Unethical Works, Unethical People Essays - Mike Barnicle

Unethical Works, Unethical People Unethical Works, Unethical People In the world of media today, an ethics code is one of the most important things to follow. Unfortunately, Mike Barnicle and Patricia Smith did not feel the same way. Mike Barnicle and Patricia Smith, both former workers for The Boston Globe, plagiarized and falsified information in order to bring forth newsworthy stories. Throughout this paper I will discuss the unethical acts of both Barnicle and Smith, the problems they caused for themselves, and the problems they caused for The Boston Globe. "The following is what happens when a company lacks consistent response to, and enforcement of, its core values and standards"(Hoffman 1). The summer of 1998 became one of the worst summers The Boston Globe has ever seen. For thirty years The Boston Globe had built itself a great reputation and had won twelve Pulitzer prizes. "The Globe even outshone its cross-town rival, the Boston Herald" (Hoffman 1). In 1973 the Globe hired a writer by the name of Mike Barnicle. Mike wrote about the Boston's working class. Including cops, single mothers, gas station owners, elderly immigrants and young veterans. Problems with Barnicle started to surface early in his Boston Globe career. The Globe settled two lawsuits stating that Barnicle plagiarized quotes of famous people. Also, a man by the name of Mike Royoko complained that Barnicle was copying his work. Many workers at the Globe then came to resent him and complained that he was arrogant. Just when it seemed that Mike Barnicle's problems were beginning to subside, on August 1, 1998, Barnicle wrote a column titled, "I was just thinking.....". A reader called the Globe and alerted the Boston Herald that many of the excerpts in Barnicles column actually came from George Carlins book, Brain Droppings. The column Barnicle had written was not his own work.. This was the worst case scenario for the Boston Globe because their competitor released the story first and at the same time revealing the earlier problems the Globe had had with Mike Barnicle. "The thirty eight, one-liners in the column included eight items similar to George Carlin's book, without citing Carlin as the source"(Jurkowitz 1). Here is an excerpt from the actual article that Barnicle wrote compared to the writings of George Carlin. The book: "If cockpit voice recorders are so indestructible, why don't they just build an airplane that's just one big cockpit voice recorder?"(Carlin;Jurkowitz 3). The column: "How come planes aren't made with the same indestructible material used to assemble those black boxes that always survive crashes?"(Barnicle;Jurkowitz 3). The book: "People who should be phased out: Guys who wear suits all day and think an earring makes them cool all night."(Carlin;Jurkowitz 3). The column: "I don't get it when guys over forty think they're cool because they wear an earring."(Barnicle;Jurkowitz 3). As you can see through this small excerpt, Mike Barnicle obviously took his column from George Carlin's book, even though Barnicle claims to have never read Carlin's book. This wasn't the end to Barnicle's unethical ways. In1995 Barnicle wrote a piece about two families with a child at Children's Hospital. The story had been told to Barnicle, but was never meant for news and the story was embellished and flawed in the retelling. Barnicle wrote that one family lost a child and the other family generously gave them a personal gift of ten thousand dollars, when in actuality a gift of five thousand dollars was given and it was given to go toward a scholarship, not a personal gift. Also the race of the child was not accurate. When The Boston Globe became aware of what Barnicle was doing they were outraged. The Globe immediately asked for Barnicle's resignation accusing him of plagarism and falsification. Barnicle states, "Plagiarism is not the word to use here. Laziness or stupidity might be."(Jurkowitz 2). Barnicle asked the Globe to run a final column so that he could argue his case. Barnicle's request was denied, but he was allowed to write a column announcing his resignation. So at the age of fifty-four in August of 1998, Barnicle resigned. In his resignation column he states, "My employment ended in forced resignation and personal disbelief this August when I could not immediately provide sources for a 1995 column that included the reconstruction of dialogue I had not actually heard directly."(Barnicle 5). Barnicle had worked at the Globe for twenty-five years and said that they were wonderful, but now it was time for him to do something different. Unfortunately the problems at the Globe did not stop with Mike Barnicle. Patricia Smith was also working at the Globe. Patricia was a fairly new employee,

