Please answer the following question after you read the article below! Thank you!
Questions:
1. How do the three real world examples in the McKee & Porter chapter reflect three different
approaches to how businesses respond to social media (mis)use?
Article:
Chapter 5
Employee Use of Social Media and Corporate Response
As Augie Ray (2012a), Director of Social Media at Prudential Financial, noted, “Social
media will continue to challenge and change laws, regulations, business practices and the nature
of the employee/employer relationship. Until the dust settles—and that will not be for many
years—employers and employees alike are better off proceeding with caution. There are many
landmines waiting for companies and workers in our new and evolving social era.” There are
indeed “many landmines waiting for companies and workers” on social media networks. The
intense use of social media by companies and employees raises complex rhetorical and ethical
issues that help shape and expose company culture and communication strategy, particularly
when examining corporate response to employee use and misuse of social media.
Cases of employees getting themselves or their employers into legal, ethical, and
reputational controversies because of social media missteps abound. Promotional photos used at
the wrong time (Ford’s Boston Marathon bombing tweet), cheery greetings tone-deaf to events
of the day (the National Rifle Association’s “Good morning, shooters” after the theater
shootings), ill-conceived hashtags that are appropriated to unintended uses (#McDStories)--the
examples go on and on.
Of course long before the advent of social media, employees could intentionally or
unintentionally harm company reputation and embarrass companies. But with social media the
extent and velocity of embarrassment are significantly more dramatic: The twitterstorm happens
immediately, offensive events go viral within hours (companies certainly don’t want the
embarrassing point to be “trending”), and aired dirty laundry stretches across the entire Internet
and globe. In addition, the public can more readily and instantly mock, remix, refute, and parody
the corporate response—and that then becomes a new problem. The digital network changes the
fundamental rhetorical nature of such events, and, thus, requires a different kind of thinking in
response.
Often the immediate corporate response to an employee social media misstep (made as an
individual or on behalf of the company) is to fire the employee(s) responsible. And maybe
sometimes such an action is justified. But is it always? Should an employee be fired over one
tweet even if that tweet is made on a personal account and not on company time? Do employees
have the right to express their own opinions (and make their own mistakes) on social media
without fear of retribution from employers? How should companies respond to employees who
commit missteps on social media—whether they are missteps done directly on behalf of the
comp.
Your initial post should be 2-3 paragraphs in length.Inclu.docxdanhaley45372
Your initial post should be
2-3 paragraphs
in length.
Include one peer reviewed journal article to support your post. You can search for a journal article from Welder Library EResources. (Ex: Risk of social media or social media polices, etc.).
Your
initial post is due by Thursday
. This allows you and your classmates time to read and reply.
Make sure to demonstrate critical thinking and analysis by using research and personal work experiences.
For full credit, you are required to
respond
to a minimum of two classmates
. Please begin your reply by addressing the student by name. Your
responses
must be completed by Sunday at midnight
.
Please refer to the rubric for the grading requirements. You can view the rubric by clicking on the wheel in the upper right corner and selecting "show rubric."
Scott Lefor,
The release of information to the public – including through social media – can impact everything from a company’s image before the public to an individual’s image before a company. Jackson et al. (2020) note that while “strategic HR use of social media can build the employer’s reputation in the labor market and help HR professionals to reach candidates and current employees,” the use of social media can also “lead to the disclosure of trade secrets” or present a negative image of the company (p. 21). While companies place substantial hours and dollars into cultivating a favorable brand image before the public, a careless comment or complaint by an employee or contractor on social media can go viral and counteract such marketing efforts. In such cases, companies may find themselves forced to address such comments or complaints before the public in an attempt to save the brand image they have worked so hard to build.
In addition to impacting the image of a company, careless social media posts can also impact potential and current employees before the company. According to Melton and Miller (2015), while “most students appear to know that the content they post” on social media could be viewed negatively by “potential employers,” many students continue to do so (p. 678). Through social media, what would have been a careless comment if spoken aloud becomes a permanent statement viewable by countless individuals. Furthermore, comments and images referencing illegal activities or poor decision-making and communicating abilities become enshrined for potential and current employers to reference and base hiring and firing decisions upon.
It is worth noting that careless comments via social media can go beyond “negative,” and can sometimes involve trade secrets (as noted). While negative comments can cast a shadow over a company’s brand, comments revealing trade secrets can jeopardize long-term strategies, losing hard-won competitive edges. As referenced above, Melton and Miller (2015) assert that even though individuals know of such risks, many continue to post comments that can be understood to be “careless.”
In short, informa.
This document summarizes social media impersonation on platforms like Twitter. It discusses how some individuals assume the identities of famous people or brands on social media to influence others or increase their own self-esteem. While some impersonation is meant humorously, others can be deceptive. The rapid rise of social media has allowed this new form of impersonation to spread quickly. Brands and celebrities now have to deal with maintaining their image in the face of impersonators on social media platforms.
This document summarizes a research study analyzing the impact of social media on employment. The study surveyed 200 employees and student athletes about their social media use, privacy settings, and views on employers monitoring accounts. The introduction discusses how employers are increasingly viewing social media to make hiring decisions. The literature review summarizes several sources discussing both positive and negative consequences of social media use in the workplace. The justification section argues that as social media becomes more integrated into personal and professional life, users must be aware that online content can affect future employment opportunities.
This document discusses online firestorms, which are sudden surges of negative messages about a person, company, or group on social media. While social media enables the spread of ideas and products, it also allows negative word-of-mouth to spread rapidly. Examples are provided of hashtags like #McDStories and #Aurora that unintentionally highlighted negative stories. The document outlines strategies for preventing firestorms through continuous social media monitoring, building positive relationships online, and having crisis response plans; and responding quickly and empathetically if one occurs.
1Current Events Case StudyUMGAnthony Bahlman11.docxrobert345678
1
Current Events Case Study
UMG
Anthony Bahlman
11/06/2022
2
Introduction
With a personal worth that is believed to be $273 billion, Elon Musk is the wealthiest
man on the face of the earth. This is comparable to the gross domestic product of either Portugal
or New Zealand, two nations that are consistently listed among the top 50 richest nations in the
world. Musk has had a great deal of success in the creation of new technologies, the most notable
of which are the game-changing Tesla electric automobiles and, more notably, his SpaceX
commercial rocket ships. On 14th of April, he made public his ambition to leave his stamp on the
social media sector, and he proceeded to do so by launching a successful hostile acquisition
attempt for Twitter in the amount of $43 billion (Jia, 2022). He has presented himself as a "free
speech absolutist" in order to garner support for his candidacy for the position with the
corporation.
Musk asserts that at the present time, Twitter is not fulfilling the "societal imperative"
that it should serve as a "platform for free expression throughout the globe." In March, he asked
his 81 million followers on Twitter their opinions on the matter and warned that "considering
that Twitter functions as that of the unofficial public town square, failure to adhere to the ideals
of free speech severely weakens democracy." He claims that Twitter "has to be changed as a
private corporation" and he believes he is the right person to carry out this transformation (Safak,
2022).
Identify and Analyze
Musk's ambition to acquire Twitter might be related to his ongoing need to address the
media bias he believes exists in the world at large and specifically in regards to him and his
businesses, and which is only accentuated in the online social media space. His ideas on online
3
expression as well as social media are misguided. First, he fails to recognize that free speech
laws in the US are meant to limit the behavior of governments, not businesses or individuals. The
First Amendment severely restricts government power by stating that Congress shall make no
legislation "abridging" free expression. In the past 230 years, legislators and judges in the United
States have painstakingly chiseled out a few narrow exceptions to this blanket ban on
government intervention. It is already well-established precedent that governments have some
leeway to regulate things like where and when speech may take place, the distribution of child
pornography, and incitement to violence.
In the United States, however, private businesses were never meant to be subject to these
free-speech requirements. Using them on sites like Twitter, Instagram, YouTube, Facebook, or
TikTok would be particularly detrimental. Active and responsible moderation of information on
their platforms is in the betterment of our societal structure and in the businesses' financial
interests. If Elon must does .
This document summarizes a presentation on whether social media and the internet can be credible academic resources. It discusses popular social media sites like Facebook, YouTube, LinkedIn, and blogs. It outlines both the pros and cons of using social media for research, such as the ability to collaborate but also potential issues with misinformation. It provides tips for evaluating internet sources, like checking the domain and determining the authority and potential biases of authors. Overall, the presentation aims to educate students on critically evaluating information found online.
Your initial post should be 2-3 paragraphs in length.Inclu.docxdanhaley45372
Your initial post should be
2-3 paragraphs
in length.
Include one peer reviewed journal article to support your post. You can search for a journal article from Welder Library EResources. (Ex: Risk of social media or social media polices, etc.).
Your
initial post is due by Thursday
. This allows you and your classmates time to read and reply.
Make sure to demonstrate critical thinking and analysis by using research and personal work experiences.
For full credit, you are required to
respond
to a minimum of two classmates
. Please begin your reply by addressing the student by name. Your
responses
must be completed by Sunday at midnight
.
Please refer to the rubric for the grading requirements. You can view the rubric by clicking on the wheel in the upper right corner and selecting "show rubric."
Scott Lefor,
The release of information to the public – including through social media – can impact everything from a company’s image before the public to an individual’s image before a company. Jackson et al. (2020) note that while “strategic HR use of social media can build the employer’s reputation in the labor market and help HR professionals to reach candidates and current employees,” the use of social media can also “lead to the disclosure of trade secrets” or present a negative image of the company (p. 21). While companies place substantial hours and dollars into cultivating a favorable brand image before the public, a careless comment or complaint by an employee or contractor on social media can go viral and counteract such marketing efforts. In such cases, companies may find themselves forced to address such comments or complaints before the public in an attempt to save the brand image they have worked so hard to build.
In addition to impacting the image of a company, careless social media posts can also impact potential and current employees before the company. According to Melton and Miller (2015), while “most students appear to know that the content they post” on social media could be viewed negatively by “potential employers,” many students continue to do so (p. 678). Through social media, what would have been a careless comment if spoken aloud becomes a permanent statement viewable by countless individuals. Furthermore, comments and images referencing illegal activities or poor decision-making and communicating abilities become enshrined for potential and current employers to reference and base hiring and firing decisions upon.
It is worth noting that careless comments via social media can go beyond “negative,” and can sometimes involve trade secrets (as noted). While negative comments can cast a shadow over a company’s brand, comments revealing trade secrets can jeopardize long-term strategies, losing hard-won competitive edges. As referenced above, Melton and Miller (2015) assert that even though individuals know of such risks, many continue to post comments that can be understood to be “careless.”
In short, informa.
This document summarizes social media impersonation on platforms like Twitter. It discusses how some individuals assume the identities of famous people or brands on social media to influence others or increase their own self-esteem. While some impersonation is meant humorously, others can be deceptive. The rapid rise of social media has allowed this new form of impersonation to spread quickly. Brands and celebrities now have to deal with maintaining their image in the face of impersonators on social media platforms.
This document summarizes a research study analyzing the impact of social media on employment. The study surveyed 200 employees and student athletes about their social media use, privacy settings, and views on employers monitoring accounts. The introduction discusses how employers are increasingly viewing social media to make hiring decisions. The literature review summarizes several sources discussing both positive and negative consequences of social media use in the workplace. The justification section argues that as social media becomes more integrated into personal and professional life, users must be aware that online content can affect future employment opportunities.
This document discusses online firestorms, which are sudden surges of negative messages about a person, company, or group on social media. While social media enables the spread of ideas and products, it also allows negative word-of-mouth to spread rapidly. Examples are provided of hashtags like #McDStories and #Aurora that unintentionally highlighted negative stories. The document outlines strategies for preventing firestorms through continuous social media monitoring, building positive relationships online, and having crisis response plans; and responding quickly and empathetically if one occurs.
1Current Events Case StudyUMGAnthony Bahlman11.docxrobert345678
1
Current Events Case Study
UMG
Anthony Bahlman
11/06/2022
2
Introduction
With a personal worth that is believed to be $273 billion, Elon Musk is the wealthiest
man on the face of the earth. This is comparable to the gross domestic product of either Portugal
or New Zealand, two nations that are consistently listed among the top 50 richest nations in the
world. Musk has had a great deal of success in the creation of new technologies, the most notable
of which are the game-changing Tesla electric automobiles and, more notably, his SpaceX
commercial rocket ships. On 14th of April, he made public his ambition to leave his stamp on the
social media sector, and he proceeded to do so by launching a successful hostile acquisition
attempt for Twitter in the amount of $43 billion (Jia, 2022). He has presented himself as a "free
speech absolutist" in order to garner support for his candidacy for the position with the
corporation.
