Childhood Experience and Goals - 1719 Words

Throughout my childhood, people frequently asked me, â€Å"What do you want to be when you grow up?† At the age of 5, the common answer I gave was, â€Å"I want to be a superhero.† After years of watching Spiderman, The Incredibles, and Power Rangers, it seemed that saving the world from incoming meteors and the likes of the menacing Doctor Octopus was the most respectable and glorious occupation a child could aspire for. By the time I turned 10, I wanted to be a movie star. When I realized halfway through my sixth grade class’s dress rehearsal of A Midsummer Night’s Dream that my acting was pitiful, it became clear that it wasn’t for me. I began to search for other opportunities, and eventually found myself working the technologically-advanced†¦show more content†¦I had just flown back to the US from Vietnam. After recovering from jetlag, I trudged up the stairs, carrying my suitcase. The first thing I noticed when I opened it to unpack was a bright yellow bag containing 11 CDs of artists and bands I had never even heard of. In Vietnamese, I asked, â€Å"Dad, what’s this?† He replied that they were the â€Å"music that [he] listened to in Vietnam†. I took out one of the CDs, â€Å"ABBA Gold: Greatest Hits†, and played it. The music in general appealed to me, but I remember the song ‘Waterloo’ the most; I can still hear the beat and the lyrics ringing in my ears. The song spoke about a person named Napoleon, whose identity I would not find out until much later, surrendering at Waterloo, alongside a story of finding love and romance - all set to a well-orchestrated melody. The person in the song has to â€Å"give up the fight† because she is â€Å"finally facing [her] Waterloo†. When you hear that someone â€Å"[feels like they] win when [they] lose†, it is ironic. However, ABBA is demonstrating that, although the speaker has lost the battle of love’s temptation, she wins because she found the love of her life. This song’s seemingly ironic, yet perplexing language kept me in awe for years. The song Waterloo fascinated me and helped ABBA to become one of my favorite musical gr oups. During the November of my sophomore year, we were finishing our lessons on the French Revolution when my history teacher announced that we would nextShow MoreRelatedPersuasive Speech : The Benefits Of Childhood Sports993 Words   |  4 Pagesyou some benefits from playing sports as a child. Hopefully the majority of people in this room played childhood sports. I played sports all throughout my childhood and I have seen the benefits of it as I get older. In this speech I will cover why children should benefit from playing childhood sports because it builds character, leadership, and instills work ethic at a young age. Body Childhood sports build character Discipline from coaches and parents. Listening to your coaches will not onlyRead MoreThe Primary Limitation Of Leadership1586 Words   |  7 Pages(Leadership-Central, 2014). Models of leadership help early childhood educator to understand the factors, which highlight effective leadership. A model is a significance framework for categorizing required features or factors. It also oversimplifies a very complex idea that can be supportive for understanding important components and believed factors (Rodd, 2013). Leadership is nothing but the capability to influence people towards the achievement of goals. The leadership qualities come from personal sourcesRead MorePhilosophy of Early Childhood Essay854 Words   |  4 PagesA personal philosophy of Early childhood Education My philosophy of Early childhood education is based on research that indicates that a child’s growth is developmental. Every child is unique in terms of life experiences, developmental readiness, and cultural heritage. A high quality early childhood program that provides a safe and nurturing environment, which promotes physical, social, emotional, language and cognitive development will ensure a positive continuation of the child’s educationRead MoreMy Teaching Style Uses The Facilitator Method Of Teaching876 Words   |  4 PagesAs an early childhood professional, I take pride in educating and caring for young children. My preferred teaching style includes taking on a hands-on, active approach to teaching and learning. Every day brings new opportunities for me to learn with and about young learners and their families. My teaching style is impacted by information gained from young children’s home life and communities. My students are engaged and motivated to learn in a safe, healthy, and nurturing environment that enablesRead MoreObservation : Goals, Goals And Goals In Childhood And Life1295 Words   |  6 Pagesan astronaut. This shows how much we change over time regardless of our goals and dreams as a child. Furthermore other experiences disregarding our main goals, such as high school, work, or even experiences at home. Thus regardless of what hobbies we want as a child, the likeliness of following our dreams as a child is infrequent. These observations will present people of older age comparing their life today with their goals and dreams they occupied as a child. As we began our observation, weRead MoreUnderstanding The Professional Roles Of Supporting Consultee And Consultant Field Of Early Childhood Education Essay1200 Words   |  5 Pages Why Program Selected The program I have selected for this assignment on consultations in Early Childhood settings is Sunshine Academy Early Education Center located in Brookline, Massachusetts. Sunshine Academy philosophy focuses on each child’s unique abilities and potential. Engaging qualified staff with a caring, nurturing, loving and supportive attitude, and to create opportunities