Innovating Essay Example | Topics and Well Written Essays - 1250 words - 1

Innovating - Essay Example However, social constructivism refutes the object obduracy and assumes that people are the only ones who can take the acting status. New technology may fail to lead to new arrangements of things and humans. They, in addition, may generate new forms and causality orders and, indeed, new forms concerned with the world. This means that technology can also generate both moral judgment and knowledge forms. A big portion of innovating part lies in inscribing the vision of the world in the content, which is technical, of the new object. The end of this work is a script or rather a scenario. This part of innovation is primarily concerned with inscription, followed by invention, the inventor, most significantly technology, scenario, script and vision. The author in page 208 till 209 argues that if one has interest in technical objects contrasted to chimera, it is difficult for them to get methodological satisfaction basing on the point of view of the user and the designer only. In conclusion, sociotechnical facts conversion into simple and pure facts depends on the technical object ability to turn into black boxes. This means that as objects become indispensable, they efface

Corporate social responsibility motivations and country factors Essay Example for Free

Corporate social responsibility motivations and country factors Essay Corporate social responsibility (CSR) is an increasingly important issue for all businesses around the world. CSR covers economic, legal, ethical, and philanthropic responsibilities of firms. Explain the factors that may motivate an MNE to adopt CSR in its international business strategy and operations. How might the country context influence the types of CSR initiatives undertaken? Support your answer with real world examples or cases. While corporate social responsibility (CSR) has existed for a long time, it has garnered attention only in the last two decades as an important aspect of doing business. Academic research on CSR has evolved over the years, indicating a change in how CSR is viewed as time goes by. In the earlier years of CSR research, academics sought to identify a link between CSR and financial performance (Aupperle et al. 1985; McGuire et al. 1998), as though CSR had to be rationalised in order to exist. But moving forward to the present, CSR has been undoubtedly recognised as a need by many organisations, and research has shifted from discussing â€Å"macro social effects to an organisational-level analysis of CSR and its impact on organisational processes and performance† (Lindgreen and Swaen 2010, p. 1). In other words, CSR research has moved from questioning the â€Å"why† to â€Å"how† of doing CSR, reflecting the growing prominence of the practice. CSR involves the â€Å"economic, legal, ethical, and discretionary expectations that society has of organizations at a given point in time† (Carroll 1979, p. 500). These programs are des igned to fulfill a basic economic or social need as expected by the community, honoured by the company in goodwill so as to position oneself as a positively value-driven entity (Swanson 1995; Wood 1991). CSR initiatives can be derived out of self-interest, or external pressure from institutional economics (Meyer and Rowan 1991; North 1992) or when a company decides to rise above its economic function to help and aid stakeholders (Trevino and Nelson, 2004). While there are many reasons for a company to engage in CSR, it ultimately assists the corporation in enhancing its legitimacy (Wood 1991) and fit with society at large (Zensisek 1979), creating a symbiotic relationship between stakeholders and companies (Tuzzolinio and Armandi 1981). Unfortunately, CSR has no consensus definition (Dahlsrud, 2008). It is important to recognise from this that CSR  is a complex and multilayered concept that requires examination from various angles. In this essay, CSR will be understood as a firm’s obligations to act responsibly to all possible stakeholders in the market environment. This essay will now seek to explore the motivations behind pursuing CSR programs by a business organisation, d etermining how various stakeholders and the general public can influence this decision and how the broader country context can affect how a company participates in CSR. In the corporate world, companies are fully engaged in CSR initiatives, with more than 80% of Fortune 500 companies addressing CSR issues (Esrock and Leichty, 1998), reflecting that CSR is more than an ethical or ideological necessity, but also an economic one. As such, more companies today have realised that â€Å"not only doing good is the right thing to do, but it also leads to doing better† (Bhattacharya and Sen 2004, p.9). While it was infamously argued previously that the main purpose of a company was to make profits and thrive economically (Friedman 1970), enterprises now have the option to do so and at the same time, contribute meaningfully to society at large. The reasons for a MNE to engage in CSR initiatives are multiple. Stakeholder theory (Donaldson and Preston 1995) can be used as a skeletal framework to understand where demands for CSR arise. Demand derives from two main groups: consumers and stakeholders. Stakeholders of a company include its investors, employees, suppliers and even the local environment that it is located in. The consumer demand for CSR will be addressed first. CSR engagements may result in producing a good that has socially responsible attributes, such as dolphin-free tuna or a non-animal tested product. It could be in less obvious means, such as a clothing company not ultilising sweat shops or child labour in producing its goods. When consumers buy products that bear such attributes, they believe they are â€Å"indirectly supporting a cause and rewarding firms that devote resources to CSR† (McWilliams and Siegel 2001, p. 119). Consumers are able to identify better with a company that engages in CSR activities and feel a stronger connection or attachment to such firms. Consumer oriented CSR also involve intangible attributes, such as reputation. Having a strong reputation has been linked to attracting more customers, retaining and motivating employees, gaining favour with analysts and the media amongst many more reasons (Bhattacharya and Sen 2004). CSR has come to matter in building a reputation for corporations. The Reputation  Institute ranks the world’s most reputable companies based on the RepTrak ® system. RepTrak ® analyses seven dimensions of corporate reputation: Citizenship, Innovation, Governance, Workplace, Leadership, Products/Services and Financial Performance (Reputation Institute 2013). Of which, three of these dimensions (citizenship, governance and workplace) fall into the CSR category, and analysis has shown that â€Å"42% of how people feel about a firm is based on their perceptions of the a firm’s CSR practices† (Smith 2012, para. 6). The Body Shop, Patagonia and Ben Jerry’s are some examples that stand out in their respective industries having built reputations centring on socially responsible practices. Hence, it is easy to see why consumers drive the demand for companies to engage in CSR activities. Stakeholders too, demand for CSR for various reasons. McWilliams and Siegel (2001, p.122) have posited that employees will support â€Å" progressive labour relations policies, safety, financial security, and workplace amenities, such as childcare. Workers are searching for signals that managers are responding to causes they support†. Nintendo has numerous employee well-being programs in place where all employees can receive support in various aspects of their lives. Free training in life-saving skills and first aid, and subsidies for work safety shoes, transportation costs and even gym memberships are provided to help employees achieve work-life balance and a better well being (Nintendo, 2013). It has been observed that CSR initiatives in a firm typically lead to greater employee work satisfaction where job attitudes are improved and productivity is increased, and is used as a way of attracting talents to a company (Bhattacharya, Sen and Korschun 2012). Valentine and Fleischman (2008) have observed that CSR also plays a part in mediating the relationships between ethics programs and job satisfaction. Taken holistically, effective organisational ethics and CSR activities will incite more â€Å"positive beliefs in the fir m, as well as the immediate work context and culture† (Valentine and Fleischman 2008, p. 167). As observed then, employees play an important role in creating a demand for CSR in firms as they stand to benefit from such programs intrinsically. For both stakeholders and consumers then, CSR programs create an organisational identity that becomes relatable. When companies engage in CSR that underpins their mission and values, stakeholders are able to see an element of themselves in the organisation,  which leads to increased support for the company. As already observed, this can lead to stronger purchase intention in customers, or increased job satisfaction in employees. The largest motivation to pursue CSR for a company though could lie in developing a competitive advantage. While CSR could be executed simply by donating to charities as corporate philanthropy, some firms have recognised CSR as a strategic tool to use and develop in order to answer not only a societal need, but a business issue as well. Strategic CSR is now a form of social innovation, and by answering crucial problems in society that leads to real, long-lasting change; a company will reap the benefits of a better workforce, a new market or higher consumption while adding value to society (Kanter 1999). The need to recognise that economic and social objectives are not distinctively opposing but complementary will lead to CSR that can potentially bring about a social benefit and improve competitiveness (Porter and Kramer, 2002). There are two main business advantages that arise from CSR. Firstly, it presents an opportunity to test out a new technology. Secondly, it provides the opportunity to build political capital by influencing regulations, presenting itself as a market leader or to strengthen relationships with government officials (Kanter 1999). This was exactly what Bell Atlantic did through Project Explore by going into schools to test out their new High-bitrate Digital Subscriber Line (HDSL) technologies with personal computers in the early 1990s. This provided a test ground that would get their technology into the real world and also presented itself as a demonstration site to political leaders for Bell Atlantic to petition favourably for their proposed statewide technology communications plan (Kanter 1999). Bell Atlantic managed to help schools by providing them with computers and new technologies, bettering education and technology literacy, while still achieving a business agenda. The competitive context of a company and its business environment can benefit greatly when economic and social goals are seen as mutually linked. Porter and Kramer (2006) identify four key areas strategic CSR can affect competitive context positively: factor conditions, demand conditions, context for strategy and rivalry, and lastly, related and supported industries. Improving education, in the case of Cisco, enabled them to educate students in computer skills that resulted in a high quality, yet cost effective curriculum due to Cisco’s expertise. Whilst all students from Cisco’s Networking Academy may not work for Cisco, the industry at large benefits. Furthermore, well-trained network administrators who graduate from The Cisco Network Academy create demand for higher quality service and solutions (Porter and Kramer 2006, p. 85). CSR can influence in the creation of a more productive and transparent environment for competition (Porter and Kramer 2006, p. 85), such as Transparency International, where corporations have pledged to disclose and deter