Atmospheric Aromatherapy The Smell of Rain

Many people claim they can smell a storm coming (meaning they can sense when bad luck is headed their way), but did you know that this weather expression also has literal meaning? Its true, there are some kinds of weather that actually do produce a unique smell, and were not just talking the smell of flowers in spring.  Based on personal accounts, here are some of the weathers recurring aromas, plus, the scientific reason behind them.   When Rainstorms Wet Dry Earth Rainfall is one of natures most  soothing sounds, but its also behind one of the weathers most pleasing smells. Described as an  earthy scent, petrichor is  the aroma that arises when raindrops fall onto the dry soil. But, contrary to belief, it isnt the rainwater that youre smelling. During dry spells, certain plants secrete oils that become attached to the soil, rocks, and pavement surfaces. When it rains, the falling water disturbs these molecules and the oils are released into the air along with another soil inhabitant;  a naturally occurring chemical called  geosmin  thats  produced by fungi-like bacteria.   Had a recent rainstorm, but didnt have the  lingering petrichor afterward? How strong the scent will depend on several things, including how long its been since the last rainfall and  rainfall  intensity. The longer the geosmin and plant oils are allowed to accumulate during periods of dry weather, the stronger the scent will be. Also, the lighter the rain shower, the stronger the petrichor scent, since lighter rains allow more time for the grounds scent-carrying aerosols to float. (Heavier rains keep them from rising up as much into the air, which means less smell.)  Ã‚  Ã‚  Ã‚   Chlorinated Clashes of Lightning If youve ever experienced a lightning strike thats too-close-for-comfort or stood outdoors just before or after a thunderstorm, you may have caught a whiff of another rain-related scent;  ozone (O3). The word ozone comes from the Greek  ozein  meaning to smell, and is a nod to ozones  strong odor, which is described as a cross between chlorine and burning chemicals. The smell doesnt come from the thunderstorm itself, but rather, the storms lightning. As a bolt of lightning travels through the atmosphere, its electrical charge splits airs nitrogen (N2) and oxygen (O2) molecules apart into separate atoms. Some of the lone nitrogen and oxygen atoms recombine to form nitrous oxide (N2O), while the leftover oxygen atom combines with an oxygen molecule in the surrounding air to produce  ozone. Once created, a storms downdrafts can carry the ozone from higher altitudes to nose level, which is why youll sometimes experience this smell before it starts storming or after the storm has passed.  Ã‚   Unscented Snow Despite some peoples claims that they can smell snow, scientists arent entirely convinced. According to olfactory scientists like Pamela Dalton of Philadelphias Monell Chemical Senses Center, the smell of cold and snow isnt so much about a particular smell, its more about the absence of smells, as well as the noses ability to sense that air is cold and moist enough for the weather to possibly turn snowy. Were not as sensitive to odors in winter... and odors arent as available to be smelled, Dalton says. Not only do smells not waft as easily when air is cold, but our noses dont work as well. The smelling receptors within our noses bury themselves more deeply within our nose, likely as a protective response against the colder, drier air. However, when cold air becomes more humid (as it does before a snowstorm), the sense of smell would sharpen ever so slightly. Its possible that we humans link this small change in smell  to an oncoming snowstorm and hence, why we say we can smell snow. Crisp, Clean Autumn Air Like winter, autumns crisp, clean smell is partially thanks to the drop in air temperature which suppresses strong odors. But another contributor is  autumns hallmark symbol; its foliage. Although leaf peepers are disappointed  when falls brilliant crimsons and golds fade to grayish-brown, this is when leaves take on their sweetest smell. During the autumn season, a  trees cells begin the process of sealing off its leaves in preparation for winter. (During winter, temperatures are too cold, sunlight too dim, and water too scarce and susceptible to freezing to support growth.) A corky barrier is formed between each branch and each leaf stem. This cellular membrane blocks the flow of nutrients into the leaf.  As leaves are sealed off from the rest of the tree and lose moisture and nutrients they begin  drying out and are further dried by autumns sun and lower humidity. When they fall to the ground, they begin to decay; that is, theyre broken down into essential nutrients. Also, when leaves are brown it means theyre carbon-rich. The dry, decomposition process gives off a mildly sweet, almost floral-like aroma.   Wondering why the leaves in your yard dont smell as sweet in other seasons? Its largely because theyre full of moisture and are  nitrogen-rich. An abundance of moisture, nitrogen, and improper aeration generates pungent, rather than sweet, odors.   Tornadoes Terrible Sulphur Scent Most of us are familiar with the sound a tornado makes, but what about its accompanying smell? According to a number of storm chasers, including the late Tim Samaras, the air sometimes smells of a mix of sulfur and burning wood (like a freshly lit  match) during a tornado. Researchers havent determined why this is a recurring smell with observers. It could be from broken natural gas or sewage lines, but no one knows for sure.  Ã‚   In addition to sulfur, others report  the smell of fresh-cut grass during a tornado, likely as a result of tornado debris tearing tree limbs and leaves, and of the storm itself uprooting trees and turf. Which smell you get depends on how close you are to the tornado, how strong of a twister it is, and what objects  it destroys.  Ã‚  Ã‚   Eau de Exhaust   Temperature inversions are another weather phenomenon linked to atmospheric odors,  but rather than trigger a certain smell, they exacerbate odors that are already airborne. Under normal circumstances, air temperature decreases as you move from the ground up.  However, under an inversion, this is reversed and air near the ground cools faster than that a few hundred feet above it.  This setup of relatively warm air overlying cooler air means the atmosphere is in a stable configuration, which, in turn, means there are little wind and mixing of air. As the air sits motionless and stagnant, exhaust, smoke, and other pollutants build up near the surface and hang in the air we breathe. If youve ever been under an  air quality alert in summer, an inversion (and the presence of high pressure domed over the region) is likely the cause.   Similarly, fog can sometimes hold a light smoky smell. If gasses or dirt particles are suspended in the air and weather conditions are right for moisture to condense onto them, these pollutants essentially dissolve into the water droplets and are suspended in the air for your nose to breathe them in. (Such an event is different from smog, which is a dry cloud of smoke that hangs in the air like a thick fog.)   Your Nose vs. Your Forecast   While being able to smell the weather may mean your  olfactory system is as acute as they come, take care not to depend solely on your sense of smell when sensing your weather risk. When it comes to forecasting approaching weather, meteorologists are still a nose above the rest.