The Sociology of the Family Unit

The Sociology of the Family Unit Sociology of the family is a subfield of sociology in which researchers examine the family as one of several key social institutions, and as a unit of socialization from a variety of sociological perspectives. The sociology of the family is a common component of introductory and pre-university academic curricula, as the family makes for a familiar and illustrative example of patterned social relations and dynamics. Overview Within the sociology of the family, there are several key areas of inquiry. These include: Focus on the demographic makeup of families, and how this shifts over time or from place to place. For example, research has found that millennial adults are more likely to live at home with their parents than any other previous generation.How social class affects a family and how the family itself might help or hinder the social mobility of its members.Social dynamics within families, including the specific roles family members play in relation to one another, and what families do together on a daily basis and in the long-term. Those interested in this aspect will be fascinated by the findings of the American Time Use Survey, which took a close look at family dynamics.How social and economic change affects families.How the family as an institution interacts with other institutions and social organizations.The diversity that families and households take. How do sociologists approach some of these key areas? Family and Culture Within the sociology of the family, one area that sociologists examine is the cultural factors that shape family structures and family processes. For example, how gender, age, race, and ethnicity influence family structure, and the relationships and practices within each family. They also look at the demographic characteristics of family members across and within cultures and how they have changed over time. Family Relationships Another area studied under the sociology of the family is relationships. This includes the stages of coupling (courtship, cohabitation, engagement, and marriage), relationships between spouses through time, and parenting. For example, some sociologists have studied how differences in income between partners influences the likelihood of infidelity, while others have examined how education affects the success rate of marriage. The topic of parenting is a large one. It includes things such as the socialization of children, parental roles, single parenting, adoption and foster parenting, and the roles of children based on gender. Sociological research has found that gender stereotypes influence parenting even when children are at a very young age, and manifests in a gender pay gap for childrens chores. Sociologists have also examined whether being in a same-sex couple affects parenting. Alternative Family Forms Alternative family forms and singlehood are other topics examined under the sociology of the family. For example, many sociologists study the roles and influence of family members beyond the nuclear family, such as grandparents, aunts, uncles, cousins, godparents, and surrogate kin. Marital disunions are also studied, as divorce rates have risen over the past several decades. Family Systems and Other Institutions Sociologists who study the family also look at how other institutions affect and are affected by family systems. For instance, how is the family affected by religion and how is religion influenced by the family? Likewise, how is the family affected by work, politics, and mass media, and how are each of these institutions affected by the family? Edited  by Nicki Lisa Cole, Ph.D. Source: Unknown. American Time Use Survey - 2017 Results. Bureau of Labor Statistics, June 28, 2018, Washington, D.C.

Kenesics Field Work Essay Example | Topics and Well Written Essays - 500 words

Kenesics Field Work - Essay Example You can see an array of hand gestures as if saying â€Å"no, I’m not willing to give you my time†. Some other expressions from the prospective customers’ countenance would say, â€Å"No, I don’t much have time†, or â€Å"I don’t much need of what you might present to me now†, or â€Å"I’m on a rush or I’m too busy for now, can we just have another time?†. These are some of the probable words that are associated with the non-verbal gestures I often see when the salesperson tries to connect someone into his line of business. I know it might be daunting or frustrating on his part, if I were to rate it myself. After all, the following are the gestures I saw that could be directly linked to his actual activity for the whole day. The first common or I saw most often even in countless number of movements from time to time is the raising of hand to a stop signal and moving and waving it in a way either fast or slow just to say directly â€Å"no†. I can sense the degree of intense refusal when it is associated with the expression of the face. A sour expression is a direct â€Å"no†. All of these are red flags or signals on saying â€Å"no†. I also observed when the prospects point to somewhere, as if saying â€Å"Look, I have to go there and I’m late† or â€Å"I need to have a break and in a hurry for now, so I’m heading there to catch up†. Some customers point to themselves, as if trying to say â€Å"I think am not ready for this. Look, I’m busy†. Some individuals would seem to remind the salesperson that â€Å"look, I’m late†, pointing their eyes directly to the customer’s watch. Some of the prospects would even bother to look somewhere, trying not to establish rapport with the salesperson. Some prospects were able to show that they feel awkward being approached by someone else. Some of them would pursue a movement away from the salesperson, like a half-step away for instance, while the latter is still trying to

Soccer, The Golden Era Research Paper Example | Topics and Well Written Essays - 1500 words