corruption in the world. This aids in building fair competition and higher productivity. Finally, a company can benefit by supporting a related industry. For example, American Express funds travel and tourism academics in the recognition of its reliance on the hospitality industry for travel-related spending on its credit cards (Porter and Kramer 2006, p.85). These examples show how CSR can result in tremendous payoffs when executed effectively. While immediate stakeholders c an drive the motivations for CSR initiatives, it is important to consider how the country a company is operating in can affect how CSR activities are chosen and implemented. The different social and cultural differences in each country should be salient enough for managers to acknowledge that CSR cannot be entirely universal, especially in the case of global MNEs. Furthermore, different social needs and problems will be inherent in each country. For example, the prevalence of AIDS/HIV is critical in South Africa. As such, it is only appropriate that companies with a presence in South Africa address this issue; with the likes of Toyota, Sappi and Mercedes-Benz deploying CSR programs that help employees tackle the pandemic of AIDS/HIV. British Petroleum (BP) (BP 2013), a global oil company, undertakes CSR initiatives that are identified as locally relevant, tailoring to the needs of their host communities and societies. A quick glance of their case studies shows various CSR programs ranging from workforce rights in Brazil to community relations in Turkey. While addressing locale-specific issues would be the most effective method of CSR, other factors may e ncourage or hinder such intention. The legal environment can affect the way CSR is implement in a country greatly. It changes either through strong intervention whereby social responsibility is legally stipulated, or a severe lack thereof, which leads to voluntary action by other players (Campbell 2007). France and Brazil are two examples par excellence of how the government can play a key role in creating CSR  demand, albeit in opposite directions. The French government has influenced how CSR has developed and emerged greatly by playing an active role in passing legislation, amongst other policies that requires French companies, including subsidiaries of international firms, to be socially responsible and accountable (Sobczak and Martins 2010, p. 448). On the other hand, Brazil’s history of a military government has fostered a passive environment where innovation is stifled, including that of encouraging improvements for society (Sobczak and Martins 2010, p.449). As such, private actors such as Non Governmental Organisations (NGOs) are most active in Brazil to encourage CSR programs to Brazilian companies. While the legal environment can affect how CSR is implemented in a country, it can also affect what type of CSR is initiated. Although France has passed mandates to enforce listed companies submit reports on social and environment impacts, the main area of concern belies in employment rights (Sobczak and Martins 2010, p. 450). Similarly, Brazilian companies are also strongly focused on employee relations and well-being, that being the key principle of CSR in Brazil (Sobczak and Martins 2010, p. 451). CSR then is only translated into one dimension of obligation and other dimensions, though equally pressing; take a backseat in the case of France and Brazil. Different priorities in a country culturally can affect how CSR is implemented. In such scenarios, international NGOs come in and encourage other concerns to be addressed. This helps to bring harmony to the imbalance within the CSR activities focused in countries such as France and Brazil. For instance, international environmental NGO, the World Wildlife Fund, has collaborated with French companies to allow the use of their logo, one of the most recognisable brands in the world, on products that meet their standards (Sobczak and Martins 2010, p.452). This has encouraged firms in France to meet environmental standards that was not previously crucial in CSR portfolios. Through this, French companies are more receptive to practicing CSR that is not inherent to their usual procedures. Despite the particularity of each country and how CSR is ideally done based on local demands, the reality of the matter is that CSR is not always practiced this way. Global MNEs typically have general and universal guidelines on what CSR activities should be undertaken in host countries, and most managers have to be given permission to pursue local CSR from the parent company . Universalism in CSR practices by MNEs creates linearity and  coherence for all stakeholders, but can result in less powerful CSR practices. On the other hand, localised programs may end up being fragmented or ad hoc. There is undoubtedly differing perspective on which approach is preferable, as each holds its argument convincingly (Muller 2006). As suggested by Husted and Allen (2006) then, the key difference between global or local CSR is the community that demands it. Another key factor that affects the way CSR is conducted is the development of CSR in a globalised world. It has been recognised by scholars (Gugler and Shi 2009; Jamali 2010) that CSR is fundamentally Anglo-Saxon both in history and development. Hence, CSR has a strong presence in the United States and United Kingdom, but is still lacking in both conceptual and practical thinking in countries based in the Southern hemisphere. Jamali and Ramez (2007) has noted that numerous issues with CSR in the Lebanon context. Firstly, CSR is typically executed in tangent to the parent company’s mission and values. While it is not necessarily a bad move to have a universally applicable CSR issue identified by a parent company, this may lead to a lack of agency by foreign subsidiaries to pursue CSR that is truly important in a specific context. Hence, CSR in Lebanon is still largely based on altruistic means and charitable giving, which is considered a low-level and basic method of implementing CSR. Interviewed companies by Jamali (2007) did not track the performance of its CSR outputs, showing that CSR is not implemented for a genuine purpose of serving a long-term positive impact to society, but to address the obligatory needs in order to build a positive corporate image. Due to the lack of understanding from global perspectives and North-driven ideology, countries may derive value and meaning from CSR in their own terms (Gugler and Shi 2009). China has come up with their own standards because of the dilemma of being the â€Å"world’s factory† and cannot comply with various standards demanded from different suppliers, it becomes too costly to be effective. In this instance, the Chinese government has developed various rankings and best practices for Chinese companies, and goes as far as prohibiting international certifications unless approved by the right local authorities (Gugler and Shi 2009, p.15). By doing so, Chinese companies do not face foreign pressure to comply with standards that are unfeasible for their modus operandi. Overall, this essay has shown that there are numerous motivations for companies to practice CSR. Answering demands to  achieve higher satisfaction in consumers and employees, helping to build a reputation and in its most strategic form, creates a competitive advantage for companies are some of the benefits that a company can yield through effective CSR. While there are numerous ben efits of conducting CSR, CSR implementation is highly diverse due to the various legal, socio-economic and cultural factors that each country brings. Furthermore, due to the development and history of CSR, CSR is still very much in its infancy stage in the Southern hemisphere and pressure to develop a CSR programs similar to current ones in the Northern hemisphere becomes unrealistic and untenable. As such, other actors such as international NGOs may step in to realign and create focus for different needs, or countries may come up with their own compliance standards as a global benchmark to ease doing of business internationally. This has shown thus far how CSR is highly complex as a practice, varying from simplistic to more complex approaches, and once again changing within localities due to the needs and issues to be addressed. As CSR continues to develop, one should take notice of how CSR might change in developing countries and how globalisation continues to affect how companies may choose to conduct CSR. References: Aupperle, K. E., et al. (1985). An empirical examination of the relationship between corporate social responsibility and profitability. Academy of Management Journal 28(2): 446-463. Bhattacharya, C., et al. (2012). Using corporate social responsibility to win the war for talent. MIT Sloan Management Review 49. Bhattacharya, C. B. and S. Sen (2004). Doing better at doing good: when, why and how consumers respond to corporate social initatives. California Management Review 47(1): 9-24 BP (2013). Sustainability. from http://www.bp.com/en/global/corporate/sustainability.html. Campbell, J. L. (2007). Why would corporations behave in socially responsible ways? An institutional theory of corporate social responsibility. Academy of Management Review 32(3): 946-967. Carroll, A. B. (1979). A three-dimensional conceptual model of corporate performance. Academy of Management Review 4(4): 497-505 Dahlsrud, A. (2008). How corporate social responsibility is defined: an analysis of 37 definitions. C orporate Social Responsibility and Environmental Management 15(1): 1-13 Donaldson, T. and L.  E. Preston (1995). The stakeholder theory of the corporation: Concepts, evidence, and implications. Academy of Management Review 20(1): 65 Esrock, S. L. and G. B. Leichty (1998). Social responsibility and corporate web pages: self-presentation or agenda-setting? Public Relations Review 24(3): 305-319. Friedman, M. 1970. The social responsibility of business is to increase profits. New York Times Magazine, September 13: 32–33, 122, 124, 126. Gugler, P. and J. Y. Shi (2009). Corporate social responsibility for developing country multinational corporations: lost war in pertaining global competitiveness? Journal of Business Ethics 87(1): 3-24. Institute, R. (2013). Reputation Institute The Reptrak system. from http://www.reputationinstitute.com/thought-leadership/the-reptrak-system. Jamali, D. (2010). The CSR of MNC subsidiaries in developing countries: Global, local, substantive or diluted? Journal of Business Ethics 93(2): 181-200. Jamali, D. and Ramez, M. (2007). Corporate social responsibility (CSR): theory and practice in a developing country context. Journal of Business Ethics 72(3): 243-262. Kanter, R. M. (1999). From spare change to real change: The social sector as beta site for business innovation. Harvard Business Review 77. Lindgreen, A. and V. Swaen (2010). Corporate social responsibility. International Journal of Management Reviews 12(1): 1-7 McGuire, J. B., et al. (1988). Corporate social responsibility and firm financial performance. Acade my of Management Journal 31(4): 854-872. McWilliams, A. and D. Siegel (2001). Corporate social responsibility: A theory of the firm perspective. Academy of Management Review 26(1): 117-127. Muller, A. (2006). Global versus local CSR strategies. European Management Journal 24(2): 189-198 Meyer, J. and B. Rowan. (1991). Institutional Organizations: Formal Structure as Myth and Ceremony, in P. J. DiMaggio and W. Walter (eds.), The New Institutionalism in Organizational Analysis (University of Chicago Press, Chicago and London), pp. 41–62. Nintendo (2013). Nintendo of America Employee Welfare and Well-being. from http://www.nintendo.com/corp/csr/#welfare. Porter, M. E. and M. R. Kramer (2002). The competitive advantage of corporate philanthropy. Harvard Business Review 80(12): 56-68. Porter, M. E. and M. R. Kramer (2006). Strategy and society. Harvard Business Review 84(12): 78-92. Smith, J. (2012). The companies with the best CSR reputation. from