for families, and staff to be involved in all aspects of your child’s care. Diversity of families of everyRead MoreSurvivors Of Childhood Sexual Abuse1458 Words   |  6 Pageshow to cope in the here and now. Survivors, unless they ve had therapy, often do not connect their present ways of coping and affective states with their experience of childhood sexual abuse. For many clients, shame, anxiety, depression, and concerns about sexual issues may be repressed most of the time, while for others, they may experience pain associated with these issues continually every day for their entire lives. Survivors of abuse may find it challenging to cope with the intense, oftenRead MoreEarly Childhood Education: Vision, Mission, and Philosophy Statement1258 Words   |  6 PagesEarly childhood is a time of curiosity, a time for play, and a time of rapid development. Every child is unique and deserving of an early childhood education that facilitates academic, social, and developmental growth through a variety of enjoyable experiences. Differentiated instruction adapts content, products and processes to meet the diverse learning needs and preferences of students (Thousand, Villa, Nevin, 2007). Friedrich Froebel, the creator of Kindergarten, believed that children growRead MoreAppropriate Curriculum For Young Children925 Words   |  4 Pagesacross the country have adopted, often reducing or eliminating time for play). A new report, â€Å"Lively Minds: Distinctions between academic versus intellectual goals for young children,† offers a new way to look at what is appropriate in ea rly childhood education. The report was written by Lilian G. Katz, professor emerita of early childhood education at the University of Illinois at Urbana-Champaign, where she is on the staff of the Clearinghouse on Early Education and Parenting. She is past presidentRead MoreErikson s Theory Of Social Involvement Across The Entire Lifespan Essay1553 Words   |  7 PagesDuring our lives, everyone goes through a change and evolves in different ways. However, in the field of psychology as far as development, the process of growing and maturing has been previously linked only with childhood. One of the first theorists Erik Erickson felt that development continues throughout life. Erickson believes that each stage in life resembles to specific opportunities that the society might have. Erickson’s theory defines the impact of social involvement across the entire lifespan

Managing Cultural Diveristy Free Essays

SHMS – Leysin| Leadership Across Cultures| Managing Workforce Diversity| 131LAC| Mukhtar Mammadov| BAHE 2| 3/22/2013 | Table of Contents Introduction2 Discussion3 Conclusion7 Introduction Culture in its many forms and approaches is a very popular subject researched by many authors. The definition of culture from Geert Hofstede, the most cited social scientist according to Powell (2006) comes as â€Å"the collective programming of the mind that distinguishes the members of one group or category of humans from another†. (1982) He mentions that these differences exist in nations, geographic regions, generations, genders, social classes and many more. We will write a custom essay sample on Managing Cultural Diveristy or any similar topic only for you Order Now As Hofstede simply puts it, â€Å"the unwritten rules of the social game†. (2013) It has also been described in a less scientific language as â€Å"something to do with the people and unique quality and style of organization†, (Kilmann et al. 1985) and â€Å"the way we do things around here†. (Deal Kennedy, 1982) Other sources provide hundreds of various definitions. Lee and Yu (2004) argue that the number of definitions is so broad because of the versatile approaches and frameworks in which culture is researched. The 3 main social sciences – psychology, anthropology and sociology have different views on the issue. However, the researchers tend to agree that culture cannot be defined using one universal definition. Groeschl and Doherty(2000) quote Tayeb (1994), who argues that â€Å"culture is too fundamental to be solved through tighter definition†. Greater implication for the managerial tasks, however, comes from the cultural diversity. Cox (1993) defines diversity as â€Å"representation, in one social system, of people with distinctly different group affiliations of cultural significance†. Factors differentiating these people include cultural background, race, education, age, physical and cognitive ability among other. Seymen, 2006) These criteria indicate that difference is significant not only at the level of national or ethnic customization but also at an internal, individual level. In the modern globalized world, people of various backgrounds inevitably meet, work in teams, arrange business deals, receive and provide service to each other and live together in the same envi ronment. In such conditions, individuals and especially companies, poorly prepared to the variety of values, beliefs and attitudes towards same issues will find themselves at a disadvantage. This report will outline the issues of managing cultural diversity, their importance in hospitality industry as well as benefits and disadvantages. Further, the importance of diversity recruitment will be discussed along with contemporary theories and strategies used to gain competitive advantage. As the topic is very broad, The main issues and in recruitment policies will be briefly outlined followed by a focused discussion on selecting and recruiting employees and managers for international assignments (IA). Discussion Two interconnected activities have been identified that can grant companies a competitive advantage in terms of cultural difference: 1) having a