Code of Ethics ( Automobile Industry ) Free Essays

Subject: Business Ethics Project: ONZAA Automobiles Dated: 20/04/2012 Submitted To: Sir Assad Submitted By: Muhammad Naeem ( 068 ) Muhammad Adeel Kahlid ( 021 ) Adil Farooq ( 039 ) Umar Sadiq ( 041 ) Muhammad Ziad Iftikhar ( 032 ) Department:Management Table of contents 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‚¬ ¦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‚¬ ¦05 Guiding Principles at ONZAA†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 What is the â€Å"ONZAA Code of Conduct†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‚¬ ¦07 ONZAA AND US†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. We will write a custom essay sample on Code of Ethics ( Automobile Industry ) or any similar topic only for you Order Now . 08 OUR ACTIVITIES IN THE COMPANY†¦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‚¬ ¦.. 09 1. Compliance with laws and regulations†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 2. Use and Management of Assets and Confidential Matters†¦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 3. Insider trading†¦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‚¬ ¦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 4. Activities promoting safety†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 5. Environmental preservation activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 6. Research and Development Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 7. Production and Distribution Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 8. Sales Activities†¦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‚¬ ¦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‚¬ ¦.. 12 9. Overseas Business Activities†¦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¢ € ¦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‚¬ ¦.. 13 10. Profitability Enhancement Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 SOCIETY AND US†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 1. Corporate Communication Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 2. Philanthropy and Community Relationsâ € ¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 3. Corporate Communication Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 4. Shareholder Relations†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 5. Political and Religious Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 6. Government Relations†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 7. Traffic Safety Education Activities†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 8. Disaster Prevention and Crime Prevention Activities†¦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‚¬ ¦. 16 With Our Business Partners†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 1. Social Responsibility†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 2. Sustainable Relationships†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 3. Global Procurement†¦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‚¬ ¦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‚¬ ¦. 17 4. Business Continuity Plan†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 17 Integrity in the Workplace†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 Fair Treatment and Respect†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 1. Equal Employment Opportunity †¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 2. Health and Safety †¦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‚¬ ¦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‚¬ ¦18 Accurate Information, Records, and Communications†¦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‚¬ ¦19 Treat Everyone with Respect†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 0 Gifts, Favors and Conflicts of Interest†¦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‚¬ ¦. 21 Conclusion†¦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‚¬ ¦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 ‚¬ ¦.. 24 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‚¬ ¦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‚¬ ¦.. 25 Introduction: Since our founding, we have always pursued the development of products that offer superior value and contribute to an affluent lifestyle for our customers. The Suzuki name and our current lineup of products, consisting mostly of motorcycles, automobiles, outboards, electric vehicles, etc. , is respected by many not only domestically, but as a global brand in countries throughout the world. We believe that in order to maintain our business activities and continue to hold the trust and respect, it is important to provide the customer with satisfaction through our valued products, be fairing obeying the rules, and show transparency in free activities as a global corporate citizen. Corporate Social Responsibility (CSR) has become increasingly prominent and as described pre-previously, we fully acknowledge its meaning and importance. Corporate Social Responsibility to Suzuki is providing our customers with products of value and above all, obeying the laws and rules, and acting fair and in good faith. In a word â€Å"Compliance† in its Literal sense. We must maintain the trust of our customers, business partners, investors, local communities, employees and other stakeholders, and build solid relationships through compliance. Our first â€Å"Environmental Report† has been published since 1999. Last year, with the addition of social aspects, we published our â€Å"Environmental and Social Report. From this year we present ONZAA’s CSR Concepts and Activities, in a more comprehensive and systematic format so that more people can read with greater interest. We hope that this report provides the reader with a good opportunity to understand our CSR activities. Guiding Principles at ONZAA 1. Honor the language and spirit of the law of every nation and undertake open and fair corporate activities to be a good corporate citizen of the world. 2. Respect the culture and customs of every nation and contribute to economic and social development through corporate activities in the communities. 3. Dedicate ourselves to providing clean and safe products and to enhancing the quality of life everywhere through all our activities. . Create and develop advanced technologies and provide outstanding products and services that fulfill the needs of customers worldwide. 5. Foster a corporate culture that enhances individual creativity and teamwork value, while honoring mutual trust and respect between labor and management. 6. Pursue growth in harmony with the global community through innovative management. 7. Work with business partners in research and crea tion to achieve stable, long-term growth and mutual benefits, while keeping ourselves open to new partnerships. What is the â€Å"ONZAA Code of Conduct†? Our daily business operations are built on and supported by the corporate philosophy and its Values and methods that have developed through years of diligent effort and passed down from Generation to generation through ONZAA MOTOR CORPORATION and its subsidiaries ( â€Å"ONZAA†). ONZAA US Through our communication and dialogue with the company, we (people working for ONZAA) strive to build and share fundamental value of â€Å"Mutual Trust and Mutual Responsibility†. ONZAA (ONZAA MOTORCORPORATION and its subsidiaries) endeavors to improve its business achievements so that ONZAA can continue to provide employment and air and stable working conditions for each of us. Simultaneously, ONZAA promotes a work environment in which each of us can work in harmonious and dynamic manner. In return, each of us implement the â€Å"ONZAA Code of Conduct â€Å"and endeavor to fulfill our duties with integrity. By fully utilizing our ability and capabilities and cooperating with others working for ONZAA, we continue to improve the business performance of ONZAA. OUR ACTIVITIES IN THE COMPANY Based on a philosophy of â€Å"Customer First†, ONZAA strives to provide attractive products and services that meet the needs of customers worldwide. ONZAA also seeks to achieve the top-level world standard in environmental protection and safety measures. In these regard, ONZAA is unfolding daring plans both domestically and abroad concerning environment and safety, and in relation to research, development, procurement, production, distribution, sales and services. When carrying out our work, each of us should all be aware that our work is linked to all of the business activities of the company. In this regard, ONZAA does not tolerate illegal or criminal acts or acts in violation of the company policy and rules, regardless of whether such acts were motivated â€Å"in the interests of the company† or â€Å"in the interests of the customer†. We should comply with the law and should always act with awareness and responsibility. We should rise to the challenge of solving the many issues that arise, as customer needs diversify and as progress is made in Toyota’s globalization, such as mastering of the world’s most advanced technologies, establishing the world’s most suitable procurement and supply networks, meeting environmental and safety standards, and improving customer satisfaction. 1. Compliance with laws and regulations: ONZAA will comply with applicable laws, internal company policies and rules, abide by sound Social norms, and take appropriate action against any illegal or criminal acts or act in violation of The Company’s policies and rules. ONZAA will not make any exceptions to this commitment, regardless of whether an unlawful act is motivated â€Å"in the interests of the company† or â€Å"in the interests of the customer†, or carried out under the instructions of one’s superior. We should implement the â€Å"ONZAA Code of Conduct† and make a commitment to comply with applicable laws, as well as internal company policies and rules, and to abide by sound social norms in all aspects of our work. 2. Use and Management of Assets and Confidential Matters: Ensuring asset maintenance and confidentiality management ONZAA possesses a wide variety of tangible and intangible assets that are indispensable and invaluable to its successful business operations. In order for ONZAA to use such assets effectively and at any time during the course of its business activities, ONZAA manages such assets with a firm hand in order to prevent such assets from being lost, stolen or used illegally or wrongfully. ONZAA endeavors to manage and protect confidential information (e. g. , its trade secrets) and tousle such information in an appropriate manner. At the same time, ONZAA does not tolerate the illegal use of another party’s assets or intellectual property or the unauthorized use of another party’s confidential information. We must manage and protect ONZAA’s assets, intellectual property, company secrets (such astride secrets etc. ) and personal information, as well as respect the assets, intellectual property and confidential information of others. 3. Insider trading: ONZAA possesses a large amount of valuable internal (confidential) information and does no tallow people working for it to engage in insider trading, such as using confidential information to buy and/or sell stocks. We must understand that insider trading is clearly not permitted. Not only is it illegal in many countries, but it also destroys the mutual trust that ONZAA has built with its investors, affiliated companies and business partners. Therefore, we shall not engage in or permit any insider trading. 