The Early Years of Keeneland History Essay -- essays research papers

The Early Years of Keeneland History Kentucky’s open grasslands had attracted the type of settler who loved horses because of its great beauty. Also, Kentucky imposed richness of soil minerals, abundance of water, and suitable climate, terrain, and vegetation that attracted these people. People that lived in Kentucky possessed a great love and pride for sporting horses. Their love and passion of horses would shape the Thoroughbred world of today.   Ã‚  Ã‚  Ã‚  Ã‚  The horse industry in Kentucky expanded rapidly with the great passion of breeding and sporting horses. Horse breeding became well established in the Bluegrass before the end of the eighteenth century. One of the reason why the great industry of the Thoroughbred business flourished is that a law was passed concerning the preservation and improvement of breeds of horses. Another dominant reason that all the inhabitants of Kentucky took great care in breeding and improving the breeds of horses.   Ã‚  Ã‚  Ã‚  Ã‚  Lexington had been without a racetrack since the deteriorating Kentucky Association plant operated its last meeting in the spring of 1933. Racing was needed in central Kentucky, and something had to be done. Horsemen and Owners knew that something desperately needed to be done to keep the tradition of Kentucky racing alive. If something was not done then the great industry of Thoroughbred racing would definitely decline.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  On a Wednesday afternoon March 20, 1935, Major Louie A. Beard addressed a mass meeting of breeders and others interested in the future of racing in Lexington. Beard outlined the plans for the purchase and development of Keeneland at the Lafayette Hotel. â€Å"This may seem like a dream, but I believe it is a dream that can be realized.†, Beard concluded. This statement was a truer prophet than most of those present realized.   Ã‚  Ã‚  Ã‚  Ã‚  These men seemed to know something that nobody else knew when it came to forming a racing and sales complex. They established policies that have existed for the past 50 years, they made predictions that have come true, and they built a horse facility that has lived up to every expectation. But, of course Keeneland was never intended to be just another racetrack. Twenty different sites were looked upon, but Hal Price Headley and company kept com... ...signed to be something special. It would cultivate an loved appreciation and respect for the noble sport of horse racing. The idea of Keeneland was to have an impression that would cater to established horse lovers and to develop new fans for the sport. Keeneland as a dream that could be realized became a dream that is now a great reality.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Bibliography Faulconer, J.B. The Keeneland Story: a quarter century of racing in the finest tradition.   Ã‚  Ã‚  Ã‚  Ã‚  Lexington, Kentucky: Thoroughbred Press, 1960. Keeneland: opening 1936. Lexington, Kentucky: C.T. Dearing Print. Co. 1936. Wharton, Mary E., and Edward L. Bowen. The Horse World of the Bluegrass. New   Ã‚  Ã‚  Ã‚  Ã‚  York: The John Bradford Press, 1980. â€Å"Keeneland: the golden years, 1936-1986.† Keeneland Association, Inc., c1986. Strode, William. Keeneland: a half century of racing. New York: Harmony House,   Ã‚  Ã‚  Ã‚  Ã‚  1986. Nicholson, Nick, â€Å"Keeneland Thoroughbred Racing and Sales.† Designed by Digi Know:   Ã‚  Ã‚  Ã‚  Ã‚  Available from http://www.keeneland.com   Ã‚  Ã‚  Ã‚  Ã‚  

Nursery Rhymes Essay

So here I am, really scared and nervous, but here’s a secret my mum told me, adults are just as anxious talking in public, the trick is to picture everyone in clown suits; my Apa’s red nose really suits her. Hmm, my speech is supposed to be humorous and as a 6 year old nothing is more hilarious as old nursery rhymes I mean can you really picture a huge egg perched on a wall, and why on earth did the king send his army to help humpty when maybe a chef would’ve done instead. Again, why on earth was the king involved? Then you get insy wincy, for being a spider he wasn’t a very bright spark. He firstly climbed up a water spout.. let’s see, cloudy day, water sprout..rain..light bulb..ting†¦but no, he goes and climbs up the spout. Again next time use the wall, he must have been a male, duh.. We pass the old age home every day on our way to school. I always feel sorry for these poor people; I mean how can people leave their mom’s there. But then I think about the old women who lived in a shoe.. Now that’s really sad, sure do hope it’s a really big shoe. Nursery rhymes are really silly, but if you can’t beat them join them. There’s my version: There was an old woman who lived in a shoe. The place was disgusting and smelled like pee-ewe! The windows were drafty. The roof was a leaker. But that’s what you get When you live in a sneaker. Humpty Dumpty sat in a tree. Humpty Dumpty got stung by a bee. He fell out and hit his head, and now he thinks his name is â€Å"Fred.† The tighty-whity spider went down the waterslide. Got a water wedgie halfway down the ride. Jumped up and screamed and ran around in pain. Now the tighty-whity spider will not do that again.

