Professional Athletes who Cheat in Sports Essay -- steroids, asca, bal

Professional athletes are role models to the American children across the Nation. Professional athletes must follow ethical standards to play fairly in their sport. This means that players must compete without the assistance of performance enhancing drugs such as steroids (Tynes, 2006). Yet, professional athletes choose to cheat by taking illegal substances, which results in the death of some players and a wide variety of health problems. The Federal Government realized that the use of anabolic steroids is a form of cheating and defrauds the players and fans of â€Å"real† competition. As a result, for the concern of the athletes’ health and concern for the ethical standards of the game played, the Anabolic Steroid Act of 1990 (ASCA) was enacted (Tynes, 2006). The ASCA was passed to help the growing concerns of the wide spread of harmful substances that could cause long- term effects (Tynes, 2006). The ASCA made it illegal to take an unapproved substance while playing a professional sport. This research paper will examine professional athletes who participated in the major leagues and Olympic Games who used steroids to defraud the Major Leagues Business and Olympic Associations to gain fame and fortune. The paper will examine the BALCO scandal (CNN.com, 2014), where many professional athletes admitted to taking steroids to improve physical sports performance. The BALCO scandal "outs" players from the American National sports leagues to Olympic competitive sports. A cover up of drug use led to not just a few but many players who chose to use steroids to improve their game. The case went to the courts and left many players to tell the ugly truth about other professional players. In some cases, the players denied responsibility and ... ...BILITY OF THE LEAGUES?. Marquette Sports Law Review, 17(2), 651-678. Thompson, T. (2007) Giambi admits he took steroids. DailyNews. New York. Tynes, J. (2006) Performance Enhancing Substances: Effects, Regulations,and the Pervasive Efforts to Control Doping in Major Leagues. Journal of Legal Medicine. 27:493-509. Unknown Author (2014) Barry Bonds convicted of obstruction of justice in performance-enhancing-drugs case. Los Angeles Times. Los Angeles. USAToday (2007) BALCO Investigation Timeline. USA TODAY SPORTS ONLINE NEWSPAPER. Retrieved from: http://usatoday30.usatoday.com/sports/balco-timeline.htm USAToday (2007) Mitchell Report Timeline. USA TODAY SPORTS ONLINE NEWSPAPER. Retrieved from: http://usatoday30.usatoday.com/sports/baseball/2007-12-13-mitchell-report-timeline_N.htm Wikipedia (2014) BALCO Scandal. Retrieved from Wikipedia.com on March 14, 2014.

El Duche De Corum Est :: Papers

El Duche De Corum Est The poem Dulche et Decorum Est is about Wilfred Owen (a war poet) who describes in his own experiences, what the war was like. Verse one describes how the soldiers are returning to base camp. Owen uses a slow halting rhythm to suggest how much pain and misery the soldiers are encountering and to imitate how slow are walking. He does this by using punctuation. Verse one tells us a lot about the condition, both physically and mentally, of the men and it gives us an idea of the appalling conditions!. He uses similes such as, "Bent double, like hags"; this illustrates how many of the men fall ill. The poet's choice of vocabulary in verse one is very effective in portraying the state of the soldiers. He uses words such as sludge, trudge, and haunting to describe the harsh conditions of the battlefield. The rhythm in verse two suddenly increases, this displays the soldiers panic during the gas attack! Punctuation is used to create this faster rhythm, exclamation marks and short sentences suddenly speed up the pace. This gives the reader an image of the weary soldiers suddenly changing into panic-stricken men. It means that the reader feels that they are involved in what is happening! "Gas! Gas! Quick boys!" direct speech is used to create panic. Owen also uses words such as stumbling, floundering, and fumbling to describe the desperate actions of the dying man. The verbs such as yelling and drowning give the reader a feeling of chaos. "As under a green sea, I saw him drowning", this describes how the gas causes a thick green misty haze around the men. This is a useful phrase as it enables us to imagine what is happening and use our imagination. It also gives us a sense of how real it all is in his vivid descriptions. Owens guilt is suggested in the line, "In all my dreams before my helpless sight, He plunges at me, guttering, choking, drowning". The fact that he dreams about this

Tarantella Poetry Commentary

The poem Tarantella is structured into two stanzas. The stanzas are unequal in length as the first stanza is longer than the second. The poem also consists of a chorus which is repeated 3 times. The chorus in the poem is â€Å"Do you remember an Inn? Miranda? Do you remember an Inn? †. Tarantella is about the memories of a specific Inn; â€Å"Do you remember an Inn, Miranda? †. The poem is set during war which is shown by the imagery used. The poem describes the bad experience of staying at an inn during war because of the â€Å"straw for a bedding† and the â€Å"wine that tasted of tar†. The tone of the poem is energetic which is created by the quick speed of the rhythm. The irregular lines of the poem are long or short which helps to create the quick speed. . The short lines also contribute towards the speed. In the poem, â€Å"And the cheers and the jeers of the young muleteers† is repeated as part of the technique used. Other techniques used in the poem include couplets and onomatopoeia. The poem has a fast rhythm. The effect this creates is an upbeat and energetic tone. The rhythm is created by the flow of the poem and the rhyming of the different lengths of lines. Tarantella can also be danced to as it is also a lively folk dance in 6/8 time. There are theories about the dance and one of those is that the dance is a cure for spider bites. Another theory is that when one is bitten by a spider, the victim would have the urge to dance uncontrollably. The poem rhymes irregularly in couplets or sometimes in the lines. An example of the poem rhyming in lines is â€Å"the fleas that tease in the High Pyrenees. As Tarantella is a dance, the music of the dance also goes along with the poem. Tarantella has two metaphors which help set the imagery. The last stanza shows that the poem is set during war. This is shown by the two metaphors that are in the last stanza. The metaphor â€Å"Aragon a torrent at the door† shows that Aragon is â€Å"at the door† and ready for war. The other metaphor â€Å"Waterfall like Doom† is about the bombs th at are falling, and flowing like a waterfall creating a â€Å"boom†. In the poem â€Å"the feet of the dead to the ground† describes the victims of the war. The victim’s feet are on the ground meaning that they have fallen and died. The poem is alerting people that are going to experience war, about how it feels. This is shown by some of the negativity about the experience, as well as some of the good memories of it. Some examples include, â€Å"Straw for a bedding†, â€Å"wine that tasted of tar† â€Å"cheers and jeers†. The person that would be alerting people would have experienced war themselves.

