Anti-Energy Drink - 2636 Words

Anti Energy Drink: Drankâ„ ¢ â€Å"Slow Your Roll† Here to stay or just a fad beverage? By Eric D. Jackson Requirements of Marketing Management October, 2009 Dr. Edward Paul Sakiewicz Abstract The energy drink, Red Bull, slogan is â€Å"It Gives You Wings†, now marketers are reversing the influx of energy slogan with Drankâ„ ¢Ã¢â‚¬â„¢s â€Å"Slow Your Roll.† A new beverage claiming to be the opposite of an energy drink is raising eyebrows because it is modeled after an illegal drink. It is modeled after illegal cocktail called syrup, which is made with prescription cough syrup and Sprite (Drankâ„ ¢. (2009), 1st para). Has the buzz of the effect from drinking the beverage, made this drink popular and demanding or is it here to stay? Marketing planning†¦show more content†¦Melatonin extracts aid the body in resetting its natural clock and are even strong enough to prevent the effects of jet-lag. Drankâ„ ¢ enhances the positive effects of melatonin with flair and flavor which all are sure to enjoy. Valerian Root: Valerian Root benefits anyone who may suffer from anxiety; restlessness; insomnia; mental strain; lack of concentration; excit ability; stress; chronic headaches or migraines; nervous stomach cramps; bladder control issues; chronic pain, menopause; and the discomfort, and emotional distress which may occur with menstruation. Drankâ„ ¢ contains a healthy dose measured to compliment the effects of the melatonin and enhance relaxation. Valerian Root has been used around the world for centuries as a safe sedative without the morning grogginess and possibility of addiction that man-made sedatives generally contain. Drankâ„ ¢ takes this old age remedy and puts it in the mix with melatonin to slow your roll after a long day. Rose Hips: Another age-old remedy for what ails the body, Rose-Hips, is an excellent source of vitamin-C, contains biologically valuable bioflavonoid and is a great source of anti-oxidants. Rose-Hips have traditionally been used to treat diarrhea, nervousness, exhaustion, stress, urinary problems. Rose- Hips is commonly consumed by itself in tea (a drink) or is used as topical oil. Dra nkâ„ ¢ adds Rose-Hips to the Melatonin and ValerianShow MoreRelatedEffects of Energy Drinks1114 Words   |  5 PagesAre Energy Drinks Safe? Whether it is a long night studying or just not ready for the day, college students choose to drink energy drinks to get full energy. These highly caffeinated drinks come with stimulating names such as Red Bull, Monster, Full Throttle, or Rockstar. Although these drinks are marketed as a healthful stimulant, consumers should be aware of the potential side effects, as they can be very harmful to one’s health. Energy drinks are beverages whose producers advertise thatRead MorePromote Product Essay1062 Words   |  5 PagesIntroduction We are introducing monster energy drink. Monster Energy drink is a soft drink advertised as boosting energy. This drink usually does not emphasize energy derived from the calories. They contain, but rather through a choice of caffeine, vitamins, and herbal supplements the manufacturer has combined. The special herbs and ingredients used in this energy drink are mostly from Chinese herb stock. We targeted both gender male amp; female and we used most effective techniques for our productRead MoreRed Bull1644 Words   |  7 Pagesfield of operation? Red Bull operate within the energy drinks sector of the soft drinks market. The product is an example of a functional drink. Functional foods respond to consumer interest in well-being and performance. 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Gender Discrimination And Inequality Health -Myassignmenthelp.Com

Question: Discuss About The Gender Discrimination And Inequality Health? Answer: Introduction In the current external environment, the policies of the human resource management keep on fluctuating due to which the human resource department of the companies also needs to develop their policies accordingly. So, the purpose of this task is to provide a brief overview of the gender inequality issue faced different companies all around the world. The report examines the news article posted by Human Resource Director. Gender inequality issue is widely seen in organizations nowadays. Irrespective of industries, this issue has been a part of all organizations. This issue is specifically faced because the female employees of the company are not paid sufficient according to the requirement of their work (Hacker, 2017). They are always paid less as compared to male, even if the work profile is same. This is a serious concern for companies as this aspect give rise to discrimination between male and female in the whole country. Further, it shall be noted that many studies claim that many organizations have given rise to gender inequality in the business culture; also now females feel insecure while working in an organization due to prevalence of such activities. The below mentioned task discusses the role of strategic human resource management in analyzing and evaluating the gender inequality issue. It also discusses the current environmental situation and the recommendation to solve the issue (Hilton, 2017). More details about the task are discussed below: Problem of Gender Inequality Female employees worldwide are facing the issue of gender inequality. As the females do not receive equal pay according to the male due to which they feel discriminated in the environment and leave the job. The human resource department of the company also does not treat the female worker equally if compared to male. The department of the company does not promote them in the senior position as well. Further according to the Human Resource Director report 2016-2017, the Workplace Gender Equality Agency (WGEA) explained that large numbers of companies are implementing understanding the need of the era to address the gender inequality issue and initiate corrective measures according to it. The director of WEGA mentioned in their comments that more than four million employees and eleven thousand employees are concerned for the issue of discrimination (WGEA 2017). But even after taking various measure to solve the issue, there is still presence of such problem in Australia. In the current scenario, there is gender gap of 15.3% in Australia and the male employees are still earning more than the female employees. The human resource