Musk asserts that at the present time, Twitter is not fulfilling the "societal imperative"
that it should serve as a "platform for free expression throughout the globe." In March, he asked
his 81 million followers on Twitter their opinions on the matter and warned that "considering
that Twitter functions as that of the unofficial public town square, failure to adhere to the ideals
of free speech severely weakens democracy." He claims that Twitter "has to be changed as a
private corporation" and he believes he is the right person to carry out this transformation (Safak,
2022).
Identify and Analyze
Musk's ambition to acquire Twitter might be related to his ongoing need to address the
media bias he believes exists in the world at large and specifically in regards to him and his
businesses, and which is only accentuated in the online social media space. His ideas on online
3
expression as well as social media are misguided. First, he fails to recognize that free speech
laws in the US are meant to limit the behavior of governments, not businesses or individuals. The
First Amendment severely restricts government power by stating that Congress shall make no
legislation "abridging" free expression. In the past 230 years, legislators and judges in the United
States have painstakingly chiseled out a few narrow exceptions to this blanket ban on
government intervention. It is already well-established precedent that governments have some
leeway to regulate things like where and when speech may take place, the distribution of child
pornography, and incitement to violence.
In the United States, however, private businesses were never meant to be subject to these
free-speech requirements. Using them on sites like Twitter, Instagram, YouTube, Facebook, or
TikTok would be particularly detrimental. Active and responsible moderation of information on
their platforms is in the betterment of our societal structure and in the businesses' financial
interests. If Elon must does .
This document summarizes a presentation on whether social media and the internet can be credible academic resources. It discusses popular social media sites like Facebook, YouTube, LinkedIn, and blogs. It outlines both the pros and cons of using social media for research, such as the ability to collaborate but also potential issues with misinformation. It provides tips for evaluating internet sources, like checking the domain and determining the authority and potential biases of authors. Overall, the presentation aims to educate students on critically evaluating information found online.
Why Human Service Organizations Should Embrace Social MediaFred Hobbs
Human service organizations should embrace social media for several reasons:
1) Social media allows organizations to leverage information by connecting employees with experts and enabling the best ideas to emerge organically.
2) It provides accessible, easy-to-use ways for organizations to engage with constituents that are appropriate for their field.
3) The low cost of social media makes it a practical option for engagement.
However, concerns about privacy, productivity, and client exposure must be addressed through clear policies, education, and oversight of social media use within appropriate guardrails. Examples at one organization Imagine! showed effective ways of engaging clients and sharing information via social media.
iCAAD London 2019 - Dr Don Grant - LEFT TO OUR OWN DEVICES: PRACTICING HEALT...iCAADEvents
Recommended for both professionals and individuals, this presentation will explore how our digitally-based devices and behaviours have and will perpetually continue to affect, effect, and alter our lives, lifestyles, and careers.
Anti-brand virtual communities can negatively impact brands through online protests and negative word-of-mouth. The document discusses how Greenpeace launched a virtual campaign against Nestle's Kit Kat brand in 2010 over palm oil sourcing practices, spreading videos and messages on YouTube, Facebook, and Twitter. This led to over a million YouTube views and 400 million Facebook impressions. Nestle's social media influence scores dropped significantly and it took them 10 weeks to apologize and change sourcing. This case study shows how anti-brand communities can wield strong social influence and pressure large companies through virtual platforms.
How Writing Essay.Pdf Essays Paragraph. Online assignment writing service.Ashley Hernandez
The document discusses how the world's overpopulation problem will exacerbate issues like disease outbreaks, resource depletion, and poverty as the global population is projected to reach over 10 billion by 2050. It notes how overcrowding will increase the transmission of viruses and diseases, and how demand will outpace renewable resources if population growth is not addressed. Solutions proposed include improving access to family planning and education to slow unsustainable population growth rates.
This presentation explains some of the basics of Social Networking sites like Face book, as well as microblogging tools like Twitter. It includes some cartoons and assignment ideas.
FakeSocialDetect is an advanced AI-powered system designed to identify and flag suspicious activity on social media platforms. Using cutting-edge algorithms, it analyzes user behavior, content patterns, and network interactions to swiftly detect and mitigate the presence of fake accounts, misinformation, and deceptive practices, ensuring a more authentic and trustworthy online environment.
Connectivity of Ideas— Social media allows people all over the world to share ideas and collaborate. Creative entrepreneurs are now able to make their own jobs and gain audiences through platforms like YouTube. However, social media can also spread cyberbullying rapidly and negatively impact individuals.
Generation of Funding and Sharing of Innovation— Social media has enabled widespread sharing of technology and ideas. It has also become a major platform for crowdfunding projects and allowing individuals to gain support for causes. For example, a young girl was able to raise $2,000 for Syrian children through a Kickstarter campaign shared on her social media.
Loss of Privacy and Negative Publicity— While social media encourages sharing personal lives, it
The document provides steps for writing an academic paper through the HelpWriting.net service. It outlines the 5-step process: 1) Create an account; 2) Complete an order form with instructions and deadline; 3) Review writer bids and choose one; 4) Review the completed paper and authorize payment; 5) Request revisions to ensure satisfaction. The service aims to provide original, high-quality content and offers refunds for plagiarized work.
The Effect of Bad News and CEO Apology of Corporate on User Responses in Soci...THE LAB h
by Hoh Kim, Jaram Park, Meeyoung Cha, Jaeseung Jeong
Graduate School of Culture Technology, Korea Advanced Institute of Science and Technology (KAIST), 305–701, Daejeon, Republic of Korea
Published in 2015 @ PLoS ONE 10(5): e0126358. doi:10.1371/journal.pone.0126358
This document is a report submitted by Milan Tripathi to their lecturer R.K. Yadav at the Advanced College of Engineering and Management in Nepal on the impact of social media on society. The report discusses both the positive and negative impacts of social media, such as how it allows easy connection but can also erode culture through isolation. It examines issues like Facebook depression, social media and anxiety, and social media bullying. The conclusion acknowledges social media's benefits while emphasizing its negative effects like replacing human interaction and turning people into less social generations.
The Turing test asked whether one could recognize the behavior of a human from that of a computer algorithm. Today this question has suddenly become very relevant in the context of social media, where text constraints limit the expressive power of humans, and real incentives abound to develop human-mimicking software agents called social bots. These elusive entities wildly populate social media ecosystems, often going unnoticed among the population of real people. Bots can be benign or harmful, aiming at persuading, smearing, or deceiving. Here we discuss the characteristics of modern, sophisticated social bots, and how their presence can endanger online ecosystems and our society. We then discuss current efforts aimed at detection of social bots in Twitter. Characteristics related to content, network, sentiment, and temporal patterns of activity are imitated by bots but at the same time can help discriminate synthetic behaviors from human ones, yielding signatures of engineered social tampering.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
The Dark Side Unveiled How Social Media Can Be a Bane to Society.pdfSEOHabibi
Delve into the shadowy aspects of social media's impact as we unveil how it can exacerbate societal challenges, shedding light on its potential negative consequences.
John, a sociologist, will be focusing on how larger societal institu.pdfpetercoiffeur18
John, a sociologist, will be focusing on how larger societal institutions play a role in drug usage
as well as the affects drug abuse has on individuals. John will be utilizing the: \'Micro-Macro
Continuum\'.
Select one:
True
False
Solution
True - Micro- macro Continuum
sociologist are concerned with from the smallest social realities to the largest trends and
developments in the social world.
In what ways do humans effect the environment Explain in 200 words.pdfpetercoiffeur18
In what ways do humans effect the environment? Explain in 200 words
Solution
Human activities have serious effects on the environment. The human civilization so far has
imposed a high cost on the environment. For example, increase in population led to deforestation
to increase suitable lands for human inhabitation. Also, increased population led to increased
need for food, which led to further deforestation for agricultural activities. Industrial activities
and mining also lead to deforestation. Human inhabitation and industrial activities lead to
diversion of the rivers, extensive mining activities, drilling on the earth surface to extract oil, etc.
Diversion of the rivers might lead to drought or flood in various areas. Human activities also
result in erosion of soil.
Industrial activities have resulted in rising temperature, which has caused changing weather
pattern, behavior in the sea wave, pattern and amount in rainfall, etc. Human activities have
increased accumulation of carbon-di-oxide and other greenhouse gases in the environment,
which has increased the average temperature. Such an increase in temperature has created a
potential situation in which the polar ice can melt and result in the destruction of various cities
near seas. Also, human activities have resulted in a breach in the ozone layer which has resulted
in dangerous UV rays to penetrate the ozone layer. Therefore, human activities have significantly
affected the environment..
i need a taking turn method for a player vs computer battleship game.pdfpetercoiffeur18
i need a taking turn method for a player vs computer battleship game in java. when a user slects
on players board then computer should be able to pick one on the computer board. this should
continue to repeat the order until the first one finds all the ship on their board first.
Solution
import java.awt.*; import java.awt.event.*; import javax.swing.*; import javax.swing.border.*;
import java.io.*; import java.lang.Integer; import java.util.Vector; import java.net.*; public class
Battleship extends JFrame { private static JButton ok = new
JButton(\"OK\"),//closes stats menu done =new
JButton(\"Done\");//closes options menu private static JFrame statistics= new
JFrame(\"Statistics\"),//holds stats options=new
JFrame(\"Options\");//holds opts private static JLabel data,//used for stats menu
title;//used for options menu private static JPanel stats=new
JPanel(),//used for stats menu opts,//used for options menu
inputpanel;//for manually inputting ships private static Container
b,c,d;//board and input panel private JPanel input;//input bar private static
JMenuItem m,pvp,pvc,cvc;//menu items private static String[] cletters = {\"
\",\"A\",\"B\",\"C\",\"D\",\"E\",\"F\",\"G\",\"H\",\"I\",\"J\"}, //array of letters used for combo
boxes cnumbers = {\"
\",\"1\",\"2\",\"3\",\"4\",\"5\",\"6\",\"7\",\"8\",\"9\",\"10\"}, //array of numbers used for
combo boxes ships =
{\"Carrier\",\"Battleship\",\"Submarine\",\"Destroyer\", \"Patrol
Boat\"},//strings used for ship combo box direction =
{\"Horizontal\",\"Vertical\"},//directions level={\"Normal\",
\"Ridiculously Hard\"}, layout={\"Manual\",\"Automatic\"},
colors={\"Cyan\", \"Green\", \"Yellow\", \"Magenta\", \"Pink\", \"Red\",
\"White\"}, first={\"Player 1\", \"Player 2\",
\"Random\"};//used for options private JComboBox cshi = new JComboBox(ships),//ships
cdir = new JComboBox(direction);//directions private static
JComboBox aiLevel=new JComboBox(level), shipLayout=new
JComboBox(layout), shipColor=new JComboBox(colors),
playsFirst=new JComboBox(first);//used
//for options menu private JTextField mbar = new JTextField();//message bar
private static int enemy=1, i,j,//counters
length=5, you=0,
prevcolor=0,//index of previous color prevFirst=0,
prevLayout=0, prevLevel=0,//tracks changes in corresponding comboboxes
ready=0, sindex=0,//stores index of array
dindex=0;//direction private static Player players[]=new Player[2]; private static
JButton deploy=new JButton(\"DEPLOY\"); private static int
w=0,a=0,s=0,t=0,e=0;//counters to track the use of all ships private static String[][]
shiphit=new String[10][10]; private static String user,user2; private static Color[]
color={Color.cyan,Color.green,Color.yellow,Color.magenta,
Color.pink, Color.red, Color.white}; private static Object
selectedValue=\" \", gametype; private static
BattleshipClient me; private static boolean gameover=false; public Battleship()
{ setTitle(\"Battleship\");
setDefaultCloseOperation(EXIT_ON_CLOSE); setJMenuBar(createMenuBar());
setResizabl.
I am trying to change this code from STRUCTS to CLASSES, the members.pdfpetercoiffeur18
I am trying to change this code from STRUCTS to CLASSES, the members have to be private.
Well, I think I did a semi-ok job; the code doesn\'t run and I have no idea why. Can you please
help. Platform: C++
========== C++ CODE ============
#include
#include
#include
#include
#include //must have to use system (\"pause\" );
//#include \"personType.h\"
using namespace std;
const int MAX_EMPLOYEES = 50;
//----------------------------------
class employeeType{ //:public personType
private:
long empID;
string first;
string last;
char gender;
double payrate;
string jobRole;
int years;
public:
virtual void programmer_info() const=0;
//Function to output employee\'s data
virtual double cutBacks(employeeType let[], int listsize) const=0;
//Function to calculate and return the wages.
//Postcondition: Pay is calculated and returned
void yourFired(employeeType let[], int& listsize , long id); //int& cuz we are restando
cantidades de la lista.