Workplace Discrimination and Autism Spectrum Disorders

299 Work 31 (2008) 299–308 IOS Press Workplace discrimination and autism spectrum disorders: The National EEOC Americans with Disabilities Act Research project Todd A. Van Wierena , Christine A. Reidb and Brian T. McMahon b,? a b Disability Support Services, Indiana University of Pennsylvania, Indiana, PA, USA Department of Rehabilitation Counseling, Virginia Commonwealth University, Richmond, VA, USA Abstract.Using the Integrated Mission System of the Equal Employment Opportunity Commission (EEOC), the employment discrimination experience of Americans with autism spectrum disorders (ASDs) is documented for Title I of the Americans with Disabilities Act. The researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are ? led; the nature of discrimination (i. e. , type of complaint) alleged to occur; and the legal outcome or resolution of these complaints.Researchers compare and con trast these key dimensions of workplace discrimination involving individuals with ASDs and persons with other physical, sensory, and neurological impairments. Researchers also attempt to discern whether or not the resolutions of the ASD charges can be predicted using the variables available for analysis. The comparative ? ndings of this study indicate that individuals with ASDs were more likely to make charges of discrimination against Retail industry employers. Persons with ASDs were also more likely to make charges of discrimination when they were younger, male, and/or of Native American/Alaskan Native ethnicity.The predictive ? ndings of this study indicate that the odds of ASD charges resulting in meritorious resolution (i. e. , discrimination determined by the EEOC to have occurred) increase when the discrimination was encountered in Service industries and by larger employers. Implications for policy, advocacy and further research efforts are addressed. 1. Introduction: Autism Spectrum Disorders The term Autism Spectrum Disorder (ASD) is used to refer collectively to the group of disorders that comprise the ? ve speci? c, but related, conditions within the Diagnostic and Statistical Manual of Mental Disorders,Fourth Edition, Text Revision [3]. These disorders fall under the formal diagnostic umbrella known as Pervasive Developmental Disorders (PDDs): (1) Autistic Disorder, (2) Asperger Syndrome, (3) Rett’s Disorder, (4) Childhood Disintegrative Disorder, and (5) PDD, ? Address for correspondence: Brian T. McMahon, Department of Rehabilitation Counseling, Virginia Commonwealth Universit, POB 980330, Richmond, VA 23298-0330, USA. Tel. : +1 804 827 0917; Fax: +1 804 828 1321; E-mail: [email  protected] edu. Not Otherwise Speci? ed (NOS). Collectively, they are commonly described as autism.The common, or core, characteristics shared by each of the ? ve PDDs generally include varying degrees of impairment in the triad of: (1) verbal and non-verbal com munication, (2) social interaction, and (3) restricted, repetitive and stereotyped patterns of behavior or interests [2,9,33,37,38]. Aside from this common triad, additional functional limitations that can often be associated with ASDs include: hypersensitivity to sensory stimuli, hyperactivity, aggressiveness, self-injurious behavior, motor dysfunctions, arousal/activation issues, cognitive de? iencies (including impairments in abstract thought), and physical/medical features [13, 15,41,51]. Frequently, individuals with ASDs can also have â€Å". . . (1) problems understanding social cues and 1051-9815/08/$17. 00 ? 2008 – IOS Press and the authors. All rights reserved 300 T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA facial expressions, (2) dif? culty expressing emotions in conventionally recognizable ways, (3) in? exibility and discomfort with change, and (4) dif? culty adapting to new tasks and routines† [35, p. 163]. It is im portant to realize that people with ASDs vary cross a wide continuum of intelligence, clinical characteristics and abilities [15,16,38,41]. On one extreme, some individuals with ASDs deal with severe impairments and require intensive life-long support. On the other end of the continuum reside individuals who are sometimes referred to as having â€Å"high-functioning autism,† with relatively slight limitations in daily activities. Predicting life outcomes for the population of individuals with ASDs as a whole (merely based on their carrying an ASD diagnosis) is dif? cult because of the very wide spectrum of cognitive, linguistic, social nd behavioral functioning from person to person [21]. The Equal Employment Opportunity Commission (EEOC) simply uses the term autism to refer collectively to the ? ve PDDs included in Autism Spectrum Disorder. It de? nes autism as â€Å"neurological disorder[s] affecting the functioning of the brain; characterized by such symptoms as speech an d language disorders and profound differences in the manner of relating to people, objects, and events. † The U. S. Department of Health and Human Services’ Centers for Disease Control and Prevention (CDC) is presently unable to report exactly how many people in the U. S. re diagnosed with ASDs. At the moment, more is known about the number of children with ASDs than adults. However, the CDC estimates that the current prevalence rates for ASDs are between two and six per 1,000 individuals [9]. It is known that the diagnosis of ASDs has increased steadily in recent years [9]. Estimating the change in prevalence over the years is dif? cult to do, as the definitions of and techniques for diagnosing ASDs have broadened. However, the conclusion derived from available evidence is that the current prevalence of ASDs is roughly three to four times higher than it was approximately 30 years ago [14].For instance, in 1994, ASDs were the 10th most common disability among individual s age 6–21 years served by public special education programs. By 2003, ASDs had risen to be the 6th most common disability [9]. The reasons for the apparent increase in ASDs are not exactly clear. It may be that the actual occurrence of ASDs is on the rise. However, a more likely explanation for at least part of the increase is the manner in which professionals have been classifying ASDs in recent years [14]. For example, in 1991 ASDs were added as a special education exceptionality within the US public school system [9].ASDs are known to be more prevalent in males than females, but do not seem to be systematically or conclusively linked to ethnicity, race, socioeconomic status, lifestyle, educational level or geographic region [16, 53]. ASDs do tend to occur statistically more often than expected for individuals with certain medical conditions, such as Fragile X syndrome, tuberous sclerosis, congenital rubella syndrome, and untreated phenylketonuria [9]. Also, ASDs are thoug ht to occur sometimes in conjunction with harmful substances ingested during pregnancy, such as thalidomide [9]. 2. Background . 1. Employment challenges It is well known that many individuals diagnosed with ASDs face considerable dif? culty in obtaining and maintaining employment [1,5,8,22,35]. A 1998 study estimated that only 18% of adults with ASDs in the U. S. were employed in some type of work [20]. Furthermore, people with ASDs who do obtain work tend to struggle with maintaining employment. Perhaps because of the social, communicative and behavioral de? cits associated with ASDs, issues can frequently arise in the workplace with coworkers, supervisors, customers, or in the performance of duties [26]. . 2. Need for the study Even though it is well understood that individuals with ASDs experience considerable dif? culties in general with obtaining and maintaining employment, very little evidence-based knowledge has been available for understanding the more speci? c issue of wor kplace discrimination and how it may contribute to the group’s overall employment challenges. To date, a contextualized understanding of the workplace discrimination towards workers and applicants with ASDs has been lacking. Such practical insights into workplace issues re important for the community of working adults with ASDs, their advocates, and providers of vocational rehabilitaiton services. The preponderance of today’s ASD research efforts focus on either childhood issues, or on potential medical cures or prevention of ASDs. There is a substantial need for more research to focus on practical adaptation issues for adults with ASDs [6, 36,44,52]. T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA 3. The National EEOC ADA research project Until quite recently, the majority of disability-related orkplace discrimination studies have tended to focus simply on the hiring preferences or attitudes of employers (or hypothetical employers ) toward individuals with disabilities [17,19,46]. Such studies generally could not examine actual occurrences of discrimination, which are behavioral manifestations of negative attitudes. By and large, they could only offer a perceived notion of workplace discrimination, and not an actual description. Furthermore, studies that attempted to examine Americans with Disabilities Act (ADA) Title I cases of private-sector disability-related work discrimination ere limited to assessing Equal Employment Opportunity Commission (EEOC) summary statistics at the allegation-level. Because data were limited, such studies did not provide deeper, more contextual, analyses of the EEOC cases [29]. Past studies did not have access to the cases’ ultimate resolutions, as well as other detailed information related to each case. Focusing on frequency of allegations alone may lead to skewed research conclusions. This is because only an approximate one? fth of all allegations made to the EEOC are ev er found to involve suf? cient evidence that disability-related discrimination conclusively occurred [28].Conversely, in approximately four-? fths of all allegations there is insuf? cient evidence for the EEOC to solidly conclude that discrimination took place. However, through an Interagency Personnel Agreement and a Con? dentiality Agreement involving the EEOC, Virginia Commonwealth University obtained the entire ADA segment of the EEOC’s Integrated Mission System (IMS) database. The IMS contains more than two million allegation records involving allegations of employment discrimination. The VCU subset includes all resolved allegations of discrimination made to the EEOC under Title I of the ADA, from July 7, 1992 (the ? rst date the ADA went into effect) to September 30, 2003. The National EEOC ADA Research Project was then developed to better understand the nature, scope and dynamics of employment discrimination against individuals with disabilities in the U. S. private-se ctor workplace. A number of studies have already been completed by members of the National EEOC ADA Research Project. Most of the ADA Title I studies completed to date have focused on speci? c disability groups, including: asthma [25], cancer [27], cerebral palsy [23], cumulative trauma disorders [4], deafness and hear- 301 ng impairment [7], diabetes [31], dis? gurement [45], HIV/AIDS [10,11], mental retardation [47], missing limbs [50], multiple sclerosis [42,43,49], speech impairment [34], spinal cord injury [30], traumatic brain injury [32], and visual impairment [48]. 4. The IMS data set Because of the unique level of access now made available to the EEOC’s IMS database, it is possible to examine the following contextual information for each case within the study database: (1) demographic characteristics of the Charging Party (i. e. , individual with the disability); (2) the industry and size of the Responding Party (i. e. employer); (3) the U. S. region from which the a llegation originated, (4) the speci? c type of alleged ADA Title I discriminatory allegation; and (5) the speci? c resolution of the case as determined by the EEOC, or by settlement or mediation between the Charging Party (CP) and Responding Party (RP). In this particular study, the research questions are answered by comparing and contrasting the employment discrimination experience of Americans with ASDs to that of Americans with other known physical, sensory, and neurological impairments. From these data, a â€Å"study dataset† was extracted to include only those ariables related to the research questions and to maximize consistency, parsimony, and con? dentiality (i. e. , to protect the identity of speci? c CPs and RPs). The extraction process was guided by the following considerations. The unit of study is an allegation; it is not an individual CP, nor an individual RP. A single CP may bring more than one allegation. Only unique allegations that do not involve recording e rrors or duplications are included in the study dataset. All identifying information regarding CPs and RPs was purged except variables important for this research.Study data were strictly limited to allegations brought under Title I of the ADA. Allegations brought under other federal employment statutes were not considered. Further, state allegations were also excluded to maintain a consistent de? nition of both disability and discrimination. To maintain consistency in de? nitions and procedures among the study variables, only allegations received, investigated, and closed by the EEOC were included. This required the exclusion of allegations referred by the EEOC to litigation for disposition in civil court, federal or state.Allegations of retaliation were excluded because complaints of this nature do not pertain directly to the existence or consequence of disability. 