Importance of Employer Branding

Importance of Employer Branding Employer Branding 1.0 Introduction: Employer Branding is the most critical people management topic in todays flattened global business environment. The economic downturn has further brought attention to the importance of people in delivering the brand promise. Increasingly the shareholder value of a company rests in its intangible assets e.g. its people, reputation and culture. Organizations spend millions on their corporate brand. But how much do they invest in their Employer Brand? Employer branding plays an important role in attracting and retaining talent in the face of a shrinking talent pool. HR professionals are considered primarily responsible for employer branding initiatives, with most of the companies reporting HR as one of the key stakeholders in employer brand management. While employer branding is predominantly seen as the domain of HR, marketing also plays an important role 2.0 Literature review: 2.1 What is Branding? It is a way to package information about functional attributes, economic value, and psychological benefits so its easily understood and absorbed by the target audience. Marketers today engage in two different types of branding namely external branding and employer (internal) branding. The latter yet to pick up in full speed, has tremendous potential in this increasingly competitive scenario. 2.2 External Branding Defining External Branding: The image that an organization projects to consumers, suppliers, investors, and the public. An external brand gives information on the attributes of the goods or services to current and potential buyers. It answers questions such as: 2.3 Internal Branding Defining Employer Branding: The image that employees have about what what type of employer an organization is. Whether the brand is explicit or implicit- and even if it has not been deliberately developed- every organization has an internal brand. An Employer Brand (or Internal Brand) gives current and potential employees information about the employment experience and what is expected of them. It answers questions such as: Employer branding can be defined as â€Å"a form of the corporate branding by which companies establish an image of services they provide, in order to attract or motivate employees† (Bates, 2001).The below provides an overview of the different types of branding. Product branding focuses on communication to customers about the companys products. Corporate branding communicates the companys financial results to the stakeholders. In the marketing literature, the importance of reconciling perceptions of the firms internal and external image in managing the congruence of all brand messages has been recognized (Dukerich and Carter 2000; Duncan and Moriarty 1998). Not only does this positively influence the perceptions of these messages among employees, potential employees, and customers, but it also ensures that employees are ‘properly aligned with the brand and what it represents (Keller 2002). This allows employees to ‘live the brand and reinforces corporate values and expectations of performance among new and existing employees (Ind 2001). Ind also recognizes that some companies have de facto employer brands without a formalized marketing approach. However, at a time when the financial markets are increasingly recognizing human capital as a source of value for firms and shareholders (Cairncross 2000); Michaels et al. (2001) propose the explicit development and communication of the Employee Value P roposition (EVP) to attract and retain talented employees. Clearly, there are a number of different marketing inputs that contribute towards the formation of the employer brand, from the development of an EVP to recruitment marketing plans, and outputs which may require advertising, press coverage, sponsorship, word-of-mouth endorsement and contacts with employees (Kennedy 1977; Dowling 1994 2002; Stuart 1999). In this way, the formation of the employer brand image is closely associated with the firm in its role as an employer. In the recruitment literature, Gatewood et al. (1993) find that the employer brand image is a particularly significant predictor of early decisions made by new recruits about their employers. Turban et al (1998) find that employer brand image positively influences both applicant perceptions of recruiter behaviors and post-interview job and organizational attributes. As to how potential recruits form images of a particular organization, the phenomenon of signaling has been investigated and found to have an influence on employer brand image, particularly in the early stages of the recruitment process (Taylor Bergmann, 1987). That is, recruitment experiences are taken as ‘signals of unknown organisational characteristics (Barber, 1998; Rynes, Bretz and Gerhart 1991). For example, job applicants may infer employer brand values based on their recruitment materials e.g. an organization that emphasizes promotion and salary may be perceived as valuing dedication to career (Honeycutt Rosen 1997). Also, Goltz and Giannantonio (1995) found that recruits infer more positive characteristics about an organization when exposed to a friendly recruiter than an unfriendly one. Moreover, Rynes, Bretz and Gerhart (1991) find that line employees have a bigger signaling impact than staff recruiters and that both are conditioned by the feedback of applicants regarding their impressions of the employer brand image. Very often employer branding is thought to be restricted to recruitment communications and only be concerned with the attraction of employees. In reality however, this is not the case. An employer brand explains how the organisation has been communicating and engaging with all of its stake holders be it current, prospective or past employees. Another critical thing to be noticed is that unlike other branding initiatives, an employer brand is not a true brand in its own right. It is not something envisioned and executed by recruitment and advertising agencies that stands alone and separate. An employer brand will be successful only if it operates in conjunction with the organisations corporate and consumer brands. It therefore becomes pertinent to find a connect between employer brand and the existing brands and reflect the behaviours exhibited throughout the organisation, to investors and consumers. It should be able to bring out the real and the aspirational truth about working in an organisation and mirror the values that are exhibited through the external corporate and consumer brands. If there is a disconnect between the two, the ‘brand promise that is given to new employees will vanish as the reality of working in a very different organisation to the one promised. The roots of the concept of employer branding stretch back to the 1990s. However, due to uncomfortable market conditions and a grim recession, the concept could not flourish completely