The Vulture and the Child Essay examples -- Photograph Photography Ess

The Vulture and the Child This award winning photograph was taken by Kevin Carter in 1993 in the African country of Sudan. Carter won a Pulitzer Prize for this picture in March 1994 (Long). This picture shows a famine stricken child crawling towards a UN food camp which was situated nearly a kilometer away. This picture was first published on the front page of The New York Times on March 23, 1993; followed by Mail & Guardian, a Johannesburg weekly. Later, it was published in the National Geographic and TIME magazines. The picture created such a great impact that every possible media displayed it. This photograph intends to grab the attention of the entire world as a community striving to improve the quality of life. Considering the fact that this picture was published in major newspapers around the globe, the target audience is the general public of the world. Sudan is one of the poorest countries in the continent of Africa. Political instability in Sudan continued to bring famine, pestilence and death to the 3.5 million people who lived in that region. The violations of the rules of war committed by the government and the SPLA(Sudan People’s Liberation Army) factions were a direct and important cause of food shortages and deaths. The U.N. estimated that as many as 800,000 people were in immediate need of international food relief while another 700,000 needed non-food assistance as seeds, farming tools, etc just to feed the population of Sudan(Human Rights Watch). The country was in shambles with international trade deficits rising and constant famines making it nearly impossible to grow any food. This photograph was taken by Kevin Carter when the country was going through such a devastating crisis. ... ...rt/eadptxt.html> CY Leow’s Photoblog, â€Å"Photog’s Trauma.† Screenshots†¦:Photog’s Trauma 29 Jan. 2004. CY Leow’s Photoblog. 22 Mar. 2004. Human Rights Watch. â€Å"Sudan.† Human Rights Watch. 22 Mar. 2004. < http://www.hrw.org/reports/1994/WR94/Africa-09.htm> Cate, Fred. â€Å"Through a glass darkly.† Harvard University Asia Center 26 Aug. 1999. Harvard University Asia Center. 22 Mar. 2004. < http://www.fas.harvard.edu/~asiactr/archive/fs_cate2.htm> Hawthorne, Peter. â€Å"The Bang-Bang Club risked — and some lost — their lives to capture defining images of human tragedy.† TIME Europe | Books : Moments in Time 9 Oct. 2000. TIME Magazine. 22 Mar. 2004. < http://www.time.com/time/europe/magazine/2000/1009/bang.html> Carter, Kevin. Mar 1993.

Google’s Organizational Culture

European University – MBA Management Skills – Group A Case Study 1: â€Å"Google† 23 October 2009 Marion Gruber Reinis Onuzans Steven Teves Jessica Wernett Table of Contents 1 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 2 Google’s future growth†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 2. 1 Organizational Culture: Facilitating Aspects†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 2. 2 Organizational Culture: Constraining Aspects†¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦6 3 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 4 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 5 Table of Figures†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 1 Introduction Reading the case study â€Å"Google’s HR Dilemma† by Mridu Verma, we have gained some knowledge about Google’s success story. Within 11 years the company has grown to a global enterprise employing around 20,000 people. Nowadays Google is not associated just with search service. it is also known for working in advertising, publishing, software and Gmail. Google has bought many companies, the best known is YouTube. In the 11 years time the company is running successfully with growing revenue every year. Nothing seems to stop it, because of their power in the market. Furthermore Google has received many awards in ‘’Best Place to Work’’ and has always been known for satisfied and motivated employees. This is attracting new professionals with a high potential, therefore Google is likely to expand and develop new ideas. The case study reveals Google’s organizational culture and structure. It is very unusual, however it proves to work. Case study tells how they provide positive work environment, what kind of people are hired and how Google plan their innovations. The main concern is if they can grow and still be successful with present structure in the company. Everything needs to be changed from time to time in order to maintain achievements. Our report is going to look at how organizational structure will be affected by Google’s presumable growth. We will discuss if any variations should be made, and if the company’s culture will assist or not in its potential growth. Each of us has an opinion whether of not something needs to be changed to improve Google’s future prospects. However all of us believe that some changes should take place. Therefore, we have come up with several suggestions. Google’s future growth To what extend is their organizational culture going to facilitate/constrain their future growth? Corporate Culture is defined as „A blend of values, beliefs, taboos, symbols, rituals and myths all companies develop over time†[1]. Google’s organizational culture has gone through a couple of changes. According to an article from â€Å"The Economist†, Google has a product developm ent system that was working in an informal way, which was working fine when Google was still in the beginning phase of what it has become oday. â€Å"But now that it is a giant with 20,000 employees, the firm risks stifling potential money-spinners with a burgeoning bureaucracy†. [2] So is their way of operating still applicable when the corporation is expanding at this rate? Let us identify the pro’s and cons if Google sticks to its organizational culture as it is. 2. 