Soccer, The Golden Era - Research Paper Example All these attributes have been affiliated to the beautiful game of soccer since times immemorial. â€Å"The 1960s was a golden era for soccer. Even better, it was when television coverage started to get serious, which means that 50 years later we can see the legends of the ‘60s in all their glory on our laptops.† ("Total Soccer Show: 1960s Golden Era.") Soccer players like Pele dominated the world during the 60s and this was the era when they had reached their peak; the madness that followed with the pursuit of both playing as well as watching soccer had never been experienced before and was at its level best during this age, according to most people today. Brazil at the time had been producing some of the world’s best soccer players with beautiful tactics, making the game a complete showmanship of entertainment. Players like Garrincha also carved their niche during this era, fooling the fullbacks of the opposition despite suffering from attention deficit disorder. One of the first soccer players to embrace the status of a superstar, George Best, also made his mark on soccer during this time; thus the period being rightfully called the golden age. English clubs like Manchester United were beginning to show the world what they were really made of, and soon after followed the diligence of clubs from Arsenal to Chelsea and Liverpool to Newcastle United. Competition grew not only around the world but within countries as well. In Portugal, Brazil, Spain etc, football began to take another shape altogether; South America at the time was the hub of enjoying the sport to the fullest, even though the rest of the world was hooked onto it as well. Every country, every club, every team as well as each and every player faced his own golden era during the three to four decades following the 60s. At the same time however, there were a number of countries were the sport was not followed at