Microsoft: A case in cross-company transformation Essay

One of the key challenges facing this company is the lack of proper innovation. Most of the products that are produced by the company for the past years are mainly influenced the existing products from their competitors. This is very evident from the fact that the Windows operating system was much influenced by UNIX which had been incorporated in the Apple operating systems. Also, Microsoft office suite was greatly influenced by lotus and also word perfect. The lack of innovation in Microsoft Company does not stop here (Terwiesch & Ulrich, n.d.). It has gone further to produce the product that is similar to those that are on the market. This browser, internet explorer resembled Netscape and recently they have produced a search engine Bing, which is very similar to Google. This implies that there is a continuous strategy that is followed by Microsoft when it keeps on producing imitations of other products with the help of very heavy managers of marketing to help in promoting these par ticular products among the people in the bid to get a very big share in the market. Due to this, it can be easily criticized that despite the fact that million dollars have been used on the search engine Bing, it has not offered anything worthwhile or anything that can be termed as extra better as compared to whatever is being offered by the search engine google however, it is expected that Bing would contain some more features as compared to google. This would mean that Bing will contain a little more features that are not available for google. This is only thin that may favor the low profile Bing and give it an added advantage to Bing and give a better platform to the users. I realize that without getting proper innovation ideas, it will be very difficult for Microsoft to generate the same amount of profit and sustain this amount that they are currently earning backed up by the company’s cash cow which is Microsoft office and also Microsoft windows. Going by the I production of this Microsoft cloud computing, Microsoft has to prepare itself very well for the purpose of the incoming web based computing and not give much attention to their traditional desktop computing. For it to continue with the innovations, it has to be very careful on how to plan the prices that it will be charging for its operating systems and its applications which are usually available free of charge through the internet (Vermesan & Friess, n.d.). It should now continue with the innovations on the basis of its new Bing search engine and make sure that there are some unique features and this will give it enough reasons to the customers as to why they should consider this parti cular search engine. Microsoft should try to analyze this issues keenly and tap resources and extract its full potentials for the purpose of innovation. Addressing this challenges will help Microsoft in the future in a lot of ways. For instance, it will make sure that Microsoft is stable in the market and that the competition that it may receive from other competitors in the market will not derail it (Terwiesch & Ulrich, n.d.). Addressing this challenges will make sure that Microsoft Company gets unique features that stand out in various ways thus rendering the company a unique and different face in the market thus more customers will be drawn and maintained in the company for the purpose of the unique products. Low pricing strategy.If this company adhere to this strategy strictly, it will now be very differentiating candidly among the monopolistic practices that it had adopted previously on the basis of their operating systems. Microsoft company can just continue to operate under this strategy and also provide its regular products but maintain the price at its minimum and this will go a long way helping Microsoft in that it will be very difficult for other new entrants to diffuse into the market (Vermesan & Friess, n.d.) .aided by this low pricing strategy, Microsoft a s accompany will gain a lot of popularity by reaching out very many users. This will see Microsoft gain a very large market share .this will work effectively since the majority of the users will prefer to use the low price products and services as compared to the pricey ones. Another strategy that Microsoft can use is the no-frills strategy. Due to the introduction of the cloud computing idea, the majority of the computing will be online based and this means that the customer loyalty to the web-based applications and online soft wares is foreseen to be low. This means that customers can change their online web-based applications and the software if they are given good quality products at relatively reduced prices (Vermesan & Friess, n.d.). If Microsoft keeps their main focus on the innovations, this idea will be attractive to the customers that are price sensitive and do not care about the product quality. If this strategy is adopted by Microsoft, it can retain its customers while ensuring that their customers get best products with reduced prices. I would strongly recommend these particular initiatives to be implemented in Microsoft I at all they are interested in grabbing the future market and through this, they will remain to be the best company that p rovides the services of their kind. Reference Vermesan, O., & Friess, P. Building the hyperconnected society. Terwiesch, C., & Ulrich, K. Innovation Tournaments.