4. Activities promoting safety: For an automotive manufacturing company such as ONZAA, the pursuit of safer vehicles is always one of its main challenges and mission. ONZAA endeavors as a group, in cooperation with our suppliers and dealers, to engage in research and development, design, production, quality control and after-sales services in order to deliver its customers ONZAA and/or Lexus vehicles that display sophisticated safety levels under various conditions and that provide a comfortable experience for drivers. ONZAA will also be actively involved with â€Å"People Education† (i. e. , Driver Education) and with improving the â€Å"Traffic Environment. †We should endeavor to think from the standpoint of our customers and pursue ways to make vehicles safer and offer our customers safety and trust. . Environmental preservation activities: ONZAA has a deep understanding of the necessity of environmental conservation on a global scale. Therefore, ONZAA has decided to â€Å"dedicate ourselves to providing clean and safe products and to enhancing the quality of life everywhere through all our activities† (Guiding Principles 3 ). Furthermore, ONZAA has developed a proactive policy and plans to assure continual improvements in environmental performance in the â€Å"ONZAA Earth Charter† and â€Å"ONZAA Environmental Action Plan†. ONZAA regards environmental issues as one of the company’s major challenges and takes environmental impact into consideration at all life-cycle stages of its vehicles, including development, production, usage and disposal. ONZAA promotes compliance with international environmental standards, implementation of enhanced environmental assessments, and realizing the principle of â€Å"building people and environmentally friendly vehicles† in cooperation with its suppliers, dealers, etc. We must endeavor to attain the highest level of environmental stewardship in each country and area. . Research and Development Activities: Developing vehicles from the standpoint of our customers In order to provide innovative, safe and outstanding high-quality products and services that meet the needs of customers through â€Å"research and innovation†, ONZAA has established research and development centers around the world. These centers are well-staffed with leading innovators and actively cooperate with other ONZAA group companies, as well as universities and research institutes, in order to strongly promote research and evelopment of advanced technologies in various fields. ONZAA does not tolerate research and development that violates any applicable laws or breaches of its agreements with its research and development partners. ONZAA also does not tolerate the illegal or unauthorized use of another party’s intellectual property. Our goal is to develop vehicles from the customers’ perspective and to promote research and development. We respect the views of our research and development partners and seek to cultivate and maintain mutual trust. In addition, we use our best efforts to build a relationship of mutual trust by satisfying our obligations to our partners. We shall be mindful of respecting the intellectual property rights of others when conducting research and development and when realizing production. 7. Production and Distribution Activities: ONZAA endeavors to produce high-quality ONZAA and Lexus vehicles and parts and deliver them in an efficient manner in order to meet customers’ expectations. In order to realize such production and supply goals, ONZAA endeavors to build the â€Å"world’s optimum production network† and a â€Å"global distribution network†. In addition, in order to enhance the global competitiveness of ONZAA and Lexus vehicles, ONZAA developed the Toyota Production System, which continues to evolve according to the characteristics of particular regions of the world and aims to achieve worker and environmentally friendly plants. We endeavor to maintain the safety and quality of products and to comply with laws related to production and distribution. 8. Sales Activities: Winning the trust of customers and dealers Based on the following three ideas, ONZAA strives to build a sales and service structure that meets various customer needs in a timely manner. In order to achieve such structure, ONZAA endeavors to build relationships with dealers based on mutual trust, and to bring mutual growth and support for fair competition and transactions. (a) Philosophy of â€Å"Customer First† Based on a â€Å"Customer First† philosophy, ONZAA strives to create a sale and service structure that promptly responds to the various needs of customer’s world wide. To achieve this, ONZAA develops products that meet customer expectations and implements a marketing strategy and sales style that matches the product profiles and various customer needs. (b) Mutual growth based on mutual trust ONZAA develops and provides attractive product lineups, various styles of dealer showrooms and sales styles, and a meticulous customer and revenue management system. ONZAA does this to contribute to the improvement of sales efficiency and profitability of its dedicated dealers, to build mutual trust and to bring mutual growth. c) Importance of fair market competition ONZAA respects free trade and market competition, implements ambitious sales strategies in order to obtain customer satisfaction and support in various areas of the world, and endeavors to engage in fair competition and transactions. We conduct our sales activities with the above ideas in mind. 9. Overseas Business Activities: To become a global company trusted worldwide ONZAA engages in business w orldwide and many of its activities are conducted outside Japan, including not only manufacturing activities, but also research and development. ONZAA recognizes the ever-changing environment surrounding its business operations, global diversity, the specificity of each local area in terms of its own rules and customs, etc. , and the rapid changes in world political and economic climate. ONZAA respects international rules and laws, as well as the culture, customs and history of local societies. Thus, ONZAA promotes its business activities from â€Å"both a global and local† standpoint so as to contribute to the development of local economies and society. We contribute to expansion of ONZAA’s business overseas by respecting the culture, customs and history of each country, as well as national, regional and international laws and rules. 10. Profitability Enhancement Activities: Building a stronger profit foundation In order to respond to the expectations of investors and society, ONZAA endeavors to perform various measures to improve business management efficiency, achieve sustainable increases in profit and strengthen the foundation of its management and profit. When determining investments or financing for various domestic and overseas projects. SOCIETY US Through its business, ONZAA creates close relationships with society and its stakeholders (customers, shareholders, local communities, etc. ). Based on the basic understanding that â€Å"as a member of society, the company engages in business that contributes to society†, ONZAA operates its business in an open and fair manner. Through active public relations activities, investor relations and philanthropy, ONZAA aims to be a â€Å"good corporate citizen† that is trusted by the international community. ONZAA’s business is expanding rapidly worldwide. ONZAA feels that the support and trust of stakeholders in ONZAA has helped the company realize such expansion, and ONZAA should not forget gratitude towards its stakeholders. Thus, ONZAA will respond strictly with respect to illegal or criminal acts and acts that are not socially acceptable, regardless of whether job-related or whether in private situation. ONZAA also strongly desires that the people working for ONZAA, a company engaged in automotive business, are aware of traffic safety and lead safe and pleasant lives. We support ONZAA’s aim â€Å"to become ‘a good corporate citizen’ that is trusted by the international community†. We strive to communicate openly and fairly with stakeholders, to gain more â€Å"ONZAA fans†, as well as to engage in activities that contribute to society’s sustainable development. We must also act, at all times, including when carrying out our works, in a manner that does not provoke unnecessary misunderstanding or misapprehensions, and to act with humility, honesty, and integrity. Regardless of whether at work or in a private situtation, we should pay careful attention to traffic safety, obtain basic legal knowledge, and be aware of common social protocol. We need to do this so that we can be sensitive to illegal or criminal acts or acts that are against society’s common morals, and take swift and forceful actions against such acts. 1. Corporate Communication Activities: Communicating facts in an accurate and timely fashion Being Open and Fair -In order to become an â€Å"open company† and win the trust of society, ONZAA strives to communicate accurate and timely information to its stakeholders through active public relations and public dialogue, so as to enhance its corporate image and transparency. ONZAA listens to and respects its stakeholders’ criticisms and suggestions, and incorporates these as appropriate into its business. We endeavor to build positive relationships with stakeholders through open and fair communication. 2. Philanthropy and Community Relations: Becoming a corporate citizen trusted by international society -Towards attaining an enriched society and sustainable development, ONZAA, in cooperation with society, strives to effectively use its resources and to engage in activities contributing to society. Such activities are aimed at alleviating societal problems or issues and include initiatives with respect to the â€Å"nurturing of personnel†, the â€Å"environment†, and â€Å"traffic safety†. As a global company, ONZAA contributes to creating a sustainable society from the broad perspective of the future of the earth and humanity. As a good corporate citizen, ONZAA also focuses on local communities and focuses on social issues that each local community faces and endeavors to resolve such social issues. As members of the local community, we will take an interest in and gain awareness of local social issues. Based on such awareness, we will actively take part in philanthropic initiatives such as volunteer activities. 3. Corporate Communication Activities: Communicating facts in an accurate and timely fashion – Being Open and Fair -In order to become an â€Å"open company† and win the trust of society, ONZAA strives to communicate accurate and timely information to its stakeholders through active public relations and public dialogue, so as to enhance its corporate image and transparency. ONZAA listens to and respects its stakeholders’ criticisms and suggestions, and incorporates these as appropriate into its business. We endeavor to build positive relationships with stakeholders through open and fair communication. 4. Shareholder Relations: Respect for shareholders’ benefit In order to respond to the expectations of shareholders and investors worldwide, ONZAA strives to operate its business globally and to enhance corporate value, while achieving stable and long-term growth. ONZAA considers relationships with investors to be important, and through timely and fair investor relationship activities, endeavors to promote understanding of its corporate management and business activities. As for corporate governance, ONZAA strives to enhance the transparency of its management and actively incorporates management -checks conducted by independent parties. We endeavor to contribute, through our work, to ONZAA’s efforts to meet the expectations of its shareholders and investors worldwide. 