and it has only been in the last five years that employer branding has become a major force. In 1996, Simon Barrow and Tim Ambler gave this definition: We define the Employer Brand as the package of functional, economic and psychological Benefits provided by employment and identified with the employing company. The most significant role of employer branding is to provide a comprehensive framework for management to be able to define priorities, increase productivity and improve recruitment, retention and commitment. Employer branding may seem superficial from a certain point of view, since it is not directly helping in increasing the sales s and thus impacting bottom lines but it is definitely here to stay. Organisations have realised that its people provide one of the few distinct competitive differentiators in todays world. Good talent management makes sense and employer branding is an important part of an organisations armoury from now on. In order to be able to create a successful employer brand, there are three critical stakeholders who must be involved. Senior management: to give insight into the vision, strategic intent, core objectives, competition landscape and understanding of consumers attitudes towards the organisation. Key employee groups: in order to give opinions on the activities that take place on the work floor, benefits, management and communication within the organisation. Relevant external labour pools: to highlight their understanding of an organisation, any roadblocks to success and perception of the organisation in the market. Like all other kinds of branding exercises, employer branding does and will pay off. Following are some benefits to a good employer branding exercise: True differentiation in campuses from where recruitment is done Enthusiastic and aspirational set of messages to be sent out to potential as well as existing employees Mainting a brand consistency through the candidate/new starter journey A better understanding of how the organization is perceived externally Higher engagement levels for the existing employees Financial returns can also be observed in the long run through efficient employer branding practices. If the right kind of employer branding exercise is done, it will lead to a reduction in the amount of money needed to invest to bring good people into the business. The Employee Value Proposition (EVP) is an important outcome of employer brand. It essentially comprises of the promise that the organization makes to current, future and potential employees. In the process of defining an employer brand, the organizations EVP is automatically created. For example, on a recent employer branding project for HSBC, it was found that the central tenet of the organisation was the investment in, and development of, their employees. The organisation invests hugely in its people, there are opportunities to work locally, nationally and internationally. Because of these reasons the EVP that was developed for HSBC was ‘Here you can. As mentioned earlier, Employer branding is not just about reaching potential employees but also about the existing ones. It is about an employer promise which is consistently carried through all stages of employees experiences of that organisation through recruitment processes, into employment and then even after having left the organization. There is a strong correlation between the engagement and commitment levels and the different stages in the lifecyle of the tenure in an organization. An employee who joins an organisation with an exemplary EVP will exhibit high levels of commitment compared to if he were joining the organization with a poor EVP. After a year, if the EVP is correctly managed, commitment will fall but not as low as the commitment level in organisations with a poor EVP. 2.4 Current Scenario A lot of work has been done on employer branding, its importance, characteristics etc. Firms from diverse industry sectors have formally defined, and are strategically managing, their employer brands. There is no doubt that many practitioners view having a successful employer brand as desirable but there has not been much progress on measuring the effectiveness of employer branding. Quantifying employer branding is very critical from new talent point of view as an â€Å"index† is psychologically better conceived and also making a comparison among organizations. Currently analytics companies such as Hewitt Associates and Mercer conduct surveys for the best employer brands once every year based on certain parameters. However, these surveys are valid only for a certain period of time and there is no mechanism to compute the value of an employer brand at any other point of time. 2.5 Absence of Measurement of Effectiveness of Employer Branding: Sixty-two percent of respondents to a recent survey said they support employer brand initiatives, but only 24% have metrics in place to measure these initiatives. The research was conducted by the Bernard Hodes Global Network. Not surprisingly, â€Å"The study reveals that a key driver for employer brand development is the need to acquire talent in a competitive global market,† said Alan Schwartz, president and CEO. Other findings of the research include: The most frequently cited key expectations of employer branding were â€Å"ease in attracting candidates† (84%) and â€Å"recognition as employer of choice†(82%). Ninety-four percent of respondents use their corporate Web sites more than other channels, such as printed materials, to promote the employer brand. Seventy-nine percent of respondents reported that HR is one of the key stakeholders in managing the employee brand. 3.0 Research Objective The objective of the research is to develop a quantitative frame work on employer branding of organizations. As a first phase of this work, I would first identify key metrics to measure employer branding. The second phase of the study would develop a generic framework which would help new talent and/or organization to calculate the index of a brand as an employer. 4.0 Rationale Such a mathematical framework would help to estimate and compare the value of an employer brand at any point of time that would benefit all the stakeholders including current employees, potential recruits, competitors etc. It would enable organizations to understand if their efforts are in the right direction and how they stand vis-a-vis their competitors 5.0 Hypothesis All organizations make efforts to establish themselves as sought after employer brands. However, the perception of the employer brand varies from person to person be it a new talent or an existing employee. 