302 T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA Only allegations that were closed by the EEOC during the study period, de? ned as July 26, 1992 through September 30, 2003 were included in the study dataset. Finally, open allegations (i. e. , still under investigation) were excluded from the study. This exclusion exists to insure that all allegations in the study dataset are â€Å"closed,† and as such are known to be either with Merit (i. . , decided by the EEOC to have reasonable cause for discrimination) or Without Merit (i. e. , decided by the EEOC to have no reasonable cause for discrimination). The resulting study dataset includes 328,738 allegations of employment discrimination under ADA Title I that were received, investigated and closed by the EEOC during the study period. These were divided into groups on the basis of disability status including the following two: 1. Autism Spectrum Disorders (ASDs). The primary group of interest for this particular study entails the allegations of discrimination made by individuals who reported having an AS D.The ASD allegations number just 98 (i. e. , 0. 03% of the total number of cases in the study dataset). However, this is the entire population of EEOC-resolved ASD allegations for the study time period. 2. General Disability (GENDIS). The comparison group for this study is a compilation of all allegations made by individuals who reported impairments within the other physical, sensory, or neurological EEOC disability categories (i. e. , allergies, Alzheimer’s disease, asthma, back impairment, cancer, cardiovascular impairment, cerebral palsy, chemical sensitivity, cumulative trauma disorder, cystic ? brosis, diabetes, dis? urement, dwar? sm, epilepsy, gastrointestinal impairment, hearing impairment, HIV, kidney impairment, learning disability, mental retardation, missing digits or limbs, multiple sclerosis, nonparalytic orthopedic impairments, â€Å"other† blood disorder, â€Å"other† neurological impairment, â€Å"other† respiratory impairment, paralysis , speech impairment, tuberculosis, and vision impairment). For this particular study, GENDIS excludes ASD cases. The GENDIS allegations for this study number 174,512 (i. e. , 53. 09% of the total number of cases in the study dataset), and are the entire population of such cases resolved by the EEOC uring the study time period. GENDIS was also used as the primary comparison group for a majority of the other National EEOC ADA Research Project studies completed to date that examined various other EEOC disability categories [4,7,10, 23,25,27,30–32,42]. It is important to consider that the individuals who have actually made allegations of discrimination to the EEOC are likely a smaller number than the sum of individuals who have experienced discrimination. It is likely that many instances of disability-related discrimination go unreported to the EEOC. Individuals may not always realize that they have experienced discrimination.Or, they may perhaps be aware of discrimination but do not understand their rights, know how to initiate a complaint, or they are fearful of retaliation. The small number of allegations made by individuals with ASDs (98) could lead one to conclude that workplace discrimination is not a signi? cant problem for these individuals. The under-representation of people with ASDs in the workforce has been previously reported, and it is well known that most discrimination involves currently employed persons. However, many individuals with ASDs may not understand their civil rights or how to exercise them.The underreporting of discrimination would then make this particular study all the more important for individuals with ASDs and their advocates. The small number of ASD allegations also raises a technical concern. For most statistical tests, small Ns increase the risk of type II errors [12,40], or failure to detect actual differences when they exist. Because of the large number of comparisons that were conducted and in order to minimize this ri sk, the ? level was established at a more stringent level; p < 0. 01. 5. Project design and methods 5. 1. Variables The IMS data was transferred to the research team rom the EEOC via zip disk. Data needed to answer the research questions were extracted, coded, re? ned, and formatted in Microsoft Access using the aforementioned criteria. The result was a study-speci? c dataset in which the underlying unit of measurement is the frequency of allegations, a ratio level of measurement. The other variables for this study are detailed in Table 1. 5. 2. Research objectives The ? rst research objective for this study was descriptive in nature and focused on the most prevalent characteristics associated with the ADA Title I discrimination allegations made by individuals with ASD.The second objective was comparative in nature and T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA 303 Table 1 Parameters of Variables CP AGE (ratio measurement) – Years CP GENDER (nominal measurement) – Male – Female CP RACE (nominal measurement) – White – African American – Hispanic/Mexican – Asian – Native American/Alaskan Native – Mixed Ethnicity – Other Ethnicity RP INDUSTRY (nominal measurement) – Agriculture – Construction – Finance, Insurance & Real Estate – Manufacturing – Mining – Public Administration – Retail – Services – Transportation & Utilities – Wholesale – Not Classi? edRP SIZE (interval measurement) – 15–100 employees – 101–200 employees – 201–500 employees – 501 + employees US REGION (nominal measurement) – Northeast – Midwest – South – West – U. S. Territory – Foreign (U. S. businesses operating abroad) ALLEGATIONS (nominal measurement) – Job Obtainment or Membership Issues: * Advertising, Apprent iceship, Exclusion/Segregated Union, Hiring, Prohibited Medical Inquiry, Quali? cations Standards, Referral, Testing, & Training – Job Conditions or Circumstances Issues: * Assignment, Bene? ts, Bene? ts (Insurance), Bene? ts (Pension), Demotion, Discipline, Harassment, Intimidation, Job Classi? ation, Maternity, Promotion, Reasonable Accommodation, Segregated Facilities, Seniority, Tenure, Terms/Conditions, Union Representation, & Wages – Job Maintenance or Preservation: * Constructive Discharge, Discharge, Early Retirement Incentive, Involuntary Retirement, Layoff, Recall, Reinstatement, Severance Pay, & Suspension – Other/Miscellaneous Issues: * Other, Posting Notices, References Unfavorable, & Waiver of ADEA Suit Rights RESOLUTIONS (nominal measurement) – Merit: * Settled with CP Bene? ts, Withdrawn with CP Bene? ts, Successful Conciliation, & Conciliation Failure – Non-Merit: No Cause Finding, Administrative Closure (RP Bankruptcy), Administra tive Closure (CP Missing), Administrative Closure (CP NonResponsive), Administrative Closure (CP Uncooperative), Administrative Closure (Related Litigation), Administrative Closure (Failed Relief), Administrative Closure (Lacks Jurisdiction), & Administrative Closure (CP Withdraws) explored whether or not the characteristics associated with the ASD allegations differ signi? cantly from those of the characteristics associated with GENDIS. The third research objective of this study, predictive in nature, was to explore whether or not the ? al EEOC case resolutions for the ASD allegations could be predicted based upon a function of some of the contextual variables of interest associated with the ASD group. 5. 3. Analysis Data was analyzed to answer the stated research objectives in three primary ways, using SPSS (Statistical Package for the Social Sciences). First, descriptive statistics were used to detail the ASD and GENDIS allegations and various attributes thereof. Second, comparis ons of the various characteristics of the ASD al- 304 T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA egations vs. the GENDIS allegations were conducted utilizing Fisher’s exact tests, odds ratios, and t-Tests for independent groups. Third, in an effort to discern whether or not the ? nal resolutions for the ASD allegations could be predicted based upon a function of some of the contextual variables of interest associated with the ASD group, multiple logistic regression analysis was used. 6. Findings 6. 1. Descriptive analysis Based upon the descriptive analysis portion of this study (i. e. , Objective One), it could be said that the pro? le for a typical ASD case entails: (a) a CP who s 36 years old, male and White; (b) a RP in the Retail industry that is either on the large end of the size spectrum (i. e. , 501+ employees) or the smaller end of the spectrum (i. e. , 15–100 employees); (c) origination of the allegation in the Sout hern region of the U. S. ; (d) an allegation that involves an issue of job conditions/circumstances or job maintenance/preservation; and (d) a case resolution that is ruled by the EEOC as non-meritorious. See Table 2 for a more detailed account of the descriptive analysis portion of this study. 6. 2. Comparative analysis Relative to GENDIS, the median age for the ASD roup is younger (36 years vs. 44 years), and is statistically signi? cant (t-Test for independent groups, t = ? 8. 385, df = 86. 134, p =< 0. 000). Allegations in the ASD group are over two times more likely to be made by males than were allegations in the GENDIS group (Fisher’s exact test, p =< 0. 000, O. R. = 2. 30). ASD allegations are over seven and half times more likely than GENDIS to involve CPs who are Native American/Alaskan Native (Fisher’s exact test, p = 0. 001, O. R. = 7. 82). And, relative to GENDIS, allegations from the ASD group are two and a half times more likely to be made against RPs in the Retail industries Fisher’s exact test, p =< 0. 000, O. R. , 2. 52). Statistical analyses revealed no signi? cant differences between the ASD group vs. GENDIS in regards to the regions where allegations originate from, the types of ADA Title I allegations ? led with the EEOC, or ultimate case resolutions decided upon by the EEOC. 6. 3. Predictive analysis Forward, stepwise multiple logistic regression analysis was utilized to establish the best set of variables predictive of merit vs. non-merit ASD case resolutions. The selection of the predictor variables in the ? nal model progressed via steps while the different ndependent predictor variables were inserted into or excluded from the model, in an attempt to realize the largest increase in R 2 . This course of action revealed that RP size, CP race (Native American/Alaskan Native), and RP industry (Service) contributed the most to the explanatory power of the model (? 2 = 33. 176, p =< 0. 000, df = 3), explaining approxima tely 35. 4% to 48. 9% of the variance in the merit vs. non-merit resolution status of ASD cases (i. e. , Cox & Snell R 2 = 0. 354, Nagelkerke R 2 = 0. 489). However, the ? nal number of cases (N ) included in this model decreased from 98 to 76, because of missing data in a couple of he model’s independent variables. Therefore, desiring to include as many of the ASD group’s relatively small number of cases as possible in the ? nal model, another logistic regression analysis was completed. This new analysis made use of simultaneous entry of only the two statistically signi? cant predictor variables that had been found in the forward stepwise analysis (i. e. , RP size and CP industry [Service]). Thus, the new model (N = 86, ? 2 = 18. 553, p =< 0. 000, df = 2) consists of only RP size and RP industry (Service), which serve as the independent predictor variables and explain approximately 19. % to 27. 5% of the variance in the merit vs. non-merit resolution status of the ASD cases (i. e. , Cox & Snell R 2 = 0. 194, Nagelkerke R 2 = 0. 275). This same process for determining the best predictor variables for a multiple logistic regression model, while attempting to avoid as many missing data cases as possible, was recently utilized within the ? eld of Rehabilitation research [39]. The results of the ? nal model are detailed in Table 3. It could be said that the odds of an ASD allegation resulting in a meritorious case resolution increase when: (1) the allegation is made against a Service industryRP, and (2) as the size of the RP increases (i. e. , number of employees). It was found that ASD allegations that were made against RPs in the Service industry are approximately seven times more likely than all other industries (considered together) to experience merit resolutions (i. e. , Exp[? ]= 7. 