5. Political and Religious Activities: Moderate participation In the absence of any circumstances of concern (e. g. , such as the possibility that the activity will hinder the conduct of business), ONZAA respects participation in politics by people working for ONZAA and does not, in any way, interfere with individuals’ religious activities. However, these are private activities and, in principle, they cannot be conducted on company premises or in company time. We respect the rights of other people working for ONZAA to participate in political and religious activities in a moderate manner. 6. Government Relations: Maintaining proper and transparent relations ONZAA strives to build transparent and fair relationships with political parties or administrative bodies (government agencies and public officials) and takes appropriate actions to comply with applicable laws and regulations. We maintain healthy and transparent relationships with political and administrative bodies and public officials. 7. Traffic Safety Education Activities: Improve traffic safety awareness of society as a whole In order to help create a safe and comfortable society, in addition to pursuit of safer vehicles, ONZAA actively promotes traffic safety education activities designed for today’s realities. ONZAA strives to enhance traffic safety awareness not only among people working for ONZAA, but within society as a whole. Recognizing the responsibilities of a company engaged in the automobile industry, we abide by traffic rules, and endeavor to be role models by safe driving and actively promoting traffic safety. 8. Disaster Prevention and Crime Prevention Activities: Creation of a safe society ONZAA, in cooperation with the local community, engages in disaster prevention activities and contributes to the recovery of local communities in the event of an actual disaster. ONZAA actively engages in crime prevention activities and the promotion of a safe society. Each one of us will maintain high moral standards and actively participate in the creation of a safe society. With Our Business Partners 1. Social Responsibility: We feel that the highest priority must be placed on our mission statement â€Å"Develop products of superior value by focusing on the customer† when contributing to society. And in creating products of value, it is our belief that the procurement section’s role is to work in mutual cooperation with our business partners so that both parties may prosper. We select our business partners through an impartial procedure based on quality, cost, deadline delivery, and technical development capabilities. And we have an open door policy, which offers the chance of teaming up with ONZAA regardless of size or track record. 2. Sustainable Relationships: In creating trusting relationships with our business partners we hope to build sustainable relationships. And because we feel that mutual communication is an important part of this, we promote the sharing of ideas not only with the top management but also among middle management and project heads, etc. . Global Procurement: We are working to develop stronger global procurement activities by working with global manufacturing bases. Procurement activities in the past were mainly focused on individual bases, but we have shifted to a more global approach to obtain the most suitable parts at competitive prices. This benefits not only ONZAA, but also our business partners who benefit with volume order stability, and also give way to the accumulation of technology. By sharing these merits we can build more confident relationships. 4. Business Continuity Plan: In addition to earthquake-proof reinforcing of individual office buildings, we have started compilation of a business continuity plan (BCP). We also recognize our responsibility to local communities, our business partners and customers for being prepared for large-scale disasters, including earthquakes, and recommend quakeproofing measures to our partners located in areas that are likely to experience heavy damage. We are also prepared to aid our business partners in their recovery if they should fall victim to such disaster. Integrity in the Workplace Fair Treatment and Respect: We hire, promote, train, and pay based on merit, experience, or other work-related criteria. We value the wide range of backgrounds of our employees. Our diversity is a strength in the increasingly diverse marketplace. And we strive to create work environments that accept and tolerate differences while promoting productivity and teamwork. Each of us is responsible for creating and maintaining a productive work environment where the dignity of all employees is respected. 1. Equal Employment Opportunity: ONZAA is committed to equal employment opportunity. ONZAA extends employment opportunities to all qualified applicants and employees and strives to maintain workplace environments free of discrimination, hostility and physical or verbal harassment with respect to age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression, or being a disabled veteran, a veteran of the Vietnam Era, or other covered veterans. ONZAA employees are entitled to a work environment free from conduct that even appears disrespectful. Certain jokes, cartoons, pictures, language, gestures, and touching may offend people and may result in a hostile work environment, which ONZAA does not tolerate. 2. Health and Safety: ONZAA’s overriding priority is to protect the health and safety of each employee. We all have a stake in a healthy, injury-free work environment that protects the health and safety of each employee. We should not compromise any person’s well-being in anything we do. This means following procedures for reducing accident risks, and it means using equipment safely. It means following safe workplace practices ? no exceptions, no shortcuts. It means promptly voicing safety concerns to supervisors, so we can correct situations that may endanger employees. Don’t assume that a safety hazard has been reported – take responsibility for reporting it yourself. ONZAA encourages employees to continue safe practices outside of the office, such as following safe driving practices: wearing your seatbelt; avoiding distractions (cell phones and texting); not driving while impaired; and obeying traffic laws and speed limits. Accurate Information, Records, and Communications Intentionally creating or inserting false or misleading information in any ONZAA financial or other business record is strictly prohibited. Inaccurate information leads to bad decisions by ONZAA. And our customers, suppliers, investors, business partners, communities, and government officials rely on us for accurate information. All business records are to be maintained accurately. Whenever an inaccuracy finds its way into a record, it should be corrected and, where appropriate, the reasons for the correction should be noted. This is also important in engineering records. An inaccurate record is an â€Å"open loop. † We need to â€Å"close the loop† by clarifying and supplementing the â€Å"open loop† record with the accurate data or judgment. We must also ensure that ONZAA’s business records are available to meet the company’s business needs, including legal and tax requirements. That’s why we must comply with ONZAA’s Information Lifecycle Management (ILM) policies in creating, managing, and disposing of all ONZAA records. Be alert to and observe Litigation Holds. These are instructions from the Legal Staff requiring that certain records be retained beyond normal retention periods for legal or compliance reasons. Failure to comply with Litigation Holds can result in serious harm to ONZAA and its employees. It is unlawful to destroy, conceal, alter, or falsify any ONZAA business or other record, document, or object for the purpose of obstructing or influencing any lawsuit or other legal or governmental proceeding or investigation. The ONZAA Information Security Policy and Practices provide guidance on the classification and protection of ONZAA information. The ONZAA ILM policies provide guidance on creating, maintaining, and disposing of all ONZAA records containing ONZAA information, and for the Acceptable Use Practices that govern use of ONZAA information resources. These policies also apply to those third parties, including contract workers, who have access to ONZAA information. Each of us must learn and comply with ONZAA Information Security and Information Lifecycle Management policies and Acceptable Use Practices applicable to our jobs. This includes everything from securing workstations, to keeping passwords secret, and much more. Treat Everyone With Respect Remember that customers, colleagues, supervisors, suppliers and competitors may have access to whatever you post. These individuals reflect a diverse set of customs, values and viewpoints. Offensive, demeaning, abusive or inappropriate remarks are as out-of-place online as they are offline. You are expected to abide by the same standards of behavior both in the workplace and in your social media communications. Be Aware That Your Online Communications Travel Fast, Remain Forever and Are Usually NOT â€Å"Private† There are no secrets on the Internet. Information you may think you have protected as â€Å"private† on some social media sites may be accessed by others. Make sure you will have no regrets about what you said or did online if a reporter, a relative or your manager were to view it. If you are still unclear what actions are considered to be a violation of ONZAA policy, please refer to the Social Media Policy? Whether you are using email, voice mail, or social media channels, never make any illegal, unethical, unauthorized, or disruptive use of ONZAA information systems or equipment. This includes, for example, accessing, transmitting, or storing inappropriate material (e. g. , pornography, depicted nudity, lewd or violent materials, chain letters, sexually oriented jokes or cartoons, or other offensive/demeaning material related to age, race, color, sex, religion, national origin, disability, or sexual orientation). Violations will subject you to disciplinary action up to and including discharge. If you get an inappropriate message, or are confronted with instances of unethical business practices or behavior, report it to your leader, or contact the Aware line. Gifts, Favors and Conflicts of Interest †¢ Do not use your position at the Company to privately enrich yourself or others (such as family or friends). In fact, you should avoid situations that could even look to outsiders as if you are doing something improper. Never ask for a gift or favor from an individual or organization that does business with the Company, or is actively seeking to do business with the Company. †¢ Accept a gift or favor that is freely offered by suppliers, dealers, and others only if it is of nominal value, involves a normal sales promotion, advertising, or publicity, and there is a legitimate business purpose. In the United States, $50 is considered to be nominal value. See your local appendix, or ask your Human resources representative to find out what is considered â€Å"nominal value† in your country. Never accepts any of the following types of gifts or favors from an individual or organization that does business with the Company, or is actively seeking to do business with the Company: – Cash, gift certificates, or a gift of packaged alcohol (including beer or wine) – Tickets to any event, unless the supplier is in attendance and the situation meets all other entertainment limitations – A loan, unless it is from a regular financial institution on normal terms – Discounts on goods or services, unless the supplier