. revealed that
the only time this code of ethics received formal attention (other than, presum-
ably,when it was created and formally accepted) was when the board of directors
voted to waive key provisions of the code in order to allow the off-balance-sheet
partnerships that Chief Financial Officer Andy Fastow ultimately used to hide
over half a billion dollars of debt from analysts and investors.
A more realistic picture of the apparent flexibility of Enron's ethical culture
can be found in the extreme conflict of interest represented in its relationship
with Arthur Andersen. Andersen provided both consulting and auditing ser-
vices for fees running into millions of dollars-money that became so critical to
Andersen's continued growth that its employees were encouraged to sign off on
off-balance-sheet transactions-transactions that were not shown on Enron's
publicly-reported balance sheet-that stretched the limits of generally accepted
accounting principles (GAAP) to their furthest edges. In addition, Enron hired
former Andersen employees to manage the affairs of their former colleagues,
which further strengthened the conflict of interest in a relationship that was
supposed, at the very least, to be at arm's length, and, at best, above reproach.
1. What is the purpose of a code of ethics?
2. Do you think the employees of Enron Corp. were told about the vote to put
aside key elements of the code of ethics? If not, why not? If they had .
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
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MGT 309Speech Planning DocumentAdapted from Business S.docx
1. MGT 309
Speech Planning Document
Adapted from Business Scenarios & UNCG Speaking Center
Introduction
In a way that connects to your audience, speak your purpose &
how this topic connects to them.
· Intro Self
· Hook/First Sentence
· Focus and 3 main points/preview (matches the three below)
transition
Body
Detail the contents with stories and appropriate tone.
Sub-Point 1:
Sub-Point 2:
Sub-Point 3:
transition
transition
2. transition
Closing
Leave the audience with a good feeling.
· Summary
· Positive thought or call to action
Performance improvement behavior:
How to Reduce Your Public Speaking Anxiety
Anxiety will interfere with your ability to be comfortable,
confidence and charismatic, and often times it comes from our
threat of perceive social rejection. We are fearful that if
someone knows us that they will reject us. Furthermore, we
don’t want another to think of us as stupid. This self-defeating
thinking get is our way and shows up in the body. The
following is a list to help you think and reduce your anxiety so
you can enjoy presenting.
1. Re-frame the experience. Do NOT dwell in the uncertainty,
but instead focus your mind on the phrase “It’s just a
conversation.” Whether it’s a conversation of one-on-one or
one-to-many, it’s still simply a conversation. Think that way.
2. You believe you more than anyone else in the world;
therefore you must control the brain messages (thoughts) that
3. are self-defeating. You are not an idiot, You are in fact a
beautiful wonderful person. Be sure to tell yourself that you are
worthy and competent.
3. Be careful of the ‘imposter syndrome.’ The thoughts say tell
you that you don’t have anything of value to offer – that you do
not belong in this situation. By being in the situation, you have
something to offer.
4. Manage your body. When our threat response is activated,
our biology is to funnel energy to prepare us to fight or flight.
Therefore energy goes out of our brains and into our arms and
legs. This is biology. To quiet the threat response, breathe
deep and tell yourself that you are safe, that you are prepared,
that you are worthy, and that the audience is for you.
Additionally, know that the threat response is often at its height
at the beginning of the talk; therefore, plan an audience activity
in the beginning to give yourself a moments break, or perhaps
take a sip of water. Just a little moment will help.
5. Prepare more information that you need. In the moment of
execution, you will forget to say some information and other
information. No worries. Nobody but you knows of your
change. Enjoy it. Don’t be thrown-off by the change. Go with
the flow.
6. Practice. Practice. Practice. Your brain has difficulty
distinguishing imagination and reality. Use this strategy to
make the uncertain certain. It will reduce your anxiety.
7. When you practice, spend more time on the introduction.
Polish it to perfection and you’ll feel confident.
8. Practice with the technology. Go early to your facility, if
possible.