013). In conjunction with this, it was also found that for each one-unit increase in a RP’s size (e. g. , moving from the 15–100 employee category, to the 101-200 employee category, to the 201– T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA 305 Table 2Descriptive Analysis of ASD and GENDIS allegations ASD (F) CP AGE: Age (mean years of age) (72) (26) GENDIS (F) 36 years CP GENDER: – Male – Female % % 44 years 73. 5% 26. 5% (95,282) (79,048) 54. 7% 45. 3% CP RACE: – White (60) 61. 9% (108,803) 63. 1% – African American (14) 14. 4% (35,325) 20. 5% – Hispanic/Mexican (11) 11. 3% (12,535) 7. 3% – Other? (12) 12. 4% (15,718) 9. 1% ? Comprised of EEOC categories: Asian, Native American/Alaskan Native, Mixed Ethnicity & Other Ethnicity RP INDUSTRY: – Agriculture – Construction – Fin. , Ins. , Real Est. – Manufacturing (16) 16. 8% – Mining Public Admin. (8) 8. 2% – Retail (22) 23. 2% – Services (18) 18. 9% – Trans. & Util. (10) 10. 5% – Wholesale – Not Classi? ed (18) 18. 9% Indust ries with less than 5 ASD charges are not reported (32,539) 19. 2% (16,051) (18,129) (49,525) (15,741) 9. 5% 10. 7% 29. 2% 9. 3% (21,472) 12. 7% RP SIZE: – 15–100 employees – 101–200 employees – 201–500 employees – 501 + employees U. S. REGION: – Northeast – Midwest – South – West – U. S. Territory – Foreign (33) (13) (9) (34) 37. 1% 14. 6% 10. 1% 38. 2% (56,161) (20,708) (18,507) (72,297) 33. 5% 12. 4% 11. 0% 43. 1% (7) (24) (47) (20) (0) (0) 7. % 24. 5% 48. 0% 20. 4% 0% 0% (18,667) (52,014) (70,404) (32,782) (641) (4) 10. 7% 29. 8% 40. 3% 18. 8% 0. 4% 0% ALLEGATIONS: – Job Obtainment or Membership – Job Conditions or Circumstances – Job Maintenance or Preservation – Other/Miscellaneous (6) (47) (41) (4) 6. 1% 48. 0% 41. 8% 4. 1% (12,047) (90,162) (68,569) (3,734) 6. 9% 51. 7% 39. 3% 2. 1% RESOLUTIONS: – Merit – Non-Merit (29) (69) 29. 6% 70. 4% (38,3 85) (136,127) 22% 78. 0% 500 employee category, to the 501+ employee category, etc. ) the odds of an ASD allegation being resolved with merit increase by over one and a half times (Exp[? = 1. 836). 7. Discussion 7. 1. Education efforts by the EEOC The EEOC distributes training materials to employees and individuals with disabilities concerning ADA Title I issues. Efforts should be focused on educating Retail and Service industry and larger employers in particular concerning the characteristics of and the unique work-related issues of individuals with ASDs. Furthermore, in attempting to educate individuals with disabilities concerning their rights and options to ? le discrimination allegations, the EEOC should consider including focus on individuals with ASDs in a special ense, given that many of these individuals may not be aware of how to recognize discrimination and/or how to take advantage of the EEOC’s resolution services 306 T. A. Van Wieren / Workplace discrimination an d autism spectrum disorders: EEOC & ADA Table 3 Final model for logistic regression analysis of ASD Merit vs. Non-Merit resolutions Predictor ? SE df Wald – RP Industry 1. 948 0. 627 9. 665 (Service vs. all others) – Responding Party Size 0. 608 0. 218 7. 802 (i. e. , # of employees) Constant ?2. 942 0. 731 16. 195 Model Summary: N = 86 df = 2 ?2 = 18. 553 p =< 0. 000 R2 = 0. 94 (Cox & Snell), 0. 275 (Nagelkerke) ? Signi? cant p Exp(? ) 1 0. 002? 7. 013 95% C. I. for Exp(? ) 1. 397–35. 219 1 0. 005? 1. 836 1. 048–3. 216 1 0. 000 0. 053 at . 01 level (as possibly evidenced in the extremely low number of ASD allegations received by the EEOC to date). 7. 2. Training of ASD support personnel It would be important for personnel who support the vocational efforts of individuals with ASDs (e. g. , rehabilitation counselors, supported employment specialists, etc. ) to understand the unique trends of ASD allegations of ADA Title I discrimination. Compared o many o ther disability groups, ASD allegations are more likely to be made by younger individuals and by males. Employers that perhaps require a special degree of attention when considering ASD vocational issues would include Retail and Service industry employers and larger employers. Rehabilitation professionals also need to know that relatively few ADA Title I allegations are made to the EEOC by people with ASDs, compared to other disability groups, which may possibly mean that individuals with ASDs are especially at risk for not advocating for themselves against employment discrimination.Supportive personnel need to understand that a systems/ecological approach is especially needed in assisting individuals with ASDs to obtain and maintain integrated employment in the competitive, private-sector workplace. The supported employment and positive behavioral support models may be particularly valuable here in assisting individuals with ASDs and their work environments to successfully adapt to each other. After all, it is known that individuals with ASDs can achieve employment success and can be highly regarded by their employers if they receive the appropriate vocational supports [18,22,24].Such vocational supports should include sophisticated and independentlytailored assessment (of both the individual and potential work environments), placement, training, and ongoing support. Based upon the extremely low number of ASD allegations made to the EEOC, it might also appear that a major focus in working with individuals with ASDs would be to assist in increasing their self-advocacy skills. Employers engaged with individuals with ASDs (especially those in the Retail and Service industries and larger employers) also require sophisticated and independently-tailored assistance.Efforts directed towards employers should focus, in particular, on attempting to understand and articulate the workplace’s normative behavioral and communicative standards; educating the employer t o understand how individuals with ASDs may have a dif? cult time meeting these normative standards; helping employers to develop positive frames of reference concerning their employees with ASDs, and assisting employers to develop effective, appropriate, and non-discriminatory responses towards their employees with ASDs. 7. 3. Transition planning to adult working age Individuals with ASDs who ? le allegations of ADATitle I discrimination are more likely to be younger, compared to members of many other disability groups. As discussed previously, this may have something to do with ASDs being lifelong developmental disabilities. Thus, individuals with ASDs enter (and/or attempt to enter) into the adult workforce from day-one with their disability. This is different from some other disabilities that may not be acquired by an individual until later in life or after they have been engaged in the workplace for a length of time. Therefore, long-term transition planning for children and/or y oung adults with ASDs hould include the consideration of avenues by which such individuals can obtain introductory work experience (such as part-time jobs, internship/practicum-style experiences, etc. ) prior to the point that they will be expected to move permanently into the adult workforce. T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA Because individuals with ASDs struggle with social perception/interaction and behavior in particular, they may bene? t especially from guided practice and experiences in learning how to appropriately and effectively perceive and respond within work environments. [10] [11] [12] . Conclusion [13] This study revealed unique issues for ASD allegations of ADA Title I discrimination. As a result of this new understanding, some implications and suggestions were offered, aimed at assisting both individuals with ASDs and their work environments to adapt to each other, so as to prevent issues of discrimination. Perhaps one of the most important and obvious issues noted in this study is the extremely low number of ASD allegations received to date by the EEOC. 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Shaw, Workplace discrimination and disability, Journal of Vocational Rehabilitation 23 (2005), 137–143. B. T. McMahon, L. R. Shaw and D. Jaet, An empirical analysis: employment and disability from an ADA litigation perspective, NARPPS Journal 10(2) (1995), 3–14. 308 [30] [31] [32] [33] [34] [35] [36] [37] [38] [39] [40] [41] [42] T. A. Van Wieren / Workplace discrimination and autism spectrum disorders: EEOC & ADA B.T. McMahon, L. R. Shaw, S. West and K. Waid-Ebbs, Workplace discrimination and spinal cord injury: the national EEOC ADA research project, Journal of Vocational Rehabilitation 23 (2005), 155–162. B. T. McMahon, S. L. West, M. Mansouri and L. Belongia, Workplace discrimination and diabetes: the EEOC Americans with Disabilities Act research project, Work 25 (2005), 9–18. B. T. McMahon, S. L. West, L. R. Shaw, K. Waid-Ebbs and L. Belongia, Workplace discrimination and traumatic brain injury: the nat ional EEOC ADA research project, Work 25 (2005), 67–75. G. B. Mesibov, V. Shea and L. W.Adams, Understanding Asperger Syndrome and High Functioning Autism, New York, Kluwer Academic/Plenum Publishers, 2001. P. R. Mitchell, B. T. McMahon and D. McKee, Speech impairment and workplace discrimination: the national EEOC ADA research project, Journal of Vocational Rehabilitation 23 (2005), 163–169. E. Muller, A. Schuler, B. A. Burton and G. B. Yates, Meeting the vocational support needs of individuals with Asperger syndrome and other autism spectrum disabilities, Journal of Vocational Rehabilitation 18 (2003), 163–175. B. S. Myles and R. L. Simpson, Asperger Syndrome: A Guide or Educators and Parents, Austin, TX, Pro-ed, 1998. National Institute of Mental Health, Autism spectrum disorders (pervasive developmental disorders, 2005, http://www. nimh. nih. gov/publicat/autism. cfm. S. Ozonoff, G. Dawson and J. McPartland, A Parent’s Guide to Asperger Syndrome & Hig h Functioning Autism, New York, The Guilford Press, 2002. L. J. Phillips and A. K. Stuifbergen, Predicting continued employment in persons with multiple sclerosis, Journal of Rehabilitation 72(1) (2006), 35–43. D. F. Polit, Data Analysis and Statistics for Nursing Research, Stamford, CT, Appleton & Lange, 1996. I.Rapin, Autism, New England Journal of Medicine 337 (1997), 97–104. P. D. Rumrill, R. T. Roessler, B. T. McMahon, and S. M. Fitzgerald, Multiple sclerosis and workplace discrimination: the national EEOC ADA research project, Journal of Vocational Rehabilitation 23 (2005), 179–187. [43] [44] [45] [46] [47] [48] [49] [50] [51] [52] [53] P. D. Rumrill, R. T. Roessler, D. Unger and C. Vierstra, Title I of the Americans with Disabilities Act and Equal Employment Opportunity Commission case resolution patterns involving people with multiple sclerosis, Journal of Vocational Rehabilitation 20 (2004), 171–176. J. Schaller and N. K.Yang, Competitive employm ent for people with autism: correlates of successful closure in competitive and supported employment, Rehabilitation Counseling Bulletin 49(1) (2005), 4–16. A. Tartaglia, B. T. McMahon, S. L. West and L. Belongia, Workplace discrimination and dis? gurement: the national EEOC ADA research project, Work 25 (2005), 57–65. D. D. Unger, Employers’ attitudes toward persons with disabilities in the workforce: myths or realities? Focus On Autism and Other Developmental Disabilities 17(1) (2002), 2–10. D. D. Unger, L. R. Campbell and B. T. McMahon, Workplace discrimination and mental retardation: the national EEOCADA research project, Journal of Vocational Rehabilitation 23 (2005), 145–154. D. D. Unger, P. D. Rumrill and M. L. Hennessey, Resolutions of ADA Title I cases involving people who are visually impaired: a comparative analysis, Journal of Visual Impairment & Blindness (2005), 453–463. D. D. Unger, P. D. Rumrill, R. T. Roessler and R. Stackli n, A comparative analysis of employment discrimination complaints ? led by people with multiple sclerosis and individuals with other disabilities, Journal of Vocational Rehabilitation 20 (2004), 165–170. S. L. West, B. T. McMahon, E. Monasterio, L. Belongia and K.Kramer, Workplace discrimination and missing limbs: the national EEOC ADA research project, Work 25 (2005), 27–35. T. L. Whitman, The Development of Autism: A Self-Regulatory Perspective, London, Jessica Kingsley Publishers Ltd. , 2004. L. Wing, Past and future of research on Asperger syndrome, in: Asperger Syndrome, A. Klin, F. R. Volkmar and S. S. Sparrow, eds, New York, The Guilford Press, 2000, pp. 418–432. M. Yeargin-Allsop, C. Rice, T. Karapurkar, N. Doernberg, C. Boyle and C. Murphy, Prevalence of autism in a U. S. metropolitan area, Journal of American Medical Association 289(1) (2003), 49–55.