//Function to set the salary. /Postcondition: personId = id
long seqSearch(employeeType let[], int listLength, int searchItem)const;
//Function to retrieve the id. /Postcondition: returns personID
employeeType (long id = 0, string first = \"\", string last = \"\", char gender = \"\",
double payrate = 0, string jobRole = \"\",int years = 0);
//Ibefore it was: userinput();
//Constructor with parameters //Sets the first name, last name, payRate, and
//hoursWorked according to the parameters. If no value is specified, the default
//values are assumed. //Postcondition: firstName = first;
///==============================================================
void getData(ifstream& inFile, class employeeType let[], int& listSize);
void printOne ( employeeType one);
void hireOne(employeeType let[], int& listsize); //int& cuz we are adding or restyando
cantidades de la lista.
void selectionSort( employeeType let[], int length);
void printList(employeeType let[], int listSize);
employeeType getOne ( ifstream& dataIn );
};
///===============================================================
void employeeType::yourFired(long id)
{
empID = id;
}
long employeeType::seqSearch() const
{
return empID;
}
employeeType::employeeType(long id, string first, string last, char gender,
double, string jobRole,int years)
: personType(first, last)
{
empID = id;
}
//----------------------------------
int main ()
{
int number; // number of employees in the file
int id;
char choice;
class employeeType [MAX_EMPLOYEES], newrecord;
ifstream dataFile;
dataFile.open ( \"newEmployees.txt\");
if (!dataFile){
cout << \"\ Error with input file!!\ \ \";
//system (\"pause\"); // must #include
return 1;
}
getData (dataFile, employeeType, number);
cout < to be used
/// TASK 3 =======================================================
for(int i =0; i<3 ; i++){ //calling hireOne 3 times, you can insert 3 new employees on a roll
hireOne(employeeType, number); // the list increases by up to 3 new records each time
}
cout << \"After hiring employees, new list: \ \"<> id;
your.
how internal resources and capabilities can be a source of sustainab.pdfpetercoiffeur18
how internal resources and capabilities can be a source of sustainable competitive advantage for
a company
Solution
Ans:- Internal analysis is the process of identifying and evaluating an organization’s specific
characteristics, including its:
An internal analysis is comprised of looking at the following elements:
Resources are the assets that an organization has for carrying out whatever work activities and
processes relative to its business definition, business mission, and goals and objectives.
Commonly, these resources are as follows:
Organizational resources must be processed or used in some way to get value out of them. The
various resources are the inputs for organizational capabilities. Organizational capabilities are the
complex and coordinated network of organizational routines and processes that determine how
efficiently and effectively the organization transforms its inputs (resources) into outputs
(products and/or services).
Sustainable competitive advantage is the prolonged maintenance of competitive advantage.
Capabilities that lead to a competitive advantage today may not continue to do so as market
conditions and competitors change. Dynamic (flexible) capabilities are an organization’s ability
to build, integrate, and reconfigure capabilities to address rapidly environmental changes (shifts).
Distinctive organizational capabilities are the extraordinary and unique capabilities that
distinguish the organization from its competitors. They allow the organization to develop a
sustainable competitive advantage to outperform its competition.
Three characteristics that make a capability distinctive are as follows:
Core competencies are the organization’s major value-creating skills and capabilities that are
shared across multiple product lines or multiple businesses. This internal sharing process is what
distinguishes core competencies from distinctive capabilities.
The relationship between organizational capabilities, distinctive organizational capabilities, and
core competencies are as follows:
Competitive advantage is what sets an organization apart. Without a sustainable competitive
advantage, the organization’s long-run success and survival are uncertain.
The aggregate reason for doing an internal analysis is to assess what the organization has or does
not have and what it can and cannot do—in other words, its strengths and its weaknesses.
Strengths are resources that the organization possesses and capabilities that the organization has
developed, both of which can be exploited and developed into sustainable competitive
advantage. Not all strengths have the potential to be a sustainable competitive advantage..
For an organism that is growing using glucose as the electron donor, .pdfpetercoiffeur18
For an organism that is growing using glucose as the electron donor, name at least one electron
acceptor that the organism could use for each of the following metabolic pathways: For aerobic
respiration, cells could use __ For anaerobic respiration, cells could use: __ For fermentation,
cells could use:
Solution
A.For aerobic respiration,cells could use:Oxygen
B.For anaerobic respiration,cells could use:Sulfate,nitrate or sulfur.
C.For fermentation,cells could use:Acetaldehyde in alcohol fermentation and pyruvate in lactic
acid fermentation..
Exercise 5.6.28. For each of the following descriptions of a function.pdfpetercoiffeur18
Exercise 5.6.28. For each of the following descriptions of a function f, find a suh S of the
domain of f such that the restriction fIs is a bijection onto the range of f. (a)f : N N, wheref(n)-n
+ 1 if n is odd and/(n) =n/2 if n is even (b)f : R Z, wheref(x)- . Here lxl denotes the floor\' or.
(c)f : R R, where,f(x) =x3-3x2 , (d)f : R R, where,f(x) =x4-4x2 (e)f : R R, wheref(x)=xe-x. ,
find a subset 7 The floor function from R to Z assigns to each x R the greatest integer less than or
equal to x. It is denoted by Lx. For example, L = 3 and L-r=-4 ie, | | = 3
Solution
A bijective function is a one to one function that is form every x value there will be exactly one y
value.
In simopler terms each element in the domain set of a function when plugged in the function
gives a distinct value of the function
that is a part of the range of the function.
in our problem we need to find the subset of a domain for which the function is bijective
a> f : N-->N , f(n) = n+1
the domain and the range are all natural numbers
that is n E [0,1,2,3,4,.....N]
if n is odd
f(n)= n+1 ,this is a straight line and this function will be bijective for all odd natural numbers that
is n E (2k+1) will be the
domain in which f(n) will be bijective ,as for all odd values of n we\'ll get distinct f values.
n E [1 , 2k+1] , here k = 1,2,3........k just the integral vaslues
when n is even
f(n) = n/2 , this again is a straight line so the domain in whicj f(n) is bijective will be all even
natural, numbers\\that is
n E 2k ,k E {1,2,3,4...N}
b> f(x) = [x]
x : Z-->Z
here f(x) represents a step function
and a step function have the same range for all the x values within a particular step domain
so f(x) = [x] , cannot be a one to one function as we do not get distinct f(x) values for different x
values
c> f(x) = x^3-3x^2
f(x)= x^2(x-3)
this function will be a curve with zeros at x = 0 and 3
and it will not be a bijective or one to one function over the entire real number line.
d>
f(x) = x^4-4x^2
this function will be a curve with zeros at x = 0 and 2 and -2
and it will not be a bijective or one to one function over the entire real number line..
Discuss concepts associated with mercantilism demonstrating key poli.pdfpetercoiffeur18
Discuss concepts associated with mercantilism demonstrating key policies that a country would
implement if they were to apply such a theory. What is the liberal critique of mercantilism?
Solution
It was counterpart of political nationalism and argued for it. It exhibited aspirations of rising
merchant capitalists to whom strong state appeared necessary for their own protection. Abundant
money supply was necessary for them. IT AIMED AT STATE POWER AND UNIFICATION
OF COUNTRY. WEALTH OF NATIONS INTERESTED THEM. IT ARGUED FOR
ENHANCEMENT OF STATE POWER THROUGH ECONOMIC MEANS. THIS WAS
ACHIEVED FROM WEALTH AND ECONOMIC POWER OF NATION. WEALTH IN
ABSENCE OF MINES COULD BE ACHIEVED THROUGH BALANCE OF PAYMENT
SURPLUS. NATION MUST HAVE WELL EQUIPPED ARMY AND NAVY TO DEFEND
ITSELF AND TO PROTECT ITS INTERESTS IN OUTER WORLD. THEY EQUATED
MONEY WITH WEALTH AND FOR THEM ONLY WAY TO ACQUIRE SPECIE WAS
THROUGH BOP SURPLUS.. THEY VIEWED MONEY SUPPLY AS WORKING CAPITAL
FOR TRADING ACTIVITIES. THEY VIEWED FALLING PRICES UNFAVOURABLY AND
ACCORDING TO THEM RISING PRICES WERE STIMULATING TO INDUSTRY.
ACCORDING TO THEM STATE SHOULD HELP FOR FAVOURABLE Bop.
From the proceeding discussion it is clear mercantalists will argue for govt intervention in
economy. Other policy conclusions will be strong govt and army, acquisition of colonies,
maximum exports and minimum imports to achieve bop surplus, mercantalism proper also
argued for such imports (rawmaterials) which led to exports of greater value, Rising prices and
profits etc
The liberals argued that beggar thy neighbour attitude will harm even our own country. They
argued for trade based on comparative and absolute advantage which benefits every country.
They are against state intervention prescribed by mercantalists and believe in laissez-faire. For
them rising prices are harmful..
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John, a sociologist, will be focusing on how larger societal institu.pdfpetercoiffeur18
John, a sociologist, will be focusing on how larger societal institutions play a role in drug usage
as well as the affects drug abuse has on individuals. John will be utilizing the: \'Micro-Macro
Continuum\'.
Select one:
True
False
Solution
True - Micro- macro Continuum
sociologist are concerned with from the smallest social realities to the largest trends and
developments in the social world.
In what ways do humans effect the environment Explain in 200 words.pdfpetercoiffeur18
In what ways do humans effect the environment? Explain in 200 words
Solution
Human activities have serious effects on the environment. The human civilization so far has
imposed a high cost on the environment. For example, increase in population led to deforestation
to increase suitable lands for human inhabitation. Also, increased population led to increased
need for food, which led to further deforestation for agricultural activities. Industrial activities
and mining also lead to deforestation. Human inhabitation and industrial activities lead to
diversion of the rivers, extensive mining activities, drilling on the earth surface to extract oil, etc.
Diversion of the rivers might lead to drought or flood in various areas. Human activities also
result in erosion of soil.
Industrial activities have resulted in rising temperature, which has caused changing weather
pattern, behavior in the sea wave, pattern and amount in rainfall, etc. Human activities have
increased accumulation of carbon-di-oxide and other greenhouse gases in the environment,
which has increased the average temperature. Such an increase in temperature has created a
potential situation in which the polar ice can melt and result in the destruction of various cities
near seas. Also, human activities have resulted in a breach in the ozone layer which has resulted
in dangerous UV rays to penetrate the ozone layer. Therefore, human activities have significantly
affected the environment..
i need a taking turn method for a player vs computer battleship game.pdfpetercoiffeur18
i need a taking turn method for a player vs computer battleship game in java. when a user slects
on players board then computer should be able to pick one on the computer board. this should
continue to repeat the order until the first one finds all the ship on their board first.
Solution
import java.awt.*; import java.awt.event.*; import javax.swing.*; import javax.swing.border.*;
import java.io.*; import java.lang.Integer; import java.util.Vector; import java.net.*; public class
Battleship extends JFrame { private static JButton ok = new
JButton(\"OK\"),//closes stats menu done =new
JButton(\"Done\");//closes options menu private static JFrame statistics= new
JFrame(\"Statistics\"),//holds stats options=new
JFrame(\"Options\");//holds opts private static JLabel data,//used for stats menu
title;//used for options menu private static JPanel stats=new
JPanel(),//used for stats menu opts,//used for options menu
inputpanel;//for manually inputting ships private static Container
b,c,d;//board and input panel private JPanel input;//input bar private static
JMenuItem m,pvp,pvc,cvc;//menu items private static String[] cletters = {\"
\",\"A\",\"B\",\"C\",\"D\",\"E\",\"F\",\"G\",\"H\",\"I\",\"J\"}, //array of letters used for combo
boxes cnumbers = {\"
\",\"1\",\"2\",\"3\",\"4\",\"5\",\"6\",\"7\",\"8\",\"9\",\"10\"}, //array of numbers used for
combo boxes ships =
{\"Carrier\",\"Battleship\",\"Submarine\",\"Destroyer\", \"Patrol
Boat\"},//strings used for ship combo box direction =
{\"Horizontal\",\"Vertical\"},//directions level={\"Normal\",
\"Ridiculously Hard\"}, layout={\"Manual\",\"Automatic\"},
colors={\"Cyan\", \"Green\", \"Yellow\", \"Magenta\", \"Pink\", \"Red\",
\"White\"}, first={\"Player 1\", \"Player 2\",
\"Random\"};//used for options private JComboBox cshi = new JComboBox(ships),//ships
cdir = new JComboBox(direction);//directions private static
JComboBox aiLevel=new JComboBox(level), shipLayout=new
JComboBox(layout), shipColor=new JComboBox(colors),
playsFirst=new JComboBox(first);//used
//for options menu private JTextField mbar = new JTextField();//message bar
private static int enemy=1, i,j,//counters
length=5, you=0,
prevcolor=0,//index of previous color prevFirst=0,
prevLayout=0, prevLevel=0,//tracks changes in corresponding comboboxes
ready=0, sindex=0,//stores index of array
dindex=0;//direction private static Player players[]=new Player[2]; private static
JButton deploy=new JButton(\"DEPLOY\"); private static int
w=0,a=0,s=0,t=0,e=0;//counters to track the use of all ships private static String[][]
shiphit=new String[10][10]; private static String user,user2; private static Color[]
color={Color.cyan,Color.green,Color.yellow,Color.magenta,
Color.pink, Color.red, Color.white}; private static Object
selectedValue=\" \", gametype; private static
BattleshipClient me; private static boolean gameover=false; public Battleship()
{ setTitle(\"Battleship\");
setDefaultCloseOperation(EXIT_ON_CLOSE); setJMenuBar(createMenuBar());
setResizabl.