6.0 Research Questions Identifying key attributes that employees/ new talent consider important when looking at an organization as an employer brand. Relative weightages given to the attributes identified above Developing an index to calculate comparable values for various employer brands across industries Research Methodology Research Design The study was divided in two phases. First phase was focussed on conducting an in depth secondary research along with qualitative primary research to identify wide range of attributes or metrics which impact employer branding of an organization. This was followed by the designing of questionnaire targeted at final year students at various post graduate colleges. The second phase of the study further analyzes the collected data to build up a mathematical relationship between these set of attributes and index of employer branding. The index would be a guide for new recruits to quantify the employer brand and also help them to compare employer branding of different employers. A total of 3 focus group discussions were conducted, which had respondents who were in their final year of graduation and could also be looked at as potential employment seekers. The participants in the FGD were students from management institutes like MICA, Lal Bahadur Shastri (Delhi) and Fore School (Delhi). Each group lasted for about approximately 90 minutes. The discussion guide contained questions about the respondents ‘ideal workplaces, naming the organizations that they would like to work for and the reasons for it, the attributes considered while considering potential employers, employers that they would least be interested in along with the reasons for it. The discussion finally concluded with the means and methods by which the students finally go about for seeking employment. The main objective of conducting focus group discussions was to come up with a set of attributes that capture all important aspects of employer branding. Through these focus group discussions I was able to arrive at a set of 48 attributes, all of which seemed extremely important from an ideal work place point of view. The following are the attributes that emerged from the various FGDs.: A friendly and informal working environment An attractive overall compensation package (Basic, HRA, LTA) (fixed component) Application of knowledge Bonuses (Variable Component) Brand name of the organization Customer-orientation Emotional attachment with organization Encouragement for new initiatives Feel good factor with the organization Financial Health of Company Flexible working schedule Frequency of appraisal cycle Gaining career-enhancing experience Global alignment of the organization (MNC) Good relationship with colleagues Good relationship with superiors Growth opportunities Humanitarian organisation gives back to society Impression formed by recruiters of the organization Industry in which company operates Innovative employer novel work practices Innovative products and services Internationally diverse mix of colleagues Job Content Job content and satisfaction Job security within the organization Knowledge sharing opportunities Knowledgeable supervisor Leadership style of supervisor Non-monitory benefits (medical check-ups, insurance at work place, club memberships, maternity/ paternity leave) Opportunities for overseas exposure Positive feedback from current or previous employees Products (essentials, luxury etc) Quality of Top Management Reputation of the organization Rewards recognition Scope for creativity Scope for lateral movement Stock Options Stress-free working environment Supportive and encouraging colleagues Supportive supervisor Synchronization between corporate goals and employee future plans Training and development of its employees Vision of Leadership Website of the organization Working hours/ week Working in shifts All these attributes were tested in the survey instrument to arrive at the final set of metrices for measuring the value of employer branding. Employer Branding in Times of Recession There are various points of views on how recession has impacted employer branding. On one hand, the thought process says that recession has increased the human resources because of widespread layoffs and thus made employer branding relatively less important. During the recession periods, one of the primary objectives in all the organizations was to increase the top lines while managing to reduce the bottom lines. And this was made possible by showing a number of employees the way out. Another point of view towards the impact of recession claims that it is at these times that an organizations behaviour towards its employees goes through a litmus test. This is the time for organizations to ensure not to spoil their employer brand by large scale termination of employment or general misbehaviour with its existing employees. Infact this is the time to step in and make efforts towards strengthening the employer brand along with being able to retain the talent in the organization. As has been noted by many HR experts, it always easier to retain an existing and trained employee rather than to get a new one. Thus, to conclude according to this second school of thought, employer branding becomes all the more critical in times of recession, making it even more important to retain existing talent. Data Collection Respondents: 102 respondents from Delhi and Ahmedabad, all in the final year of graduation from management institutes. Section 1: Demographics The demographics include variables such as gender, age, total number of years of work experience, monthly household income, area of management specialization. DEMOGRAPHIC VARIABLE: GENDER What is your gender? Frequency Percent Valid Percent Cumulative Percent Valid 1. Male 64 62.7 62.7 62.7 2. Female 38 37.3 37.3 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: AGE What is your age? Frequency Percent Valid Percent Cumulative Percent Valid 1. Under 20 years 7 6.9 6.9 6.9 2. 20-24 years 68 66.7 66.7 73.5 3. 25-34 years 3 2.9 2.9 76.5 4. 35-44 years 23 22.5 22.5 99.0 5. 45 years and above 1 1.0 1.0 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: TOTAL NUMBER OF YEARS OF WORK EXPERIENCE What is your total number of years of work experience? Frequency Percent Valid Percent Cumulative Percent Valid 1. No experience 29 28.4 28.4 28.4 2. Less than a year 35 34.3 34.3 62.7 3. 1-2 years 30 29.4 29.4 92.2 4. 