Developing effective communication in health and social care Essay

To make my communication interactions with the service user’s in one-to one interaction and group interactions effective I did not use any slang or jargon with the service user’s because we were having a formal interaction therefore the use or jargon or slang was not suitable there. I had to use good communication skills to get my point across clearly and effectively just to make sure that each of them understood what I was talking about. I feel that there should always be a care worker-service user relationship between people in day care centre’s. Effective communications with the service users is related to positive outcomes. Tone of voice is a type of verbal communication. I had to have an appropriate tone of voice as this would enable the service user to feel comfortable with me while the task was proceeding. I used a clear and calm tone of voice as this helps create a positive atmosphere and assists the service user’s to ask each other or me any questions they have and it helps them to understand what to do, whereas if my tone of voice was loud and aggressive then the service user’s would not felt comfortable with me and they would got scared of me, this may well have led them to getting upset and having to leave the interaction as soon as possible. My tone of voice was normal because I could not speak quietly and slow because the service users would not have got the message but it was not loud either. My tone of voice was very clear and the students who participated in the interaction heard my voice clearly. This tone of voice enabled the interaction between me and the three other service user’s to flow nicely and the message that I was trying to put across was interpreted by the service users in a positive way. I knew that they had received the message of what to do as they began to paint straight after my instruction before they had started the task. I was also being very talkative as when the service users would stop I would just talk to them during each stage of their painting and ask them how they are doing whether or not they are finding the task difficult, I was also making it fun and enjoyable for them to do because I was complementing their hard work and effort which they put in their paintings. Therefore their confidence would have increased enabling them in join in the interaction. If they were having any problems I would help them solve them. If I had not done that then questions may have not been invited, some of the service user’s may not be able to interpret the information and some may not have heard or understood the messages clearly. I encouraged the students to use more eye-contact because when some of the students were talking, they were looking at other distractions like their peers playing or talking. The messages that I gave to the service users in my group were all given objectively and they were factual and informative. I used signs such as thumbs up (meaning good) and open palm (meaning stop) during the interaction, as signs can often promote effective communication and reduce barriers to interactions. One-to-one communication- Reading a book with a service user With the one-to one and communication interaction that I had with Nicky out chairs were put opposite one another so that we were able to see and hear each other clearly. This enabled myself and Nicky to feel comfortable around each other has we had didn’t no each other well enough. If we were to close to one another we may have felt uncomfortable or shy with each other which then would have led to Nicky having a negative experience with me. I used verbal communication when I explained to Nicky what he had to do for the task. There should also be a little proximity between us because if there was not much space between each other, then the atmosphere might have become too hot and unbearable which might have caused Nicky to get bored and tired easily with the reading. Leaving enough proximity, between the both of us allowed us to sit and feel comfortable; this led us to talk properly to each other without anyone interrupting or distracting our conversation as we our personal space. I used good facial expressions and body language with Nicky so that he thinks I am a friendly person and so he becomes more comfortable with me. Most of the time, Each time he read correctly I would complement him on well he was doing and I also would put my thumb put and say â€Å"excellent† to boost his confidence a little more. This helped create more of a positive atmosphere to be in. his tone on voice when he was reading showed me that he was trying his best and was really enjoying it. I used a lot of eye contact which actually showed Nicky that I was listening to him and that I understood what he was reading to me. I used appropriate eye-contact to enable him to listen and understand me properly. Eye-contact help a lot in a one-to-one basis because when listening to someone expressing their point of view, eye-contact is very essential and shows that the listener is listening and understanding what person actually speaking is saying. At the end of the reading session I spoke to Nicky about the level of reading ability he is on and I also asked him to speak to me about any difficulties and anything he is uncertain about in the book, this helped me to him more confidence to speak up loud and it also empowered him. I had to use interpersonal skills when I was telling Nicky he had made a few mistakes during his reading time which is why it lead to him ignoring that and getting embarrassed and wrong -footed. Interpersonal skills are people interacting with each other. Interpersonal skills involve the ability to work with others around.