I am trying to change this code from STRUCTS to CLASSES, the members.pdfpetercoiffeur18
I am trying to change this code from STRUCTS to CLASSES, the members have to be private.
Well, I think I did a semi-ok job; the code doesn\'t run and I have no idea why. Can you please
help. Platform: C++
========== C++ CODE ============
#include
#include
#include
#include
#include //must have to use system (\"pause\" );
//#include \"personType.h\"
using namespace std;
const int MAX_EMPLOYEES = 50;
//----------------------------------
class employeeType{ //:public personType
private:
long empID;
string first;
string last;
char gender;
double payrate;
string jobRole;
int years;
public:
virtual void programmer_info() const=0;
//Function to output employee\'s data
virtual double cutBacks(employeeType let[], int listsize) const=0;
//Function to calculate and return the wages.
//Postcondition: Pay is calculated and returned
void yourFired(employeeType let[], int& listsize , long id); //int& cuz we are restando
cantidades de la lista.
//Function to set the salary. /Postcondition: personId = id
long seqSearch(employeeType let[], int listLength, int searchItem)const;
//Function to retrieve the id. /Postcondition: returns personID
employeeType (long id = 0, string first = \"\", string last = \"\", char gender = \"\",
double payrate = 0, string jobRole = \"\",int years = 0);
//Ibefore it was: userinput();
//Constructor with parameters //Sets the first name, last name, payRate, and
//hoursWorked according to the parameters. If no value is specified, the default
//values are assumed. //Postcondition: firstName = first;
///==============================================================
void getData(ifstream& inFile, class employeeType let[], int& listSize);
void printOne ( employeeType one);
void hireOne(employeeType let[], int& listsize); //int& cuz we are adding or restyando
cantidades de la lista.
void selectionSort( employeeType let[], int length);
void printList(employeeType let[], int listSize);
employeeType getOne ( ifstream& dataIn );
};
///===============================================================
void employeeType::yourFired(long id)
{
empID = id;
}
long employeeType::seqSearch() const
{
return empID;
}
employeeType::employeeType(long id, string first, string last, char gender,
double, string jobRole,int years)
: personType(first, last)
{
empID = id;
}
//----------------------------------
int main ()
{
int number; // number of employees in the file
int id;
char choice;
class employeeType [MAX_EMPLOYEES], newrecord;
ifstream dataFile;
dataFile.open ( \"newEmployees.txt\");
if (!dataFile){
cout << \"\ Error with input file!!\ \ \";
//system (\"pause\"); // must #include
return 1;
}
getData (dataFile, employeeType, number);
cout < to be used
/// TASK 3 =======================================================
for(int i =0; i<3 ; i++){ //calling hireOne 3 times, you can insert 3 new employees on a roll
hireOne(employeeType, number); // the list increases by up to 3 new records each time
}
cout << \"After hiring employees, new list: \ \"<> id;
your.
how internal resources and capabilities can be a source of sustainab.pdfpetercoiffeur18
how internal resources and capabilities can be a source of sustainable competitive advantage for
a company
Solution
Ans:- Internal analysis is the process of identifying and evaluating an organization’s specific
characteristics, including its:
An internal analysis is comprised of looking at the following elements:
Resources are the assets that an organization has for carrying out whatever work activities and
processes relative to its business definition, business mission, and goals and objectives.
Commonly, these resources are as follows:
Organizational resources must be processed or used in some way to get value out of them. The
various resources are the inputs for organizational capabilities. Organizational capabilities are the
complex and coordinated network of organizational routines and processes that determine how
efficiently and effectively the organization transforms its inputs (resources) into outputs
(products and/or services).
Sustainable competitive advantage is the prolonged maintenance of competitive advantage.
Capabilities that lead to a competitive advantage today may not continue to do so as market
conditions and competitors change. Dynamic (flexible) capabilities are an organization’s ability
to build, integrate, and reconfigure capabilities to address rapidly environmental changes (shifts).
Distinctive organizational capabilities are the extraordinary and unique capabilities that
distinguish the organization from its competitors. They allow the organization to develop a
sustainable competitive advantage to outperform its competition.
Three characteristics that make a capability distinctive are as follows:
Core competencies are the organization’s major value-creating skills and capabilities that are
shared across multiple product lines or multiple businesses. This internal sharing process is what
distinguishes core competencies from distinctive capabilities.
The relationship between organizational capabilities, distinctive organizational capabilities, and
core competencies are as follows:
Competitive advantage is what sets an organization apart. Without a sustainable competitive
advantage, the organization’s long-run success and survival are uncertain.
The aggregate reason for doing an internal analysis is to assess what the organization has or does
not have and what it can and cannot do—in other words, its strengths and its weaknesses.
Strengths are resources that the organization possesses and capabilities that the organization has
developed, both of which can be exploited and developed into sustainable competitive
advantage. Not all strengths have the potential to be a sustainable competitive advantage..
For an organism that is growing using glucose as the electron donor, .pdfpetercoiffeur18
For an organism that is growing using glucose as the electron donor, name at least one electron
acceptor that the organism could use for each of the following metabolic pathways: For aerobic
respiration, cells could use __ For anaerobic respiration, cells could use: __ For fermentation,
cells could use:
Solution
A.For aerobic respiration,cells could use:Oxygen
B.For anaerobic respiration,cells could use:Sulfate,nitrate or sulfur.
C.For fermentation,cells could use:Acetaldehyde in alcohol fermentation and pyruvate in lactic
acid fermentation..
Exercise 5.6.28. For each of the following descriptions of a function.pdfpetercoiffeur18
Exercise 5.6.28. For each of the following descriptions of a function f, find a suh S of the
domain of f such that the restriction fIs is a bijection onto the range of f. (a)f : N N, wheref(n)-n
+ 1 if n is odd and/(n) =n/2 if n is even (b)f : R Z, wheref(x)- . Here lxl denotes the floor\' or.
(c)f : R R, where,f(x) =x3-3x2 , (d)f : R R, where,f(x) =x4-4x2 (e)f : R R, wheref(x)=xe-x. ,
find a subset 7 The floor function from R to Z assigns to each x R the greatest integer less than or
equal to x. It is denoted by Lx. For example, L = 3 and L-r=-4 ie, | | = 3
Solution
A bijective function is a one to one function that is form every x value there will be exactly one y
value.
In simopler terms each element in the domain set of a function when plugged in the function
gives a distinct value of the function
that is a part of the range of the function.
in our problem we need to find the subset of a domain for which the function is bijective
a> f : N-->N , f(n) = n+1
the domain and the range are all natural numbers
that is n E [0,1,2,3,4,.....N]
if n is odd
f(n)= n+1 ,this is a straight line and this function will be bijective for all odd natural numbers that
is n E (2k+1) will be the
domain in which f(n) will be bijective ,as for all odd values of n we\'ll get distinct f values.
n E [1 , 2k+1] , here k = 1,2,3........k just the integral vaslues
when n is even
f(n) = n/2 , this again is a straight line so the domain in whicj f(n) is bijective will be all even
natural, numbers\\that is
n E 2k ,k E {1,2,3,4...N}
b> f(x) = [x]
x : Z-->Z
here f(x) represents a step function
and a step function have the same range for all the x values within a particular step domain
so f(x) = [x] , cannot be a one to one function as we do not get distinct f(x) values for different x
values
c> f(x) = x^3-3x^2
f(x)= x^2(x-3)
this function will be a curve with zeros at x = 0 and 3
and it will not be a bijective or one to one function over the entire real number line.
d>
f(x) = x^4-4x^2
this function will be a curve with zeros at x = 0 and 2 and -2
and it will not be a bijective or one to one function over the entire real number line..
Discuss concepts associated with mercantilism demonstrating key poli.pdfpetercoiffeur18
Discuss concepts associated with mercantilism demonstrating key policies that a country would
implement if they were to apply such a theory. What is the liberal critique of mercantilism?
Solution
It was counterpart of political nationalism and argued for it. It exhibited aspirations of rising
merchant capitalists to whom strong state appeared necessary for their own protection. Abundant
money supply was necessary for them. IT AIMED AT STATE POWER AND UNIFICATION
OF COUNTRY. WEALTH OF NATIONS INTERESTED THEM. IT ARGUED FOR
ENHANCEMENT OF STATE POWER THROUGH ECONOMIC MEANS. THIS WAS
ACHIEVED FROM WEALTH AND ECONOMIC POWER OF NATION. WEALTH IN
ABSENCE OF MINES COULD BE ACHIEVED THROUGH BALANCE OF PAYMENT
SURPLUS. NATION MUST HAVE WELL EQUIPPED ARMY AND NAVY TO DEFEND
ITSELF AND TO PROTECT ITS INTERESTS IN OUTER WORLD. THEY EQUATED
MONEY WITH WEALTH AND FOR THEM ONLY WAY TO ACQUIRE SPECIE WAS
THROUGH BOP SURPLUS.. THEY VIEWED MONEY SUPPLY AS WORKING CAPITAL
FOR TRADING ACTIVITIES. THEY VIEWED FALLING PRICES UNFAVOURABLY AND
ACCORDING TO THEM RISING PRICES WERE STIMULATING TO INDUSTRY.
ACCORDING TO THEM STATE SHOULD HELP FOR FAVOURABLE Bop.
From the proceeding discussion it is clear mercantalists will argue for govt intervention in
economy. Other policy conclusions will be strong govt and army, acquisition of colonies,
maximum exports and minimum imports to achieve bop surplus, mercantalism proper also
argued for such imports (rawmaterials) which led to exports of greater value, Rising prices and
profits etc
The liberals argued that beggar thy neighbour attitude will harm even our own country. They
argued for trade based on comparative and absolute advantage which benefits every country.
They are against state intervention prescribed by mercantalists and believe in laissez-faire. For
them rising prices are harmful..
C++ Caesar Cipher project. Write your codes for the following functi.pdfpetercoiffeur18
C++ Caesar Cipher project. Write your codes for the following functions using the shift cipher:
Encrypt: INPUT: plaintext, key OUTPUT: ciphertext
Decrypt: INPUT: ciphertext, key OUTPUT: plaintext
Solution
Tested on windows os with dev cpp
/*****************caesar.cpp*******************/
#include
using namespace std;
int shift=6;
// This function receives text and shift and
// returns the encrypted text
string encrypt(string text)
{
string result = \"\";
// traverse text
for (int i=0;i
using namespace std;
// This function receives text and shift and
// returns the plain text
string decrypt(string text)
{
string result = \"\";
// traverse text
for (int i=0;i.
any idea#includeiostream using stdcout; using stdendl; .pdfpetercoiffeur18
any idea?
#include
using std::cout; using std::endl;
using std::ostream; using std::cin; using std::boolalpha;
#include
using std::copy; using std::sort;
#include
using std::swap;
#include
using std::string;
#include
using std::vector;
#include
using std::distance; using std::istream_iterator;
using std::back_inserter;
#include
using std::ostringstream;
// ADD MORE INCLUDES if you need them to the above
template
struct SetElement{
public:
T element;
int cnt;
SetElement()=default;
SetElement(T val);
};
// FIX BELOW for SetElement!!!