9. Practice on your feet. Practice saying the words out-loud –
not just in your head. Hearing your voice needs not to be a
surprise to you.
10. Practice to know how long the talk takes. You need to
know how your are progressing to you intention.
11. Before the talk, bond with the audience. Smile, say hello,
shake hands – if possible, and perhaps do a little small talk.
4. The bonding produces a brain chemical call Oxytocin which is
our bonding human energy. When you feel more connection,
you’ll feel less anxiety.
12. Move around. Give the jitters somewhere to go.
13. Be sure you have dressed comfortably – which includes
your clothing and in the cultural conventions of the event.
Wear shoes that feel good.
14. During the presentation find the audience member who is
smiling at you or one who is nodding in agreement. Talk more
towards that person to reduce your anxiety. Believe that your
audience is for you.
15. Change your emotions. Change your energy. You can do
this in the moment you decide to. Just think back to a moment,
when an uncomfortable moment was happening in your home
and a knock came upon the door. You immediately don’t want
the visitor to see your uncomfortable conversation energy, so
your immediately put on a happy face. Again, I tell you that
you can change your energy in a moment.
16. If you make a mistake during the presentation, do not draw
attention to your mistake as they only causes the audience to
remember it.
17. If you use a handout or a sample during the talk, be sure
you have a chaos strategy, as this will cause chaos in the room
regardless of whether you had it out in the beginning, the
middle or the end.
As Jeffrey Schwartz, a research psychiatrist at UCLA School of
Medicine says, “You are not your brain.”
How to Have Leadership Presence
When you walk into the room, are you recognized as the leader?
Leadership presence has two major ingredients: nonverbal
professional polish mixed with positive energy. To boost your
leadership presence, here are the 8 tips.
1. Stand up straight.
What does your posture say? Did you know that taller people
5. make more money? What is that true? Height is interpreted as
authority and authority transmutes into leadership. I can still
hear my mom and dad telling me to “Stand up straight, you’ll
look better.”
2. Walk with confidence.
What does your walk say? I love the way athletes walk – you
can see them comfortable in their own skin. Their confidence is
attractive.
Here are some walking tips:
> Look forward – not down, not up, not around.
> Moderate the size of your stride – not too large, not too small.
> Walk slightly slow – a fast rate indicates you are in a hurry.
Hurriedness indicates stress and de-powers you.
Instead you need to project calm energy.
3. Care for your image.
Clothes tell your story and make an impact. On the first day of
class, as a professor, I wear a dark business suit with a white
shirt. I send a purposeful message by wearing the socially
acceptable business uniform.
A brain tidbit: One of the jobs of the human brain is to seek
patterns and to categorize. This behavior can go into judging
and stereotyping. Therefore, be intentional about your image as
others are putting you into a category.
4. Do Extreme Self-care.
You are telling others how well you will take care of them by
the level that you take care of yourself. It’s your responsibility
to rest well, eat well and exercise your body.
5. What do you sound like?
Listen to the sound of your voice to build your credibility as
well. You don’t want a nasal sound or a high pitched squeak,
etc. Don’t talk too fast or too slow.
6. Choose positive energy.
Cesar Milan, The Dog Whisperer, is a wonderful example of a
person who controls his energy. He teaches us that it’s the
leader’s responsibility to feel calm assertive energy so that our
followers will feel the calm assertive energy. It’s a leaders
6. responsibility to build to confidence in his/her mission, in
his/her organization, and in his/her leadership.
Expansion: We are always in a feeling state: happy, sad, angry,
frustrated, stressed, silly; the list goes on and on. To understand
the power of your emotions, here’s a great exercise. Record on
paper what you are feeling at the top of every hour for one full
day. This exercise will show how fundamental emotions are to
decision-making.
7. Emotions are contagious.
We are social beings at our core. In Daniel Goldman’s book
Social Intelligence, he explains that the power of our emotions’
ability to influence others’ behavior. Can you remember getting
caught up in an emotion at work not even intellectually
supporting the notion.