The Advantages and Disadvantages of Living in the Country

The advantages and disadvantages of living in the country Living in the countryside has a lot of advantages, but also many disadvantages. As the advantage we can consider the fact that the country is less polluted and the traffic isn't so heavy. You are fit and you don't need to worry about your health condition, because in the countryside the air and water are so clean. In the country there are many plant species. There aren't any huge blocks of flats, modern skyscrapers or bothersome traffic jams.In the country you are free to admire the breathtaking landscapes such as huge meadows, peaceful hills or forests. You can enjoy walking in the forest and picking mushrooms or hunting. Another advantage is that you may easily build a big house and the garden, because charges for ground are much lower than in the suburbs. Moreover, living in the countryside is cheaper than it is in the city, so you probably may afford many other things, because the prices are lower. What is more, you can in vite your friends to the barbecue organized in your garden.It would be great! The other positive side is the safety. In the rural area the crime rate is much lower. There aren't a lot of housebreaks and the possibility of burglary is also lower. In the countryside people usually and keep eyes on neighbour's estates. They always react when something strange is happening. Country life is very peaceful and silent. You will enjoy the feeling of peace. However, there are a lot of positive aspects of living in the country side, there are also some disadvantages.Living in the country is slower. People don't need to hurry and have a lot of time. People in the country don't have to work so many hours as they do in the city. On the other hand, they don't earn so much money. Moreover, there aren't such interesting things to do during free time. The unemployment rate is also much higher than in the city. The problem may be also the communication. If you don't have your own car, you may have pro blem how to commute to work.The same problem concerns the access to the hospitals, schools, police stations and shops, which are usually located far from the village. Last of all, there are some dangers connected with country life such as heavy snowfall or rainfall. To sum up, I think that living in the country may have a lot of advantages such as fresh air, breathtaking landscapes and comfort, but a lot of people decide to stay in the city, due to the fact that the life in the town is easier. The easy access to shops and other institutions are the great advantage.

Case Of Organizational Behavior Samples

In a very broad sense, organizational behavior refers to the study of how human individuals interact or behave within a group. These studies are conducted extensively to understand how to better integrate the employees and run a business more efficiently. At the core of this field of study lies the idea that scientific approach can benefit an organization through better managing the workers and, thus, making sure the individuals work more cohesively and as a single unit. Organizational behavior may be loosely described as the process of understanding and predicting of human behavior as a group member or as an individual in order to manage and maximize their output within an organization. Organizational behavior also studies the behavioral traits or patterns individuals show to one another within the organizational sphere. The effects of these interactions are also studied in depth. Organizational behavior is the study of every behavioral aspects of an individual who is a part of a bi gger organization, the interface of two or more individuals, or between the individual and the organization or of the organization itself. Organizational culture is the single most important aspect and parameter that decides how will the performance of the employees be as individuals or a whole group. Moreover, organizational culture is the conglomerating bundle of the assumptions, values, ethical considerations, ideologies and other organizational parameters that decide how would an individual or a group within the organization behave while their interactions and interfaces between themselves and the organization or amongst themselves (Alvesson and Sveningsson 2015). These parameters all have important and extensive influences upon individuals and modulate their behavioral patterns, dictate how they dress or act as a member or part of the organization. Organizational culture also often sets the bar that decides and measures how will the performance of the individual and the group is (Alvesson 2016). Every single organization has distinct and visible organizational culture that varies from each other and are unique in i ts nature. These organizational culture are developed over days and are maintained tirelessly to uphold the organizational reputation within the industry. This reputation is one of the biggest attributes for ensuring a successful business (Ehrhart and Kuenzi 2017). Organizational culture is primarily a very basic but overall guideline or boundaries as to how should the employees behave while representing the company. Organizational culture is the unification of the values, ethics and behavioral pattern of the employees that make up the unique environment for each organization (Ostroff and Schulte 2014). While these behaviors are often up-front and are very visible, it is also often the case that these are embedded psychologically. The very core beliefs and values are personified by the behavior of the organization and, in some cases, the employees as well. The managing authorities are the ones who decide how would the employees behave within the organization. Organization culture fl ows down from the senior authorities to the employees and not the other way around (Ashkanasy and Dorris 2017).    