makes them generally available to all employees in the Company – Gifts or other donations for parties or social events attended principally by Company personnel (for example, retirement or holiday parties) †¢ Return inappropriate gifts with a polite note explaining the Company’s policy. If it is not possible or practica l for you to return the gift, consult your local Human r resources representative to determine what to do with the gift. †¢ Ask if you are not sure if something is appropriate. You may ask your manager, your local Human resources representative, the office of the General Counsel, or your local legal office. Know and follow Company policies regarding accepting refreshments, entertainment, and other social events associated with your work at the Company: – You may accept refreshments provided by a supplier while attending a business meeting. – You may accept only one meal per quarter per supplier. – You may accept only one meal per week, in total, from all suppliers. – You may accept up to two entertainment events (such as a golf outing, or a sporting, theatrical, or cultural event) per calendar year, per supplier, provided that the supplier is in attendance and the event does not require extensive travel or an overnight stay. Do not attend an event that involves adult entertainment when you are on Company business. †¢ Do not travel on a supplier’s aircraft or vehicle for transportation unless it is an authorized Compan y business trip (such as a trip to a supplier’s plant for a Quality review, or a local social event that complies with the Company’s entertainment policies). Additionally, any travel on a supplier’s aircraft must meet the requirements of directive. †¢ Although you may accept invitations from multiple suppliers, remember that frequent acceptance of gifts or invitations (even if within policy limitations) may create an appearance of impropriety. †¢ You may accept a gift while at a supplier-paid event, as long as the gift is of nominal value. Remember, prizes given out at such events are considered gifts. Therefore, you may not accept a prize of greater than nominal value, even if you win a contest to qualify for the prize. See your local appendix, or ask your Human resources representative to find out what is considered â€Å"nominal value† in your country. †¢ Use good judgment when you are offered gifts or invitations. If there is any doubt whether the conduct is appropriate, you should consult your Human resources represented d o not act on behalf of the Company with an organization in which you or a family member has a financial interest, or which employs a family member or close friend. Do not give preferential treatment, and avoid a situation that would raise the suspicion of preferential treatment. Consult with your management, Human resources representative, or the office of the General Counsel or your local legal office about any questionable situation. †¢ Do not use any nonpublic information gai ned through the Company for your personal advantage, or to enable others to profit from it. For example: – do not profit from a business transaction in which the circumstances indicate that the opportunity belongs to the Company. – do not disclose any Company information outside the Company, including financial, product, or bid information, prior to its authorized release. If you are a salaried employee, obtain prior written approval from the Company for the following circumstances: – Before working or performing services for an organization with which the Company does business – Before becoming a director, officer, or consultant of any other business – For employees who are ll 5 (or its equivalent) or above, before becoming a director, officer, or consultant of a nonprofit or charitable organization (such as the United Way or a disaster relief organization) at the national level, or before accepting a local position (in a similar organization) tha t has high, community-wide visibility †¢ Consult with your local Human r sources’ representative before you act, if you are in doubt about how this policy affects you. I’ve or pay your own way. Conclusion We strive to act with personal and institutional integrity in the workplace, the marketplace, and the communities where we live. We must all understand and apply our values and policies to ensure that we compete – and win – with integrity. Winning with Integrity poses a challenge to each of us. It requires strength of character to act when the easier course would be to ignore the problem. We can all fulfill our responsibilities by: * Following Winning with Integrity, ONZAA’s Code of Conduct; * Raising potential instances of misconduct to leadership; * Giving feedback on problem areas and suggesting improvements to leadership; * Listening to the concerns of customers, co-workers, dealers, and suppliers – and Making sure this information gets proper attention; and * Conducting ourselves with the highest ethical standards. Employees who violate these requirements are subject to disciplinary action that, in the judgment of management, is appropriate to the nature of the violation, which may include termination of employment. Employees may also be subject to civil and criminal penalties if the law has been violated. References 1. http://www. toyota-global. com/company/vision_philosophy/pdf/code_of_conduct. pdf 2. http://www. mitsubishicorp. com/jp/en/about/philosophy/pdf/conduct100624e. pdf 3. http://corporate. ford. com/doc/corporate_conduct_standards. pdf 4. http://www. globalsuzuki. com/corp_info/environmental/pdf/2005_env_soc_report_e. pdf 5. http://www. gm. com/content/dam/gmcom/COMPANY/Investors/Corporate_Governance/PDFs/Winning_With_Integrity. pdf How to cite Code of Ethics ( Automobile Industry ), Essay examples

Essay on Human Resource Management Issues At Foxconn

Question: 1. What is the impact of globalisation on International HRM? (50%) In answering this question you may find it useful to consider a) Why have the multinational companies been using Foxconn as a supplier b) What sort of HR strategy is adopted by Foxconn in China and why? 2: What are theHRM challenges faced by MNCs in their global operations? (50%) In answering this question you may find it useful to consider a) What are the main HR issues identified in the Foxconn Case b) What further changes might be required in thecurrent practices of Foxconn? What could help these changes to become a reality? Answer: Globalization can be defined as the set of process that is complex in nature and operate very erratically in both space and time. The transnational corporations are focusing on their extensive operations geographically and also in states through their industry policies, foreign investment and trade which is supporting to reshape and shape their global economic map (Abrishami and Peivandi, 2012). Further, the revolutionary, time and technological changes in the production processes, transport and communication have facilitated the globalization and internationalization for production of both goods and services (Hunter and Katz, 2012). The changes in the external factors of the organization and also increase in various opportunities and innovation is enabling the companies to expand and extent their operations in the foreign market. Thus to adapt to the changing demand in the business operations due to globalization, the top management of the organizations are focusing on changing thei r business model, to gain market entry in the international markets and also operate effectively (Gachunga, 2009). In this context, the essay will analyze the case of Foxconn in China. The essay will highlight the reason behind why most of MNCs choose Foxconn as their supplier presently and also discuss the current HR strategy adopted by Foxxconn in China to help the employees in meeting their needs. The essay will also demonstrate the HRM challenges faced by the multinational in operating globally and also discuss the HR issues that Foxxconn had to face. Human Resource Management can be termed as the practices and policies that mainly emphasizes on carrying out different aspects of people including the training, screening, recruiting, appraising and rewarding(Ohtaki and Bucknall, 2005). However, it is too be noted that the key activities of the business remains same even if the country is working outside its domestic country but the scale and context of activities might change to emergence of globalization. There are three dimensions of International Human Resource Business: The first dimension involves the utilization and distribution of Human resources including the work relations, training, performance evaluation, salary and compensation, employee recruitment and selection and also pertinent planning. The second dimension mainly includes different countries that involve various internal activities related to human resource management. The third dimension is the different employee types working for the international organization li ke Host-Country Nationals (HCNs), Third-Country-Nationals (TCNs) and Parent-Country National (PCNs) (Maksimovic, 2003). Due to globalization, the expansion of international market has issues related to employees like acquainting and coordination with employees of different culture, the feeling of loss of identity, learning new international business rules etc. Human Resource management helps to deal with such differences. Human resource management plays a vital role in this globalization process. It helps to determine the fitness of cultural scale among the companies before finalizing the possible arrangement. This globalization process has led Foxconn improve its competence, teamwork and creativity(Almond, 2006). Foxconn is the International Technological group from China which is engaged in electronic business contracts for manufacturing channel business, digital contents, automotive electronics, consumer electronics, telecommunication and computers. Presently, it is the largest Contracted Electronic Manufacturer (CEM) of the world. It has become the first choice supplier for most of the multinational corporations (LaPedus, 2010). The main reason behind this is Foxconn commits its clients to provide the best solution of IT products and services. The major clients are Japanese electronics, European and American companies. It has contracts with Toshiba, Sony, Samsung, Nokia, Nintendo, Motorola, Microsoft, Intel, Dell, Cisco, Apple, Acer and Amazon.com. America, Europe and Asia are the three designed and manufacturing zones where the design is implemented and assembled through vertical integration process, at high quality/low cost/ high efficiency/large scale (Pistono, 2012). The vision of Foxconn is to make solace of electronic products use a feasible reality for all humankind; Through the restrictive one-quit shopping vertical coordinated e-cmms model to change the traditional wasteful gadgets outsourcing model; Through the commitment to more noteworthy social agreement and higher moral benchmarks to accomplish a win-win model for all stakeholders including shareholders, workers, group and administration. Foxconn prides itself on its dedication to having "on-time delivery and zero inventory that increases the value of existing products, creates new product offerings, and beats rivalry to the business sector, and where reasonableness meets technological changes. Through its backups and subsidiaries around the world, Foxconn furnishes its clients with an "all-in-one service" and forefront IT products around the world. The leadership of Foxconn is established on the premise of keeping up a steady concentrate on Component Module Move and Service (CMMS), a