// The T val constructor and operator<< below here for SetElement
template
SetElement::SetElement(T val){
cnt = 1;
element = val;
}
template
ostream &operator<<(ostream os, const SetElement& p){
os<
class MSet{
private:
SetElement* ary_;
size_t size_;
size_t capacity_;
void grow();
public:
MSet(size_t s=2);
MSet(T val);
MSet(vector&);
MSet(MSet&);
MSet operator=(MSet);
~MSet();
size_t size();
size_t capacity();
SetElement* find(T);
void insert(T);
size_t count(T val);
bool erase(T);
friend ostream& operator<<(ostream& out, MSet& m){
// FIX THIS RIGHT HERE. ENTER YOUR CODE HERE
out<<\"test\";
return out;
};
};
// MANY THINGS BELOW HERE FOR MSet
template
MSet::MSet(size_t s){
ary_ = new T[s]();
}
/*
template
size_t MSet::size_(){
cout <<\"test\"<< endl;
return size_t;
}
*/
// DO NOT CHANGE ANYTHING BELOW. TESTING!
int main(){
int test;
long l1, l2, l3;
cin >> test;
cout << boolalpha;
switch (test){
// basic constructors, .size() and .capacity()
case 1 : {
MSet m_l;
/*
cout << m_l.size() <<\":\"<< m_l.capacity()<> l1;
MSet m_l_oneval(l1);
cout << m_l_oneval.size() <<\":\"<< m_l_oneval.capacity()<
Solution
your mistack is:
ary_ = new SetElement[s]; is correct.
not ary_ = new T[s]();
Program:
#include
using std::cout; using std::endl;
using std::ostream; using std::cin; using std::boolalpha;
#include
using std::copy; using std::sort;
#include
using std::swap;
#include
using std::string;
#include
using std::vector;
#include
using std::distance; using std::istream_iterator;
using std::back_inserter;
#include
using std::ostringstream;
// ADD MORE INCLUDES if you need them to the above
template
struct SetElement{
public:
T element;
int cnt;
SetElement()=default;
SetElement(T val);
};
// FIX BELOW for SetElement!!!
// The T val constructor and operator<< below here for SetElement
template
SetElement::SetElement(T val){
cnt = 1;
element = val;
}
template
ostream &operator<<(ostream os, const SetElement& p){
os<
class MSet{
private:
SetElement* ary_;
size_t size_;
size_t capacity_;
void grow();
public:
MSet(size_t s=2);
MSet(T val);
MSet(vector&);
MSet(MSet&);
MSet operator=(MSet);
~MSet();
size_t size();
size_t capacity();
SetElement* find(T);
void insert(T);
size_t count(T val);
bool erase(T);
friend ostream& operator<<(ostream& out, MSet& m){
// FIX THIS RIGHT HERE. ENTER YOUR CODE HERE
out<<\"test\";
return out;
};
};
// MANY THINGS BELOW HERE FOR MSet
template
MSet::MSet(size_t s){
ary_ = new SetElement[s];
}
/*
template
.
a) Use Newton’s Polynomials for Evenly Spaced data to derive the O(h.pdfpetercoiffeur18
a) Use Newton’s Polynomials for Evenly Spaced data to derive the O(h4) accurate Second
Centered Difference approximation of the 1st derivative at nx. Start with a polynomial fit to
points at n-2x , n-1x, nx , n+1x and n+2x .
b) Use Newton’s Polynomials for Evenly Spaced data to derive the O(h4) accurate Second
Centered Difference approximation of the 2nd derivative at nx . Remember, to keep the same
O(h4) accuracy, while taking one more derivative than in Part a, we need to add a point to the
polynomial we used in part a.t,s01530456075y,km0356488107120
Solution
An interpolation assignment generally entails a given set of information points: in which the
values yi can,
xi x0 x1 ... xn
f(xi) y0 y1 ... yn
for instance, be the result of a few bodily measurement or they can come from a long
numerical calculation. hence we know the fee of the underlying characteristic f(x) at the set
of points xi, and we want to discover an analytic expression for f .
In interpolation, the assignment is to estimate f(x) for arbitrary x that lies among the smallest
and the most important xi
. If x is out of doors the variety of the xi’s, then the task is called extrapolation,
which is substantially greater unsafe.
with the aid of far the maximum not unusual useful paperwork utilized in interpolation are the
polynomials.
different picks encompass, as an instance, trigonometric functions and spline features
(mentioned
later during this direction).
Examples of different sorts of interpolation responsibilities include:
1. Having the set of n + 1 information factors xi
, yi, we want to understand the fee of y in the
complete c program languageperiod x = [x0, xn]; i.e. we need to find a simple formulation
which reproduces
the given points exactly.
2. If the set of statistics factors contain errors (e.g. if they are measured values), then we
ask for a components that represents the records, and if feasible, filters out the errors.
3. A feature f may be given within the shape of a pc system which is high priced
to assess. In this case, we want to find a characteristic g which offers a very good
approximation of f and is simpler to assess.
2 Polynomial interpolation
2.1 Interpolating polynomial
Given a fixed of n + 1 records points xi
, yi, we need to discover a polynomial curve that passes
via all the factors. as a consequence, we search for a non-stop curve which takes at the values yi
for every of the n+1 wonderful xi’s.
A polynomial p for which p(xi) = yi whilst zero i n is stated to interpolate the given set of
records points. The factors xi are known as nodes.
The trivial case is n = zero. right here a steady function p(x) = y0 solves the hassle.
The only case is n = 1. In this situation, the polynomial p is a directly line described via
p(x) =
xx1
x0 x1
y0 +
xx0
x1 x0
y1
= y0 +
y1 y0
x1 x0
(xx0)
here p is used for linear interpolation.
As we will see, the interpolating polynomial may be written in an expansion of paperwork,
among
these are the Newton shape and the Lag.
A radio station has a power output of 200 watts. What is the intensit.pdfpetercoiffeur18
A radio station has a power output of 200 watts. What is the intensity in watts/m2 at a distance
of 2 miles from the station? A car has an interior volume of 3.5 m^3 and is at a temperature of 30
degrees C
Solution
2)
Intensity, I = Power/area = P/A
So, for a distance of radius, r = 2 miles,
the total area of spherical space: A = 4*pi*r^2
So, A = 4*pi*(2*1.61*1000)^2 = 1.303*10^8 m2
So, I = 200/(1.303*10^8)
= 1.53*10^-6 W/m2.
21) What are the fundamental particles of lepton and quarks How man.pdfpetercoiffeur18
21) What are the fundamental particles of lepton and quarks? How many are known thus far?
Solution
Quarks are one type of matter particle. Most of the matter we see around us is made from protons
and neutrons, which are composed of quarks.
There are six quarks, but physicists usually talk about them in terms of three pairs: up/down,
charm/strange, and top/bottom.(Also, for each of these quarks, there is a corresponding
antiquark.)
Quarks have the unusual characteristic of having a fractional electric charge, unlike the proton
and electron, which have integer charges of +1 and -1 respectively. Quarks also carry another
type of charge called color charge.
The most elusive quark, the top quark, was discovered in 1995 after its existence had been
theorized for 20 years.
Quarks only exist in groups with other quarks and are never found alone. Composite particles
made of quarks are called Hadron.
Although individual quarks have fractional electrical charges, they combine such that hadrons
have a net integer electric charge. Another property of hadrons is that they have no net color
charge even though the quarks themselves carry color charge.
There are two classes of hadrons:-
Baryon: - they are any hadron which is made of three quarks. Because they are made of two up
quarks and one down quark (uud), protons are baryons. So are neutrons (udd).
Meson: - it contains one quark and one anti quark. One example of a meson is a pion which is
made of an up quark and a down anti quark. The antiparticle of a meson just has its quark and
antiquark switched, so an anti pion is made of a down quark and an up antiquark.
Because a meson consists of a particle and an antiparticle, it is very unstable. The K meson lives
much longer than most mesons, which is why it was called \"strange\" and gave this name to the
strange quark, one of its components.
Leptons
The other type of matter particles are the leptons.
There are six leptons, three of which have electrical charge and three of which do not. They
appear to be point-like particles without internal structure. The best known lepton is the electron.
The other two charged leptons are the muon and the tau which are charged like electrons but
have a lot more mass. The other leptons are the three types of neutrinos. They have no electrical
charge, very little mass, and they are very hard to find.
Quarks are one type of matter particle. Most of the matter we see around us is made from
protons and neutrons, which are composed of quarks..
Case 1-A Transition to SupervisorTristan came in on the ground fl.pdfpetercoiffeur18
Case 1-A: Transition to Supervisor
Tristan came in on the ground floor in his company and had excelled in his position for several
years when he was promoted to a supervisory position. He was excited about the increased
responsibility and money, and he also enjoyed the status and respect that came with the new title.
Tristan’s position was to supervise a new production department at a new plant site of his small
regional company. In preparation he was ordered to attend a two-week supervisor’s training
program at headquarters. As he expected, the training was focused on human resources (HR)
concerns, customer satisfaction issues, and corporate quality production expectations. Because
the new location was intended to showcase the company’s strength in quality manufacturing, he
was allowed to recruit his own team from among the company’s statewide employee pool.
Several seasoned workers, acquainted with him as a result of his time with the company,
expressed interest in the startup department.
Lauren was hired as the departmental administrative assistant and William was hired as the new
line foreman. Tristan was elated and felt that things were moving ahead quickly enough for his
superiors to be pleased with the progress he was making. He continued to fill the necessary
positions. Within a month the department was ready to get going. Everyone was excited,
attitudes were positive, and he was looking forward to the inaugural production run.
Tristan had never held a supervisory position before, yet he knew Lauren and William were both
strong employees with great work ethic. He was certain everyone he selected possessed a similar
work ethic and was driven to succeed. However, this quickly proved erroneous, and when it
became obvious the hoped-for production quality was nonexistent, everything became a dismal
failure all at once. The department failed to produce at the expected quality level, and turmoil
among the employees was widespread. During the nearly two years he was supervisor, Tristan
was never able to earn the respect of his employees or experience the success in production
quality envisioned by the company.
In reality, many first-time supervisors earn their position by simply doing well at their job;
however, without proper training, in both supervision and leadership, disappointing outcomes
like Tristan’s are more common than you would imagine. Just because an employee is good, or
even great, it does not mean he or she will be a great supervisor.
RESPONDING TO THE CASE
1-10. If you envision transitioning into a supervisory position, what can you do to ensure you
don’t end up like Tristan?
1-11. What supervisory competencies should you work to develop? Why?
1-12. Which of the four management functions do you believe most supervisors need help with?
Why do you think this is the case?
1-13. The role of supervisor can be considered a first step toward management. What are the
benefits and potential disadvantages of pursuing a management caree.
x , y Midterm Exsm-201840x Exam C httpsbb-montgomerycollege.blac.pdfpetercoiffeur18
x , y Midterm Exsm-201840x Exam C https://bb-
montgomerycollege.blackboard.com/webapps/assessment/take/isunch jsp?course assessment id-
310249 1couse542 Take Test: Mitearm Esam x Can be based on senious norms such as taboos
and less serious noms such as folkways and mores QUESTION 9 Poverty exists bee ause
someone has to be on bottom. That\'s just the way Ife is Ths statemenk telects boket O doxic O c
apitalist QUESTION 10 The way class status is reprodut.ed from generation to generation is
referted to as O Socio-politic al reproduction Social class reproduction Culture of poverty Class
regeneration QUESTION 11 The spread of fast-tood chain puts localhy owned, independent
restauravits out of business disconnects people from oaning their owe mianis of production
Which of the following statements does not reflec1 a conflict perspective on globaizabon? O The
spread of corporations ?Unique, indigenous cultures become devalued and nsk extinction abity
and inegration s people share sm/ar The spread of large corporations promotes st all arisuwers it
to seve and submit. Cick Saue All Answers to save aft
Solution
9ans ) doxic option b
Reason: it is an common belief or an opinion that some one had to be bottom that\'s why there
life exists like that
10 ans) Social class reproduction option b
Reason: from generation to generation social class reproduction is based on how the class way is
represented
11ans )The spread of large corporations promotes stability and integration as people share
similar working conditions
Option d.
Why would a cell want to express genes in an operon Why notSol.pdfpetercoiffeur18
Why would a cell want to express genes in an operon? Why not?
Solution
An operon is a cluster of genes operating together. Genes in operon are transcribed on
requirement of the cell or the genes are turned off when they are not required. Thus, cells express
genes in operons for regulation of gene transcription and to express the genes only when they are
required. An operon contains an operator gene, repressor gene and structural genes. Operator
gene to which the RNA polymerase will be bind to transcribe the genes. Operon also contains a
repressor. Repressor molecule when binds the operator, RNA polymerase cannot be bind to
operator and the transcription of genes is turned off. Thus, expression of genes in cells is
regulated by operons. Operons are observed mostly in prokaryotic cells as the genes in
prokaryotes are transcribed and translated together..
When discussing the epidemiology of virus infections, the CDC often .pdfpetercoiffeur18
When discussing the epidemiology of virus infections, the CDC often refers to the virus\' ability
to \"jump between species.\" Is infecting multiple species common for a virus? Why?
Solution
Viruses infects animal, plants, humans and bacteria.Viruses have a specific proteins on their
capsule which recognises a particular complementary receptors on host surface and interact with
them.So viruses selectively infects certain species.HIV infects only immune cells and destroys
our immune system..
What relationship is there between gobalization and development.pdfpetercoiffeur18
What relationship is there between gobalization and development?
What relationship is there between gobalization and development?
Solution
Answer)
Globalisation is a complex phenomenon that revolves around political, social and economic
spheres of the world. The vast process of globalisation involves exchange of money , trade and
technology with transfer of people. So, there are capital as well as financial flows from one
country to another.