2-3 years 5 4.9 4.9 97.1 5. More than 3 years 3 2.9 2.9 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: MONTHLY HOUSEHOLD INCOME What is your monthly household income? Frequency Percent Valid Percent Cumulative Percent Valid 1. less than Rs. 25,000 8 7.8 7.8 7.8 2. Rs. 25,000- Rs. 50,000 18 17.6 17.6 25.5 3. Rs. 50,000- Rs. 1,00,000 59 57.8 57.8 83.3 4. More than Rs. 1,00,000 17 16.7 16.7 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: AREA OF SPECIALIZATION What is your area of specialization? Frequency Percent Valid Percent Cumulative Percent Valid 1. Marketing 36 35.3 35.3 35.3 2. Media 20 19.6 19.6 54.9 3. Market Research/ Analytics 10 9.8 9.8 64.7 4. Finance 30 29.4 29.4 94.1 5. HR 5 4.9 4.9 99.0 6. Operations 1 1.0 1.0 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: ASPIRED INDUSTRY Which industry do you aspire to work in? Frequency Percent Valid Percent Cumulative Percent Valid 1. Consulting 43 42.2 42.2 42.2 2. Manufacturing 17 16.7 16.7 58.8 3. Media 14 13.7 13.7 72.5 4. IT 3 2.9 2.9 75.5 5. Finance 18 17.6 17.6 93.1 6. Others 7 6.9 6.9 100.0 Total 102 100.0 100.0 Section 2: Information Sought This section includes the data collected to understand the sources of information used by students to know more about a potential employer and the nature of information that is sought while developing an understanding about the potential employer. SOURCES OF INFORMATION TO KNOW ABOUT A GIVEN COMPANY What are your sources of information to know about a given company?1. Peers Frequency Percent Valid Percent Cumulative Percent Valid 1 70 68.6 100.0 100.0 Missing System 32 31.4 Total 102 100.0 What are your sources of information to know about a given company?2. Colleagues Frequency Percent Valid Percent Cumulative Percent Valid 1 41 40.2 100.0 100.0 Missing System 61 59.8 Total 102 100.0 What are your sources of information to know about a given company?3. Family members Frequency Percent Valid Percent Cumulative Percent Valid 1 33 32.4 100.0 100.0 Missing System 69 67.6 Total 102 100.0 What are your sources of information to know about a given company?4. Online search Frequency Percent Valid Percent Cumulative Percent Valid 1 72 70.6 100.0 100.0 Missing System 30 29.4 Total 102 100.0 What are your sources of information to know about a given company?5. Company personnel Frequency Percent Valid Percent Cumulative Percent Valid 1 51 50.0 100.0 100.0 Missing System 51 50.0 Total 102 100.0 What are your sources of information to know about a given company?6. Press reports Frequency Percent Valid Percent Cumulative Percent Valid 1 30 29.4 100.0 100.0 Missing System 72 70.6 Total 102 100.0 What are your sources of information to know about a given company?7. Others Frequency Percent Valid Percent Cumulative Percent Valid 1 22 21.6 100.0 100.0 Missing System 80 78.4 Total 102 100.0 NATURE OF INFORMATION SOUGHT What is the nature of information you look for when applying to a company?1. Type of work Frequency Percent Valid Percent Cumulative Percent Valid 1 62 60.8 100.0 100.0 Missing System 40 39.2 Total 102 100.0 What is the nature of information you look for when applying to a company?2. Investor information Frequency Percent Valid Percent Cumulative Percent Valid 1 24 23.5 100.0 100.0 Missing System 78 76.5 Total 102 100.0 What is the nature of information you look for when applying to a company?3. Personal experience of employees in that company Frequency Percent Valid Percent Cumulative Percent Valid 1 42 41.2 100.0 100.0 Missing System 60 58.8 Total 102 100.0 What is the nature of information you look for when applying to a company?4. Best Employers Survey ranking Frequency Percent Valid Percent Cumulative Percent Valid 1 25 24.5 100.0 100.0 Missing System 77 75.5 Total 102 100.0 What is the nature of information you look for when applying to a company?5. Work life balance Frequency Percent Valid Percent Cumulative Percent Valid 1 50 49.0 100.0 100.0 Missing System 52 51.0 Total 102 100.0 What is the nature of information you look for when applying to a company?6. Pay packages Frequency Percent Valid Percent Cumulative Percent Valid 1 71 69.6 100.0 100.0 Missing System 31 30.4 Total 102 100.0 What is the nature of information you look for when applying to a company?7. Others Frequency Percent Valid Percent Cumulative Percent Valid 1 33 32.4 100.0 100.0 Missing System 69 67.6 Total 102 100.0 Section 3: Reliability Analysis This analysis has been done to study the properties of measurement scales and the items that compose the scales. The Reliability Analysis procedure calculates a number of commonly used measures of scale reliability and also provides information about the relationships between individual items in the scale. Alpha (Cronbach) model of reliability has been used to check for internal consistency, based on the average inter-item correlation. Case Processing Summary N % Cases Valid 102 100.0 Excludeda 0 .0 Total 102 100.0 a. Listwise deletion based on all variables in the procedure. Reliability Statistics Cronbachs Alpha Cronbachs Alpha Based on Standardized Items N of Items .874 .892 48 Cut-off criteria. By convention, a lenient cut-off of .60 is common in exploratory research; alpha should be at least .70 or higher to retain an item in an adequate scale; and many researchers require a cut-off of .80 for a good scale. The Cronback Alpha in this case is .874 and thus, the data set is consistent. Section 4: Factor Analysis Principal Component Analysis has been conducted on the collected data in order to establish a relationship between inter-related variables and to represent them through a set of a few underlying factors. It would help in identifying the intrinsic factors thus, examining the inter dependent relationships. The following are the specifics on the factor analysis: 1. Descriptives 1. Initial solution 2. Correlation matrix 1. Coefficients 2. KMO and Bartletts 2. Extraction 1. Analyze Correlation matrix 2. Display Screen plot 3. Extract Eigenvalues over 1 4. Rotation Varimax (uncorrelated factors) 5. Options Sort by size and Suppress values less than .20 Output of Factor Analysis: Total Variance Explained Component Initial Eigenvalues Rotation Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumulative % dimension0 1 10.001 20.836 20.836 9.357 19.493 19.493 2 7.845 16.344 37.180 6.465 13.468 32.962 3 5.768 12.016 49.196 5.812 12.109 45.071 4 4.211 8.774 57.970 4.503 9.382 54.453 5

Market scenario: demand and supply Essay

The market situation is such that the production of computers and the pace of technology have outpaced the overall growth in demand for computers. More importantly the increase in the demand for computers has been in phases when a shift in demand has caused a slight increase in computer prices. The decline in prices is also evident because of transfer of technology amongst different regions of the globe. Many of the developing countries have received technology and cheaper computers from the developed world which has further increased the process of better technological innovation and ever declining prices of computers. There is also a case of understanding that computers are a type of machine that must be renovated or renewed periodically therefore many companies are willing to sell them at lower prices knowing that costumers will buy new machines in the future and they will invest in newer technology. Therefore computer manufacturers have been pursuing brand holding strategies which includes selling computers to buyers at competitive rates. If we look at the above diagram we get to know that as the demand increased and shifted to demand’ there was also a change in the supply curve toward the right which was driven by higher production because of newer technology, and lower costs. Another crucial aspect is