8. Leaders create the organizational culture.
Your energy (positive or negative0 permeates and sets the tone
of the office. Be sure you intentionally demonstrate the emotion
that you want others living. Followers follow.
Both ingredients, nonverbal professional polish and positive
energy combine into your authenticity. Be confident and allow
your realness to be felt and followed – all the while, stay
polished and professional.
Walk confidently; and remember, you are always
communicating.
SPEAK
Speak.(2011) Verderber, Sellnow, & Verderber Cengage
Learning
Practicing Delivery
19. Oral Communication
“Having a conversation”
Writing that Works (2010). Oliu, Brusaw, & Alred
Chapter 14 – Giving Presentations
This presentation series is on oral communication, more
specifically, public speaking in presentation formats. The
purpose is to build your comfort and your skills in speaking in
front of others by learning to create a logical, organize, clear
and succinct messages.
Oral communication is everywhere everyday, and it’s not just
about what you say, it’s about HOW you say it too. The skills
discussed in the chapter and from additional resources can apply
as much to a 60 seconds to a 50 minute presentation.
In business, there are multiple opportunities for speaking up in
public – meetings – both formal and informal, training events,
sales presentations, company presentations, marketing or
education videos, and more. These communications can be
scripted (as done in these PowerPoints, can also be in videos),
they can be memorized, extemporaneous (which means planned
and no notes) and impromptu (in the moment speaking).
So, let’s get started.
1
20. “ It usually takes me more than three weeks to prepare a good
impromptu speech”
~Mark Twain
Every business expects its employees to be well versed of what
they are good at and who they are as individuals representing
their business. Self-awareness is key and foundational to
presenting ourselves and what/who we represent well.
Mark Twain makes a valid point that presentations require
preparation. Writing and presentations do have a lot in
common. In both cases (assuming that we have read a little bit
more from last week on writing) content must be logically
organized, clear, and succinct. More so because we will always
be judged on how well we present ourselves.
2
Nervous about presentations?
Prepare and deliver presentations
- Identify steps in the process of speech planning
- Review Listening (pg. 516)
This chapter emphasizes the need for identifying and learning
the components of oral communication as applicable to a
business environment. It is also important to understand that
the techniques we use to organize our presentations can also be
applied to presentations of any duration.
21. Preparation and organization are two main areas that, when well
developed prior to an oral presentation, can significantly
contribute to reducing levels of speaking anxiety and boost
confidence in our organizational abilities.
Effective listening is central to success of both writing and
speaking. Let’s spend some time developing skills to help us
prepare clear and concise presentations.
3
Obstacles to Success!
FEAR & Not Prepared
Successes
FEAR
Not Prepared
Breathe and relax.
Prepare more material than you need.
Believe in your success.
Calm your fight-or-flight base, located in the emotional center
of the brain.
Be comfortable in your shoes.
Rehearse & rehearse again!
(DG)
The two top public speaking obstacles - fear and
unpreparedness.
22. Fear is most prevalent. Fear in the brain causes fear in the
body. And fear in the body causes and mind to prepare for
action instead of a focus on thinking. You’ve all heard of
adrenaline – it’s the body fuel for immediate power – the fuel
that puts energy in your arms and legs. It’s power of fight or
flight. So, now you know that a little about our biological fear
system. The question is now how do you manage this nature?
Listed on the slide are strategies that help you.
As simple as it is, breathe. Slower deep breathes connect you to
you.
Prepare more than you need.
In the moment you feel ‘freaked out,’ say to yourself STOP.
Believe in yourself. Careful with that negative self-talk, it’s a
killer. Tell yourself good encouraging affirmations instead of ‘I
can’t do this. ‘ Remember you believe you more than anyone
else – be very careful how you talk to yourself.
Be comfortable in your clothes.
Practice. Practice lessens the fear of the unknown as after
practice it is known.