Also termed â€Å"corporate culture†, organizational culture is reflected through a few basic functions of the company. It is the guidelines and broad paths through which an organization functions and operates its business: how does the organization treats and interacts with its customers and employees as well as how does it serve or helps the wider social communities (Bortolotti, Boscari and Danese 2015). Organizational culture decides upon how much freedom is given to the employees to have inputs about the operations of the company and what contributions do they have in the decision making process, providing new ideas for development and benefit of the organization or how much leniency is tolerated for p3ersonal expression. The hierarchical construction, the flow of power and how free flowing is information within the organization are all decided by the organizational culture and work ethics(Barbera 2014). The organizational goals and purposes demand the employees to believe and be committed to them and organizational culture plays a pivotal and decisive role in this: the organization must be able to make the employees feel welcomed and a valuable part of the organization so that they want to work for the employers and help them to fulfil the objectives that were set out with in the first place of starting the company (Glisson 2015). If the employees are made to feel they are important and they understand that the company is taking their care, they will themselves take care of the customers. The whole functioning of the company will be much smoother and the higher authority need not be directly involved in the interaction with the customers, rather, they can be focused more on other more pressing issues. Customer care and services, post sales services, product quality are all results and/or shaped by organizational culture (Hogan, S.J. and Coote, L.V., 2014). Another very important aspect of running a business in the modern world is the environmental s ide of it. Every business, industry or organization must abide by the rules and requirements to protect the environment and reduce the process of global warming. A strong and ethical organizational culture helps to make sure that organizations keep this in mind and not cause any harm to the planet (Dubey et al. 2017). Virtually every single step of the operations of an organization is impacted by the organizational culture: how will the idea of a new product or service be conceived and shaped, how will the marketing tactics be planned, how to reach the potential customers and how to penetrate the market (Uzkurt et al. 2013). Organizational culture takes a lot of time to achieve and once established, it is so involved in every operation of the organization that it becomes almost impossible to change. That is why organizations must be very careful from the very beginning, having a concise and cohesive idea about what they want to achieve through the business, i.e. the motives of the company (Kangas et al. 2016). Employees and customers have to be able to identify with the organizational business operations or goals if they either want to work there or buy the products or the services of a particular company. Organizational culture is defined as an â€Å"emergence† of a state within an organization that is highly complex and is incalculable. This state results from a few very simple ingredients, though the final outcome is different for every organization. There are three parameters within an organization that can be controlled, moderated and managed: the employees, the work and the customers. These are the three basic pillars of any organization and every single operation is executed and planned with focus on any, or all, three of these. Organizational culture is almost always highly influenced by regional cultures (Modaff, Butler and DeWine 2016). The beliefs and ideals of different social community shape how an organization will behave, treat its customers and employees. These beliefs and values are deep inside the collective social mentality, and it is only natural that these will be some of the primary things to decide what will be the operations of the organization. The creation of any organizational culture is dependent upon the beliefs and values of its leaders. Workplace culture is entirely created by the leaders as they are the ones with a proper idea about what is to be done band the true motives of the organization (Asgary and Li 2016). However, it is not the final deciding factor: while most of the times leaders do shape the organizational culture, there are also times when organizational culture also decides what kind of a leadership is possible, or how will the leaders behave him/herself. An established culture influences and shapes a leader just as much as it being influenced by the leader (Fullan 2014). An effective organizational culture decides and governs the mentality and behavior of the employees and the authority that will ensure the employees reaching their goals while adhering to the collective motivations. When an employee feels that she or he is being assisted and helped by the leader to fulfil their personal goal, job satis faction also gets better and this, in turn, pushes the employees to work even harder. While a strong organizational culture will help the employees in the process of achieving its goals and grow together, a weak one will have disruptions in the work and functions of the organization. However, if individual employees are seen as to be more important than the organization itself, sustaining the operations and striving towards the organizational goals may become difficult as the company will be having a tough time trying to balance the priorities (Goetsch and Davis 2014). The market orientation and culture of an organization must be focused at generating a profit and should revolve around results. Competition within an industry must be kept up with, if the organization wishes to stay in the game and keep generating a profit. Having an adaptive culture can help organizations immensely. This means an inclusive work culture where all the employees are included in the decision making process of the company. An adaptive or inclusive work culture ensures that the company y will survive through time, simply because it will have all the employees looking after its interests. A flexible work culture is dynamic in nature and are focused upon risk-taking and innovation (Glisso n 2015). Power culture within an organization decides how would information flow within the organization among the different departments. It also determines the hierarchy of the organization and the power structure. This kind of work culture is spearheaded by a single leader who takes all the decisions on behalf of the entire organization and controls the marketing and other strategies of the company. A role culture is where the employees all know their specific jobs and roles in the organization and report to their seniors. Efficiency and accuracy are paramount in a work culture like this one. There are some basic characteristics of organizational culture, despite being unique to every organization. Some of them are elaborated below: The organizational culture is a self-sustaining pattern that gives an idea about how things are to be done in the organization. Organizational culture is mostly instinctive and repetitive and cannot be easily categorized or labelled. Corporate culture is always evolving: slowly, but surely (Katzenbach, Oelschlegel and Thomas 2016). While