related to how supply curve shifted to right by so much that it overcame the increase in demand and ensured that prices actually declined over the years. We also have to look at how prices declined over the years and boosted the quantity demanded of computers. From 1963 to 2003 real prices of computers have been consistently falling; this piece of statistic in itself explains how costs and eventually prices of computers have pushed down over the decades. The market mechanics are such in the technology industry that competition and the realization of new products and the addition of new companies keeps existing firms on their tows especially in terms of the cost of production as it is one of the major ways of increasing margins without hiking the prices. Availability or the threat that in the future better products will evenntually take away the market of the current products drives the technology business. This focus on innovation and creation of new products breeds efficiency and higher productivity that leads to better prices for the consumer. Conclusion It must be understood that the way technology market works is completely different from many traditional markets that we see around us. This is a result of the new dynamics that technology companies bring with them for instance companies like HP, IBM, Apple and Dell fight for different costumer target groups with products that cater to that particular target markets needs. The main point is that within these categories prices continue to fall even though there is an aggregate rise in demand. This increase in demand could be explained in two ways. Firstly, the increase in the quantity demanded continued to increase as a result of fall in prices. This occured because due to technological advancements and better production techniques cost of production fell and there was an increased demand for different variants, laptops and handheld devices which kept the competition robust and costs low. Secondly the increase in demand could be explained as the shift in the demand curve but this shift was supported by a stronger shift in the supply curve as a result of favorable supply factors throughout the world. The basic requirements to produce computers became more available both in terms of labor and raw material. Similarly newer technological advancements made older technologies redundant and this required even greater innovation and product creation. In which ever way we look at it the changes in both supply and demand have resulted in lower prices in the long-run. Another crucial aspect to product-led markets such as the computer market is that all new products must be adequately priced because companies earn profits due to volume and repeat purchases not because of one time purchases and high prices. This factor also pushes initial prices downward as companies want consumers to first like the product by atleast making the fist purchase. The PC market gets impacted by the launch of new items such as Ipods, handheld devices and other computing devices which can substitute the work of PCs therefore prices have continually seen a downward trend. The declining price trends point toward a healthy market and towards an industry which has evolved rapidly in the past few decade. It must be understood that ideally the steps of all firms are towards providing cheaper and more efficient products but raw material and other factor prices push the final products higher than previous level; but with the technology industry the scenario is kind of reversed, the cost of production has consistently declined more so because many companies were able to outsource so many of their production facilities to many parts of the world which offer relaxed regulations and cheaper labor. This has meant an even greater opportunity towards reduced costs of future products. Bibliography: Lipsey G. Richard & Chrystal K, 2007. Economics, Oxford University Press. Glazer, Hirshleifer, 2005. Price theory and applications: decisions, markets, and information, Cambridge University Press Sameulson, Nordhaus, 2005. Microeconomics. McGraw-Hill, 2005 Lipsey & Chrystal, 2007. The market for computer chips, viewed February 5, 2010 http://www. oup. com/uk/orc/bin/9780199286416/01student/interactive/lipsey_extra_ch03/page_01. htm Employment Policy Foundation, 2002. Economic Impact and Characteristics of the Computer Business Services Industry Cohen, Robert, 1995, The economic impact of information technology viewed February, 6 2010 < http://findarticles. com/p/articles/mi_m1094/is_n4_v30/ai_17603698/>.

Holographic Technology

In 1989, Robert Zemicks made a movie starring Michael J. Fox called Back to the Future Part II. Unlike its predecessor, this film saw the protagonist Marty McFly, not going into the past to right wrongs and alter his family history, but going into the future to step in and prevent his children’s terrible fate. Comedy and flux capacitor aside, Zemeciks’ future shows several technological advances that captured the imaginations of not only the generation who were of age at the time of the films release but also generations since.Today, someone has crafted self lacing Nikes, tablet devices, and the hoverboard technology seen in the film is being researched. One stand out piece of tech that is often referenced, other than the flying car, was the holographic shark that jumps out from a marquee and tries to eat Marty. Despite the rudimentary appearance of the Jaws shark that tries to virtually take Mr. McFly’s life, it indeed is an interesting idea. Holographic Technol ogy: The Future of MultimediaHolographic technology is nothing new to the world of science fiction but with today’s technological advancements science fiction is moving off the screen an into our every days lives with holograms following suit. Several companies worldwide have beuan research and implementation of this exciting new 3D tech. This new technology offers an array of possible applications ranging from interactive learning experiences, highly engaging entertainment experiences and an entirely new way to present graphics and multimedia elements.I will research how holographic technology works to better understand what is behind the tech itself, the major players producing holographic technology to learn about where we are with the current state of holographic technology, look into the more cutting edge iterations of holograms to see where the technology is heading to be aware of what can be expected in the future and finally explore the ways that holographic technolog y applies to our field to enhance and revolutionize the possibilities of multimedia technology.

Florida v. Bostick Supreme Court Case, Arguments, Impact