Second is not being prepared. We don’t want to be publicly
embarrassed. We dislike feeling vulnerable. That’s why
sometimes, we can to depend on note cards and the like – to
create more safety. As you can guess, the answer to this
problem, is to prepare your talk and practice it. What you want
is to feel more in control.
4
What you Say – Verbal
Obstacles
Successes
“Why we are talking about this?”
“Is there a point? Where are we going?”
Lacking stories
Wrong balance of self-disclosure
Believing Powerpoint is the talk instead of you
23. Audience-centered language
Strong clear engaging introduction
Body points with interesting evidence/support/stories
I have a dream. I have a dream. I have a dream.
A positive wrap up
(DG)
“Why are we talking about this?” Ever had that question in
your mind during a talk. That means the speaker did not give a
good introduction – since your don’t understand purpose.
“Is there a point? Where are we going?” Same thing – an
introduction needs to be clear on what will be covered.
Good speeches include stories that illustrate the point. Tell
stories.
Remember the speech is you, PowerPoints are the visual AID.
In public speaking, it’s good to replicate as people’s attention
waxes and wanes. Help them ‘get’ the information by
repetition.
5
Transitions are speaking like punctuation is to writing.
To show comparisonsTo illustrate cause & effectTo contrast
ideasTo summarizeTo illustrate sequence Similarlyas a resulton
the other handin conclusionfirst, second, thirdin the same
waythereforeand yetIn summaryfollowing this likewisehenceat
the same timefinallylaterin comparisonbecausein sprite oflet me
conclude by sayingearlierjust asthushoweveraltogetherat
24. presentconsequentlyas we have seenin the pastuntil now
Success in a message is flow, and the key to flow is order and
transitioning. Identifiers to move from topic is critical in
delivering an effective message. You need to help the
audience follow you like punctuation on the page. One way to
think of transitions is ‘stating the obvious.’ You need to tell
the audience what you often think does not need to be said.
Some examples are
“Now that we’ve …let’s…”
“I will focus on three…”v
“Not only was…”it was also…”
6
How you say it (body)
Obstacles
Successes
Poor posture
Fidgeting
Standing in one place or pacing
Talking to the floor or the ceiling (wrong eye contact)
Wrong clothes for the event & audience
Not smiling
Incongruence facial movements to content
Back to audience
Negative energy
Regulate your energy.
Dress appropriately.
25. Smile
Move, be comfortable
(DG)
Poor body control gets in the way of a good speech and
excellence in body control boosts your performance. Watch TV
professionals and notice how smart they with their body
movements. Most movements are slow and deliberate.
Be careful of your posture. You are telling the audience your
confidence level.
Be careful of moving your fidgeting with your fingers or hands
or feet or legs, etc.
Make decisions about where you stand and when and how you
move. For me, I find that moving is more comfortable than
standing in one place, but remember, when you move, you need
to stop and stay there to let your audience catch up to you. Too
much moving and you’ll annoy them. Importantly, when you
start a talk, be sure to command the room by standing in the
center (with confident posture.)
Smile. The audience likes a friendly face. However, be sure
your facial expressions fit your content.
As a rule, don’t turn you back to the audience. If you must, re-
engage by walking to the center of the room standing as close to
them as possible.
Check your mood at the door. What I mean by this is, maybe
you just got some bad news, right before your talk and you are
feeling extra stressed. Don’t take this in the event. It’s not fair
to your audience and will interfere with your performance.
Leave it outside of the experience. You can, I promise, control
your energy to that degree. Just give it a try.
7
26. How you say it (voice)
Obstacles
Successes
Poor articulation
Too fast, too slow
Too soft, too loud
Too high, too low
Raising your voice at the end of a sentence.
Disfluences
Causing attention on your mistakes
Good rate, volume, pitch, depth
Enthusiasm
The sound quality of your voice is also impactful to an event.
Here are some tips.
Practice your speech to hear yourself say the words. And,
importantly, you can hear what words you don’t say well.
Practice them till you do say them well or drop them from the
talk.