it is almost impossible to change the entire established work culture, it is possible to control certain emotional aspects of it to control the performance and outcome of some of the functions. Cultural inputs and catalysts help companies to make changes that last longer and have more positive impact on the performance of the employees (Modaff, Butler and DeWine 2016). There are some basic principles of the organizational culture that help companies to achieve long term success. These can be defined as follows: Now that a rough but cohesive idea about the basic tenets of organizational culture has been comprehended, further discussion would try to establish the same as an important of business running. To achieve this, three case studies are looked into in greater detail and discussed how did they manage to be so successful despite such fierce competition in the sector and what role did organizational culture had to play in it. It is not unknown that Google has a very strong work culture that is also the biggest reason behind it being recognized as one of the most sought after companies to work at. Even pictures from inside Google’s offices make people chart their education and career plans so that one day they can achieve that. A company does not achieve such a status just like that. The very essence of the core ideals and beliefs of the company is forged within the organizational culture of the organization, that prompts its actions and every other strategy (Wei, Samiee and Lee 2014). The company has teams who are solely focused towards keeping the employees happy and making sure that productivity is consistent and regular. While it may seem intrusive to many, it is also true that great visions are often misjudged and/or frowned upon. It is understandable if some companies are weary of the organizational culture simply based on the fact that the industry of Google are absolutely different. While di fferent sectors do demand different work cultures, it is also true that some basic ideas can be used by every sector or organization within it. It has already been elaborated in the previous section about how can a greater employee integration help an organization to achieve higher degrees of success can happier employee circle ensure higher performance. This section will look into the different ways through which Google tries to achieve this aspect of organizational culture and, in turn, attain success. Google firmly believes in the fact that it is the employees behind the success of the organization. There are innumerable applications to work for the company and every single one of them are reviewed. The employee integration process begins at the very first step of hiring a person as an employee. In the interview process, the applicants are faced with odd situational questions and are asked to provide answers. The answers are not expected to be correct, rather the company tries to see which of the applicants have an aptitude for imagination and can come up with innovative ideas under pressure. This gives the organization an insight about the inner capacity of each individual at the very beginning. Human resource department relies solely on scientific research and data analysis to understand an d measure the performance of each individual employee properly. Extensive application of algorithm based formulae help the company to predict when will an employee leave the organization; optimal size of tables is also assessed using scientific methods. Google discovered that female employees take twice as many leaves as the male counterparts and this led the company to revamp the entire leave plans, giving the female employees paid maternity leaves. All of these steps taken provided the company with employees who were happier. Retention of the employees was achieved through providing them with higher perks and better paid leave plans. Google gives its employees a lot of perks including the advantages of bringing the children to the office and availing day care right there, sleep pods, free food throughout the day and many more which make the employees want to stay at the company. Studies have also shown that the employees perform better as well under these conditions. Google has clearly written guidelines about what are the ideals and organizational values. These ten grounding premises serve at the very core of the company and help the applicants properly understand what the organization expects them to do, which skills to possess and what are expected of them should they be selected to work for the company. Google shares all of its information with all of its employees. This makes the operations of the organization clear and transparent. The company also takes care to resolve any questions an employee may have regarding the organization. This assures the employees with a sense of security and makes them understand the operations of the company properly and enables them to work for the company in a clearer and proper fashion. Keeping the employees informed and enlightened about which direction the company is headed enables them be aligned with the objectives of the company and cohesively work towards the collective goals. Every employee is given recognition for however small an achievement may it be, encouraging them to work harder so that they can achieve even more credit for their work. At the same time, failure on the part of any employee or team is also highlighted. This type of clear and open appreciation of their efforts make the employees want to improve their performance and ensu res an office culture which is fearless. Google encourages its employees to socialize even outside of office so that a sense of a bigger society can be formed where everyone knows each other. This gives the employees a level of comfort to be working among the people they know, and being relaxed they can work with better concentration. This case study reveals that Google uses some basic and very normal ideas to form an organizational culture through employee appeasing, based on the very core idea that happy employees guarantee happy customers. Another very important aspect of Google’s work culture is that; it is never stagnated. The company is always changing and evolving its work culture, making sure any new aspect that would make the employees happier is not ignored. The company policy on employees is one of the most important things that ensure the employees’ higher performance rate and establishes the organizational dominance in the overall industry. Google is evidently highly successful in being able to use organizational culture by means of integrating the employees within itself and making themselves a successful company. All of these