Florida v. Bostick (1991) asked the U.S. Supreme Court to determine whether consensual searches of passenger luggage aboard a bus violated the Fourth Amendment. The Court found that the location of the search was only one factor in a larger question of whether or not a person actually had the free will to decline the search. Fast Facts: Florida v. Bostick Case Argued: February 26, 1991Decision Issued: June 20, 1991Petitioner: FloridaRespondent: Terrence BostickKey Questions: Is it illegal under the Fourth Amendment for police officers to board a bus and ask passengers for consent to search their luggage?Majority Decision: Rehnquist, White, O’Connor, Scalia, Kennedy, SouterDissenting: Marshall, Blackmun, StevensRuling: If no other factors of intimidation are present and the subject of the search is aware of their right to decline, officers may ask for consent to search random pieces of luggage. Facts of the Case In Broward County, Florida, the Sheriff’s Department stationed officers at bus depots to board buses and ask passengers for their permission to search their luggage. The activity was part of an effort to stop the transport of drugs throughout the state and between state lines. Two police officers boarded a bus during a routine stopover in Fort Lauderdale. Officers singled-out Terrence Bostick. They asked for his ticket and identification. They then explained they were narcotics agents and asked to search his luggage. Bostick consented. The officers searched the luggage and found cocaine. They arrested Bostick and charged him with drug trafficking.   Bostick’s attorney moved to exclude the evidence of cocaine at trial, arguing that the officers had violated his client’s Fourth Amendment protection against unlawful search and seizure. The court denied the motion. Bostick pled guilty to the trafficking charge but reserved his right to appeal the court’s decision to deny his motion. The Florida District Court of Appeals moved the case up to the Florida Supreme Court. The justices of the Florida Supreme Court found that boarding buses to ask consent to search luggage violated the Fourth Amendment. The Supreme Court granted certiorari to evaluate the legality of the Florida Supreme Court’s decision. Constitutional Issues Can police officers randomly board buses and ask consent to search luggage? Does this type of conduct amount to an illegal search and seizure under the Fourth Amendment? Arguments Bostick argued that the officers had violated his Fourth Amendment protections when they boarded the bus and asked to search his luggage. The search was not consensual, and Bostick was not really â€Å"free to leave.† Leaving the bus would have left him stranded in Fort Lauderdale without his luggage. Officers towered over Bostick and created an atmosphere in which he could not escape and felt compelled to consent to a search. An attorney for the state argued that the Florida Supreme Court had erroneously created a rule that would ban consensual searches simply because they took place on a bus. The attorney argued that a bus is no different from an airport, train station, or a public street. Bostick could have gotten off the bus, retrieved his luggage, and waited for another bus or returned to the bus once officers had left. He was notified of his right to deny the search and chose to consent anyway out of his own free will, the attorney argued. Majority Opinion Justice Sandra Day O’Connor delivered the 6-3 decision. The Court’s decision focused exclusively on whether or not the randomized bus search could be considered an automatic violation of the Fourth Amendment. Justice O’Connor noted that not all interactions between police officers and civilians could be scrutinized under the Fourth Amendment. Officers are free to ask someone questions on the street, as long as it is clear that the person does not have to respond. The Supreme Court previously upheld an officer’s ability to ask questions of travelers in airports and train stations. A bus is no different, simply because it is a narrower space, Justice O’Connor wrote. The majority opinion noted that Bostick was restricted from leaving the bus even before the officers boarded. He had to remain in his seat if he wanted to reach his final destination. He could not get off the bus because he was a traveler, not because of police coercion, the majority found. However, the court noted that the nature of the bus—cramped and narrow—could be a factor in  a larger consideration of whether or not police used coercive tactics. Justice O’Connor wrote that other factors could contribute to the overall coerciveness of the interaction, such as intimidation and a lack of notification of someones right to refuse a search. Despite Justice O’Connor’s focus on Bostick’s case, the Supreme Court ruled only on the legality of bus searches, remanding the case back down to the Florida Supreme Court to determine whether or not Bostick himself had been subject to an illegal search and seizure. Justice O’Connor wrote: â€Å"...a court must consider all the circumstances surrounding the encounter to determine whether the police conduct would have communicated to a reasonable person that the person was not free to decline the officers requests or otherwise terminate the encounter.† Dissenting Opinion Justice Thurgood Marshall dissented, joined by Justice Harry Blackmun and Justice John Paul Stevens. Justice Marshall noted that while officers frequently conducted sweeps like the one that occurred at the Fort Lauderdale bus depot, they often did not find evidence of drug trafficking. The sweeps were intrusive and intimidating. Officers aboard the cramped, narrow bus often blocked the aisle, physically preventing passengers from exiting. Bostick would not have reasonably believed he could refuse to the search, Justice Marshall wrote. Impact Florida v. Bostick authorized police officers to conduct dragnet-style searches aboard public transportation. Bostick shifted the burden to the subject of the search. Under Bostick, the subject must prove that the police coerced him or her. The subject must also prove that they were not made aware of their ability to refuse the search. Bostick, and future Supreme Court rulings like Ohio v. Robinette (1996), eased search and seizure requirements on police officers. Under Ohio v. Robinette, a search can still be voluntary and consensual, even if an officer does not inform someone they are free to leave. Sources Florida v. Bostick, 501 U.S. 429 (1991).â€Å"Florida v. Bostick - Impact.†Ã‚  Law Library - American Law and Legal Information, https://law.jrank.org/pages/24138/Florida-v-Bostick-Impact.html.

Deborah Cowen s The Deadly Life Of Logistics Essay

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CURRENT EVENTS 1945