The major relationship between globalisation and development comes from the growth in
international trade and building services like banking, insurance, shipping, finance , healthcare
and so on. The development of service sector will provide in for the all round development of the
nation. This we see as the direct relationship between globalisation and development.
Development means economic growth plus enhancing human capital which includes parameters
health , nutrition, education and clean environment. Therefore, we have the process of
interlinking between developed and developing countries due to globalisation and as a result
increased development. It has achieved the goals of economic efficiency and growth with high
profits.
But, there are some negative impact too. The indirect effect of globalisation on development is
that due to integration of economy, people and culture , it has led to fragmentation of societies. It
has ignored the goals of equity, poverty eradication and human security. The stark levels of
inequality and growing poverty level in the developing nations is the major sign showing
negative development due to globalisation. There has been no trickle-down effects of
globalisation seen as far. On the other hand , it has only made the developed nations more
wealthier while the developing nations surviving at the mercy of the developed nations..
what is the number between 4.5 and 4.75 on the number linew.pdfpetercoiffeur18
what is the number between 4.5 and 4.75 on the number line?
what is the number between 4.5 and 4.75 on the number line?
what is the number between 4.5 and 4.75 on the number line?
Solution
There are infinite number of numbers between two numbers on a number line
One of the numbers is 4.6
4.6>4.5 and 4.6<4.75.
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Please answer the following question after you read the article belo.pdf
1. Please answer the following question after you read the article below! Thank you!
Questions:
1. How do the three real world examples in the McKee & Porter chapter reflect three different
approaches to how businesses respond to social media (mis)use?
Article:
Chapter 5
Employee Use of Social Media and Corporate Response
As Augie Ray (2012a), Director of Social Media at Prudential Financial, noted, “Social
media will continue to challenge and change laws, regulations, business practices and the nature
of the employee/employer relationship. Until the dust settles—and that will not be for many
years—employers and employees alike are better off proceeding with caution. There are many
landmines waiting for companies and workers in our new and evolving social era.” There are
indeed “many landmines waiting for companies and workers” on social media networks. The
intense use of social media by companies and employees raises complex rhetorical and ethical
issues that help shape and expose company culture and communication strategy, particularly
when examining corporate response to employee use and misuse of social media.
Cases of employees getting themselves or their employers into legal, ethical, and
reputational controversies because of social media missteps abound. Promotional photos used at
the wrong time (Ford’s Boston Marathon bombing tweet), cheery greetings tone-deaf to events
of the day (the National Rifle Association’s “Good morning, shooters” after the theater
shootings), ill-conceived hashtags that are appropriated to unintended uses (#McDStories)--the
examples go on and on.
Of course long before the advent of social media, employees could intentionally or
unintentionally harm company reputation and embarrass companies. But with social media the
extent and velocity of embarrassment are significantly more dramatic: The twitterstorm happens
immediately, offensive events go viral within hours (companies certainly don’t want the
embarrassing point to be “trending”), and aired dirty laundry stretches across the entire Internet
and globe. In addition, the public can more readily and instantly mock, remix, refute, and parody
the corporate response—and that then becomes a new problem. The digital network changes the
fundamental rhetorical nature of such events, and, thus, requires a different kind of thinking in
response.
Often the immediate corporate response to an employee social media misstep (made as an
individual or on behalf of the company) is to fire the employee(s) responsible. And maybe
sometimes such an action is justified. But is it always? Should an employee be fired over one
tweet even if that tweet is made on a personal account and not on company time? Do employees
2. have the right to express their own opinions (and make their own mistakes) on social media
without fear of retribution from employers? How should companies respond to employees who
commit missteps on social media—whether they are missteps done directly on behalf of the
company or done as a person who also happens to work at the company? When and where in the
intersecting online and onground networks are people employees and when are they individuals
who have rights of privacy and expression beyond their work lives? When faced with employee
use of social media how much should a company try to make employees conform to
expectations, and how much should a company aim instead to change itself and its own corporate
culture?
In this chapter, using the rhetoric network theory articulated in previous chapters, we present
and analyze three cases of employee use of social media and corporate responses: (1) the well-
publicized case of Justine Sacco, her ill-conceived tweet, her firing for that tweet, and how the
company interpreted her role as a communicator; (2) a case drawn from our interview with the
President and CEO of a U.S. textile company, who found himself faced with an employee
blogging derogatory statements about a named company executive in a public blog; and (3) a
case drawn from our interview with an HR executive of a U.S. candy-making company that is
making the transition into social media, including changing how it interacts with former
employees. Our analysis includes insights shared with us by the Director of Ethics for a US
subsidiary of a multinational manufacturing company.
These cases show different approaches to corporate response to employee (mis)use of social
media and different strategies for handling relationships and building organizational ethos. How
companies and company executives choose to respond, or not, to employee use of social media
reveals important considerations for rhetoric and ethics in a circulatory, networked culture.
The Case of Justine Sacco & IAC
Justine Sacco was the senior director of corporate communications for IAC, a media and
internet company that in 2013 managed more than 150 brands and corporations. On December
20, 2013, on an airline trip from London to South Africa to visit family, Sacco sent the following
tweet from her personal Twitter account:
Going to Africa. Hope I don’t get AIDS. Just kidding. I’m white!
Sacco, it seems, had little idea how offensive and insulting her tweet was, how clearly it showed
her white, western-centric positioning, her racism, and her callousness toward a global health
crisis that has devastated millions of individuals and their families, especially in Africa. In 2013
worldwide, there were 1.3 million deaths from AIDS, 35 million people living with HIV, and 2.1
million new HIV infections (Avert, 2016) and roughly two-thirds of all AIDS deaths and HIV
infections were in Africa (WHO, 2016). In addition, because of the imbalance of wealth in the
world, the percentage of people receiving antiretroviral treatment is higher in majority white
3. populations in the United States and Europe. AIDS is no joke—and to imply that it is and that it
is a disease that only affects black people is problematic at best.
But, immersed in her privileged positioning, Sacco seems to have been oblivious to how
wrong-headed her tweet was on so many levels. Instead, she typed that exclamation point, posted
her tweet, and then turned off her phone and was in the air for ten hours. Unbeknownst to her,
but perhaps not surprising, while she was flying, her tweet garnered a lot of attention. In fact,
without her knowing it she became the focal point of a global twitterstorm.
Sam Biddle, an editor at the time for Gawker Media’s Valleywag, was the first to retweet
Sacco’s tweet to his 15,000 followers and to post it on his blog. As he explained a year after the
event, “As soon as I saw the tweet, I posted it. I barely needed to write anything to go with it:
This woman’s job was carefully managing the words of a large tech-media conglomerate, and
she’d worded something terribly” (Biddle, 2014). Sacco’s post was retweeted extensively,
trended highest worldwide, and two new hashtags developed: #HasJustineLanded and the much
more widely and still used #HasJustineLandedYet. Many people found themselves glued to
Twitter waiting to find out what would happen to Sacco when she landed.
As with any twitterstorm—worldwide events of public criticism and/or shaming (see
Ronson, 2015a)—the tweets came fast and furious. Justine’s unintended global audience
responded loudly, pointing out the racism and biased privilege in Justine’s tweet and sharing
how upset her tweet made them feel. In addition to criticizing Sacco, many responded by
mentioning her company IAC and its CEO Barry Diller as well:
#IAC needs to fire this racist, stupid bitch!
#TWIT insult a continent, racially profile them & mock AIDS? Thank You Barry Diller & IAC
!NEXT!!
Aside this ignoramous it speaks volumes of IAC who employed her Awareness raised about
AIDS/HIV
Sacco’s tweet and the underlying attitudes that its content reveals are problematic in so many
ways; it would have been hard for any company to ignore. But perhaps because of its very
mission—managing corporate brands—the trending tweets certainly got IAC’s immediate
attention. Even before Sacco landed, IAC sent the following statement to Biddle and Valleywag
about Sacco’s tweet: “This is an outrageous, offensive comment that does not reflect the views
and values of IAC. Unfortunately, the employee in question is unreachable on an international
flight, but this is a very serious matter and we are taking appropriate action” (qtd. in Biddle,
2013). When Sacco landed, she learned she was in deep trouble at work, was the subject of CNN
news stories (Stelter, 2013), and had her Twitter feed, which had only 174 followers, read
through by thousands (many who pointed out other inappropriate tweets made months and years
earlier). Not surprisingly, Sacco deleted her Twitter account soon after landing.
4. The next day, Sacco released a public apology in a South African newspaper, “Words cannot
express how sorry I am, and how necessary it is for me to apologize to the people of South
Africa, who I have offended due to a needless and careless tweet” (qtd. in Dimitrova,
Rahmanzadeh, & Lipman, 2013). IAC also released a statement:
The offensive comment does not reflect the views and values of IAC. We take this issue very
seriously, and we have parted ways with the employee in question.
There is no excuse for the hateful statements that have been made and we condemn them
unequivocally. We hope, however, that time and action, and the forgiving human spirit, will not
result in the wholesale condemnation of an individual who we have otherwise known to be a
decent person at core. (qtd. in Biddle, 2013, emphasis added)
Tellingly, in this posting IAC moved from calling Sacco an employee (which she had been for
two years) to an individual, a point we discuss in more detail below.
Sacco’s tweet was certainly careless, insensitive, and offensive, demonstrating Sacco’s
privileged positioning and her (intentional or unintentional) racism. There’s a lot that could be
examined in this case in terms of network interactions. For example, after the event a great deal
was written about the actor (Sacco’s white and wealthy identity and positioning), about the
action (whether Sacco’s tweet was a joke, as she claimed, or not), and about the response
(whether Sacco was—and continues to be—a victim of excessive and undeserved shaming) (e.g.,
Blanchfield, 2015; Ronson, 2015a; Ronson, 2015b). In our discussion here, we want to take a
new tack and examine Sacco’s case through the lens of employer and employee interactions in
the network. When an employee makes a social media misstep, what factors should be
considered when weighing possible responses? How does a company determine an ethical and
appropriate response?
Examining the actor and audience perception: Role boundaries
A key factor to consider when examining the action of a social media misstep is to identify
what role the person is in when communicating—a question that pertains centrally to our point,
in Chapter 2, that ethos can vary from context to context. As the Director of Ethics for a
multinational corporation with 80,000 employees around the world and 12,000 in the United
States explained to us in an interview[1]:
Most of the ethical issues we [company management] face have to do with professional roles.
How a person is functioning and how they are holding themselves out when they communicate is
of great importance to us. So when we look at the policies we have, it’s clear that they’re trying
to make a distinction between whether or not a person is authorized to communicate on behalf of
the corporation or whether or not they are acting in their private capacity to communicate. [. . .]
It’s a question of role: In what role is the person operating in?
And also what do people outside our company—what is a reasonable expectation for them to
5. understand what role that person is speaking in? [. . .] It’s hard to talk about professional ethics
without defining what a role is and what a professional role is versus a private role is. Who are
you acting on behalf of, and who do people perceive you as acting on behalf of? What is your
role, what is your obligation in this particular capacity? (Interview, October 21, 2015)
Here is where the question of ethos comes into play. Was Justine Sacco an employee, or a
private citizen, or some blend of both when she sent that tweet? Clearly her company considered
her an employee and then, once fired, as an individual. But was she tweeting in her role as a
public relations executive at the time of that tweet? What if she’d made that comment orally on
the plane to a few people or via a telephone call and it never was recorded digitally and thus
never available for ubiquitous copying and sharing? Does the very public nature of social media
and its velocity (Ridolfo & DeVoss, 2009) and spreadability (Jenkins, Green, & Ford, 2013)
change when and in what role a person communicates? With social media can we ever not be
employees? The blurring of role boundaries—when is a person an employee and when is she a
private individual—has always occurred in business, but with the digital media those boundaries
are blurring even more.
As the Director of Ethics explained, if two employees get in a fight on a Saturday night at a
bar “we’d say, not our problem. That is clearly on somebody else’s turf; you were not operating
in your capacity as an employee.” But if those same employees take to fighting and attacking
each other in social media, then that’s different because then “it’s being viewed by other
employees in the workplace and that is a workplace threat. That is something that we have to
take seriously” (Interview, October 21, 2015).
Although Justine Sacco was not fighting with anyone, the analogy applies. Because Sacco
was a public relations executive charged with overseeing communications for IAC and their
many clients, her digital communications, once retweeted beyond her immediate circle, were
being viewed in a very public forum. IAC had to take her tweets and the public reaction to them
seriously. If Sacco had been in some other role for IAC than communications—if she’d been,
say, part of building maintenance or IT—would her tweet have garnered the firestorm it did, and
would IAC have reacted as they did?