plan of action that was conceived by its CEO and founder, Terry Gou. Foxconn offers a phenomenal arrangement of capacities on the outline of segments and modules that empowers it to convey a one-stop solution to design, manufacturing, logistic, repair and maintenance worldwide. The five key fundamentals of the basic plan of action cost-efficiency, flexibility, technology, quality and speed - have demonstrated sustainability of Foxconn that lies at the center of its journey for achievement (Management Association, Information Resources, 2012). With its entrenched innovation on tooling and embellishment, Foxconn has advanced from being a maker to an imaginative innovation designer and to turning into the business pioneer in electronic, optical and mechanical integration. It is now trying to discovers another areas like heat transfer technology, networking systems, nanotechnology, green environmental technology, CAD/CAE, sputter technology, optical film, designing of networking chipset and SMT. The legacy of Foxconn reflects the list of priorities and core technologies that helped the organization to be the leading supplier: Foxconn applies its six "C" key competencies (content, car, channels, consumer electronics, communication and computer) and propelled technologies to address the various and complex issues confronting its clients. Its wide base of abilities likewise permits the Company to grow the frontiers of the seventh "C" (health care) and the eighth "C" (CSER investment). The organization stays focused on fortifying its position as a reasonable corporate national on a worldwide scale (foxconn.com, 2009). The key HR strategy of Foxconn is to create trust, collaboration and openness in their work relationships through integrity, values and dignity. The HR policy of Foxconn focuses on value diversity, leveraging innovation where the employees of Foxconn can develop themselves and fulfill their potentials. No Forced Labor and No Child Labor are two most important policies that Foxconn strictly implements. The recruitment and selection policy of Foxconn focuses on hiring the best candidate and also prohibit discrimination with regards to disability, culture, religion, nationality, citizenship and political preference. To be the best employer in China, Foxconn implements the local hiring policy through presently in its manufacturing sites 99% of the employees are citizens of China. Further, the living and working environment of Foxconn also contributes to success of HRM. The organization nurtures positive, invigorating and equal opportunity working environment. It offers individually-tailored salary and compensation packages that comprises of equity components, bonus and rewards. It encourages active living at work where employees get the opportunity to participate in various recreational activities like reading rooms, basket ball courts, gymnasiums etc. This policy helps to optimize the work-life balance and also incorporate the social and health practices in daily working patterns. Foxconn conducts employee performance appraisal process annually to assess the performance of their employees and give them a chance to improve based on their performance outcome. It hosts various award ceremonies to honor the best performance employees. The organization also makes sure the safety and healthy environment for employees. To ensure good health of the employees, the organization has implemented testing machines, safety regulations and also conducts health related activities and made employees to have access to health education (Price, 2004). Foxconn also believes that effective training and development helps to improve the skills and capabilities of the employees. It also motivates the employees to enhance their skills which contribute towards creation of positive working environment. Thus Foxconn facilitates classroom based training along with off-site, on-site and e-learning sessions. This facilitates the employees to attend after-hour seminars and training sessions (L aird, Naquin and Holton, 2003). Finally, for welfare of employees, Foxconn had established Labor Union which works for the protection of workers. The primary duties of The Foxconn Labor Union are to strengthen the ability and cognitive skills of employees, to guide in management and corporate growth, to encourage union democracy and lastly to protect the legal rights and interest of the employees. These functions help the organization to lead the market of China and to sustain in this competitive market. Through these strategies Foxconn emerges as a market leader in its business stream (Jacobsen and Skillman, 2004). However, even after implementing the best strategies, the MNCs are facing huge challenge while operating in international market. Due to globalization there is an increase in the business internalization. This is creating a great impact on the MNCs while operating globally like unfamiliar work ethics, management styles, competitions, practices, languages, laws etc. The HR managers of the MNCs are finding difficulty in dealing with heterogeneous functions. They are also facing issues in managing the workforce diversity and also unfamiliar ways of doing business, customer needs thus creating a big issue in integrating the share global working values with the diverse value system. Similarly, Foxconn also faced some HR issues while operating in China. The recent suicidal news at Foxconn has raised various questions against the HR policy of the organization. In the year 2010, 10 employees had committed suicide to avoid ghastly and long working hours. 150 workers protested against the working condition of the organization. Further in the year 2011, 18 employees were injured and 4 were dead due to explosion in the factory. These all led to unprecedented challenges in the organization (Integrity HR, Inc., 2012). Analyzing the fact, it can be said that Foxconn operated on 3 key principles discipline, control and authority which created mental pressure for the employees working in the plants. Since Foxconn mainly emphasized on delivering the best to its clients to beat the competition, there was high physical and mental work pressure on the employees leading no work-life balance. Further, there was huge income gap for the employees working in Foxconn. They felt unfair towards their effort they put in and also felt low in status in the society. Altogether, Foxconn had to face a huge challenge with suicide, self-injury and unexpected death (Guo et al., 2012; (Srivastava and Agarwal, 2012; Kapoor, n.d.).. In coming future, Foxconn can also face challenge for working in China as it is no longer a cheap place to outsource services or manufacture goods. Cost is increasing in China making it as an expensive place to do business (kpmg.com, 2012). To overcome all these issues, Foxconn need to develop a HR framework that would help to maintain sustainability through HR activities. Foxconn need to appoint an HR officer who would be responsible for reviewing all the core functions of HR relating with the organizational culture, employee rights, recruitment, training and development, salary and compensation etc. The process should involve alignment of HR infrastructure with the sustainability ways. Throughout the process, the HR officer should use the metric based tool that would help to measure the sustainability performance. Foxconn should ensure that the HR department of the organization is following a broad roadmap (shown below) for high business outcomes (Cohen, Taylor and Muller-Camen, 2011). In conclusion, this essay demonstrates the impact of globalization on HRM practices with respect to Foxconn Group. The essay identifies the HR issues and challenges that the organization faced in recent years and what are the recent HR strategies that the organization is following presently to sustain in the market of China. The essay found that Foxconn have implemented various strategies related to training and development, recruitment and selection policy, the labor union, performance management, working and living environment, everything has helped the organization to lead ahead in the Chinese market. The recent suicides and injuries have made the management to take proper steps for better life of the employees. References Abrishami, M. and Peivandi, A. (2012). The Impact Of Globalization on The Transformation From Traditional to Modern Business Practices and Operations in India. IJSR, 3(4), pp.79-83. Almond, P. (2006). International Human Resource Management: Globalization, National Systems and Multinational Companies ? Tony Edwards and Chris Rees. Human Res Manag J, 16(4), pp.432-433. Cohen, E., Taylor, S. and Muller-Camen, M. (2011). HRs Role in Corporate Social Responsibility and Sustainability. [online] shrm.org. Available at: https://www.shrm.org/about/foundation/products/documents/csr%20exec%20briefing-%20final.pdf [Accessed 6 Jan. 2015]. foxconn.com, (2009). Foxconn- CSER Annual Report. [online] Available at: https://ser.foxconn.com/.../2009+Foxconn+CSER+Annual+Report.pdf [Accessed 6 Jan. 2015]. Gachunga, H. (2009). Impact of Globalization on the Human Resource Management Function in Developing Countries: A Case Study of Kenya Public Corporations. KCAJBM, 1(1). Guo, L., Hsu, S., Holton, A. and Jeong, S. (2012). A case study of the Foxconn suicides: An international perspective to framing the sweatshop issue. International Communication Gazette, 74(5), pp.484-503. Hunter, L. and Katz, H. (2012). The impact of globalization on human resource management and employment relations in the US automobile and banking industries. The International Journal of Human Resource Management, 23(10), pp.1983-1998. Integrity HR, Inc., (2012). Foxconn Horror Stories Make Our HR Professionals Cringe - Integrity HR, Inc.. [online] Available at: https://integrityhr.com/foxconn-horror-stories-make-our-hr-professionals-cringe/ [Accessed 6 Jan. 2015]. Jacobsen, J. and Skillman, G. (2004). Labor markets and employment relationships. Malden, MA: Blackwell Pub. Kapoor, B. (n.d.). Impact of Globalization on Human Resource Management. [online] jimsjournal.org. Available at: https://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf [Accessed 6 Jan. 2015]. kpmg.com, (2012). The Future for MNCs in China. [online] Available at: https://www.kpmg.com/ru/en/services/nationaldesk/china-practice/documents/future-for-mnc-in-china.pdf [Accessed 6 Jan. 2015]. Laird, D., Naquin, S. and Holton, E. (2003). Approaches to training and development. Cambridge, Mass.: Perseus Books Group. LaPedus, M. (2010). Foxconn wants to dominate LCD market | EE Times. [online] EETimes. Available at: https://www.eetimes.com/document.asp?doc_id=1258219 [Accessed 6 Jan. 2015]. Management Association, Information Resources, (2012). Supply Chain Management: Concepts, Methodologies, Tools, and Applications: Concepts, Methodologies, Tools, and Applications. IGI Global, pp.1009-1010. Maksimovi, M. (2003). Strategic human resources management in international management,Strategijski menadzment, Vol. 7, No. 1-2/2003. September, Faculty of Economics Subotica, Subotica, YU ISSN 0354-8414, pp. 160 162 Ohtaki, R. and Bucknall, H. (2005). Human resource management. Singapore: John Wiley Sons (Asia). Pistono, F. (2012). Robots will steal your job but that's ok. Lexington, KY: Createspace. Price, A. (2004). Human resource management in a business context. Australia: United Kingdom. Srivastava, E. and Agarwal, N. (2012). The Emerging Challenges in HRM. INTERNATIONAL JOURNAL OF SCIENTIFIC TECHNOLOGY RESEARCH, [online] 1(6), pp.46-48. Available at: https://www.ijstr.org/final-print/july2012/The-Emerging-Challenges-In-HRM.pdf.

