Week 10 EOC: My Plans

Now that I have successfully completed Human Resource Management I have a clear understanding of the importance of such department. I manifest my future as a Chief Content Officer or an Art Director for a fashion publication, luxury brand or content marketing agency. I enjoy developing content that will engage current and potential customers to drive them to become activist for the work I produce and the brand that I stand by. Currently I am the Content Marketing Manager behind the web startup Haus ofUnicorn that provides fashion news updates and now extending my wardrobe styling services for photo shoots/special events, and personal shopping/image consulting on a contracted basis. We are also in the process of launching an online store to purchase the goods that were styled in certain photo shoots, logo printed gear and handmade skirts and dresses that are designed personally by Avery Simone and handcrafted by Meliza Bautista. I know this might sound weird after reading all of that but I have no desires or intentions in becoming an entrepreneur, I would like to become an intrapreneur for a company or brand where my talents will flourish. “College students are always looking for part-time work; many look for an environment that promotes intrapreneurship, working within a company in an entrepreneurial capacity, using their creativity and skills. These skills include: leadership, passion, determination, coaching/conflict management, ability to manage time wisely, dependability, and flexibility” (Granger, Michele M., Tina Sterling. Fashion Entrepreneurship: Retail Business Planning, 2^nd Edition. Fairchild Books USA, 2/2011. Pg. 9/191/204. VitalSource Bookshelf Online). For the next two years I will be building and growing my brand to its highest potential with the use of the skills I am learning in college from my talented instructors at the Art Institute of Las Vegas. Once I am approaching graduation I will have a popular and stable business to present in front of potential employers whether I am flying to New York for an interview or at graduation/portfolio show I will be ready fulfill my intrapreneur dreams.      

Week 9 EOC: The Apartment

In the movie The Apartment it was clear there was no zero- tolerance harassment program used in this particular work environment. There were all types of harassment going on in this movie mainly sexual harassment and work place harassment amongst the male and female employees. Some of the male employees that were on the executive level are guilty of quid pro quo toward their fellow male employee of a much lower level than the executives. His superiors were using his apartment to have affairs with women that they work with in exchange he will move up quickly in the company, which h did in only four months. “Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment. The reason is that even mild forms of harassment that go unchecked can disrupt an operation through decreased morale and productivity and increased employee turnover” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 355. Wiley, 02/2008. VitalSource Bookshelf Online). The man that was in charge of everyone was guilty of having sexual relationships with women that worked closely with him as an assistant or women that worked in other parts of the company. These relationships lead to unnecessary firing and secretly listening to the boss’s conversations. “In all cases, a company will be held liable for a hostile work environment created by its workers if it knew (or should have known) that the harassment was occurring and it did not take reasonable action to stop it” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 353. Wiley, 02/2008. VitalSource Bookshelf Online). There also was a male employee that slapped the elevator woman on the butt which she should have reported to human resources. The man then proceeded to make sexual comments about the woman and other female employees which should have been reported by the male employee he was talking to but he was currently receiving quid pro quo harassment from him so he can move up in the company. “Managers should use zero-tolerance harassment policies to take action even for offensive conduct that does not meet the legal standard of a harassing environment. The reason is that even mild forms of harassment that go unchecked can disrupt an operation through decreased morale and productivity and increased employee turnover” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 355. Wiley, 02/2008. VitalSource Bookshelf Online).  

Week 8 EOC: 9 to 5

While watching the film 9 to 5 I noticed a lot of unethical behavior by both men and women throughout the movie. I recorded well over thirty cases of sexual harassment, misuse of the progressive disciplinary program, and inappropriate language used in the office. There were a lot of moments in the movie where one female employee was consistently sexually harassed by her male boss; he was guilty of giving her gifts, touching her inappropriately, and most of all quid pro quo sexual harassment. “From a legal perspective, if harassment is established under the quid pro quo version, the employer automatically is liable and will be held accountable for whether or not steps were taken to correct the situation…an employer's liability in a hostile work environment case must be established by showing not only that the harassment occurred, but also that the employer did not take appropriate action to stop it” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 351. Wiley, 02/2008. VitalSource Bookshelf Online). During the movie a woman was fired on the spot based on something his “assistant” heard in the bathroom while the woman and a coworker were talking. On top of that they had a security guard escort to woman from her desk which was completely unnecessary, it was clear the progressive disciplinary program was not used at all. “A commonly used four-step progressive disciplinary includes documented oral warning, written warning, suspension, and dismissal” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 311. Wiley, 02/2008. VitalSource Bookshelf Online). When other employees are speaking bad about other employees, blatantly taking credit for someone else’s work, threatening others, and not promoting someone because they are a woman can all cause psychological problems with employees. “Psychological harassment. This is humiliating or abusive behavior that lowers a person's self-esteem or causes them torment. This can take the form of verbal comments, actions, or gestures” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 339. Wiley, 02/2008. VitalSource Bookshelf Online).