In addition to determining the public-private roles of individuals when communicating, the
relationship of the individual to the company and how audiences will perceive that individual’s
communications matters. As the Director of Ethics explained using a non-digital example, if an
executive of the company goes to a political rally wearing the company polo shirt with the name
and logo prominently displayed, people may think that the political views expressed are the
views of the company, too, given the executive’s leadership position.
But if an hourly employee, one who is not publicly visible as a representative of the
company, wears the same shirt to a political rally, that act of wearing, while still, perhaps,
6. against company policy, is less of a problem since that hourly employee would be less likely to
be seen as representing the company. Every individual then has private roles and employee roles
(see Figure 5.1) but depending on the nature of the person’s job the degree of overlap could be
significantly higher
For Sacco, because of her job as a public relations executive, there was a great deal more overlap
between her employee role and her private role (see Figure 5.2). Given her ethos, her identity,
status, and position in the company, she had less latitude in exercising her rights as a private
citizen.
Figure 5.2. Employee and citizen roles extensively intertwined
In addition to all of the other ethical missteps Sacco’s made in the content and delivery of her
tweet, she also failed to recognize how intertwined her roles were. In a sense, because of the
nature of her position, she could never not be seen as an employee in her publically available
communications. And the way the social network operates also creates a stronger connection
between personal and employee roles. Sacco was not speaking to a small group of colleagues
standing around the water cooler; she was not texting to a few friends; she was tweeting on a
broadly public platform—and that changed the nature of the entire network.
The role of the CT and public response
The nature of the communication technology (CT) also shapes the network. Sacco’s tweet
was publically available for worldwide distribution. Biddle was the one to first repost her
message, and there are certainly ethical considerations involved in his decision to retweet her
post, an action he reflects on in a Valleywag piece one year after the event (Biddle, 2014).
Legally he could post her tweet because of Twitter’s terms of service, which, at the time, allowed
for copying and distributing of tweets (the terms have since changed), but was it an ethical
course of action? In pondering the ethics of his decision, Biddle (2014) recognized that it was a
“dicey” decision, one fraught with “swamps and thorns. Biddle concluded that he would do it
again even though he “was surprised to see how quickly her life was upended” (qtd. in Ronson
2015b).
Sacco’s life was upended in part because of the very nature of Twitter itself, how its global,
public reach, its communicative immediacy, enabled the mob to form and, rereading the tweets,
it was indeed a mob mentality out to ridicule and vilify Sacco (perhaps deservedly as some
commentators pointed out). The storm that ensued isn’t just Sacco’s or Biddle’s
responsibility—at least not primarily—because everyone who participated in the storm as poster
and onlooker was an actor in the network. What had started as a single action—Sacco sending a
single tweet—became a network of thousands of interrelated actions. Each person who
participated in the twitterstorm was an actor but so too was (and is) the technological medium.
As one user noted in a tweet in the midst of the storm, “I remember when you could be utterly
7. stupid without the whole world finding out.”
The other technological factor here involves preservation/copying of the event and its
publication and distribution. In other words what is different here is not just the role or location
of the employee, but the capturability (copying and archiving) of the event via digital
technology, the shareability (pasting) of it via social media, and the velocity and virality of its
spread through social media (Ridolfo & DeVoss, 2009; Jenkins, Ford, & Green, 2013). Because
of the incredible breadth and speed of distribution of networked CTs, Sacco’s communication to
174 followers gets broadcast in just a few clicks worldwide. In that sort of massively public
forum, the chances of someone being able to step away from an employee role and from
employment ramifications for inappropriate communications are slim.
The ethics of corporate response
Within professional communication, the organization is also always a key actor in the
network. IAC’s response was shaped by the public outcry but also shaping of that discourse as
well. IAC certainly responded swiftly—firing Sacco less than 24 hours after the tweet was sent.
In relation to ethics and ethos, it is helpful to consider whether, in their handling of the Sacco
case, IAC was a good company speaking well. Judging by the chronos of the event, it seems that
could be a debatable point.
While Sacco was still in the air, IAC posted, as we quoted earlier, that her tweet was an
“outrageous, offensive comment that does not reflect the views and values of IAC” and that “this
is a very serious matter and we are taking appropriate action.” They do not specify at what time
this “action” happened, but early the next day, IAC announced that they had fired Sacco. Clearly,
IAC was a company seeking to cut ties and establish distance as quickly as possible: Sacco’s
brand had gone bad and they didn’t want that to tarnish their own or their clients’ brands.
Given the swiftness of their action it seems IAC made up its mind to fire Sacco even before
she landed. They certainly did not give her much time to discuss and reflect with them her side
of the story. We have not spoken with anyone at IAC, but we also wonder whether their own
company culture and their own social media policy might have contributed to the problem? In
pondering that question, we first must make clear that Sacco’s biases arising from her white
privilege and her economic privilege are, of course, the foundational causes of this whole case,
but there are ways in which other factors contributed and ways in which too this case is
instructive for considering employer and employee relations and questions of company culture.
In this case, what does IAC’s move to fire quickly say about their own ethical culture at the
time? Are their actions ones of a company that takes responsibility for its employees and the
culture it itself has perhaps fostered, or is it a company seemingly willing to sacrifice
responsibility and fairness (to the employee) in the interest of brand protection? The company’s
own ethos comes into question here, we feel. We do not necessarily disagree with IAC’s decision
8. in this case, given how egregious Sacco’s tweet was, but we do raise questions about the
company’s decision-making process, the how of the decision within the network.
Given the type of company IAC is and Sacco’s specific job at the company, it makes good
business sense that they would want to cut ties as quickly as possible. Would you want to hire a
company to manage your brand in a global marketplace if its own public relations executive
communicates so ineffectively in digital media? But when thinking about the role of employees
and employers and recognizing the widespread prevalence of social media missteps, was such an
immediate firing the ethical thing to do?
The Director of Ethics, who has worked in ethics and industry for decades, reflected on a
change he has noticed in perhaps too-swift corporate reactions to employee actions:
I found that human resource departments are very quick to fire people in some part because of
the fast-moving nature of the modern world. Communications go out quickly, people react
quickly, reputations are made and lost quickly. And there’s the sense that HR has to react
quickly. I don’t know if we have to. [. . .]I’ve really tried to highlight that the person who has
made that mistake is tactically the one you want around because (1) they would probably be
willing to talk about their story and be a good learning example, and (2) they’re never going to
make that mistake again. (Interview, October 21, 2015)
In the immediate response to an event, firing may seem the best way to go, but when time is
factored in, it may not be the best course of action. In other words, companies need to be
cautious about the rush to judgment. Figuring out where the line crossings are and what the
consequences for those crossings will be is tricky for both companies and employees.
Another way to consider this issue, the Director of Ethics explained to us, is to look at what
claims a company makes on an employee. Using the Navy as a comparison, the Director
described how “The Navy makes claim to the whole person upfront. You do these kinds of
stupid things in civilian clothes out in town [. . .] they’re going to come after you. [. . .]
Companies don’t do that. They don’t say that your moral character matters. They don’t make a
claim on the whole person.” Companies are not the military and thus cannot ever have “full
claim” on a person, but companies are increasingly showing concern about employee non-work
behavior that could impact the company, as the Director of Ethics explained:
What exactly is our [the company’s] moral claim over a person who goes out, gets drunk, and
runs their own car into a tree? I’m not sure we have one, but I definitely sense that at companies
[the thinking is] your private behavior could reflect on us, and just the fact that it could give us
some authority to make employment decisions based on that outside behavior.
I see in social media people are definitely starting to blur that line, and I don’t think they’re
thinking through that properly. It feels like a wave—one of those things where overreach is
becoming the norm in a lot of different areas of public and private life. It scares me a little.
9. (Interview, October 21, 2015)
Employee surveillance (or workplace monitoring) is centuries old; however with with digital
technologies it is much easier to implement. From video and audio surveillance to monitoring of
online activities and use of global positioning systems to track movement, employees worldwide
are subject to intense scrutiny by employers. What employers are allowed to do and not do in
tracking their employees at work and away from work varies a great deal by country and is
shaped not just by regional and national laws and regulations but also by differing cultural
perspectives on privacy (Kidwell & Sprague, 2009).[2]
Companies, like all organizations, also have unique cultures and how much a company
chooses to consider employee’s social media actions depends on the company culture.
Understanding corporate policies and corporate culture is helpful for clarifying the often blurry
situations created by employee social media usage and corporate response. We would argue that
an ethical responsibility of any company is to ensure that policies—legal, ethical, specific to
company culture—are communicated clearly to employees. But it is important to recognize that
the best policies in the world will never be able to address every situation that may arise. Policies
around social media usage continually evolve with new situations and new technologies arising
often faster than the policies can be revised. In these revisions, what sometimes can happen, as
noted by the Director of Ethics, is an expansion of the overlap between what is company
business and what is personal, private business. In other words “overreach.”
In the United States, some companies have developed overly broad social media policies
that restrict employees from posting (on company or personal accounts) anything that might
harm the company, the company’s reputation, etc. Such overly broad policies, ones that say such
things as employees may not post negative information about the company, have been struck
down by the National Labor Relations Board (2015) in numerous cases. Employees have the
right to discuss wages and working conditions among fellow employees if the goal or possible
goal is concerted action, but “an employee’s comments on social media are generally not
protected if they are mere gripes not made in relation to group activity among employees”
(NLRB, 2015). And if an employee posts really offensive and problematic comment, as Justine
Sacco did, that is not protected under U.S. law and companies may, legally, fire that employee.
Reflecting on the company role in the Sacco case, we don’t know at the time of her tweet
whether IAC had a social media policy for employees and, if they did, what those were. But we
can ask some critical questions: Had IAC communicated to employees their expectations for
social media usage—and for different categories of employee? Had they made clear what they
would view as company business, and what was personal, private business? Corporate policies
shape network communications, helping employees situate their practices so they align with
company expectations and company culture.[3]
10. Regardless of what policies they may or may not have had at the time, IAC clearly was
taking the approach that Sacco as an employee was a liability and they took immediate action to
distance themselves from her.
The Case of the Blogger at Sunbury Textile Mills
IAC’s response to Justine Sacco’s tweet was to fire her, and that is often the response of
companies. But one chief executive officer and president we interviewed chose a different
approach, one based not just on the immediate context of the event but much more on the
historical context and culture of his company.
Henry Truslow IV is CEO and President of Sunbury Textile Mills, which in some form has
been running since its founding in 1890 in Sunbury, Pennsylvania (Sunbury, 2016).[4] Sunbury
employs about 200 people at its mill in Sunbury and at its design and marketing center in New
York City.
One day in 2014 Truslow received a call from one of his Senior Executives who asked
Truslow to Google the executive’s name, which Truslow did. One of the top links returned was
an anonymous blog with many posts that were, in Truslow’s words, “very derogatory and
slanderous” to the Senior Executive and “it was obvious the blog was written by somebody in the
company, an employee.” The Senior Executive told Truslow that something had to be done about
this, and Truslow agreed, but he wasn’t at first sure what to do.
When Truslow consulted with company lawyers, they told him there was nothing he could to
the employee based on their reading of recent U.S. National Labor Relations Board (NLRB)
rulings. But Truslow felt strongly that for the good of the company, “I can’t do nothing”
(Interview, October 15, 2015).
He also understood the difference between law and ethics: perhaps there was no legal course
of action he could take, but there were many possible ethical actions that could be taken in
response to the situation. As the leader of the company, responsible for both the individuals in
his employment and the culture and brand of his company, he set out to restore company ethos
and in doing so, although he would not recognize it in these terms, he set out to be Quintilian’s
good man speaking well for the greater community.
Truslow also recognized that even if legally he could punish the blogger, he did not want to.
Prosecuting or firing someone for slander mattered less to him then (re)establishing clearly for
all in the company the company ethos. Given the type of company he ran—one where the
average employee had 20 years experience and one that was set up as an Employee Stock
Ownership Plan (ESOP)—he felt that prosecution and firing were not the ethical responses. All
employees were owners of the company and as co-owners he felt it more important that all work
together. What Truslow decided was needed instead was a communal response and a communal
consideration of what the company stands for. Truslow’s response then was shaped very much
11. by the broader historical and cultural context in which his company operated.
“It hurts us universally”: Appealing to communal values
It is also important to point out what Truslow did not do: He did not respond via writing, by
blogging, posting to social media, or sending an email; he did not issue an executive memo
condemning the blog postings. Rather he responded to the situation face-to-face, in person via a
meeting with employees based on his understandings of company culture. Because of the nature
of the posts, Truslow deduced that the employee was at management headquarters, so he
travelled from his base at the mill to the management NYC offices. He explained his visit simply
by saying that he wanted to talk with everyone at that office.