1 Organizational Culture: Facilitating Aspects The case study has informed us that all engineers are given twenty percent of their time to work on their own ideas. The organizational culture has been working very well over the last years where employees’ morale has been uplifted and gave them flexibility which always resulted positively. We have taken the liberty to compare Google’s current organizational culture with Mr. Abraham Maslow’s principles of human needs, to identify the positive aspects of Google’s work environment as it is. [pic] Figure 1: Maslow’s Hierarchy of Needs Source; http://stanleybronstein. com/blog/maslow. jpg Basic needs such as the physiological and safety, should be assured in every company to ensure the minimum level of motivation an satisfaction of employees. Nevertheless, Google’s human resource management and organizational culture try to encourage their workforce to achieve the next level of needs. The Love/Belonging needs could be enabled through their activity facilities and generous dining area so employees from different departments can exchange their ideas and talk about their work or private life. Maslow has identified that the need of self-esteem and confidence are very important for a person after obtaining the first three needs of its Hierarchy. One of the elements that builds up esteem is the recruitment process that Google executes. Due to this very unique process which includes several tough steps of selection procedures, people who have made it through felt a self fulfilling emotion of achievement. Finally, and probably one of the most important steps in the hierarchy is self-actualization. Google’s corporate culture enables its employees to be creative and independent, therefore allowing more flexibility which increases self-actualization. In short, Google Inc. definitely meets the standards that Maslow set out for the hierarchy of human needs. The way Google’s organizational culture has operated for the last years seemed to have worked just fine, and some might argue that having the attitude of a ‘start-up’ business within a giant corporation could be the reason for all the success. Should the organizational culture keep its structure and identity as it is? 2. 2 Organizational Culture: Constraining Aspects Despite the organizational culture’s positive aspects, analysts fear that this way of structure will soon face its limit if Google keeps expanding at this exponential growth rate. From an external point of view, Google is kind of following the life cycle Microsoft has experienced when they were getting bigger and bigger. During the 80’s and 90’s, Microsoft became dominant in its field of goods and products and were accused by rivals for acting like a monopoly. No anti-trust bodies are on Google’s doorstep yet and surveys have shown that Google has the goodwill for its customers. Nevertheless Greg Sterling, head of a research agency specializing in internet companies claims, Google has an image problem. He states: ‘In the industry, around Wall Street and in Silicon Valley, there is a perception that Google is the Microsoft of the internet. It has to do with power, of course. In simple terms, Google has become a victim of its own success. ‘[3] Internally, the Google corporation is about to suffer as well. Their ‘small business' style of operating gets in the way when the company is expanding at this growth rate. Because the company has more than 20,000 people now the efficiency in work as well as the innovative product launching is more difficult to control in this work format. Because of this lack of control, employee dissatisfaction has slowly arisen and is growing throughout the Google industry. Former employees have said that they feel „disposable and easily replaced by their managersâ€Å". [4] When you change the flexible organizational structure into a more controlled work environment, you might risk employees disagreeing with the sudden change in management style and as a consequence creativity, motivation and morale will decrease. Brockett (2008) quotes that there is no specific talent programme at Google. But they have difficulties in motivating their programmers to take over managing functions. Since they love their job so much they are not very willing to spent time on managing others. [5] Product manager Robert Kniaz stated „it has become harder to keep the same level of excitement you had when it’s you and your friends working late at nightâ€Å". Even though they have a team that’s developing policies for Google to be run as a corporation instead of a small business, Google fears that these policies might take away the creativity as well as the flexibility from the employee. [6] Google’s organizational culture has to adapt to the company’s growth. Yet, changing a pattern is difficult and could raise issues. 