Also, talk slower upfront. People talk faster when they are
nervous as they are working to complete the experience as fast
as possible. Slow down. Your audience needs more time to
process the information – there is more physical space between
you.
Talk loud enough for your audience to hear you but not too loud
or they will feel like you are shouting at them. Balance the
sound with passion and enthusiasm.
27. Careful of your disfluences. Work to eliminate them, but don’t
stress about them – that adds to them. Disfluences are saying
um, etc. You do think when you are buying time in choosing
your words.
If you make a mistake, don’t bring attention to it in your mind
or for the audience. If you speak it your just caused the
audience to look directly at it. If you can, depending on the
infraction, simply don’t mention it, just keep going.
And, finally, ladies, Don’t raise you voice at the end of your
sentences, like ‘valley girls.’ That voice behavior does not buy
you respect in business.
Next slide.
8
Pay Attention to your audience.
Obstacle
Success
Ignoring the audience, and just delivering your message.
Feel the energy back.
Notice the individuals.
Notice the collective energy.
In your talk, you need to pay attention to your audience, so you
can modify the moment. If the majority are not paying
attention, then it’s time to add a story. If they are talking,
maybe you need to use your body or perhaps silence to quiet
them down.
Notice the energy they are giving you. Remember, this talking
28. experience is simply a conversation. The audience is talking to
you – verally and nonverbally.
Notice, too the individual energy, you may need to take action
to control the room.
9
Strategies for successful presentation!
Prepare => practice => present
The next set of slides is to review the decisions that you need to
make to create an effective public speaking event.
10
Success of a presentation!
Determine our purpose
Analyze our audience
Gather supporting information to strengthen our claims,
proposal, point of view, etc.
Logically organize our message (flow of information)
Important to have a clear understanding of your purpose – the
steps we take to develop a speech parallels with the steps we
follow to write a document!
11
Determine purpose!
“If you do not know where you are going, you are likely to wind
up somewhere else”
29. To inform?
To persuade?
To entertain?
To demonstrate?
Ceremonial speech?
Your purpose many times may include more than one category –
must get a better understanding of your assignment or project or
proposal.
12
purpose
What is your purpose or goal?
What is the result you want?
Have a goal.
One sentence – what do I exactly want to do?
What do I want my audience to know? Do?
Context and culture affect our purpose and how our react to it.
Why are you doing what you are doing? To help us focus,
research, organize, prepare, and deliver!
Have a goal! A clear goal makes it easier to develop an
effective speech.
13
30. Patti Wood, an international speaker, author, and trainer based
in Atlanta, is known for her expertise in body language and
presentation skills. She makes over 100 presentations each year.
In the article on Presentation Pitfall by Tonya Layman (June
2011), Patti states, “you have to have a clear purpose that
outlines what the audience is going to take away from your
presentation. When you start you want to say, ‘Today I am
going to talk about’ and then explain what the subject matter
will be so that audience can expect to learn something. Then
they will say to themselves ‘I am going to have to be active to
receive this information.’ Use the word “you” often. Get rid of
“I” and “me.” Use phrases like ‘Here is something else for
you.”
Patti believes “connecting with your audience” is key to an
excellent presentation. “That is what distinguishes an OK
presentation from a phenomenal one. Afterward, people will
talk about it as an experience rather than as a speech.”
Source: Presntation Pitfall by Tonya Layman (June 3, 2011)
Retrieved from: http://www.bizjournals.com/atlanta/print-
edition/2011/06/03/presentation-pitfall.html?page=all
http://www.bizjournals.com/atlanta/print-
edition/2011/06/03/presentation-pitfall.html?page=all –
Presentation Pitfall (Click on the link above in Slide View
mode)
14
Analyze your Audience to tailor Content!
31. Who are the key members? Employers? Management?
Knowledge? Beliefs? Attitudes?
What are their personal preferences?
Which demographic characteristics are significant?
Age, sexual breakdown, occupations, racial and ethnic groups?
What is the size of the group?