Week 7 EOC: Profile Statement

High energy, outgoing, colorful Content Manager of a web startup, I deliver out-of-the box concepts, dynamic visuals and innovative strategies for online and print publications. Driven to lead my team to their highest potential, watch the company grow and expand customer base.

Innovative Content Manager of a successful web startup. Showcasing my styling capabilities and the versatility of trends within the industry. I have four years of professional experience in content marketing management along with three years working in retail operations.

Well versed Content Manager in digital writing and designing for web and print based editorial publications. Strong understanding of strategic communications planning, online marketing, social media, and creative process for a wide range of products and services.  

Week 6 EOC: Art Director Job Analysis

What is an Art Director? They play an essential role in the marketing, creative, communications, fashion and digital departments. They are responsible for leading their team, developing creative guidelines and directing creative work, including print collateral, websites, email campaigns, television and radio advertising and many related tasks. Art Directors also must be great leaders with the ability to maximize the talents of them teams. “It is important that persons make ethical decisions in their personal lives, but the practice of business ethics is of important concern to hospitality mangers” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 159. Wiley, 02/2008.

Art Director Amazon Fashion

Job Description

Amazon Fashion is a one-stop destination including clothing, shoes, jewelry and watches from iconic brands like Levi’s and Pendleton to contemporary designers like Rebecca Minkoff and Tracy Reese. We offer customers an unprecedented range of quality products.
Amazon Fashion is experiencing explosive growth and, as such, we're seeking entrepreneurial professionals to help build the next iteration in fashion ecommerce. These customer-obsessed, style-enthusiasts will have the opportunity to accelerate Amazon’s growth in online fashion providing our millions of customer’s access to top brands, products and insider content and creating the most sought-after shopping experience in the industry.
The Amazon Fashion team is looking for an exceptional Art Director – one who loves thinking conceptually, creating original solutions, and collaborating with a passionate team and is eager to work hard, have fun, and make history. The successful candidate will have a proven ability to motivate through vision and dedication to excellence, demonstrated success translating business goals to an inspiring creative direction and world-class design and, while always starting with the customer, an ability to think strategically and critically in order to create an inspiring shopping experience.

Responsibilities

• Evolve our creative positioning (graphic look and feel, voice, photography requirements, etc.) that will extend both to the website and to offline marketing activities. Develop this into a visual brand framework that will serve as guidance for all future creative initiatives.
• Create world-class, beautiful layouts and visuals that support and reinforce this vision and our business objectives; partner with the Amazon Fashion business/marketing teams to ensure that designs meet brand and business objectives.
• Work from creative briefs to translate merchandising and marketing strategies to creative execution.
• Follow market trends and apply a keen understanding of the apparel marketplace to make decisions that will maximize the effectiveness of creative; keep abreast of trends and directions in promotion and creative that will keep Amazon Fashion on the leading edge.
• Act as the internal champion and owner of the Amazon Fashion Brand.
• Manage creative for on-site, e-mail, online advertising, and occasionally print.
• Understand and respond to promotion performance data, steering the strategy of future creative directions.
• Hire, manage and mentor an effective team of graphic designers.
• Develop budgets and timelines, allocating appropriate resources to projects.
• Manage Amazon Fashion’s graphics creation, securing and managing external resources (e.g. freelancers, contractors and vendors) when necessary.
• Contribute to the overall Softlines visual experience and functionality (desktop and mobile).
• Manage and lead creative reviews and presentations, as well as seasonal planning and special initiatives/projects meetings. Successfully able to present to senior management (VP-level and above), influencing business and creative decisions and direction.
• Establish and maintain a business rhythm by conducting reviews and meetings on a regular basis.
• Provide Photo Art Direction on set; bringing experience with product photo shoots and how to effectively direct a crew from start to finish. Direct the photography sessions including lighting, attitude, mood, styling, etc.