3 Recommendations The nature of Google’s mission combined with their organizational culture makes expansion rather inevitable. We do not believe Google’s successful track record of increasing net earnings each year and the stimulated self-directed employees are just a coincidence. Our opinion and recommendation is based on our belief that Google’s unique corporate culture clearly affects the financial success of the corporation, but as expansion takes over there are necessary changes Google must make to ensure continual success. Our recommendation is as follows: Google should introduce a bureaucratic system of communication while maintaining their underlying values of universalism, stimulation, and self-direction. Prior to 2005, Google had been rightfully criticized for being arrogant and disorganized, but as Google expanded it did become more structured[7]. During this structural change, Google sustained its ‘small business’ attitude (small teams, open communication policy, informal atmosphere, and idea sharing). Now, four years later and nearly 15,000 more employees, Google is losing their ‘small business’ mentality. As the business grows, so do the complexities. Complexities always add an element of difficulty and involvedness, which makes the need for clear and cut bureaucratic organization and communication system deemed very necessary. Team Leaders To keep teams working efficiently internally and externally we recommend Google to institute a ‘team leader’ into each team. This person is someone who is already part of the team and exhibits superior organizational and management skills. This person will serve as a liaison between the team and the team’s project manager. The team leader will ensure short-term goals and deadlines are being met. Progress reports Once per week, team members will answer a series of questions pertaining to the specifics of what they have accomplished in the past week. This is to ensure there is no overlap or communication gap in current projects. The team leader will analyze each document and valid elements will then be brought to the attention of the project manager. This step is to ensure important but possibility over sighted details to not get left out when the project managers have meetings. Progress reports will aid in catching the good idea and catching the ideas to drop before too many resources have been poured into them. Since Google is comprised of so many creative and innovative people, many bureaucratic systems get pushed to the way side because they are seen as inhibitors. A bureaucratic system of communication will increase efficiency with the company while still being able to hold true to it core value system. 4 References †¢ [email  protected] â€Å"Term definition: Corporate Culture† Entrepreneur. com,  ©2009 †¢ [email  protected] â€Å"Creative Tension† The Economist, September 17, 2009 †¢ [email  protected] WACHMAN, R. â€Å"Google's expansion is coming at a price: it's losing its popularity†, The Observer 25th March 2007 †¢ [email  protected] MONTALBANO, E. , â€Å"Growing pains for Google†, Computerworld 20th October 2008 †¢ [email  protected] MONTALBANO, E. , â€Å"Growing pains for Googl e†, Computerworld 20th October 2008 †¢ [email  protected] MRIDU, V. , 2006. â€Å"Google’s HR Dilemma†, ICFAI Business School, Pune, Pg. 5 †¢ [email  protected] BROCKETT, J. , 2008. Finders keepers, People Management magazine, published 18 September 2008 5 Table of Figures Figure 1: Maslow’s Hierarchy of Needs,†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 ———————– 1] â€Å"Term definition: Corporate Culture† Entrepreneur. com,  ©2009 [2] â€Å"Creative Tension† The Economist September 17, 2009 [3] Wachman, Richard, â€Å"Google's expansion is coming at a price: it's losing its popularity†, The Observer 25th March 2007 [4] Montalbano, Elizabeth, â€Å"Growing pains for Google†, Computerworld 20th October 2008 [5] Brockett, J. , 2008. Finders keepers, People Management magazine, publish ed 18 Sept. 2008 [6] Montalbano, Elizabeth, â€Å"Growing pains for Google†, Computerworld 20th October 2008 [7] Mridu Verma â€Å"Google’s HR Dilemma† 2006, ICFAI Business School, Pune, Pg. 5

The Effect Of The Halo Effect - 1319 Words

According to social psychologists, 30 seconds is how long it takes for someone meeting you for the first time to form a list of determinations about your character and abilities. In 30 seconds, people form impressions of you based almost entirely on what they see – your clothes, hairstyle, smile, how you carry yourself, and the rest of your nonverbal communications. Appearances do count. These quick impressions can also be lasting ones. Psychologists call it the â€Å"halo effect.† (â€Å"Appearances and First,† 2011) The Halo Effect is the idea that global evaluations about a person (e.g. she is likeable) bleed over into judgements about their specific traits (e.g. she is intelligent). It was deemed the â€Å"halo effect† because our perception of others also creates a perception of a halo above their heads. People often only perceive what they want to perceive. An example of this affect is the obsession that some people have with celebrities. Because most Hollywood stars are attractive, we often associate other likable traits with them such as friendliness and intelligence. An experiment done by two professors at The University of Virginia, Richard Nisbett and Timothy Wilson, shows the effects of the halo effect. Nisbett and Wilson s experiment aimed to address and find an answer to the question regarding people s awareness of the halo effect. The researchers believe that people have little awareness of the nature of the halo effect, and that it influences their judgments andShow MoreRela tedHalo Effect : The Halo Effect821 Words   |  4 Pagesare constantly in motion to perceive others based on our own biases. In the field of Psychological Science, most researchers identified this manifestation