Knowledge base of your topic?
What questions might you be asked?
*Remember – keeping your message audience – centered?
Be audience-centered. By now, you are familiar with this
concept. Take time to learn to apply the communication
principle.
15
Consider the Environment / context
Location & room layout (lectern)
How will your voice carry in the room?
Technology & visuals aids & lighting
Time limits
Notes
(DG
The physical environment impacts the speaking event. The size
of the room, the available technology, lighting, etc. Do your
best to have advance knowledge of the event in order to create a
positive easy experience.
32. One particular example comes to my mind. I once had to do a
presentation for an undergraduate class. I had planned for some
in class activities which required students to move around and
take some notes from a PowerPoint work. However, when we
showed up to class, the aircon was not working, the room was
warm, and the projector was not working. I decided to take the
class outside and do an alternative in class activity outside in
the lawn, that took the same amount of time had I had the
activity in class.
You cannot control everything the way you want but you can
learn to manage your environment the best you can. You can
improvise your ability to present your content and message with
practice.
16
Gather / determine supporting materials
Narrow your topic – form your key (3-5 main ideas)
Decide on the supporting materials
Then Gather them
books, magazines, quotations, analogies (direct and implied
comparisons), stories / illustrations, explanations, expert
opinions, comparisons to show similarities or differences
between two items.
(DG
Narrowing your topic is very important to focus your writing
and speaking.
17
Give a structure to your speech
Construct an INTRODUCTION
Organize your BODY – key ideas with transitions
33. Offer CONCLUSION
Stephen Covey once said, “Begin with the end in mind.”
Review your three/five main ideas, and offer final
summary/remarks.
(DG
Introduction – tell them what to expect (hook)
10-15% of the total speaking time
A personal experience or a Story
Humor (Be careful!)
Question
Sample (Be careful!)
Startling statistic (cite your source)
Quote
Refer to audience : “We’re here today to…”
Refer to the occasion: “I know your all worried about the
rumors of cutbacks in staff. I called this meeting to…”
A Rhetorical question
(DG
The introduction is the most important. You loose them up
front – they are lost the entire talk. I spend about 45% of my
practice on an introduction.
Use Speech Planning Document to help construct your speech.
It’s a template where you can fill in the blank. It’s helps you
with organization and transitioning.
Your opening is to get their attention. You task is to choose a
34. introduction that brings them present – brings them to the
moment.
You can use a story, a question, a statistic, and quote perhaps.
It doesn’t need to be dramatic, it just is to bring the audience to
you.
Be careful if you choose humor, as not everyone thinks the same
thing is funny, and be careful with sample as the audience’s
attention will be drawn to the sample and away from you – the
speaker.
Above all, be relevant. Make sure your opening is 100% to
your point. Off point is confusing to the audience.
19
Body – tell them what you planned to say – “Content”
Relate to audience needs
Tell a story
Anticipate their questions
Use clear, vivid language
Ask questions/ Ask for opinions
Ask for opinions
Pause – use silence
Give them something to do
No more than 5 points.
Each point is one idea.
Stay on topic – each to support the thesis.
(DG
You are used to in your academic career focusing on content,
but guess what, it’s the least remembered. Work to make your
35. topics interesting. Add stories. Give them something to do, if
you can. Be sure to limit the number of main points – the
recommended number is up to 5 points. And, remember to
transition between points. Transitioning is speaking is like
punctuation in writing.
20
Conclusion – Be memorable
5-10% of the speaking time
Restate your main points
Describe the next steps
Ending on a strong and positive note
Connect back to your introduction
End with a challenge, end with a quote, question, startling
statement, refer of audience, refer to occasion, or humor.
End with a ‘call to action’
The conclusion is to be short – maybe a recap or a call to
action, etc. Leave the audience remembering you on a positive
note.
21
Visuals? How to Boost the Message.
Use multiple mediums:
Charts, pictures, tables, Powerpoint, handouts, etc.