First Impression in Recruitment

Introduction The recruitment of new employees into the company is usually very essential to maintain a productive labor force. The process should be taken carefully because making a mistake can have serious repercussions on the company. How the process is undertaken usually reflects the culture of the institution. The process can be undertaken by the company itself or through a recruiting agency. The process usually has various steps which include application, short listing, interviewing, selecting and training which a candidate must pass through.Advertising We will write a custom essay sample on First Impression in Recruitment specifically for you for only $16.05 $11/page Learn More All the steps of recruitment may be affected by internal or external factors. In ensuring that the process is carried out properly, the recruitment team should have the necessary skills and experience. This paper seeks to discuss first impression as one of the factors affect ing decision making in the recruitment process. The paper outlines its positive and negative effects in regard to selection of best applicant in the short listing and interview stages. First impression When one meets someone or a group of people, the way he/she presents himself is very important. This is because most people judge other people from their first impression (Lin, 2010). First impression has influence in decision making in the recruitment process (Skowronski Ambady, 2008, p. 148). The aim is usually to ensure that one fits within the company norms or culture. The recruitment being a very important activity to a company and the candidate as well, the recruitment team should be very curious not to make any wrong judgment. Wrong judgment would lock out the best candidate for the position and select least suitable candidates which may hinder the company from achieving its goals and objectives. The first impression importance varies from one kind of job to the other. In most management systems, business and jobs involving social interaction, the candidate must give a good impression to the recruitment team as well as the customer in administering his duties once appointed for the position. In most technical jobs, it may not have much significance in the work output. First impression significance can be argued to vary according to the job in question. There are some jobs which will require one to have a striking first impression for instance job which expose the employees of a company more to their clients while other may involve working at the back office and maybe mostly lonely. There is therefore a need to ensure that when first impression is being put into consideration, the job requirements in regard should also be considered. Short listing After advertising for a given position in a company through various means, the number of applications received is usually large. The application letters usually include those people who are qualified as well as those who are not qualified. The exercise is usually intended to be fair to all the applicants.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In selecting the candidates that best suits the position that was being advertised, first the applications are considered against the job requirements (Dale, 2004, p. 125). This usually eliminates a large number of applicants although still a large number of applicants pass to the next test. To eliminate another group of people, one considers specific skills attributed to the position after which those applicants with additional skills are considered. At this stage of recruitment, the recruitment team has not yet met with the applicant and thus cannot give credit to them based on physical first impression. The only available materials from the candidate are the application letters and other testimonials in which the way they are presented give varyi ng impressions. The presentation of the applicants documents are used to create an impression of the kind of a person the applicant is. In most cases, applicants take time to create and arrange their application papers in a smart way that will present them as the best candidates for the specific job being applied for. There is a likelihood that applicants may create a good impression that what actually they are. This is the reason why interviews are followed after the short listing process so as to verify some or all the qualities that are presented in the documents. Interviewing This usually follows short listing of the candidates. The candidates usually get a chance to express themselves as well as interact with the interviewers. There are various types of interviews: telephone interview, video interview, behavioral interview, information interview, group interview and panel interview among others (Darlington Schuman, 2008). In these interviews the interaction between the intervi ewer and the interviewee may be face to face or conversational through phone. At this time the interviewee is given a chance to sell him/herself. Depending on the type of interview, the interviewer is able to get certain traits from the applicants through the first impression by using various interview methods. There are some traits which are attached to certain jobs and thus the interviewer has to ensure that they are keenly analyzed (Elearn, 2009). This helps to select the candidates who do not require intensive training so as to fit into the job specifications well. Effects of First impression on short listing and interviewing At the short listing stage there is no direct interaction between the candidates and the recruitment team. This thus denies the recruitment team a chance to shortlist without basing their consideration on first impression with the exemption of just using the impression created by the applicant’s documents. It thus avoids possible mistakes that may ar ise later to be associated with wrong judgment at short listing stage that could be based on first impression judgment.Advertising We will write a custom essay sample on First Impression in Recruitment specifically for you for only $16.05 $11/page Learn More Carrying out an interview makes it possible to ascertain the impression created through the documents sent by the applicant. During interviews, the recruiting team is able to get some characters that may be necessary in the work conduction. In this case, making the right character selection ensures that work output will improve (Davies, 1990). For example, in the selection of a receptionist, the interaction he or she has with other people including the customer is very vital. If the interaction is good then the results are favorable but when it is bad, serious problems may arise. Thus the judgment on first impression may help in selecting the best candidate that fits well with the position being rec ruited for (Demarais White, 2006). On the other hand, there are some people who may not give the right first impression as may be expected by the recruitment team but fits very well in the job specification. It is significant that the recruitment team goes a step further to ensure that incase a candidate has a wrong first impression it is found out whether he/she really fits in the job description well (Anon, 2011). This is important because first impression can be worked on using fewer resources than for instance training a person on technical issues. This thus means that first impression may make the company to lose the best qualified worker in the interview. This kind of mistakes is usually prevalent in technical job recruitment. In these jobs, a person may not present himself very well but when given a technical interview, he performs very well. Such mistakes may lower the workforce productivity which may hinder the company from achieving its set goals and objectives (Mahoney, 2006). This is mainly because the prediction of the candidate’s performance in the job may not be directly related to his/her personality. This judgment is mainly used in behavioral interview. Thus, some judgment in the recruitment based on first impression may have serious repercussions on the company’s performance in future. To avoid the occurrence of such mistakes, more analysis which could be in the form of tests should be undertaken (Burns, 2006). The recruitment process can thus be influenced by various factors including first impression. These factors have either positive effect, negative effect or both and thus proper analysis should be undertaken so as to eliminate the possibility of adverse effects on recruitment. The effect may vary depending on the various the various recruitment methods used (Rathus Nevid, 2010). Conclusion Recruitment is an expensive and crucial activity undertaken by the company. The issue of first impression usually plays a significant role in the initial judgment of a person. The judgment may be biased and may not reflect the true character of the candidates. This thus would have negative repercussions on the company development. On the other hand one can be able to get the traits possessed by a person that are crucial for a specific job.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This thus means that there are both positive and negative attributes of first impression on the short listing and interviewing of candidates for a given job. To avoid the negative effects, the interviewer should be flexible not to make conclusions from the first impression. This is due to the fact that human beings are not at their best always. Thus successive tests should be undertaken to make sure that the best candidate is selected for the position. References Anon. (2011) New Avenues Magazine’s blog. Does Your First Impression Really  Matter? Web. Burns, D. (2009) The First 60 Seconds: Win the Job Interview Before It Begins. New Jersey: Prentice Hall. Dale, M. (2004) Manager’s guide to recruitment and selection. London: Kogan Page Publishers. Darlington, J Schuman, N. (2008) The Everything Job Interview Book: All You Need to Make a Great First Impression and Land the Perfect Job. Ohio: Everything Books. Darlington, J. Schuman, N. (2008) The Everything Job Inter view Book: All You Need to Make a Great First Impression and Land the Perfect Job. New York: Cengage Learning. Davies, J. (1990) First impressions, a series of letters from France, Switzerland and Savoy. Oxford: Oxford University. Demarais, A White, V. (2005) First Impressions: What You Don’t Know About How Others See You. New York: Cengage Learning. Elearn. (2009) Recruitment and Selection. Amsterdam: Elsevier. Lin, L. (2010) Harvard magazine. Your body language and first impression. Web. Mahoney, G. (2006) Fire Department Interview Tactics. New York: Cengage Learning. Rathus, S. A. Nevid, J. S. (2010) Psychology and the Challenges of Life. New Jersey: John Wiley and Sons. Skowronski, J. J. Ambady, N. (2008) First impressions. New York: Guilford Press. This essay on First Impression in Recruitment was written and submitted by user Louis Kent to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Problem of Work