The Battle of Sexes in Society Essays

The Battle of Sexes in Society Essays The Battle of Sexes in Society Essay The Battle of Sexes in Society Essay The Battle of Sexes in Society Men have always had things easier in society compared to women. Women have had to work their way up to be the way it is in today’s society. However, unlike men, women always seem to get away with crimes or injustices. In the beginning of our nation, when the Declaration of Independence, as well as other important documents from the same time period, women were never really mentioned. The only humans that were important in society were the white men. The woman’s primary role was to cook, clean, and take care of the children. However, after many protests, women finally won over the right to vote, which is now stated in the 19th Amendment, in August of 1920. Slowly but surely, women also worked their way up the business ladder, especially in the medical field. They first began to really be noticed through midwifery, since women were more comfortable with other women during the birthing process. Men are always the primary figure in all areas of the human life; not just in society, but also in religion. They have always had the right to say anything, over women, and had never had to work to be able to have more opportunities available to them, unless it was through the social class ladder. When the Declaration of Independence was written the only figure of humankind that was on the creators mind, was the white male. All the rights for humanity in the United States were being created for white men. Slaves and women were just followers to the system of which whatever the white men decided, that’s how life would roll. A great example of how women can however get away with crimes or injustices comes from an earlier reading, Creepin’ While Your Sleepin’. It explains how a woman can play an innocent card just because of the sex they are. Most police officers would let any woman get away with an act of injustice, because it is not thought of a woman to do such a crime. With time, the battle of the sexes will fade, and both sexes will live with some kind of equality. However, this might just be the dream of an everyday dreamer. Throughout history, humankind is always at battle competing for something, or trying to be better than the other. This may be an issue or dream that will never be fulfilled, because the male will always want to be with more power and strength compared to a woman.

Dissecting Maggie a girl of the streets essays

Dissecting Maggie a girl of the streets essays Maggie, A Girl of the Streets focuses on a young woman turning to the streets of New York in the late nineteenth century. Stephen Crane uses this novella to raise Americas consciousness of the desolate conditions present in urbanized cities. The Industrial Revolution had made production more bearable, but was making life increasingly unlivable for those in certain metropolises. The Industrial Revolution brought change and growth to areas such as New York City. Mechanization in Th work place led to harsher working conditions. Open factories gave way to cramped and unsafe institutions. Many of the new machines were crude versions of what we are aquatinted with today. These machines were often improperly developed and dangerous to use if the operator was not well trained. This resulted in many deaths and disfigurements of those on the clock. Also, this sudden availability of production created greed in the minds of the entrepreneurs. This fervor for creations led to longer and more difficult hours for those employed. The buildings were also poorly ventilated and many workers became ill from inhalation of the charcoal fumes. These close quarters also caused horrible accidents, such as the Triangle Shirtwaist Factory fire of 1911. One of the most notorious of these institutions was the sweatshop, given this name for their close and sweaty quarters. This labor-intensive strategy could be employed only with a large number of workers. Many persons in these sweatshops were lower-class women with few, if any, other options. They were forced to accept these torturous jobs out of desperation and the proprietors took full advantage of this weakness. They were able to raise hours and lower wages. Sweatshop conditions were detestable. Men operated in small basement rooms, poorly lighted and ventilated. The room may or may not have had a floor, and many were forced to work on bare earth. In another room about twelve...

How To Make A Living Blogging

How To Make A Living Blogging Ah, the blogging dream. You, in a coffee shop or sitting on a beach, earning an income. You discovered how to make a living blogging and its smooth travel from here on out. Whoa, now.  Lets slow down and think things through. You might not be able to spend the rest of your life tapping out blog posts on your laptop swinging in a hammock as the sun sets behind palm trees, but you can still make a living blogging on more realistic terms. Make A Living Blogging, Without The Myths I bet youve heard a few myths about how to make a living blogging and instead of thinking about those bogus promises rationally, youve adopted them as truth. Thats a bad move to make if youre going to quit your day job and bank on blogging. What are the myths you often hear? The most important thing to do is to just start. How many times do you hear the advice to just get started or something about the longest journey begins with the first step? The most important thing to do is not to just start. Its to have a plan on what youre going to do before you start. There are so many things to consider before you sink time into a blog or freelance career.  What are you going to write about? Will you have a niche blog? Will you write for other blogs? How will you monetize your blog? Will you have ads?  Will you have a product or service to sell? How much income do you need? Will you need a part-time job? You have to start, but perhaps you should start blogging before you quit your day job. Get a feel for it. And, more importantly, make some serious plans. Figure out what youre going to do before you make the leap. Do some research.  Ask tough questions and provide honest answers, and then start. Start knowing where youre headed. Even if your direction changes, you didnt start out by wandering around, lost. Working for myself will be much easier than working for someone else. Making a living as a freelance writer and blogger isnt easy. This isnt a story of you not working for the man, and sleeping in until noon every day, wandering over to your computer and tapping out a few thousand words before taking a nap. Its not like a regular job; you cant clock in and clock out. Blogging Myth: Working for myself will be much easier than working for someone else.Freelance writing and blogging means you have to have discipline to self-start and make the chase every morning. It means you will need to get a handle on what to charge as a freelance writer and blogger. You cant undersell yourself with your own pricing structure. It means working directly with clients; no more hiding behind the company or policies. It means organization, the best tools, and learning how to work when you dont feel like it. It means you will still be taking ordersnot from your boss, but from your client. In effect, you might be working twice as hard for every dollar you make. Thats not a bad thing. There are lots of benefits in working for yourself, but easier isnt one of them. I have to have a hugely successful personal blog or it wont work. As youll read below, huge amounts of traffic on your own blog are only one small way you can make a living as a blogger. You do not have to have a blog with massive amounts of traffic unless you plan to fund a winter home in the Bahamas solely off of ad clicks from traffic. Be honest. That kind of outcome happens to very few writers and bloggers, mainly the ones telling you they did it and getting traffic and clicks from bloggers like you who want to figure out what they did. Thats a pyramid, and not everyone is at the top. Traffic is important, particularly if youre selling a product or using ads or affiliates for income, but not everyone needs a million hits a month to still make a decent living off of their blogging. Just tell me the formula and Ill go do it. Making a living blogging is, sorry to say, without a clear formula. What works for one blogger wont work for another. What works in one niche wont work for another. What works in one year wont work the next. Trends change, blogging changes, available tools changethere is no one-size-fits all formula for success. This is what you dont want to hear, butfind what works for you. This comes about with trial and error experience. Its not usually fun. Be cautious when reading about a sure-fire way to make money on a blog, because theres no guarantee that will work for you. I only want to blog on my blog. Dont put all of your income eggs in one basket. It will take time to make your own blog an income-generating behemoth (if ever). It is foolish to restrict your blogging to one income source only. Find many ways to make a living blogging so that you are on secure ground should something change. When you are new and starting out, you dont have the luxury of being a purist (unless you have a trust fund to live off of). Make A Living Blogging On Your Blog Ideally, youll make a living off of your own blog property, where you call the shots. Your blog is about more than personal writing freedom, though.  If you dont love your own writing, youre going to have a hard sell making your clients love the writing you do for them. Your blog just happens to be the perfect place to find your voice, figure out blogging, and learn to love your writing. You Need More Than Great Writing If You Need Significant Traffic Great writing isnt all that youll need. What do you think of when someone talks about making money off of their blog? You think ads and affiliates.  For ad revenue or affiliate links to really work, you are going to have to build serious traffic. And, even then, youll likely need other sources of income from your writing or even a side job. How do you build that traffic? Build traffic to your site by participating.  Commenting on other blogs and participating in social media networks and groups is vital to building traffic to your own blog. Take marketing strategy seriously. Weve talked about several methods of marketing that are both creative and powerful when it comes to bringing traffic to your site. Whatever method you choose for your blog, take it seriously and dont leave marketing your own blog up to chance. Write regularly. Were big cheerleaders for regular, planned content using a tool like an editorial calendar to make certain it happens. Write so search engines and readers have something new to read whenever they visit. Learn about search engine optimization (SEO). Learn all you can about what good SEO requires, and take the steps to make it happen. Get the plugins, do the research, do the writing. Be patient. Guest blogging. Writing on others blogs is a great way to tap into their audience and introduce yourself to new people. Find blogs you enjoy reading and would be able to write great content for. There are many websites that  list reputable companies  that offer ad campaigns and services, but youll likely have to show you have significant traffic. If that is the route you wish to go, do your research well and choose a company with a good reputation for both payout and privacy. Ad Revenue Isnt The Only Option But maybe that isnt the route you want to go. Maybe you dont want ads on your site.  Dont forget what else your blog has to offer, besides the potential for ad revenue: Your blog is your proof. Its a resume, its samples of writing, its proof to clients that you know what youre doing and have the experience. Its your writing portfolio. Your blog is a publishing house. It is a way to generate income off of your writing from ebooks, self-published books, and magazines. You can create written content, fiction and non-fiction, that others might enjoy reading and would pay money for. Your blog is your brand. This is where you run your PR from, your updates, your news, and where you create that unique online personality. Your blog is a place to offer subscription content. Depending upon your niche, your audience, and the level of expertise in the content you share, you could offer paid memberships to portions of your blog. People will pay to get regular access to your site as long as you keep the content high quality, publish frequently, and offer something unique they cant find elsewhere. Your blog is a chance for affiliate links. Writing reviews or other blog posts that allow you to include links to affiliate sites is another way for you to earn extra cash from your blog. While you might not get rich right off the bat, it is extra income. A niche blog is particularly good for affiliate links. Your blog is the home base for your product or service. Having a product or service that you sell on your blog is a fine way to create steady income and build a business. It should fit well with the niche your blog is in. It might be paper or ebooks, coaching services, an app, a WordPress plugin, T-Shirts–anything. Dont overlook the power of your own blog when you think about making a living as a freelance writer and blogger, but dont let that be where you stop your efforts to make a living blogging. Your blog is your home base, but writing is your skill. That skill is portable. Make A Living Blogging On Other Blogs Writing for other blogs can go beyond guest blogging without pay. There are some blogs that will pay you for content, just as any other freelance client would. The trick is finding blogs that will pay you for your writing. This doesnt happen by accident. Block out time to find blogs that will pay you to write for them.   Rather than a hit-and-miss approach of saving bookmarks as you find them, create a list of search terms and make an effort to block out time to find a place to blog. Whether you use a spreadsheet or an organizing app, sift through the resources and note where, what, and how they want you to write for them. Save the links, decide which blogs youll write for, which ones pay and which ones are unpaid guest blogging. In other words, be purposeful about finding blogs that pay just as you would any other paying client, and organize your results so that you can organize your plan of attack. Get in the habit of being paid. It should be obvious that if you dont get paid in a timely manner, you should not write more posts until you do get payment. Youve agreed on a set amount before you start? Then thats what you should receive. Some blogs might offer their writers a percentage of the ad revenue, or other payment options. Know what you need, and dont let the myth of its good exposure convince you to let slide a previous agreement of payment. Make A Living Blogging As A Ghost Blogger Ghost blogging is controversial. Its the practice of being paid to write blog posts for another blog without receiving any recognition or rights to your work. Payment varies, from as low as $20/600 words and up. Once youve submitted the post and received payment, your writing is out of your hands and youre done with it. You will likely find more paid ghost blogging opportunities than you will paid blogging opportunities. Most people who ghost blog dont make a big public announcement about doing it. Its a controversial practice, and if you do an online search on ghost blogging, youll get a slew of popular bloggers decrying the practice for its lack of authenticity, claiming that it hurts other writers and bloggers, and that it cheats the reader. Such claims have elements of truth to them, perhaps, but sometimes impending bills and payments speak louder than a call to authenticity.  You have to make your own decision on whether or not youre comfortable writing for another blog without receiving credit. The Reality Of Ghost Blogging If youre ready to try your hand at ghost blogging there are a few things you should know. Though getting paid for your writing is a good feeling, there are aspects to ghost blogging that you will need to come to terms with before diving in. You dont always get to write about the things you love. You may luck out and be able to find blogs to write for that cover topics you enjoy talking about, or are an expert at. Chances are pretty good, though, that youll find yourself writing about things you didnt give much thought to, you cant believe anyone would read, or you have zero interest in. For example, are you ready to write about choosing the perfect houseplant, or how to take care of goldfish? (Sometimes youre relieved your name isnt associated with the post.) Thats ghost blogging. This means youll need to come up with a system that makes sure you get your work done. You cant miss a deadline. You will have to force yourself to write on things that arent fun, you will have to do research that takes up time, and you will have to deal with feedback from the client you may not agree with. Its not all that different from other forms of freelance writing except one thing: your name isnt on it.