Ethics Handbook Essay Example for Free

Ethics Handbook Essay We chose you as an employee of Company X because we see you as a valuable person who can contribute to the same priority. As a team member of Company X, are goals are clear. Through public respect, responsiveness, and accountability as our core values, we are able to remain leaders in the industry. The success of our company is dependent on you, our stakeholders, and our customers. We take great pride in our reputation in the industry and continually monitor ourselves for ways we can improve business for our clients, stakeholders, policymakers, and the general public, both local and national. Our reliability is measured through our commitment to delivering service with integrity and through honorable conduct. Because we are at the forefront of public service, we are judged on our choices and decisions. Our reputation is based on the public’s view of our commitment to ethical business practices and our respect for society. As an organization we aim to maintain active engagement in ethical behavior that promotes social responsibility in everyday practices. This is where you come in as an employee. We encourage all employees to actively participate in community outreach and events that foster both your own growth and the growth of social values. Company X will reward this activity if accompanied with ethical decision making by increasing promotion opportunities and/or allowing this experience to be counted in your job description. If you are interested in this opportunity, see Human Resources for a list of approved community outreach opportunities. Company X Values It is the policy of Company X to embrace ethical behavior through clear communication of the laws, rules and expectations that are defined in this code of ethics. In addition, Company X values accountability for good ethical choices and socially respected behavior. We rely on every member to evaluate their own behavior and conduct respectable business through solid every day decision making. Ethics are not fixed, and subject to interpretation through each and every interaction between everyone involved. Because value s and ethical decision making can be challenging, Company X wants to take some of the pressure off the complexities of making difficult ethical decisions. Therefore, this manual provides directives used to evaluate and interpret best practices in the business environment. In addition, these policies and all regulations including administrative actions, apply to all staff  members, contractors, and volunteers and are strictly enforced (see section Member Misconduct).The manual also contains fixed principles, mandatory training, resources for questionable situations, ethics mentor, anonymous hotline, and resources for situations that may be questionable. A signed copy of this manual will be placed in all member’s personnel file and will be used as reference for future use. Please be sure you understand these policies and procedures before you sign the document. We begin by outlining and defining the standards of social and ethical conduct. In addition to standards of behavior, training is outlined. Training is mandated to all staff employed by Company X. Additional training and resources are offered throughout the year in respon se to the changing needs of the industry and social issues and will be announced semi-annually. Principles of Behavior and Conduct No member, contractor or person acting as a representative shall: Discriminate against clients, coworkers, stakeholders, Accept monetary compensation, services in trade or benefit from any interaction directly or indirectly related to the services provided by company x if the value is determined to be at or above $30. Engage in, use or create an appearance of using official capacity to influence clients stakeholders, or other members for personal or professional gain. Knowingly make statements or take action that is untruthful or can be reasonably determined to be untruthful. Engage either directly or indirectly in political campaigns, nor engage in political conversation with anyone while acting in capacity of Company X business. Retaliate against any member who comes forward with claims of ethical violations. Retaliation is mandatory termination of employment without further warning (see section Member Misconduct). All members contractors, or persons acting as a representative shall: Report all incidents of violations to the Ethics Office. Interact and promote personal integrity, honesty, fairness and confidence in compliance with all laws, rules, policies and regulations both internally and externally. Maintain confidentiality in all interactions. Written, verbal, email, phone. Avoid inappropriate associations with clients or client representatives. Engage, actively encourage and support community involvement through support and reassurance in wrap-around service delivery. Utilize efficient use of resources in such a way that minimizes the impact to the environment (energy and materials). Report suspected, potential, or clear violation of ethical misconduct. All members in the chain of command are held to the same standards. Contractors, and any individual acting in a capacity to officially represent Company X are also required to carry out all actions with an intent to promote public trust, integrity, and confidence. From team members to corporate leaders, we expect the same set of principles through a set model of best practices. Best practices is recognized by asking yourself is this decision going to cause harm to someone, is this situation going to violate law or company policy, is my action going to violate stakeholder values, or compromise my position within my job role? Best practices will help us all to remove some of the risks we might face in everyday decision making by communicating set values, social responsibility and ethical standards for all members. Because best practices is subjective, training and resources will be available to provide leadership and mentoring. We encourage open discussion when personal values and ethi cs might cause conflict or confusion. As a condition of continued employment, mandatory ethics training is provided and monitored (see monitoring ethics section below). Ethics Training Leadership teams attend annual ethics training. Training includes skills to monitor and mentor lower staff. As a result, members can be confident that management is able to provide guidance and support for most ethical decisions. In order to communicate Company X’s policies, values, and changing trends in legal and social ethical issues formal training is required. Company X models this by providing training. As a result, all staff are required to complete the following formal training: In the first month of employment, all staff will go through instructor led training targeted toward individual and group acknowledgement of legal situations, ethical dilemmas, social responsibility and reporting requirements. This interactive training will present scenarios in which employees will make decisions whether ethical violations may or may not have occurred. Independent trainers with local management will evaluate answers and offer answers to difficult scenarios. All staff will take a yearly instructor led course on the history of civil rights and one follow up interactive on line course which presents current social, business and ethical issues in industry. General managers will receive value based ethics training  tailored from annual risk assessment data. The goal is for managers to set modeled behavior and create positive influence. Company X sponsors an annual Industry Standards Town Hall meeting. We value transparency and company input from all of us and our intentions are to provide all of us the opportunity to go over changing social issues, our previous year’s successes and failures, and what can we do to support the values of Company X, our clients, and community partners. Our company will be closed on this day while each of us enjoy a paid day to come and participate in this interactive get together. Member Misconduct Company X recognizes ethical conduct is not always easy to define. We value fairness and strive to provide impartial judgment based on facts and data. All reports of violations are reviewed and judged by an independent review board who will at determination of reported violations, determine consequences and refer cases for criminal prosecution if necessary. Consequences for violation of ethical misconduct will be strictly enforced. Company X has zero tolerance for unethical behavior. Informal and formal offenses will be forwarded to the Ethics Committee for record keeping purposes. Informal counsel for misconduct not related to any act of gross misconduct. This is the preferred method for first time offenses. Formal counsel is written report placed in member file for duration of one year. Two written reports within one year that are found to be validated through investigation will result either in unpaid suspension or immediate termination. Unpaid suspension. Gross negligence results in immediate termination and will be referred for criminal prosecution. Monitoring Auditing and Reporting Video monitoring in central locations where customer interactions will be supervised by an independent contractor. This is to protect you as an employee, protect customer interactions, and protect the interest of Company X. All computer and resource use by all employees is subject to monitoring and will be strictly enforced. IT managers have unlimited access to company owned property. Due to the potential time sensitive situations that may arise, no notice will be given prior to IT management accessing company computers. Team members personnel files will be maintained and include reported violations. These files will be analyzed for trends that can be traced back to departments, leaders, hiring practices, or substandard training. The Ethics Office, and Human Resources do not require your written consent for  release of information related to ethical violations. Semi-annual audits will be conducted on all departments within Company X by the Ethics A udit committee: Anonymous hotline reports will be compiled and reported to the Ethics Audit committee. Plan for Evaluating and Improving the Ethics Program After Implementation. The final results of all data compiled by the Ethics Office will be submitted to Corporate Leadership Committee who will analyze the results in order to evaluate potential changes to Company X’s ethical inventory. Data will also be collected from hotline calls, imposed ethical violations, and employee suggestions. This data will be measured against all complaints, judgments, and lawsuits both within Company X and the industry and be used to revise program standards. Data will also be analyzed and evaluated for ethical issues that need to be integrated in to future training and resources for staff. All staff will complete annual on line â€Å"How Are We Doing?† surveys. Focus groups tailored to each department’s group dynamic will analyze the data and make formal recommendations to the Ethics Office Staff, community and stakeholder input will be collected and analyzed for social and ethical value. The Ethics Office will compile the results from all departments and present the evidence to CEOs and senior management. Middle management and supervisors will be included in the final findings. Training will be adjusted and targeted to cultural, legal, and ethical risk factors. Positive yearly ethical performance evaluations, focus group opportunities, and promotional opportunities will be tied to annual employee review. Help and Resources Here at Company X we recognize that some ethical situations may be complex or blurred. Additionally, we recognize that the difficult decision to come forward with information against coworkers may prevent reporting incidents that need investigation. Furthermore, ethical decisions are often confusing and require complex decision making. We are here to help. Furthermore, if you have questions about your own decisions, questions about an incident, or just want to ask questions, we want to support you. For this reason, we provide an anonymous phone line that allows members to report violations, present questions and trouble shoot challenging scenarios. Ethics Office 360-555-1212 staffed by trained ethics officer. Anonymous hotline 360-555-4242 State Office of Ethics 1-999-555-2323 Federal Office of Ethics  1-777-555-7878 We provide annual reports of imposed ethics violations and the penalties imposed. Here is the link to www.companyx/ethics/reports.com I have read and understand the policies and ethical standards set for Company X. I am aware a signed copy of this policy will be placed in my team member personnel file.