Powerpoint(s)
BBB – Big, Bold, Brief (unlike most academic deliveries)
Pay attention to your color choices
37. understand complex, technical information more quickly than
either a long verbal explanation or a table loaded with statistics
and numbers.
A study conducted by the University of Minnesota and the 3M
Corporation also found that an “average” presenter who uses
visuals can be as effective as an “expert” presenter who uses no
visuals. Use of visual aids can help a low-credibility speaker
overcome an audience’s initial doubts about them and elicit
same level of audience retention as high-credibility speakers
(Seiler, 1971) [Seiler, W.J. (1971, Winter). The conjunctive
influence of source credibility and the use of visual materials on
communication effectiveness. Southern Speech Communication
Journal, 37, 174-185.
A right-brain/left-brain theory indicates why visuals speed
listener comprehension. While left hemisphere seems to
specialize in step-by-step, analytic processing of information,
and pays close attention to details, the right hemisphere seems
to specialize in simultaneous processing of information as a
whole and pays little attention to details [Bryden, M.P., & Ley,
R.G. (1983). Right hemisphere involvement in imagery and
affect. In E.Perecman (Ed.,), Cognitive processing in the right
hemisphere (pp.116-117). New York: Academic Press.
23
Videos
Be careful of the background
Be careful of your eye location
Make it brief and simple and short
Be careful of your personal brand
Relax and enjoy it.
Prepare notes but don’t simply read them
38. http://www.entrepreneur.com/article/219524
Video are everywhere now. It’s time to get good at using this
medium. This course itself is an example of how our deliver
educational materials through video.
Here are a few tips.
Control the background. Make sure it fits your content and is
not distracting
Script your message in order to make it brief and on point.
Relax.
24
Handouts? Have a Chaos Plan
Too early and attention goes to the document and not you.
In the middle creates distraction and chaos.
Too late and the point is missed.
Handout cause chaos. Create a strategy for handling the chaos.
In the beginning, they read it instead of listening to you. In the
middle of your talk, the distraction destroys attention on the
content and can cause people to miss information. Handouts
handed out after the talk is over are discounted – as they
information has already been conveyed.
39. So, make your handout decision and make your chaos strategy
to control the experience.
25
How do I handle questions?
Use body language to show you’re listening.
Repeat the question for all to hear.
Keep answers short and to the point.
State ground rules to maintain control.
Respond unemotionally.
Clarify any confusion.
Handling questions is impactful as well. State the ground rules
like ‘we have time for 3 questions.’ This helps you control the
room. Use your body to show your listening. Lean forward
when someone is talking and walk towards them, if you can.
Repeat the question for all to hear.
Be shorter rather than longer in your responses, as people are
tired and most often ready to leave.
And, if you get publicly challenged, you’ll need to maintain
control of the room and control of your emotions. If you
choose, you can say to that person that you’ll be happy to have
a longer conversation with them after the close of the talk.
Then ask for another question.
26
How much do I Practice?
Rehearse 3 to 6 times
40. On your feet (maybe in front of friends)
Expect your talk to run longer/shorter
Spend extra time on the introduction. Your anxiety is highest at
the start.
In the real setting
Practice in small bits, then put the whole speech together.
Pay the most attention to the introduction & conclusion
Start as a natural with less reference to notes!
Business Communication texts tell you to practice 3 to 6 times.
I say, practice, till you are comfortable – how ever many times
it takes. We don’t get good at a task by reading about it, we get
good at a task by doing it.
If you can practice in the setting so you can hear your voice in
the room. It also helps you feel comfortable as now you have
experienced it – the experience is not new. That eases your
nerves.
So…practice lots.
27
Chart1Verbal and VisualVerbal and VisualVisualVisualVerbal
OnlyVerbal Only
After 3 Hours
After 3 Days
0.65
0.85
0.72
0.2
0.7
0.1
Sheet1After 3 HoursAfter 3 DaysVerbal and
Visual65%85%Visual72%20%Verbal Only70%10%