diverse workforce and 2) managing the workforce diversity. (Aghazadeh, 2004) Aghazadeh discusses the forecasted changes in demographics and argues that having diverse workforce and being prepared to the demographic changes will also be ready to the change in market demands, giving it a competitive advantage. (2004) By doing so companies will have an inner source of information what the customer base expects an on dealing with the community. A diverse workforce also brings with it an obvious benefit of the language skills. According to White (1999, p. 477), having a diverse workforce benefits companies in 5 ways: * Easier attraction and retaining of the human talent. * Ability to understand and penetrate wider and enhanced markets. * Higher creativity and innovation * Better problem solving ability * Better adaptation to change and organizational flexibility Building a diverse workforce alone is not enough to gain the advantages connected to it. In order to benefit from the multicultural environment, it is important to effectively manage the diversity of existing staff. Magdaleno and Kleiner predicted that effective management of workforce diversity â€Å"will become the major determinate of the continued survival and success†¦ â€Å". (1996) A strong organizational culture can be a priceless intangible asset for any company that plans to grow. A â€Å"strong culture† must include artifacts such as rituals and organizational stories to illustrate particular cultural traits. (Lee Yu, 2004) The research by Denison (1984) has revealed that there is direct correlation between 1)organization of work, 2)decision making and financial performance. Various techniques and strategies, such as recruitment, training, managing â€Å"culture shock† and using predictors such as personality traits for international assignments can be used in aligning diversity management with requirements. (Gabel et al. , 2005; Migliore, 2011; Uwaje, 2009; Harvey, 2012; Tipper, 2004) Workforce diversity and its management, due to complexity, has several disadvantages. First and most obvious is the increase in training expenditures. The trainings such as lectures and seminars â€Å"are given to all levels of staff within the organization† are associated with high costs. Aghazadeh, 2004) Secondly, there is a threat of reverse discrimination. (Brunner, 2003) Reverse discrimination takes place when the cultural majority (e. g. Caucasian) claims to have been discriminated by a minority. Such events occur because of the appraisal and affirmation of a minority with little consideration for the majority. Another major drawback is the high probabi lity of conflicts. (White, 1999, p. 478) Aghazadeh states that such incidents usually occur as a result of an individual’s feeling superior. 2004) Indeed, it is a common sight that, for example, an older employee has disagreements and misunderstandings with younger. It can, however be combated using ongoing training and managerial intervention. A study by Bajawa (2006) on the executives’ opinions on the advantages and disadvantages of culturally diverse workforce discovered that they are not threatened by possible negative effects. As one of the senior HR managers responsible for diversity policy and implementation mentioned, he does not think there are any disadvantages; â€Å"they are all advantages – †¦ etention of employees, reduced training costs, attraction in the first place†¦ â€Å". Not only has he mentioned the positive effects but also finds that diversifying and managing workforce correctly reduces the training costs. In the hospitality i ndustry managing cultural diversity is perhaps even more important that most other industries, – diverse staff body constantly interacts with customers of various cultural background and on every level of operation. (Baum et al. , 2007) Particularly in hotel, tourism and travel industries the amount of intercultural communication can be overwhelming. It is, therefore of grave importance to carefully develop and apply practices necessary to upkeep employee motivation and comfort. One of the strategies that can be used to manage cultural diversity is to understand the importance and carefully implement practices in recruiting the diverse workforce. Hiring the best candidate for the job available, regardless of the cultural background also assures a reliable, diverse pool of talent is available for promotion, since many companies prefer to look for managers internally. D’Netto and Sohal (1999) provide a list of the best practices popular in recruiting diverse workforce: development of job description, that complies with anti-discrimination legislation and that covers experiences and qualifications; job advertisements in a number of languages; presence of diverse managers in selection boards; implementing user-friendly techniques allowing interviewees an easy understanding and ability to answer questions to their best ability. They also argue that most managers fail at adjusting interviews to diverse candidate base. According to Tipper (2004), there are 5 elements for a successful diversity recruitment strategy: 1) Knowing the market. It is essential to know the pool of available talented candidates in order to effectively recruit from minority groups. These employees can then be used internally in coordination with sales and marketing departments to develop a more â€Å"sophisticated marketing strategy for attracting and retaining diverse customers†. By doing so companies hit 2 hares with 1 shot – get talented employees and enhance their marketing strategies. 