Basic Qualifications

• 7-10+ years of relevant professional experience
• Bachelor’s degree in Fine Arts/Graphic Design/Visual Communications/Advertising or commensurate experience.

Preferred Qualifications

• Background in fashion marketing design or fashion retail desired.
• Knowledge of information architecture, usability, and UI Design strongly desired.
• Knowledge and experience with rich media advertisement creation strongly desired.
• A remarkable portfolio that demonstrates your ability to turn ideas into a strong creative vision.
• A proven ability to work cross-team and synthesize feedback and input from merchants, marketers, copywriters, and product teams.
• Unwavering attention to detail and an acute awareness that everything counts.
• Relentless desire for innovation, balanced with business and user interaction priorities.
• Demonstrated business acumen and customer-centricity.
• Expert understanding of the web production process; familiarity with post-production retouching and at least a working knowledge of the printing process.
• Desire and ability to work in a fast-paced online environment.
• Highly developed written/verbal communication skills and collaborative skills.
• Proficiency with HTML, CSS and JavaScript desired.

(https://us-amazon.icims.com/jobs/306033/art-director-amazon-fashion/job?iis=Job+Posting&iisn=Indeed+%28Free+Posting%29&mobile=false&width=1879&height=1200&bga=true&needsRedirect=false&jan1offset=-480&jun1offset=-420)

The benefits of having an In-House Art Director would include but not limited to; Consistency, Creativity, Passionate, and Energetic. “Directors also must be great leaders with the ability to maximize the talents of their teams…Thus, you’ll need to be an expert in all facets of the creative process — and the creative industry — in order to produce the best work” (http://www.paladinstaff.com/). The benefits of being an Art Director is you get to be a lead and motivate of a team that is made up of highly skilled different individuals and create work that you believe in and your team feels your passion so they execute their responsibilities to the best of their abilities so the final product comes out just right. This position has a great salary to go along with the job ranging from $93,435-$242,999 a year this depends on the company you work for and what type of industry you are in.

Week 4 BOC: Employee Recruitment and Selection

In my opinion I believe in following the guidelines that represent the company when it comes to physical attractiveness during the recruiting process. The physical identity of your employees is very important to the company and securing and keeping an adequate customer base. “That is why employee recruitment and selection efforts are so critical to the long-term success of every hospitality business and to all of the hospitality managers who direct their operation’s recruitment and selection process” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). When customers see an employee with poor hygiene that can stop a customer from doing business or they will just make a complaint against the business which can hurt the company in many different ways. During the hiring process it’s important to pay attention to any visible tattoos, scars and personal hygiene these factors are important when considering someone for employment. “Our people are our greatest asset” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). When a company has an image to protect and a standard to adhere to this is why the recruiting process must pay attention to controllable and uncontrollable factors. “Employee recruiting and selection are the first two essential steps taken by businesses to identify and choose the right employees, with the right qualifications, to serve their customers” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). 

Week 3 BOC: Policies and Procedures

Understanding employee policies and workplace fairness is vital to industries including hospitality. When an employee feels discrimination or unfairness in the work place they need assistance to challenge policies and fight for worker rights. Web sites such as Workplace Fairness are sponsored by the National Employment Lawyers Association because they assist workers with unfair business practices or misuse of a legal policy they might occur during their employment with a company. “A policy or action that is perfectly legal must still be applies in a legally coherent (fair) manner, or the cuts will simply not support its use” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Wiley, 02/2008. Pg. 66. VitalSource Bookshelf Online). Some of the services that are offered on Workplace Fairness’s website include but are not limited to; attorney database, career center, unpaid wages/wage and hour problems, unions and collective action. The Workplace Fairness’ Mission is to, “Educate workers, employers and legal services and community organizations, foster a community of advocates who believe that fairness works, and promote the fair treatment of workers through public policy” (http://www.workplacefairness.org/aboutwf).  While in the work place you may occur some unlawful employee treatment when it comes to benefits and leaves, termination and unemployment, discrimination, harassment and other workplace problems. When employees experience these problem with a company or any unlawful business practice they have Workplace Fairness as a resource to understand their rights and fight in court. Hospitality managers can best address these issues by the policies and procedures documentation and record keeping. “Most hospitality managers would also agree that it is critical for large, multiunit operators to have well-documented employee-related policies and procedures in place, despite the enormity of the task” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Wiley, 02/2008. Pg. 90. VitalSource Bookshelf Online).