When employees came into the presentation room, Truslow had a projector and he broadcast
the blog post on a big screen:
I said, “We’re here to talk about something that I never imagined in my career that I’d be talking
with you all about. But somebody in this room has taken it upon themselves to write slanderous
and defaming comments in a blog.” And the whole time I’m talking to them I’m going slowly
through the thing, so they’re reading it while they hear me speak.
I said, ‘Whoever has written this. I still can’t believe this person is in this room. I’m not pointing
fingers and I have no idea: I don’t want to know who did it. But what I want everybody to know
is that whoever has written this—the obvious person it hurts is [the Senior Executive] because
it’s slanderous toward him. But beyond this it hurts every single person in this room. It hurts
every single person in the factory. It hurts our customers, and it hurts our company. So it hurts us
universally. (Interview, October 15, 2015)
Truslow emphasized to employees that he did not want to engage in a “witch hunt” because that
would be counterproductive and that he simply hoped that whoever wrote the blog post would
consider taking it down. Truslow hoped his talk would have the desired effect: “I was hoping
that night it would be taken down. Once everyone got home, whoever had written it would take it
down. [But] I woke up the next morning and checked online and the shoot thing was still up, so I
was like, ‘Oh, shoot, it didn’t work.’” (Interview, October 15, 2015). But then on the second day
after the presentation the blog posts were taken down.
Truslow surmised this: “Everybody in the office, that’s all they were talking about—so the
next day we think that the person in the office didn’t take it down because they wanted to gauge
the reaction of all the other people” (Interview, October 15, 2015). What Truslow realized was
that it wasn’t his statement that swayed the anonymous blogger. Rather it was the collective
comments of the community:
[I did what I did] in an effort to right the ship and correct a wrong [. . .] We’re 200 employees
total—it’s a very tight group, we have a good culture. I don’t think it’s much beyond that. [I said
to them] this is just wrong and we’ve got to get it straightened up. I just laid it out for them and
12. let them influence each other. And the proof was in the pudding—it took 48 hours instead of 24.
(Interview, October 15, 2015)
What did not work in this case was a top-down executive order. What did work was the appeal to
collective values that resulted in collective action. Now certainly Truslow did wield his power as
CEO and President. He called all New York City employees to an unscheduled meeting—a
significant act in itself—and he spoke passionately about what Sunbury Mills stands for, about
what he felt was right and wrong in this situation, and about how, from his perspective, the
whole community is hurt by the blog posting. By appealing to collective company values,
Truslow set out not to fire the employee involved, as IAC did with Sacco, but rather to change
employee behavior to align more with company culture. In a sense he set out to raise the
anonymous blogger’s awareness of the company culture.
In this case what we also see is the importance of making a strategic network shift. The
blogging employee started his complaint in one network, an online social media network. But
what the CEO did was shift the grounding of the network, moving to a more traditional onground
network, the employees at the New York City office assembled as a group on a particular day.
Now those two different networks are certainly connected and overlapping. But what the CEO
realized, innately, is that the best response to the problematic situation was to make the appeal in
the second, more traditional network. We also see that his top-down appeal did not actually work
in the way that he hoped. But it did work in an unexpected, indirect way: His appeal affected the
network—and then the operation of the network, the values of the community, made the
difference.
Sometimes such an approach is an appropriate response, and it works. Sometimes, however,
what’s needed is not employee change per se, but company cultural change.
The Case of World’s Finest Chocolate and Adapting to Greater Transparency
World’s Finest Chocolate is a family-owned chocolate company based in Chicago, Illinois.
Originally a cocoa distribution company at its founding in 1922 by brothers Edmond and Arnold
Opler, in 1939 it began manufacturing chocolate products, and in 1949 it launched chocolate
product fundraising. Today the company CEO is Eddie Opler, the third-generation to run the
family business, and the company is often recognized for being one of the leaders in the
chocolate and in the product fundraising fields. World’s Finest Chocolate employs about 300
people, nearly all at its headquarters and production plant in Chicago. It has been recognized as
one of the top 100 places to work by The Chicago Tribune (World’s Finest Chocolate, 2016).
As part of our research to learn more about corporate response to employee use of social
media, we interviewed Anthony Gargiulo, Jr., Vice President of Human Resources at World’s
Finest Chocolate. Gargiulo described how at World’s Finest Chocolate (WFC) they have not
encountered any problematic usage of social media by current employees because employees
13. mostly post about “a Christmas lunch or a summer picnic type of thing. So we look on those
things as positive—they generate interest in the company and they generally give a good
impression of the company. So we haven’t had to address anything that’s been problematic so
far” (Interview, January 29, 2016).
The “so far” is key in Gargiulo’s response, and perhaps arises from his role in HR and the
responsibility he has for building and maintaining productive relations with not only current
employees but also potential and former employees. Gargiulo recognizes the impact social media
and other digital technologies are having on employee-employer relations and that to stay
responsive companies need to continually assess their communication strategies and be willing
and prepared to change company culture.
What I would tell you is that World’s Finest Chocolate has kind of been on a journey now as the
third generation has taken over. We were a very paternalistic company in the past. My boss
would agree with everything I’m saying here because we’ve talked about it a lot. In the past it
was like, “We’ll take care of you. Keep your head down and just do your job.” Now we’re at the
point where we make sure when we communicate with people we’re doing it more on an
interactive basis versus telling people things. What comes with that is a certain evolution in
transparency. We’re definitely on a path to being more transparent in how we communicate and
share things. (Interview, January 29, 2016)
To provide an example of this changing culture of greater transparency, Gargiulo pointed to
WFC’s recent foray into the social media platform Glass Door. Founded in 2007, Glass Door is a
site where job applicants, employees, and former employees can post anonymous reviews about
a company’s interview and hiring processes, working conditions, salaries, etc. When a company
gets a certain number of reviews they are able, if they wish, to post a company profile and set up
interactive and public responding with the anonymous reviewers.
At the time of our interview, WFC had just started in Glass Door, but, as Gargiulo noted,
“for our boss [CEO Eddie Opler] to agree to engage in Glass Door was a big thing” (Interview,
January 29, 2016). In Glass Door, World’s Finest Chocolate is recognized as an “Engaged
Employer” because of their commitment to respond to and to consider anonymous reviews. Such
engagement, particularly with former employees, is a key for changing company culture.
In his role at the company, Gargiulo advocates that the company embrace feedback and
criticism so as to be open to change.
I think too you have to be comfortable with the realization that no work place is perfect. I think
Bill Gates used to say, “Your most unhappy customers are your greatest source of learning.” You
can use that feedback in these different mediums to improve things. We do the same thing
internally. We have an exit interview process that we did not have before. We make sure that that
feedback is shared with the manager and the manager’s manager when somebody leaves. We
14. look at that not to go after somebody or to take points away from a manager or to give negative
feedback, but for what we can learn from it. (Interview, January 29, 2016)
With this cultural mindset, if someone says something negative about the company it’s not
necessarily the employee who needs to change, but rather the company. This is particularly
important when applied to social media, as Gargiulo described:
That’s the other point here that I think we have to consider as we think about social media
interaction. We’re a company, and what we want to do is build trust with our employees. So
everything we do, whether it’s a program, an action, or a decision that we’re making, we’re
asking ourselves, is it building trust? It might be a decision that’s not a good decision for the
employee [such as being fired] but we have to ask ourselves how you communicate with
employees. [. . .]
And just being respectful that employees have the right to talk about their working conditions.
And you know what? If enough of them are talking negatively about it, then we need to look at
what we’re doing. We need to take their feedback and figure out what are we doing wrong? I try
not to be defensive but just say if there is some criticism and pushback, let’s engage and try to
get to the bottom of whatever the problem might be. (Interview, January 29, 2016)
Gargiulo’s and WFC’s emphasis on trust highlights the role of phatic communications. All
communications must build trust and must build relationships, even with employees as they are
leaving (of their own volition or through termination). In an age of social media, building and
maintaining good will and trust is especially crucial.
Rather than continue business as usual and not necessarily respond to employee comments,
many companies are making the move to transparency that World’s Finest Chocolate is doing.
Changing company culture, making it more responsive to the changing dyadic dynamic of digital
communications, changes interactions throughout the network, enabling companies to build and
maintain relations with employees and enabling companies to adapt to new and emerging
communication contexts.
Conclusion
All these cases highlight the interconnected interactions in the rhetorical network. As Justine
Sacco found out so brutally, communicative actors never act in isolation; as Henry Truslow IV
discovered, company values and expectations need to be clearly articulated so as to influence
communications throughout the network; and World’s Finest Chocolate recognized the need to
transform company culture and communications so as to adapt to the new ICTs shaping
professional communication.
More generally, for professionals, these cases show the importance for both employees and
employers to consider carefully the roles someone is in when communicating and how
someone’s message may circulate and be viewed by the public. Employees need to reflect on
15. their position in the company and consider when and if they can ever really just be a private
citizen when posting to public media. The higher up in the company the employee sits the greater
the likelihood that their writing/speech will be viewed as representing the company. But, as we
have discussed, the where matters, too: On publicly available platforms, the networks of private
citizen and employee are more likely to be interconnected and thus the role boundaries blurred.
Employers need to articulate as clearly as possible for themselves and their employees what
some of the role boundaries might be, showcasing in social media policies or in employee
handbooks when someone is an employee, when is someone a private citizen, and when such
roles might blur. With more foresight from both employees and employers the chances of
situations such as Justine Sacco’s and IAC’s will, most likely, be lessened.
Second, companies need to recognize that their ethos—both with employees and with the
public—is shaped in part by how they choose to respond to employee use of social media. What
constitutes appropriate communications and appropriate responses to employee social media
usage depends on the culture of the company. What we see in these three cases are three possible
approaches a company may take: (1) cut ties with the employee so that the now former employee
is not company responsibility, (2) seek to change the employee so the employee aligns more with
company culture, and (3) seek to change the company so the company’s culture adapts to
changing contexts and changing relationships needed with employees and with the public.
Companies sometimes approach social media crises as PR events to be managed, controlled,
or stifled as quickly as possible—but that instinct may be misguided given the circulatory nature
of digital communications and given the rhetorical demands of ethos. Rather than trying to
silence the event—hard to do on social media, in any case—perhaps the smarter corporate
response is to turn the event into an opportunity to build corporate ethos by demonstrating
integrity, leadership, phronesis, eunoia?
Certainly in some instances, firing an employee is not only a legal action but an ethical one
as well, but we would argue that companies and their employees would be better served to never
rush to judgment and rush to react. Phronesis, or practical wisdom, also applies here.
One of the key qualities of ethos in Aristotle’s Rhetoric, phronesis refers to one’s ability to
deliberate wisely, given competing options, to arrive at a careful, thoughtful, reflective judgment
about what to do and how to do it. With the speed of digital communications, comes an intense
pressure to act and act quickly, but taking time to analyze a case, from many angles, within many
contexts, and forward and backward in time, is essential. With such a careful and multifaceted
network analysis, the chance for ethical decisions to be made will be greater, thus serving both
employees and employers better and strengthening individual and corporate ethos.
Bottom line is that given the complexity and reach of social media, companies and
employees will certainly face communication quandaries and potential internal and external
16. communication crises. But by approaching the analysis of communicative events with a
networked frame of analysis that takes in local and broader contexts and that looks both forward
and backward in time and across intersecting networks, employees and companies will be better
positioned to make decisions and to take actions that either align with a company culture they
wish to maintain or that effect change so as to help companies and employees adapt to changing
environments.
Chapter 5—Endnotes
[1] The Director of Ethics we interviewed spoke to us with permission of his company but as an
individual and not in his official capacity as an employee of the large multinational corporation
for which he works. His views represent his own perspective and opinions and not necessarily
those of his company.
[2] Governments also conduct surveillance and monitoring of digital communications, censoring
platforms, filtering content, and prosecuting communications deemed illegal, as, for example, the
global research by the Open Net Initiative showed (Open Net, 2016).
[3] For a sample listing of non-profit, government, and corporate policies from the United States
and other countries, see the Social Media Database provided by Social Media Governance
(2016). As social media advisors have noted, organizational policies need to reflect
organizational culture, and for global companies that may mean variations by region and by
country so as to be sensitive to different cultural contexts (e.g., Hallett, et al., 2013).
[4] Henry Truslow IV is author Heidi McKee’s cousin. We did not plan to interview family
members for this project, but upon hearing about our research, Heidi’s cousin said, “I have a
story for you,” and we listened.
Solution
1. How do the three real world examples in the McKee & Porter chapter reflect three different
approaches to how businesses respond to social media (mis)use?
Answer:In the same words of the article the answer follows:
In these three cases are three possible approaches a company may take:
(1) cut ties with the employee so that the now former employee is not company responsibility,
(2) seek to change the employee so the employee aligns more with company culture, and
(3) seek to change the company so the company’s culture adapts to changing contexts and
changing relationships needed with employees and with the public.