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).