Free Essays - Janies Metamorphosis in Their Eyes Were Watching God :: Their Eyes Were Watching God Essays

Janie's Metamorphosis in Their Eyes Were Watching God Their Eyes Were Watching God is a story about identity and reality to say the least. Each stage in Janie's life was a shaping moment. Her exact metamorphosis, while ambiguous was quite significant. Janie's psychological identification was molded by many people, foremost, Nanny, her grandmother and her established companions. Reality, identity, and experience go hand in hand in philosophy, identity is shaped by experience and with experience you accept reality. Life is irrefutably the search for identity and the shaping of it through the acceptance of reality and the experiences in life. Identity is something every human quests for. Individuals tend to manipulate views, ideas, and prerogative. Janie's identity became clay in her family and friends hands. Most noteworthy was Janie's grandmother, Nanny. Janie blossomed into a young woman with an open mind and embryonic perspective on life. Being a young, willing, and full of life, Janie made the "fatal mistake" of becoming involved in the follies of an infatuation with the opposite sex. With this phase in Janie's life Nanny's first strong hold on Janie's neck flexed its grip. Preoccupation with romantic love took the backseat to Nanny's stern view on settling down with someone with financial stability. Hence, Janie's identity went through its first of many transformations. She fought within her self, torn between her adolescent sanction and Nanny's harsh limitations, but final gave way and became a cast of Nanny's reformation. For a short time Janie shared her life with her betrothed husband Logan Killicks. She desperately tried to become her new pseudo identity, to conform to the perfect "housewife" persona. Trying to make a marriage work that couldn't survive without love, love that Janie didn't have for Logan. Time and again Janie referred to love and her life in reference to nature, "Ah wants things sweet wid mah marriage lak when you sit under a pear tree and think... She often spoke to falling seeds and said Ah hope you fall on soft grounds... She knew the world was a stallion rolling in the blue pasture of ether"(24 - 25). Logan had blown out the hope in Janie's heart for any real love; she experienced the death of the childish imagery that life isn't a fairytale, her first dose of reality encountered and it tasted sour.