CURRENT EVENTS: 1945-1996 Essay 1945On April 12 Harry S. Truman became President of the United States of America., In Washington, D.C. On August 6 at 9:15 a.m. US fighter planes dropped an Atomic Bomb on Hiroshima Japan. In Berlin, Germany on April 30, Adolf Hitler was found dead, Hitler committed suicide. 1946On October 16 in Nurenburg, 9 Nazi war criminals were hanged for the crimes during WW II. On April 25 Big Four Ministers met in Paris to finalize a treaty with Germany, to end WWII. In Austria Queens New York, on October 22, Chester Carlos tried his experiment that is commonly known as the Xerox machine. 1947On November 20, in England, Queen Elizabeth gets married to her cousin Prince Philip, Duke of Edinburgh. On November 2, at the Long Beach Harbor, in Los Angeles, the Spruce Goose, the worlds largest airplane, flies for the first time. It got to 70 feet and flew for a mile. On April 7, in the US, Henry Ford dies at the age of 83. 1948On July 7, in Cleveland, Satchel Paige, a Negro sidearm pitcher, signed a contract to pitch for the all white Cleveland Indians, against the Yankees. In Washington, D.C. on June 24, President Harry S Truman signs a new Draft Act, requiring men 19 to 25 to register for the US military. On January Mohandas K Gahndi was assassinated at 78, in India, he died 20 minutes after being shot. 1949On the continent of the United States, Albert Einstein presents his gravitational theory to the world, on December 26. On July 27, Captain John Cunningham, a WW II fighter ace, flies the first jet airline, the Comet, from Britain. On October 10 in New York, Jackie Robinson wins the World Series MVP1950On January 25 the North Korean Reds invade Southern Korea by crossing the 38 Th parallel, a line set to separate the Korean land given to the Russians after WWII. On July 31 President Truman, from the White House in Washington, D.C., authorizes military build up in Korea, to stop the communist invasion of southern Korea. On August 21, in the US, Negro tennis player, Althea Gibson, becomes the first Negro to be admitted to pro tennis. 1951On January 15 the UN slows down the attack by North Korea and China in Korea. On November 28 the UN makes the 38 Th parallel a truce line for North Korea and South Korea, putting an end to the Korean war. In October, in New York the Yankees beat the Mets to win the World Series. 1952On March 5, in Washington, D.C., Dwight Eisenhower becomes president of the United States by a landslide. In Cuba on March ; the US signs a military aid pact with Cuba. On January 1 Illinois defeats Stanford 40-7 at the Rose Bowl in Pasadena, California. 1953On March 5 in Moscow, Joseph Stalin dies in a hospital, sometime before 10:00 p.m., after suffering from a heart attack. On June 2, in England, Elizabeth the II is crowned queen of England. On September 2 in Newport, Rhode Island, John Fitzgerald Kennedy gets married to Jacqueline Lee Buoveir. 1954On January 31 in Berlin the Big 4 met to discuss concerns for atomic weaponry. The Nautilus, the first US atomic submarine, is launched from Connecticut, at a harbor in Groton, on January 21. Joe Dimaggio got married to Marilyn Monroe at the San Francisco City Hall, on January 14. 1955On July 18 in Anaheim, California, Disneyland opens Never Never Land. The Big Four at Geneva on July 23 decided to discuss the problems in Europe at a later date, sometime in October. French tanks, in Morocco, on July 27, halt Moroccan riots, killing 56 people in the process. 1956On February 24 in Montgomery, Alabama buses are being boycotted, which was started by Rosa parks have gotten about 115 Negroes arrested. In April the Supreme Court rules that Negroes can ride buses with equal rights in Virginia, and will soon be enforced in 12 other southern counties. On March 22 in Montgomery, Alabama, Dr. Martin Luther King Jr., a reverend, and equality movement leader, was arrested and found guilty for orchestrating the bus boycotts. 1957On January 21 President Eisenhower is sworn in for his second term as president, in Washington, D.C. On January 4 the UN reopened the Suez Canal, after repairing damage done during the Suez Canal incident. On January 10 in Britain, Harold Macmillian replaced Anthony Eden as prime minister of Britain. 1958On February 1, the US launched its first space satellite from Cape Canaveral Florida. On February 25 former Cuban President Carlos Prio Socarras was arrested for planning an invasion of the US. Painter Georges Rouault, famous deep faith painter, died at 86 in Paris on Fe1959On Mat 28, two Monkeys, that were sent on an American space trip, a seven-pound rebus monkey named Able, and Baker, a 1 pound squirrel monkey, were picked up alive and well after landing in the Atlantic Ocean. On May 27 ex Secretary of State Forester Dulles died of cancer. On May 1 in Brazil, Claire Boothe Luce, resigned as ambassador of Brazil. 1960On November 9, in Washing ton DC, John F Kennedy is elected president of the United States of America. On November 12 the Discoverer XVII was launched into space from Vandenburgh Air Force Base. On November 16 Clark Gable died of a heart condition in Hollywood.1961On May 25 Alan B Sheppard Jr. was the first American in space for 15 minutes. On May 20, in Montana, freedom riders were beaten by 1,000 white men, 20 with clubs. On November 22 in Montgomery, Alabama, 400 National Guardsmen fight with a white mob, besieging Dr. king and 1,500 others in Dr. Kings church at the time. 1962On October 28 a new agreement between Kennedy and Cuban premier Khrushchev put an end to the terrible week, known as the Cuban Missile Crisis. On February 26 Lt. Col John H Glenn Jr., is the first American to orbit earth. On August 5 in Los Angeles, Marilyn Monroe was found dead, with a vial of sleeping pills beside her. 1963On August 28 200,000 people crowded the Lincoln Memorial to hear Dr. Martin Luther King Jr. give his I Have a Dream speech. On November 22, in Dallas, Texas, Lee Harvey Oswald, Assassinated American President John F Kennedy. On November 25 in DC, JFK was buried in Arlington Cemetery as the nation mourns. 1964Dr. Martin Luther King Jr. wins the Noble Peace Prize on December 10On December 16 Massachusetts Senator Edward Kennedy walked out of a hospital after six months, because of a broken spine, received in a plane accident. On December 10 near Jackson, Mississippi, 21 Ku Klux Klan members were arrested1965On March 28 25,00 civil rights demonstrators led by Dr. King and Abernathy, walked 50 miles from Selma to Montgomery, Alabama. On March 18 Soviet Aleksei A Leonov Became the first man to leave the spacecraft in space. On February 15, Nat King Cole Dies. 1966On March 19 the Gemini 8 piloted by Neil Armstrong and David Scott, made the first two craft space docking with the Agena spacecraft. On June 6, Cape Canaveral sent an unmanned spacecraft to film the moon, the Gemini 9. On November 8, State Attorney General Edward W Brooke, was elected by popular vote, to become the first Negro senator. 1967On August 30 Thurgood Marshall becomes the first Negro on the supreme court, Washington, D.C. Progressive Era EssayIsrael invaded Lebanon in June to attempt to end PLO attacks. 1983On April 18 in Beirut, the US Embassy Building was bombed. 