2) Build the business case. Letting the hiring managers understand and appreciate the reasons and benefits for diversity recruitment can make a great difference. Successful companies put presence of cultural diversity in their ranks as an improvement to their bottom-line and benefit from financial improvements. 3) Channels to Market. Widening the number of channels used to advertise available positions might greatly improve the chances for success in diversity recruitment. Placing information in magazines, journals and websites popular among the known talent market instead of only national, traditional media can be a decisive factor. It is important, however, to notice, that some minorities might be suspicious about the reasons for companies to target them as potential employees. Therefore it has to be clearly communicated why companies target diverse employees. 4) Reward recruiters. It takes money, time and skill to produce desired results. Therefore successful recruiters should be legitimately rewarded for their efforts in this, sometimes undervalued, issue. Tipper suggests that 5-10% of the hiring manager’s pay should be â€Å"based on diversity recruitment and retention results†. ) An ongoing focus. The task is not finished once new diverse employees have been recruited. After the successful â€Å"first step† the new personnel needs to be trained on an ongoing basis. At the same time companies must understand the inner drivers and motivators of their staff. To do so, additional measures like informing supervisors of the importance of minority employees, hiring internal audits and diversit y policy communication tools should be implemented. For the hospitality industry, given its nature, there is an increased need or developing and implementing the strategies and techniques to recruiting and retaining talented diversity. Taking into consideration the international customer bases making up the majority of hotels’ and airlines’ clientele, a multicultural workforce may generate better experiences and in the long term, generate substantial financial and reputational benefits. Re-recruiting or simply assigning an employee to a new workplace abroad (further International Assignment or IA) requires additional measures to ensure successful execution. The managers assigned to work abroad need to be able to adjust to the new environment in the shortest period of time to provide maximum effectiveness. As in many cases these individuals experienced themselves as a part of majority, behavior as a minority representative in an another country may change dramatically, resulting in a phenomenon known as â€Å"Culture Shock†. Ward et al. (2005) argue that under shock, culture is rejected leading to anxiety and aggressiveness. Contemporary psychological research has revealed methods capable of predicting cultural adaptation. A study by Gabel et al. (2005) discovered that emotional intelligence (EI) above other factors, including empathy and social relations can predict the rate of adaptation to IA. Findings indicate that individuals with higher EI scales tended to adapt to the new cross-cultural environments better reducing the chance of them willing to terminate assignments. As EI is associated with the neuroticism dimension (also known as emotional stability) of the Big Five personality model used as a basis for many psychometric tests, this trait can be measured before the IA of an individual. It can have its implications when hiring a new manager for an IA or better preparing an existing employee. A latter research by Migliore (2011) has found correlations between the Big Five personality traits and the cultural dimensions presented by Geert Hofstede. It has detected particular connections between specific dimensions of the two theories: Extraversion | Individualism| Agreeableness | Power Distance| Conscientiousness | Masculinity| Neuroticism | Uncertainty Avoidance| Openness | Time Orientation| It might be difficult to measure the cultural preferences of an employee. Psychometric testing, aligned with the above mentioned findings offers a reliable way to compare the psychological profile of an employee with the cultural context of the location of new assignment on an individual level. Cain (2012) classifies some nations as introverted or extroverted. According to her, Finland and Japan are highly introverted, while the US is an extroverted country. Although she does not provide any correlations between personality and cultural dimensions, there is evidence of extroversion aligning with individualism, while introversion is closer to group orientation. Therefore, for example, a Finnish employee might find himself uncomfortable in the dynamic US, but have easier time adapting in Japan than an American at least as far as individualism dimension goes. Conclusion A multicultural workforce has its advantages and disadvantages. It is essential, especially in the hospitality industry, to engage in culturally diverse recruitment, as it enhances understanding and communication with the customer base, makes organizations more flexible and innovative, helps attract and retain talents and simply have a positive image of social responsibility in the media. Although it is associated with some drawbacks, such as increased costs of training, conflicts and misunderstanding among the employees, executives and researchers believe that building diversity in a company lead it to a competitive advantage. It has been shown, however, that simply employing diverse workforce is not enough; strategies for correct recruitment, retaining and training employees are necessary to reap the benefits. It is important to attract and select the right candidates through methods which do not affect their cultural background. In order to do so both internal and external measures need to be taken. Externally, it is important