Market Potential for Packaged Water Industry in India

Market Demand and Market Potential in Packaged Water Industry in India Packaged water or Bottled water industry, colloquially called, the mineral water industry, is a symbol of new life style emerging in India. Use of mineral water has gradually increased in India due so widespread shortage of pure hygienic potable water. While a large segment of the population is struggling to get access to potable water supply, a new generation – especially in the urban areas – is getting accustomed to bottled water. Drinking water supplies in many parts of India are intermittent. Transmission and distribution networks for water are generally old and badly maintained, and as a result, are deteriorating. India is one of the biggest and most attractive water markets in the world. It is considered the 10th largest packaged water consumer country in the world. The boom time for Indian bottled water industry is to continue- more so because the economics are sound, the bottom line is fat and the Indian government hardly cares for what happens to the nation's water resources. Corporate control over water and water distribution in India is growing rapidly from being confined to the uppermost echelons of society, packaged water has now become a commonplace commodity and almost a necessity in metros. After witnessing historic growth in recent years, it has become a Rs 3,000-Crore industry, one that is slated to only post healthy growth rates to become a Rs 10,000-crore business in a short span of time. The market in India has grown tremendously over past decade and is said to have a humongous growth rate of 38% per annum as against an international growth rate of 7. %. Market experts observe that there are more than 1800 water brands in India, of which are most are local or regional brands which are often classified as unorganized sector. The key brands in the organised sector include Bisleri (Parle), Kinley (Coca-Cola), Oxyrich (Manikchand), Aquafina (Pepsi Foods), etc. In this industry it is popularly said DEMAND OF WATER WOULD NEVER GO DOWN†¦ & WATER WOULD NEVER BE OUT OF BUSINESS While the single largest share in the mineral water market might still belong to an Indian brand — Parle's $52 million (Rs. . 5 billion) Bisleri brand has a 40 percent share — multi-national corporations are not far behind. It has been a pioneer in launching the concept of packaged drinking water in India. It has been so popular with the masses that even today most of the people refer to mineral or packaged water as ‘Bisleri'. Nestle and Danone are vying to purchase Bisleri, and Pepsi's Aquafina and Coke's Kinley brands have been extremely successful in edging out many of the small and medium players to buy-outs and exclusive licensing deals. In less than two years since its launch, Aquafina has cornered 11 percent of the market and Kinley has almost a third of the market. News reports indicate that other MNCs like Unilever are also eying the market. Today packaged water is the fastest growing industry in the beverage sector. Western region of India – the largest market The western region, that is Maharashtra, Gujarat and Goa, accounts for a large chunk of around 35-40% of the overall domestic market. Key players in the western region such as the Manikchand Group, Coca-Cola India, Amul India, are keenly contemplating organic and inorganic growth strategies, launch of new brands, venturing into newer segments and so on. Companies in the region are using a combination of various strategies to tap business opportunities such as tie-ups with cinema halls, retail outlets, hotels, hospitals, super markets, institutions and other distribution channels, which abound in the western region of the country. Managing logistics is at the core for the success of bottled water manufacturers. Indeed, groups like Amul India are deliberating using its existing retail network to market and distribute its bottled water. This region is also poised to make a notable contribution to the great Indian bottled water growth story in terms of taking lead in launching water variants and newer sub-segments like mineral water, spring water, flavored water and so on. Here also Biseri has emerged as a market leader. Further Scope of Growth in the Industry As the purchasing power and health and hygiene consciousness of Indian consumers improves, the consumption per person is likely to grow exponentially. Not surprisingly, the market is estimated to reach the Rs 5,000 crore mark by 2010. Going a step further, more optimistic market experts anticipate a 20 fold leap from the current market size within the next 10-12 years. Apart from increasing affluence among domestic consumers, exports would provide a further trigger to the industry. Exports of natural water, particularly to US and Europe, would drive growth for domestic players. As per industry forecasts, the demand for potable water is expected to exceed supply by 2020. Not surprisingly, given the lucrative western market and robust growth prospects, many large Indian corporate houses and multinational companies are interested in acquiring strong Indian brands. The acquisition of Mount Everest Mineral Water by the Tata group is testimony to this trend under which Tata Tea plans to leverage its existing overseas network to distribute natural water, the world over. Also with the increasing international tourism demand for hygienically packaged water is expected to grow manifolds especially with the Commonwealth Games in October 2010. Thus despite recording exceptional growth rate in past, packaged water industry has a huge growth potential in terms of market size. There are still rural and semi rural areas to capture. With 19% share of the unorganized sector low priced segments are still left un captured.