40 was the total death toll, with eight dead Americans and eight more presumed dead. Police believed the bombing was a suicide attack, by a man driving a car with 300 pounds of TNT. On April 13, the state of Chicago elects its first black mayor, Harold Washington. On September 1, a Korean Boeing 747 was gunned down by Soviet army jets. No explanation was given on why the Soviet Union gunned down the commercial flight, but the 269 passengers all died. 1984In July of 84, the Los Angeles Olympics opened like a Hollywood show. Economic reforms in China begin. On December 3, in Bhopal ,India, 50 tons of methyl isocyanide escaped into the air, from American pesticide company, Union Carbide.2,500 people died and over 100,000 were injured from the gas leak. 1985On January 21, due to cold weather and Americas premier winter sporting event, President Ronald Reagan was sworn in for his second term twice. Once legally and once for the American people. Reagan re-enacted the presidential oath on the day after, Super Bowl Sunday. On September 19 a earthquake the it Mexico, registered at 8.1. The earthquake hit Mexico City hard, damaging thousands homes and buildings. Combined with the 7.5 after shock, 20,000 people died. On November 1920 Ronald Reagan and Mikael Gorbachev had a summit to lay ground work for a disarmaments agreement and better US, Soviet relations. 1986At 11:38 a.m. the Challenger lifted off for 74 seconds before it exploded, killing the crew, as a horrified nation watched. Francis R Scab, the pilot, Michael J Smith, astronauts Judith A Resnik, Ronald E McNair, Ellision S Onizuka, Gregory B Jarvis, and a high school teacher from Concord, New Hamshpire, Crista McAullfie. On July 4 at Midnight all ships from dinghies to cruise ships are bobbing in the New York Bay, as fireworks went off in the air to celebrate the 100 Th birthday of the Statue of Liberty. On APRIL 26 in the Ukraine, Chernobyl nuclear power plant reactor 4 began to release radio activity. This is the first time a accident occurred in reactor 4. This is the worst Nuclear accident in the history of the world1987On October 19 the stock market had the largest drop in history. It dropped 508 points and 604 million shares changed hands. It became known as Black Monday. The Meech Lake Accords were worked out in 87. The accords were supposed to give Canada a constitution but the accords werent voted in. In December of 87 Palestinians living on the Gaza Strip, began an uprising against Israel because of 20 years of Israel occupation of the Gaza Strip. 1988In November George Bush a republican is elected in Washington DC, to be the 41st president of the United States of America. During the year of 1988 the largest banking scandal in United States history occurred. The Bank of Commerce and Credit International, had nine executives arrested along with 76 employees for money laundering. On December 21 Pan American Boeing 747, to go to London from New York, exploded over Lockerbie, Scotland. The reportedly placed at the Rhiem-Meir airport in Germany, killed the 259 people on the plane and 11 people on the ground. This is one of the worst Arab. terrorist attacks ever. 1989Shortly after midnight on December 20, the United States invaded Panama to force Manuel Noriega out of power. Noriega was sought out for charges of smuggling drugs from Panama to the United States. On March 24 the oil tanker Exxon Valdez wrecked, I Prince William Sound, Alaska, spilling over 200,000 barrels of oil into the water. It was the worst American oil spill in history. On November 9 the Berlin wall opened and West and East Germany became one nation again. 1991On January 16 the United States attacked Iraq for invading Kuwait. The American attack was called operation Desert Storm. On December 8 the three republic of the Soviet Union, formed a new federation to end the Soviet Union. The Pittsburgh Penguins win their first Stanley Cup. 1992In November, Bill Clinton, a Democrat from Arkansas, is elected 42nd president of the United States. On April 30 the not guilty verdict, by an all white jury, for the Los Angeles cops that beat Rodney King, started LA riots. More than 50 people were killed and over one billion dollars in property damage was reported. Innocent bystanders were beaten, stores were looted, and buildings were set on fire. The Pittsburgh Penguins win their 2nd title and go back to back. 1993On January 20, the 42nd President, Bill Clinton, is sworn into office. In the middle of the work day on February 26, huge explosioned ripped through one of the World Trade Center towers. 6 people were killed, 1,000 injured. This being the biggest terrorist attack in the United States, the bomb was said to weigh 1,210 pounds. It was in a car in the parking lot, 50,000 were evacuated through stairwells. Ahmad M Ajaj, Nidal A Ayyad, Mahmud Abouhalima, and two others were arrested. On October 6, Chicago Bulls star, Michael Jordan, retires. The superstar, with many scoring titles and three rings, later signed a contract to play baseball for the White Sox, but was sent to the minors. 1994Starting on June 17, and lasting until July 17, The World Cup, soccers World Series, was held in the us for the first time. It started with a game between Germany and Bolivia in Chicago, and ended in Los Angeles after Brazil defeated Italy for the cup. Other games were held in Detroit, San Francisco, Dallas, Washington DC, New York and Orlando. Amman Jordan Israel Prime minister and Jordans Prime Minister Abd as-Salam al-Majali, initialized a peace treaty between their two nations in Israel. It ended enmity since the State of Israel came to be in 1948OJ Simpson was arrested for suspected murder of his wife, Nicole Brown Simpson, and her friend Ron Goldman. He was captured after a slow speed chase, in a white ford bronco, driven by his friend AC. They drove on a LA highway1995On January 17, the biggest earthquake in 50 years hit Japan. It was 7.2 on the Richter scale. It heavily damaged Kobe, killing 5,000 people over a 60 mile radius. 31,000 buildings and homes were destroyed, 275,000 people were homeless. The massive earthquake only lasted 20 seconds. OJ Simpson was acquitted on his murder charges of Nicole Brown Simpson and Ron Goldman. 19 Israelis were killed, 60 others wounded when two suicide bombers blew up a crowded bus stop in Tel-Aviv. The militant group Islamic Jihad claimed responsibility. 1996In April of 96 the Menendez brothers were convicted of murdering their parents a few years ago, and were sentenced to life in prison. The Chicago Bulls break a NBA record by wining 70 game in one season. The 73-9 Bulls, broke the record set by the Los Angeles Lakers was 69. In April of 96, Ted Kaszinski was arrested in suspicion of being the unibomber. Teds brother David told someone who told the FBI, that Ted may be the unibobmer after seeing some of Teds writing and its similarty with the unibombers. Another reason was David noticed that most of the places the bomb were sent from, his brother was living in a the time. This, if Ted is convicted, could end the longest manhunt in FBI history.