The management issues faced by multinationals in host nations are Essay

The management issues faced by multinationals in host nations are merely a magnified version of issues faced by these enterprises in their home countries - Essay Example Globalization and low barriers to trade propose MNEs unlimited opportunities to expend their businesses overseas. Thus, in host countries they face numerous challenges and threats which have a great impact on their profitability and market position. In many cases, the management issues faced by multinationals in host nations are merely a magnified version of issues faced by these enterprises in their home countries. MNEs are vitally concerned with the environment affecting their interests which encompass employment opportunities (i.e., the availability of jobs); conditions of employment, such as employment stability and the potential for advancement, income and the determinants of income, fringe benefits; and the employer/employee representative structures responsible for negotiation and administration of employment contracts. In many cases, environmental factors which influence the corporation are similar to those of the home country (Mckern 2003). Following Mckern (2003): the traditional view of the international environments in which MNCs operate is based on the opposing forces of national responsiveness and global integration. In the multinational the forces for responsiveness are strong and the integration forces weak, as in packaged goods, household appliances, and beverages" (p. 2). Traditional management practices do not change greatly when... This is explained by the fact that MNEs a magnified version of issues and problems faced by these enterprises in their home countries. Organization structure is one of the examples which prove this statement. Organization structure relates to management decision-making authority and the broader issues of autonomy and control. Of special relevance is the organization of the industrial relations function at the subsidiary level and the question of control in industrial relations management (Budhwar & Debrah 2001). The structures are fairly flat at the smaller subsidiaries, such as New England Drawn Steel, Mt. Pleasant Chemical Co., and Fujitsu America. They become more complex at the larger firms, such as Mitsubishi Aircraft, Murata, and Sanyo Manufacturing. At home country, as company size grows, senior management titles tend to change from manager and director to vice-president and executive director. Also, as the complexity and size of the organizations advance, basic line managemen t structures tend to move from the purely functional. Product line development and the nature of the production process are also seen as important influences on organizational development (Rugman et al 2006). MNEs with a narrow product line and a basically single production process, such as Auburn Steel, are typically organized around distinctive functional units. These structures are the same in their local subsidies around the world. Following Mckern (2003) The complexity of the environment of multi-business corporations implies that organization structures and processes need to respond to the special circumstances of each business and region. This imperative suggests an organizational response that is highly differentiated across the corporation's

Sutainable operations - industry sector report Essay

Sutainable operations - industry sector report - Essay Example Therefore, in order to retain its reputation, it implemented varied types of sustainable operations. The industry of aviation is described as one of the fastest growing segment in the entire globe. It is mainly due to the rapid transformation that took place in this sector after liberalization. As a result, the number of passenger as well as cargo airlines increased both in domestic and international levels. This geared the revenue by $ 147.2 billions along with an annual growth of 3 percent in 2011 and 2012. Side by side, the profit margin of the airline industry also enhanced by $ 2.1 billions that helped in contributing a significant portion to the gross domestic product (GDP) and gross national product (GNP). So, aviation industry presented a significant impact over the economic condition of the country as compared to others. The aviation industry is one of the most innovative one that connects individual and countries from one place to another. However, inspite of such positive effects, it is facing varied types of challenges. All of them are mentioned below: Effect of green houses gases (GHG) - due to the emission of varied types of poisonous gases such as carbon monoxide, carbon dioxide, nitrogen dioxide, sulphur dioxide and other air polluting gases, traps the outgoing sources of energy emitting from the lower surface of the ground thereby increasing its temperature as a whole. Depletion of ozone layer - due to the emission of varied types of harmful gases, the level of ozone is depleting day by day to a significant extent. Due to which, the rate of harmful ultra-violet rays are entering into the surface of the earth thereby making presenting varied types of disorders within the human beings. Aircraft noise pollution- aircrafts are also a prime reason for generating huge rate of noises thereby disrupting the general live of the society

Social Networking and Enterprise Essay Example | Topics and Well Written Essays - 2000 words

Social Networking and Enterprise - Essay Example According to the paper with the emergence of social network marketing, agents have been induced to embrace social media marketing to achieve a better understanding of customer needs and build a better relationship with customers. Social marketing pursues in an elaborate manner the online marketing strategy a business can adopt, the opportunities and challenges associated with social marketing. Review of Social Marketing Tools and Terms Two distinct terms emerge when discussing online marketing: interactive marketing and internet marketing. Interactive marketing is the adoption of conversational skills and settings in marketing where marketing is a transaction focused process. It involves addressing the customer in their own language or way of communication and promptly responding to their concerns. The Internet in this case acts as a tool for facilitating interactive marketing by recording customers or potential customers’ information and easing the communication process. Inte rnet marketing is basically marketing using the Internet. In this case, marketers exploit the fact that the Internet is inherently interactive in eliciting instant responses, and its omnipresence means that it attracts spontaneous responses. Internet marketing combines the innovative and technical sides of the Internet, which include design, development, advertisement and, eventually, making sales. According to the report affiliate marketing is where a website or online business is promoted through an affiliate or publisher who essentially through his/her site or other online service promotes the website or online business and is paid for every sale, visitor, subscriber, or customer provided via their system or effort. A web banner or a banner advert is a form of online advertising where an advert is embedded into a web page intended to attract traffic to a different website by linking them to the advertiser’s website. Banners are constructed from an image and are forms of gi f, jpeg, png, utilising the Java script program or derivatives of Java, Shockwave or Flash technologies. A banner can be made more conspicuous through animation or sound effects and a high aspect ratio. Blogs are websites where entries are written in chronological order, usually in reverse order. They provide commentary, debate or news on a particular subject and are interactive with a format that allows visitors to leave comments (Benni, 2001). They provide text, images or links to other blogs or websites. Contextual advertising is where adverts appear on websites or electronic devices like phones, which is served through an automated system and selects recipients through segmentation.