to clarify the reasons why cultural diversity is pursued in an organization, utilize the correct media channels. From inside the companies it is required to clearly state and create understanding of how cultural diversity in the organization benefits it intangibly and financially rather than â€Å"because it is the right thing to do†. It is also important to keep in mind the management’s efforts towards quality staff recruitment and to carry on the diversity policies on an ongoing basis. Another issue is the regular need to send managers and employees to international assignments. During these tasks there is a high probability of culture shock happening to traveling individuals without appropriate preparation. The resent research in psychology has revealed several ways of predicting successful adaptation to the international assignments. High scores in factors such as emotional intelligence were found to be able to forecast quick overcoming of culture shock and reducing the threat of rejecting assignments/withdrawal. Furthermore, it is possible to test the approximate correlations between the culture of destination and the personal habits of an individual using the psychometric tests. Overall, there are many strategies and methods to managing workforce diversity, but only careful and sophisticated organizational culture and established policies can lead to the highest levels of rewards it can bring. As long as the concern about multicultural staff is genuine, is communicated extensively and is perceived to be true, it will grant great competitive advantage. Bibliography Aghazadeh, S. (2004). Managing Workforce Diversity as an Essential Resource for Improving Organizational Performance, International Journal of Productivity and Performance Management. [e-journal] 53(6), pp. 532-531. Available Through: Emerald ;http://www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=1741-0401;volume=53;issue=6;articleid=1509196;show=html; [Accessed 21 March 2013] Bajawa, A. and Woodall, J. (2006). Equal Opportunity and Diversity Management Meet Downsizing: A Case Study in the UK Airline Industry, Employee Relations. [e-journal] 28(1), pp. 46-61. Available Through: Emerald ;http://www. emeraldinsight. com. ezproxy. derby. ac. uk/journals. htm? issn=0142-5455;volume=28;issue=1;articleid=1535132;show=html; [Accessed 21 March 2013] Baum, T. , Dutton, E. , Karimi, S. , Kokkranikal, J,. , Devine, D. and Hearns, N. (2007). Cultural Diversity in Hospitality Work, Cross Cultural Management: An International Journal. How to cite Managing Cultural Diveristy, Essay examples

Ethics and Greenwashing free essay sample

Your ethical viewpoints continue changing and evolving over time as a result of the different people you expose and interact with as well as the change of environment and situations you can find yourself in. Business ethics are genuinely based on the way in which positive benefits can be made to your business, with high ethical standards will lead to: †¢Improved employee and organisational morale †¢Increased ability to attract new customers †¢Improved customer loyalty Reduced risk of negative exposure and public backlash caused by poor ethics †¢Attraction of new stakeholders †¢Making a positive impact on the community Business ethics are important mainly because of the consequences that can occur from the decisions in which lack a regard to ethics. Good ethics may not always lead to high profit for a business, but poor ethical standards within a business can negatively effect on your business in the long term. The future effects of business manager’s actions could be severe, particularly if there is injury to staff or they are experiencing financial loss. Through poor ethics, many businesses have come into legal cases where people seek compensation for how they have suffered as a result of the decisions of business people not following there ethical standards. In businesses, who share a common goal of being sustainable, it is important for employees at all level to be committed to its ethical standards within the business. As a business manager it is significantly important that you are able to clearly define and communicate with your employees, the ethical standards you expect them to adhere by, and the potential ramifications for failing in meeting such expectations With increased public awareness, and greater attention emphasised by the media on environmental issues, which has seen to put ethical, social and environmental issues as a major focus within firms and businesses. The increase in Corporate Social Responsibility (CSR) activities may reflect different motives of the firm: altruism, strategic choices to maximise profits, and attempts to enhance the image of the firm without significantly changing business conduct often also referred to as ‘green wash’ (Frankendal, 2001). Consumers have shown a recent trend in spending a little extra on environmentally-friendly products, due to the highly anticipated crisis of human induced change to our climate. This has lead to people purchasing organic food, and reverting to non-toxic house cleaning products. This new brand of consumer behaviour has lead to companies taking drastic action as putting authentic and non-toxic products on the market, which is hard as it has a significant cost, and takes a considerable amount of time. This has lead to companies turning to â€Å"green washing† for a quick fix. â€Å"Green washing† is a term which really relates to the deceptive claims of eco-friendliness, it is used to describe the nature in which public relations and marketing is promoted through claiming to use environmentally sustainable practices in which organisations claim to abide by. It is an effective method that companies can adopt to enhance profit or even in gaining political support. Many companies have plainly abused their consumer’s wants, green washing may have been around for several years, and its use has become greater in recent years as companies have strived to meet the ever increasing consumer demand of greener products and services, according to advertising consultancy, Terrachoice Environmental Marketing. Terrachoice also measured green advertising in major magazines and recorded that between 2006 and 2009 the umber of ads rose considerably from 3. 