as the What is Beautiful is Good Effect. To be more precise, most researchers try to engage and analysis an element of this they listed as the The Halo Effect. Both of these iconic ordeals factors into what the reality of beautiful truly is, or appears to be. How are these relatively abstract concepts exactly defined? One rather commonRead MoreThe Halo Effect Essay1249 Words   |  5 PagesThis idealization of thinness is also associated with one of our readings from Watts on fairness and justice. The halo effect is extremely similar to TV’s depiction of extremely thin women being often successful and happy. This effect emphasizes that people who are seen as attractive are often tied to other positive characteristics like being smart, wealthy, or friendly (Watts, 2011). This is definitely true in the media because people put so much importance on being attractive and often value peopleRead MoreThe Halo Effect And Stereotyping1567 Words   |  7 Pageson our personal experience. Perception shortcuts are tools that allow people to judge someone quickly and provide data for making decisions, but are sometimes incorrect and result in distortions. Two of these shortcuts are the halo effect and stereotyping. The halo effect is chara cterized by impressions and based on a single trait. Stereotyping, entails that someone would believe every person in a particular group is the same. Most often we would refer to these as judging a book by its cover; decisionsRead MoreHalo Effect Essay2917 Words   |  12 PagesThe halo effect refers to a bias whereby the perception of a positive trait in a person or product positively influences further judgments about traits of that person or products by the same manufacturer. One of the more common halo effects is the judgment that a good looking person is intelligent and amiable. There is also a reverse halo effect whereby perception of a negative or undesirable trait in individuals, brands, or other things influences further negative judgments about the traits ofRead More halo effect and recency effect Essay491 Words   |  2 Pagesconducting my research for this training are as follows: Ønbsp;nbsp;nbsp;nbsp;nbsp;The â€Å"halo effect† which as the name implies causes supervisors to only see the â€Å"angel† in an employee and blinds them by ignoring smaller problem areas that require growth and development.nbsp;nbsp;nbsp;nbsp;nbsp;(San Joaquin County Human Resources Division, 2002) Ønbsp;nbsp;nbsp;nbsp;nbsp;The â€Å"comparing employees effect† evaluates one employee to another employee without considering the different tasks theyRead MoreThe Halo Effect On Job Prospects1462 Words   |  6 Pagespeoples perception is caused by the Halo effect, this is a cognitive bias of ones impression on that person. This bias can influences the individual’s behaviour and cause judgments taken apron that person. Also known as the â€Å"physical attractiveness stereotype† and the what is beautiful is good. The halo effect refers to how people are rated by their attractiveness of individuals more for their personality and their traits and characteristics. The Halo effect is also used to describe an impressionRead MoreEssay Meaning and influences of The Halo Effect962 Words   |  4 PagesIf it is, you would need to know what the Halo effect is. This effect consists in making good judgments about a person base on one of his or her character ´s aspec t. To make clear, who have never listen or think that beautiful people are smart, or that people who wear glasses are nerds. I am pretty sure that you have criticized someone by using some of these statements. Therefore, you have used the Halo Effect to draw conclusions about a person. This effect can be present in different aspects of ourRead MoreHalo Effect Of Attractiveness On Altruistic Behaviors907 Words   |  4 PagesHalo Effect of Attractiveness on Altruistic Behaviors 1. Introduction/Overview a. The current study of research seeks to identify the effects of an individual’s physical appearance on the altruistic behaviors of strangers. b. Those who are considered physically attractive by societal norms are often stereotyped as highly intelligent individuals who have positive characteristics. However, those who are considered unattractive are often stereotyped as unintelligent disagreeable individuals. cRead MoreMisunderstanding The Nature Of Company Performance : The Halo Effect And Other Business Delusions1148 Words   |  5 PagesPerformance: The Halo Effect and Other Business Delusions by Phil Rosenzweig. The research processes that have been completed on business performances over the years, and the strengths and weaknesses of the types of data used will be discussed. The Halo Effect will be evaluated, and examples from my career will be given to help with understanding the topic at hand. I will give thoughts, ideas, and solutions I plan to adapt and work on in my career to help avoid the Halo Effect in my daily life andRead MoreApple Re Entering The Corporate Market Via The Iphone And Ipad Halo Effect1414 Words   |  6 Pagesabout. Having taught customers to use touch gestures, Apple is now going to teach us how to speak to computers (almost unavoidably, in a specific Apple dialect of speech interaction). Apple Re-entering the Corporate Market via the iPhone and iPad Halo Effect In recent years a large part of Apple s strategy seems focused on the Corporate marketplace. The company is careful to maintain its brand values as it engages with corporations: it positions itself as facilitating the use of the individual s