departments of organizations are considering it as an important issue and they are implementing the policies in their system to remove inequality. Equal Employment Opportunity (EEO) refers to the process of removing the discrimination from race, religion, gender, or age in the society. The Australian bill passed in the year 2012 stated that there should be equal opportunity for men and women in the workplace. The workplace amendment bill aimed to improve the workplace environment for women and provide equal pay to them as well (Hirsh, 2014). The HR department of the company aims to take the responsibility of effectively managing the workforce. They aim to reduce the issues faced by employees in the organization, manage diversity properly and initiate equality among men and women at the workplace. The Equal Opportunity for Women in the Workplace Agency holds the responsibility of gaining data from different sources and implementing policies to stop the discriminatio n against women in the Australian companies (Barak, 2016). Further, it shall be noted that this issue of gender inequality with women is present in the whole world, even after taking several initiatives by government it is becoming difficult for the organizations to reduce or minimize this problem. In current nosiness environment, the HR managers understand the requirement of equality between number of male and females in an organization, so with respect to that, they implement policies and procedure to correct the ratio (Kirton, Greene, 2015). But, their initiative seems to be inefficient as the structure of the organizations and issues are not changing at all. Discrimination has now become a major problem because even after taking several measures, the organizations are unable to reduce its effect. So, various policies can be implemented in the culture of the workplace to resolve the issue (Benschop, Holgersson, Van den Brink, Wahl, 2015). Current Environment In earlier times it was considered that the higher section of the society (men) will go to work and the weaker section of the society (women) will stay at home only. There were definite duties for both the sections of the society; men were considered to earn money whereas women were considered to perform household chores only. But in today's era, women have proven that they are equal to men in every field, but even after proving themselves in every possible industry women are still treated as the weaker section of the society. Although the awareness of this issue is spreading in whole environment and the organization is accepting it as their corporate social responsibility. It is the responsibility of the organization to initiate equality among male and female so as to create a good workplace culture (Stainback, Kleiner, Skaggs, 2016). Further, it shall also be noted that many initiatives are being led by the governments of different countries so as to raise their level of number of women employed in the country. The government is changing the mindset of the people of the countries. The major aim of the government is to change the thinking of the people and make them understand that women are no less than men in any field. In organizations, the HR departments understand the depth of the issue and are implementing various reforms as well (Hesmondhalgh, Baker, 2015). This is becoming a difficult task to manage because; in earlier time the HR department only demoted the women. They never considered women fit for the top level management job due they never provide the opportunity to move above men. Also one of the reasons for occurrence of this issue is the failure of the HR department to address it as a major concern. Much big organization is also a part of this problem like, in Uber, it has been noticed that the male staff of the company does not treat the female staff appropriately. But now, the companies are critically examining the issue and aiming to take responsibility for this problem as well (Abendroth, Melzer, Kalev, Tomaskovic-Devey, 2017). Inefficiency of HR Department The HR executives have failed to fulfill their moral obligation that is to initiate gender equality among men and women, they were unable to address the issue which gave rise to the inequality in the market. The human resource management of the company should be held responsible as they did not implement such policies which can prevent such actions in the internal as well as external market (Strachan, Adikaram, Kailasapathy, 2015). Inefficient HRM policies increased the issue for the women in the society as they were being sexually harassed, paid less and discriminate at the workplace but no such norms were formed to address this issue and take corrective measures in the environment as well. Further, it shall be noted that an organization can successfully run their business in the market only when there is presence of diversified human resource at the workplace that can provide their opinion to initiate new and innovative reforms in the company. The problem of discrimination and gen der inequality also decreases the productivity and goodwill of the companies in the external environment (Joshi, Son, Roh, 2015). Subsequently, employee turnover rates also increase with this problem along with attrition rates as well. The organization also faces many problems and losses due to this problem. Like, decrease in performance and productivity, increase in employee turnover which increases the cost of recruitment as well. Further, many companies like PWC, Google, Facebook, and Glassdoor understand the requirement of the female staff and their security in the company, which respect to which they are implementing strategic HRM policies as well (Dipboye, 2016). Female staff in the company not only faces problems because of gender inequality but there are many other factors present in the culture of an organization which harasses their capacity to successfully work in an organization. The first of every female is their safety in the organization and as discussed above in the case of Uber, female is not safe in the environment, another factor is the negative work environment where female is always treated as they are not qualified or efficient to perform some acts. So, the only reason due to which such activities started and they are still prevailing in the market is due to the negligence of the human resource management towards the issue and inefficiency of the top level