The Problem of Work Introduction Compared to other developed countries, the United States of America has the highest number of people experiencing the problem of work-family conflict. This problem is brought about by many factors, but it is majorly caused by the long hours that most people spend working in order to cater for all their needs. The middle class income earners are the ones who are mostly affected as they have to work for extra hours or do two or more jobs in order to live a decent life.Advertising We will write a custom report sample on The Problem of Work-Family Imbalance in Society specifically for you for only $16.05 $11/page Learn More It is ironical that Americans experience more work-family related conflicts compared to Japan where people are known to die due to overwork. This problem is worsened by lack of enough laws to protect the rights of those who are working and at the same time have families. An example is the lack of paid leave which make many people to opt not to have the leave and end up overworking themselves. This paper will tackle the problem of work-family imbalance using a case study and suggest the possible solutions to the problem. Formulation of the problem In the given scenario, Chris is faced by several problems that he needs to address before things get out of hand. Being a young man, he has the challenge of bringing up his son alone and catering for all his needs, i.e., financial and the parental role of being with the child and teaching the other life lessons that can only be taught by parents. Since the son is still young, Chris has to work hard to continue providing for his needs until he is able to fend for himself. Although his relatives help him take care of the son, he can not rely entirely on them because their help is occasional and he needs to have a long term solution to the problem. The mother of the son lives away from them the son visits her over the weekends. The absence of the mother in the family probably contributes to the work-family imbalance problem that Chris is facing in raising his son. The greatest problem that he is facing is how to balance his job and the family which constitutes of his son. At the online food retailer where Chris is employed, the working hours are not very regular. As a result of this, Chris is forced to adjust in order to conform to the employer’s demands. Normally, he is supposed to work for an average of eight hours, i.e., from 9a.m to 5p.m but at times, he has to work until late in the night because this is when the shop gets many customers. This is an advantage to the employer because it is the peak time of the business. At the work place, Chris has to work cautiously and do his best in order to offer quality services and pass the three tests that ‘ODACO’ uses to measure ‘performance beyond expectation’ which would earn him some extra money and a good reputation too with the employer. Meeting the set targets i n his place of work not only earns him extra money which can be used to cater for any extra needs of the son that may arise from time to time but also causes him to have a feeling of satisfaction.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More For a period of time, Chris is able to manage this kind of lifestyle and everything seems to be working out in his favor but after some time, things start to change for worse. Chris has to look for a way to balance his life because neither his family nor his job is doing well. His constant worry about his son when at work and his work when with the son is a problem that needs immediate attention because everyone around him is worried that he may not be able to perform his duties at home or at work effectively. His lack of sleep and constant worry about his ineffectiveness at work and also at home may affect his health if not addressed imme diately. The meeting that Chris initiates with his manager after receiving a text message that he is not performing his assigned duties effectively is expected to help him come up with a solution to this problem. Chris is not the only one who is undergoing such work-family imbalance problems. Williams Boushey (p 1) estimate that ‘around 90 percent of American mothers and 95 percent of American fathers report work-family conflict’. Work-family imbalance is a major challenge for many working people. Most middle income earners have to spend a lot of their time working in order to earn enough to support their families. This causes conflict between the family and one’s job. The main challenge is how to be effective in both because most of the people end up failing as much as they try to. This in turn results to frustration. Families with single parents like Chris’ family are the ones that suffer most although even those with both parents are affected. In such families, the husband may opt to work during the day and the wife at night in order to raise more money. This causes disintegration within the family and there is hardly enough time for the family to spend together. It is therefore important for a lasting solution to be sought in order to reduce occurrence of such cases. Strategies to reduce work-family conflict and to increase work-family facilitation The employer should be flexible The problem of work-family conflict is a rampant one that needs serious measures to be put in place to help alleviate it. Several steps can be taken to mitigate the situation. The family-work imbalance that Chris is facing is not just a personal problem as it has been thought by some in the past. Most working parents have young children who need their attention and yet they have to offer quality services in their work place which puts them in the same position as Chris is in. Consolidated efforts by the policy makers, the employers and the employees are needed in order to curb the problem.Advertising We will write a custom report sample on The Problem of Work-Family Imbalance in Society specifically for you for only $16.05 $11/page Learn More One of the things that can be helpful to Chris is assistance from his employer who already understands his problem because Chris chooses to initiate a meeting and inform him. If only the employer would agree to be more flexible and give Chris time to cope with some of the issues that crop up from time to time, may be some of the problems that Chris is facing would be solved. The employer should be willing to allow him to some of the genuine needs that require his attention without Chris feeling like he is doing something wrong and therefore his reputation may not be good and consequently, he may end up losing his bonuses. In a family set-up, the employers should understand that there are needs which are very legitimate and especially for the middle class, where Chris seems to belong. Being a single parent, he is faced with the challenge of single-handedly providing for his son who is still young and he is also accountable to his employer who expects him to deliver quality services. This kind of help from the employer would really help in reducing the increasing levels of anxiety and other negative emotions arising from the dilemma he is facing. This also applies to all other workers who are constantly faced with emergencies which require their immediate attention but lack support from their employers. Flexibility at the places of work should be embraced by all employers in order to allow their employees to attend to legitimate needs. Paid sick-off and leave Apart prom the un-foreseen issues that arise in the course of work that call for flexibility by the employers, workers also need to be guaranteed of being away from work for a certain duration of time but still be protected and receive their pay. If this is available in the life of Chris, pr obably things will change and he will be able to meet all his responsibilities without being worried of failure. Time off should be part of the employees’ benefits so that they can have time to be with their children and also accomplish other family responsibilities like caring for their elderly or sick relatives. Employees also need time to care for a new born child who needs full time attention of their parents. Regardless of the social class that one belongs to, it is important to get time off work during which one will receive payment. This is important because workers have not been having this privilege and have ended up overworking themselves in order to cater for their needs. Although The Family and Medical Leave Act of 1993 gives the workers the right to some weeks off their jobs, very few people utilize it because of the need to continue working to earn enough money to cater for their needs.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The trend is similar across all social classes; although the middle and low classes are bear the greatest burden (Voydanoff, 2007). Fathers have been adversely affected because of the stigma associated with fathers taking leaves to take care of family needs like the young children as this has been seen as the role of the mothers. In the absence of the mother in the family, like Chris’ case, the father suffers most because he has no one to share the responsibility of bringing up his son with. Policies to protect workers from such laws which do not provide for paid leaves for workers should be formulated and enacted in order to ensure that workers get paid leaves and also sick-offs. If this is done, a significant amount of work related stress, which is brought about by overworking would be reduced which in turn would lead to reduced work-family conflict. If this is implemented also, workers will be aware that they can have some time away from their job to concentrate on other p ersonal issues without having to worry about where they will get their income during that period. Paid leave can be used as a time for one to be with the family and therefore this can make up for the time that one was not able to dedicate a lot of their time to the family. Formulation of policies that favor workers The existing law by The Family and Medical Leave Act of 1993 which provides for unpaid leave is outdated in the modern day family setting. This is because it seems not to cater for the single parents who would suffer in case they took an unpaid leave. At the time of its formulation, the law seemed to target the married people whereby the woman, who in most cases was earning lesser than her husband would take the unpaid leave while the husband continued working hence there was no much loss incurred by that kind of arrangement. According to Stebbins, (2001), with the increase in the demand for a better and decent life, which is not easily affordable, more and more people, i ncluding the women, are opting to forego the leave and concentrate on the job at the expense of the family. This has led to increased number of work-family related conflict. Chris is an example of how this arrangement has affected many single parents and hence the need for the policymakers to speed up reforms in the area of paid leave to reduce occurrence of such cases. Paid sick leave should also be accessible to every with no exclusion as is the case currently. People working in organizations with less the fifteen people are not entitled to the seven days sick off annually. It would also be helpful to the workers if they could get more benefits when working on a part time basis just as the full time workers get because this would reduce the number of people targeting the full time job market due of the benefits it attracts compared to the part time. Address discrimination at work Discrimination in the area of family responsibility has also been a challenge which needs to be addres sed to reduce cases of work-family conflict. Women who opt to take time off and care for their young children, low income workers and also fathers who shoulder the responsibility of caring for their children are some of the people that face this kind of discrimination. In Chris’ case, he could be suffering from the work-family conflict because of fear of such discrimination. Fellow employees should offer support to their colleagues who have responsibilities like Chris’ without making him feel as if they are discriminating him. There should be tolerance among the employees so that everyone can have a sense of belonging without feeling as if the rest are discriminating against them (Shelton, 2006). Affordable childcare institutions Chris can also try to bring in someone to take care of the son. This could be one of the relatives who he is comfortable with. This is because there are some of the relatives who one may be uncomfortable leaving their children under. This may include a sexually abusive or a negligent relative. According to Kelly (2011), this would help reduce the stress arising from the family and be able to concentrate more on the work without worrying about his son. In absence of this, he should consider putting his son under affordable childcare institutions. The government should help in setting up affordable institutions where children can be left during the day as their parents continue working. The government has been lax in looking into the matter of affordable childcare institutions and in the case of the existing ones; the employees there are poorly paid. This leads to poor services and in some instances very unaffordable charges in good institutions. Conclusion Chris’ case is representation of the problem that majority of the people are facing. The policymakers need to take seriously how life is like for a typical citizen and come up with measures to alleviate the problem. This would show the people that the government is concerned with the welfare and the needs of her citizens’ contrary to the belief held by many, that the government is uncaring and not concerned with the everyday struggles of its citizens. Work-family conflict cause a lot of emotional instability both at home and in the place of work leading to low output and dissatisfaction which is a key reason why it needs immediate attention. Reference List Kelly, E. L., 2011. Changing Workplaces to Reduce Work-Family Conflict. Minneapolis: University of Minnesota Shelton, L. M., 2006. Female Entrepreneurs, Work–Family Conflict, and Venture Performance: New Insights into the Work–Family Interface. Journal of Small Business Management, 2006: 44(2), pp. 285–297 Stebbins, L. F., 2001. Work and family in America: a reference handbook. US: ABC-CLIO. Voydanoff, P., 2007. Work, family, and community: exploring interconnections. London: Routledge. Williams, J Boushey, H., 2011. The Three Faces of Work-Family Conflict: Th e  Poor, the Professionals, and the Missing Middle. California: University of California. Web.