steps have helped Adobe to become the successful company that they are today and enjoy a great market share. Companies and organizations invests billions of dollars and uncounted amount of hours only to ensure that innovation and creativity are boosted. To stay ahead of the curve, to ensure organizational leadership in the industry and grabbing maximum market share, there is no substitution for innovation. Creativity helps every organization to come up with new ideas that help to create a new product or develop on an already existing product and innovate something. The aspiration to do something, to create something new is a great driver for motivation to work harder. This improves performance by a huge margin and often boosts the overall company performance as a whole. To ensure that the employees are going to work hard, Adobe looks into the fact that their employees are having fun at work. The organization firmly believes in the fact that innovation and creativity can be ushered through relaxation, where pressure is not an issue. Culture is the conglomeration of ideas, customs, beliefs, values and behavior of a particular person or of group as a whole. Adobe, above all encourages the employees to creative and tries to establish a work culture within the company that will itself evoke creativity. It is an observed fact that the companies that take these steps can see higher growth rate as well as better revenue. Adobe is one of the biggest software companies on the planet and also one of the most lucrative places to work at. Creativity has helped the company to stay ahead of its competition simply by making sure their products offer something extra that the other products do not. Adobe believes that creativity is something that should start at the top and should be reflected through the behavior and the working of the senior authorities. The people at the top are expected to lead the way by displaying innovative thinking themselves. If the leaders fail to behave in the company’s desired way, the employees would also fall short of their tasks. The leaders in the company are bestowed with the responsibility to unleash the creative capabilities of the employees. â€Å"KickBox† is a unique concept of the company that allows every employee to bring their imaginations and ideas through life using the company’s own resources. These are funded by the organization themselves to encourage the employees to develop new ideas. The employees are not expected to submit any proposals for it: they just go ahead with the plans. Adobe has a corporate culture that embraces risk taking rather than shunning it away. Risk aversion is believed to be, by the company, the single biggest threat to innovation. Adobe gives out its employees the signal that they are open to new ideas and new interpretations of existing products so that they are encouraged to take risks. If the risks are worthy, the organization rewards the employees and credit is given elaborately. This is another way through which the company ushers in new ideas for products. The leaders again play a pivotal role here: they have to make the employees understand that risk taking is awarded and not something that would land them in trouble. The training and development program of Apple is very well planned and organized. The employees of Apple are treated as one of the key advantages in the departments of the research and development as well as marketing. In order to attract and retain skilled and competent employees the Apple Inc. provides effective training and development program (Shafie, Siti-Nabiha and Tan 2014). These employees will improve the ability and benefit of the company. To meet its transformational challenges, the company needs to train new and current staffs. The ways in which the employees learn and achieve reflect as well as transform how the company does its business. Thus, they engage the employees to work responsively and improve the products. On the other hand, they raise awareness about the employees’ rights. To Apple it is not enough only to find and correct problems. Apple’s training programs are specially designed to educate employers about laws, rights, health and safety of the workers as well as suppliers (Cornelissen and Cornelissen 2017). Verità © and the Fair Labor Association — two organizations recognized internationally, dedicated to human rights have worked with Apple to figure out the quality of the company’s social responsibility training. It shows that the knowledge and awareness of the rights of the employees has been increased through Apple’s mandated training. They train supervisors and managers on their responsibilities, direct hire processes and even onsite management of foreign workers. Supplier Employee Education and Development (SEED) program has been launched by Apple to enhance professional development opportunities. Here, the classes on finance, computer skills, and the English language are offered. The company also made a partnership with Chinese universities to allow workers to achieve associate degrees. Over 60,000 workers participated in their first pilot program in 2011 and came up with higher morale are promoted more often than other employees (Myers and Fellow 2014). Their final suppliers have onsite e-learning centers. In order to follow up and compute the employee’s performance Apple audits. In 2011 the company conducted training sessions to prevent underage labor. This year, no cases of underage labor could be found in their audits. While the organization is encouraged by these results, Apple claims that they will continue regular audits and go deeper into their supply chain to ensure that there are no underage workers at any Apple supplier (Asgary and Li 2016). The company has decided to continue regular audits to ensure that there are no underage workers at any Apple supplier. Apple has made their training and development program intensively dedicated in order to bring out and sustain the competitive advantage. Apple frequently produces new products like computers, music devices, media sales, and telephones that require skill in completely different industries. Therefore, the expertise of its employees needs to change faster than at almost any other tech firm. Apple feels that the employees must be self-reliant. The reason behind it is that in a fast-changing environment, employee self-reliance gets weaken for providing target competencies and prescribing training. In order to develop the required skills, the employees need to learn continuously which employee ownership of development encourages. Instead of giving training how to sell a product, the employees are empowered which will shape them according to the company’s