5% to 10%, with this rise predicted to increase rapidly over the coming years. â€Å"A major result of green washing, is public confusion†, said Terrachoice vice president Scot Case. But green washing can also pose environmental threats, and that it is indeed harmful as seen in 2008, when the Malaysian Palm Oil Council produced a television advertisement claiming itself as being eco-friend ly, with a voiceover throughout the commercial stating â€Å"Malaysia Palm Oil. Its trees give life and help our planet breathe, and give home to hundreds of species of flora and fauna. † In this case public confusion happens, as advertisement critics including ‘Friends of the Earth’, palm oil plantations are linked to rainforest species extinction, habitat loss, pollution from burning to clear land, destruction of flood buffer zones, and other adverse affects. The clear evident contrast is considerably unfair as well-intentioned consumers are being misled into purchases that do not deliver on their environmental promise. This in turn means both the individual has been misled and they have lost feeling of their commitment to the environment, which was the likely reason they pursued purchasing the product or service due to the nature in which it is environmentally friendly, and their desire to benefit the environment has been dissipated. This reaches a stage in which people begin seeing further examples of green washing and they are not sure what to believe, which could lead to long-term financial loss to companies who continue to hope the green washing â€Å"con† will work. In National Geographic magazine, in 2004 Ford Motor Company attempted in convincing its readers of its environmental commitments by announcing the launch of a new model car, the Escape Hybrid SUV and the re-modelling of one of its factories, one of their advertisements read, â€Å"Green vehicles. Cleaner factories. It’s the right road for our company, and we’re well underway. † What Ford wasn’t able to tell its readers, was that its company only planned on producing 20,000 of its Hybrid SUVs per year, whilst continuing to produce 80,000 F-series trucks a month. As well as this occurring, just prior to the campaign release, the Environmental Protection Agency announced that Ford had the highest fuel economy of all major automakers. In this failed attempt to gain an environmentally friendly image, gave the company first prize of America’s top ten green washers of the year. Green washing is a misleading activity, which attempts to deceive the consumer, forcing us to think companies care about environmentally safe practices, more than we originally once thought. Not all green advertising is false, obviously. The continual use of green washing could lead to consumers becoming sceptical of legitimate corporate environmental success. Hence well meaning companies who show legitimate compassion towards environmental sustainability, have every reason to be frustrated with companies who green wash as they are affecting them in the long term, If one corporation in a particular industry gets away with green washing, other corporations will follow other companies who are green washing consumers, creating a vision of environmental sustainability, but rather the continuing trend could lead to further environmental degradation and hence reduce the potential of living conditions for future generations. In conclusion, people today are far more aware of green washing and businesses face more imposed ramifications if they choose to take part in such activities from political and law groups. Greenpeace, the environmental group is one group of people who are fighting for some justice for the companies that are green washing, and in 2008 launched a website, â€Å"Stop Greenwash† to confront deceptive green washing activities, and to ultimately provide activists, lawmakers and consumers the information they need to hold corporations accountable for the impact their businesses are having on our planet. It is these type of initiatives as such, there are aiding in the preservation of a greener climate, in which green washing is not acceptable as it abuses the idea of an ethical business. Bibliography Samson, D Daft, RL 2012, Management, 4th edn, Asia Pacific edn, Cengage Learning, Melbourne. Davis, J. (1992). Ethics and Environmental Marketing. Journal of Business Ethics, 11: pp. 81-87. (viewed 23/03/2013) TerraChoice Environmental Marketing. The Seven Sins of Greenwashing: Environmental Claims in Consumer Markets. London: TerraChoice Environmental Marketing; 2009. viewed 22/03/2013) TerraChoice Environmental Marketing. The â€Å"Six Sins of Greenwashing†: A Study of Environmental Claims in North American Consumer Markets. London: TerraChoice Environmental Marketing; 2007. (viewed 22/03/2013) Advertising Standards Authority. ASA Adjudication on Malaysia Palm Oil Council. London: Advertising Standards Authority; Jan 9, 2008. (viewed 23/03/2013) B. Anderson, (2004) Bringing Bus iness Ethics to Life. (viewed 24/03/2013) Jenner, EJ. (2005) Greenwashing: Visual communication and political influence in environmental policy. (viewed 22/03/2013)