management to initiative corrective policies which can be implemented in the organization (Othman, Othman, 2015). This has become the mindset of the HR executive of the company that they cannot promote women employees on higher positive than male employees (Newman, 2014). But this orthodox practice is now changing as many organizations are promoting female efficient employees on the position of CEOs like Sheryl Sandberg (COO of Facebook), Chanda Kochhar (CEO of ICICI) , Indra Nooyi (CEO of PepsiCo) and many more. Thus, this shows that now the practice of discrimination is ending with the changing mindset of people. Recommendations Following recommendations will help the HR manager of the company to resolve the issue of gender discrimination existing in their environment. Further, the recommendations are discussed below: The HR department of the companies should initiate policies which motivate the female employees and appraise their performance as well. This will reduce the discrimination on the basis of pay and will motivate the female staff to work more and more for the betterment of the organization. The performance appraisal method shall be implemented that it reduces the attrition rate and keep all the employees on the same scale as well (Thomas, 2016). The department should also establish flexible and positive working culture in the organization. This will promote the healthy communication in the organization and it will ensure the safety of the female staff of the company as well. Positivity in environment will also increase the efficiency of employees and reduce the problem of discrimination, jealousy etc. Training programs will help the executive to train the male employees regarding the safety of female staff in the organization. Also through this way, they can improve the skills of the employees and help them to work together. The HR executives shall train the male staff on how to treat the female staff in the organization and how to work ethically. Lastly, the top management shall focus on way of initiate equality among the employees in the organization. They shall keep with the same designation at the same pay, irrespective of their age, sex, caste etc. Further, they shall also initiate flow of communication in the organization so all the problems of the female employees can be resolved easily. The HR executive shall pay more focus on the recruitment of female staff in the organization and their comfortability and safety in the workplace environment as well. Conclusion Thus, it shall be concluded that in todays working environment, it is important for an organization to provide equal opportunity to both male and female in the society. Activities like discrimination; gender inequality etc. shall be prohibited by the executives of the company. Further, the above mentioned task talks about the way in which the HR department shall promote the equality activities in the environment. The current situation analysis explains that the gender inequality issue is increasing day by day as there is a gender pay gap of 15.3 percent in Australia. Further the task also talks about the critical situation which is faced by women worldwide at work. They are being ill treated and discriminated in every field. People consider them weak due to which they do not promote them on higher position as well. But now the environment is changing and they are achieving higher position than men as well. They are proving themselves due to which different organizations are providing them opportunities as well. In the industry the HR department should training their male staff to treat women properly as safety of women has become major concern nowadays. So, training them will help the organizations to improve their internal communication process which will make females comfortable at the workplace. Thus, female employment and safety shall be promoted by all organizations to fulfill the corporate social responsibility and the organizations shall also pay more concern towards their CSR activities. The above mentioned report successfully fulfills the requirements of the task. References Abendroth, A. K., Melzer, S., Kalev, A., Tomaskovic-Devey, D. (2017). Women at work: Womens access to power and the gender earnings gap.ILR Review,70(1), 190-222. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Benschop, Y., Holgersson, C., Van den Brink, M., Wahl, A. (2015). Future challenges for practices of diversity management in organizations.Handbook for Diversity in Organizations, Oxford University Press, Oxford, 553-574. Dipboye, R. L. (2016). discrimination as high risk behavior in the workplace.Risky Business: Psychological, Physical and Financial Costs of High Risk Behavior in Organizations, 177. Hacker, S. (2017).Pleasure, power and technology: Some tales of gender, engineering, and the cooperative workplace(Vol. 5). Routledge. Hesmondhalgh, D., Baker, S. (2015). Sex, gender and work segregation in the cultural industries.The Sociological Review,63(1_suppl), 23-36. Hilton, J. (2017). Is HR doing enough to address gender inequality?. Viewed on February 4, 2018 from https://www.hcamag.com/hr-business-review/leadership-development/is-hr-doing-enough-to-address-gender-inequality-244874.aspx Hirsh, C. E. (2014). Beyond treatment and impact: A context-oriented approach to employment discrimination.American Behavioral Scientist,58(2), 256-273. Joshi, A., Son, J., Roh, H. (2015). When can women close the gap? A meta-analytic test of sex differences in performance and rewards.Academy of Management Journal,58(5), 1516-1545. Kirton, G., Greene, A. M. (2015).The dynamics of managing diversity: A critical approach. Routledge. Newman, C. (2014). Time to address gender discrimination and inequality in the health workforce.Human resources for health,12(1), 25. Othman, Z., Othman, N. (2015). A literatural review on work discrimination among women employees.Asian Social Science,11(4), 26. Stainback, K., Kleiner, S., Skaggs, S. (2016). Women in power: Undoing or redoing the gendered organization?.Gender Society,30(1), 109-135. Strachan, G., Adikaram, A., Kailasapathy, P. (2015). Gender (in) equality in South Asia: problems, prospects and pathways. Thomas, T. A. (2016). Remedying Systemic Sex Discrimination with Gender Quotas:'Just Because'. WGEA. (2017). Equal Pay Day: 4 September 2017. Viewed on February 4, 2018 from https://www.wgea.gov.au/media-releases/equal-pay-day-4-september-2017