requirement as well as the customer’s. Apple’s team environment helps to build cohesion within team. The cohesion strengthens when the different development teams work competitively. This healthy competition helps in their development and they learn from each other. Apple’s effective training and development programs motivate and encourage innovation and creativity of the employees. Apple has compensation policies and packages which is structured and prepared by a committee. The compensation committee prepares, review, and modify the incentive programs and policies. The board set the committee members and empower them to take external or internal counseling, advice and ask for any employee. Apple provides very good benefits like health and life insurance, Short- and long-term disability coverage, flexible Spending Accounts, disability coverage and employee stock exchange plans. As found in the official website of Apple, the company has built plenty of flexibility for the employees and their families. Apple’s executive compensation aims to attract and retain the executives with genius, creativity and entrepreneurial skill. To the company, the employees are their assets. It is the executives who are responsible to transform the company and bring success in the international market. The Compensation Committee examines the compensation program and determines the compensation for the executives. The distributes annual performance-based cash bonus program for the employees and follows pay system based on performance. Every executive is awarded with cash bonus equal to 100% of his basic salary. The compensation committee compensates fairly and adequately. In today’s weak economy, Apple has taken advantage of job demand and provided a good ambience to work. It faces no difficulty to replace the employees who have resigned. Apple maintains a healthy work culture that helps the company to flourish and prosper internationally. From the above discussion and a good look into the cases of the three organizations, it can firmly have concluded that organizational culture does help an organization to be successful. Organizational culture has been seen to be one of the most important aspects of business running which can make pivotal differences between a successful organization and one that is not. A strong work culture is something that would enable companies to make its strategies in a way that would help them to achieve the collective organizational goals and would also enable to establish a strong sense of bond within the company as well. A strong organizational culture makes sure that the environment within the company is cordial and a homely atmosphere prevails. This is one of the most important things to make the employees feel relaxed, enabling them to work even better. The companies with a good organizational culture makes the employees feel welcomed and an integral part of the company. This sense boost s them to try and work better. Recognizing the employees’ efforts and rewarding risk taking capabilities also ensure enhanced performance. Alvesson, M. and Sveningsson, S., 2015.  Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M. ed., 2016.  Organizational culture. Sage. Asgary, N. and Li, G., 2016. Corporate social responsibility: Its economic impact and link to the bullwhip effect.  Journal of Business Ethics,  135(4), pp.665-681. Ashkanasy, N.M. and Dorris, A.B., 2017. Organizational culture and climate. Barbera, K.M., 2014.  The Oxford handbook of organizational climate and culture. Oxford University Press. Bortolotti, T., Boscari, S. and Danese, P., 2015. Successful lean implementation: Organizational culture and soft lean practices.  International Journal of Production Economics,  160, pp.182-201. Cornelissen, J. and Cornelissen, J.P., 2017.  Corporate communication: A guide to theory and practice. Sage. Dubey, R., Gunasekaran, A., Helo, P., Papadopoulos, T., Childe, S.J. and Sahay, B.S., 2017. Explaining the impact of reconfigurable manufacturing systems on environmental performance: The role of top management and organizational culture.  Journal of Cleaner Production,  141, pp.56-66. Ehrhart, M.G. and Kuenzi, M., 2017. The Impact of Organizational Climate and Culture on Employee Turnover.  The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, pp.494-512. Fullan, M., 2014.  Leading in a culture of change personal action guide and workbook. John Wiley & Sons. Glisson, C., 2015. The role of organizational culture and climate in innovation and effectiveness.  Human Service Organizations: Management, Leadership & Governance,  39(4), pp.245-250. Goetsch, D.L. and Davis, S.B., 2014.  Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.  Journal of Business Research,  67(8), pp.1609-1621. Kangas, M., Kaptein, M., Huhtala, M., Là ¤msà ¤, A.M., Pihlajasaari, P. and Feldt, T., 2016. Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover.  Journal of Business Ethics, pp.1-17. Katzenbach, J., Oelschlegel, C. and Thomas, J., 2016. 10 principles of organizational culture.  Strategy+ Business,  82(Spring), pp.1-7. Modaff, D.P., Butler, J.A. and DeWine, S.A., 2016.  Organizational communication: Foundations, challenges, and misunderstandings. Pearson. Myers, C. and Fellow, K., 2014. Corporate Social Responsibility in the consumer electronics industry: A case study of Apple Inc.  Resource document. Georgetown University, Edmund A. Walsh School of Foreign Service. https://? lwp.? georgetown.? edu/? wp-content/? uploads/? Connor-Myers.? pdf. Accessed,  10. O’Reilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance.  Group & Organization Management,  39(6), pp.595-625. Ostroff, C. and Schulte, M., 2014. A configural approach to the study of organizational culture and climate. Shafie, S.B., Siti-Nabiha, A.K. and Tan, C.L., 2014. ORGANIZATIONAL CULTURE, TRANSFORMATIONAL LEADERSHIP AND PRODUCT INNOVATION: A CONCEPTUAL REVIEW.  International Journal of Organizational Innovation,  7. Uzkurt, C., Kumar, R., Semih Kimzan, H. and Emino?lu, G., 2013. Role of innovation in the relationship between organizational culture and firm performance: A study of the banking sector in Turkey.  European Journal of innovation management,  16(1), pp.92-117. Wei, Y.S., Samiee, S. and Lee, R.P., 2014. The influence of organic organizational cultures, market responsiveness, and product strategy on firm performance in an emerging market.  Journal of the Academy of Marketing Science,  42(1), pp.49-70. Wiewiora, A., Trigunarsyah, B., Murphy, G. and Coffey, V., 2013. Organizational culture and willingness to share knowledge: A competing values perspective in Australian context.  International Journal of Project Management,  31(8), pp.1163-1174.