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https://plus.google.com/115496723708532102020 kent aguinaldo : Facebook Advertisement 2016 Facebook is an online social networking service headquartered in Menlo Park...
Facebook Advertisement 2016
Facebook is an online social networking service headquartered in Menlo Park, California. Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow ...
Founded: February 4, 2004, Cambridge, Massachusetts, United States
Headquarters: Menlo Park, California, United States
CEO: Mark Zuckerberg
Founders: Mark Zuckerberg, Dustin Moskovitz, Eduardo Saverin, Andrew McCollum, Chris Hughes

Facebook for Business is an official site from Facebook Facebook can help your large, medium or small business grow. Get the latest news for advertisers and more on our Facebook for Business Page.
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https://plus.google.com/103548122122955340878 Angie Church : Happy Birthday Facebook Wikipedia offers the fact that today is the birthday of facebook. Facebook started...
Happy Birthday Facebook
Wikipedia offers the fact that today is the birthday of facebook. Facebook started as "Thefacebook" on February 4th 2004 Mark Zuckerberg along with his college roomies Eduardo Saverin, Dustin Moskovitz and Chris Hughes founded facebook. Originally intended ...
Happy Birthday Facebook
Wikipedia offers the fact that today is the birthday of facebook. Facebook started as "Thefacebook" on February 4th 2004 Mark Zuckerberg along with his college roomies Eduardo Saverin, Dustin Moskovitz and Chris Hughes founde...
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https://plus.google.com/108902522362436315083 AnydayGuide : Historical events on February 4 2004: Mark Zuckerberg with his Harvard College roommates and fellow...
Historical events on February 4

2004: Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo Saverin, Andrew McCollum, Dustin Moskovitz and Chris Hughes launched Facebook (then known as Thefacebook). Its name comes from the face book directories often given to American university students. Facebook had over 1.18 billion monthly active users as of August 2015.

More historical events at https://anydayguide.com/

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https://plus.google.com/105948582330541145049 Mary Moore : (Feb 4, 2004) Mark Zuckerberg along with his college roommates Eduardo Saverin, Andrew McCollum, Dustin...
(Feb 4, 2004) Mark Zuckerberg along with his college roommates Eduardo Saverin, Andrew McCollum, Dustin Moskovitz and Chris Hughes began Facebook while they were undergrads at Harvard. Initially, they limited the service to only Harvard students and then expanded it to other colleges in the Boston area before launching it for use by high school students and then …well, you know the rest of the story. Today, Facebook has 1.59 billion users monthly.
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https://plus.google.com/105791338742690096042 Our News Group : Happy Birthday To Facebook | Celebrates 12th Anniversary Thursday is Facebook's 12th birthday and Mark...
Happy Birthday To Facebook | Celebrates 12th Anniversary
Thursday is Facebook's 12th birthday and Mark Zuckerberg would like us all to celebrate #friendsday! Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo Saverin, Andrew McCollum, Du...
Happy Birthday To Facebook | Celebrates 12th Anniversary

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https://plus.google.com/115886371346203606061 Dr.Raghavan. R.Panicker : Feb.4th:Importance ================= Facebook is an online social networking service headquartered ...
Feb.4th:Importance
=================

Facebook is an online social networking service headquartered in Menlo Park, California. Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo Saverin, Andrew McCollum, Dustin Moskovitz and Chris Hughes.
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https://plus.google.com/112308946600195391828 your friend : TOP 10 SOCIAL NETWORKING SITES 1. Facebook USERS:-1.44 billion monthly active users (March 31,2015) ...
TOP 10 SOCIAL NETWORKING SITES
1. Facebook USERS:-1.44 billion monthly active users (March 31,2015) FOUNDED ON :-04 FAB 2004 FOUNDERS:-   Mark Zuckerberg, Dustin Moskovitz, Eduardo Saverin, Andrew                                         McCollum, Chris Hughes HEADQUARTER:-   Menlo Park, ...
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https://plus.google.com/107885912775987466144 ahanaf tajwar : 🚬 weed everyday hey🚬🚬🚬🚬🚬🚬🚬🚬
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https://plus.google.com/117708010422213931996 Roxhen Dauti : Facebook From Wikipedia, the free encyclopedia This article is about the social networking service. ...
Facebook
From Wikipedia, the free encyclopedia
This article is about the social networking service. For the type of directory, see face book.
Facebook, Inc.
Facebook New Logo (2015).svg
Facebook (login, signup page).jpg
Facebook login/signup screen
Type Public
Traded as NASDAQ: FB
NASDAQ-100 Component
S&P 500 Component
Founded February 4, 2004; 11 years ago
Headquarters Menlo Park, California, US
Coordinates 37.4848°N 122.1484°WCoordinates: 37.4848°N 122.1484°W
Area served United States (2004–05)
Worldwide, except blocking countries (2005–present)
Founder(s)
Mark Zuckerberg
Eduardo Saverin
Andrew McCollum
Dustin Moskovitz
Chris Hughes
Key people Mark Zuckerberg
(Chairman and CEO)
Sheryl Sandberg
(COO)
Industry Internet
Revenue Increase US$17.928 billion (2015)[1]
Operating income Increase US$6.225 billion (2015)[1]
Net income Increase US$3.688 billion (2015)[1]
Total assets Increase US$49.407 billion (2015)[1]
Total equity Increase US$44.218 billion (2015)[1]
Employees 11,996 (September 2015)[2]
Subsidiaries Instagram
WhatsApp
Oculus VR
PrivateCore
Website www.facebook.com Tor: facebookcorewwwi.onion[3]
Written in C++, PHP (as HHVM)[4] and D language[5]
Alexa rank Steady 2 (January 2016)[6]
Type of site Social networking service
Registration Required
Users Increase 1.44 billion monthly active users (March 31, 2015)[7]
Available in Multilingual (140)
Current status Active
Facebook is an online social networking service headquartered in Menlo Park, California. Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo Saverin, Andrew McCollum, Dustin Moskovitz and Chris Hughes.[8][9][10] The founders had initially limited the website's membership to Harvard students, but later expanded it to colleges in the Boston area, the Ivy League, and Stanford University. It gradually added support for students at various other universities and later to high-school students. Since 2006, anyone who is at least 13 years old was allowed to become a registered user of the website, though the age requirement may be higher depending on applicable local laws.[11] Its name comes from the face book directories often given to American university students.[12]

After registering to use the site, users can create a user profile, add other users as "friends", exchange messages, post status updates and photos, share videos, use various apps and receive notifications when others update their profiles. Additionally, users may join common-interest user groups, organized by workplace, school or college, or other characteristics, and categorize their friends into lists such as "People From Work" or "Close Friends". Also users can complain or block unpleasant people. Facebook had over 1.18 billion monthly active users as of August 2015.[7] Because of the large volume of data users submit to the service, Facebook has come under scrutiny for their privacy policies. Facebook, Inc. held its initial public offering in February 2012 and began selling stock to the public three months later, reaching an original peak market capitalization of $104 billion. On July 13, 2015, Facebook became the fastest company in the Standard & Poor's 500 Index to reach a market cap of $250 billion.[13] Following its Q3 earnings call in 2015, Facebook's market cap soared past $300 billion.

Contents  [hide] 
1 History
1.1 2003–2005: Thefacebook, Thiel investment and name change
1.2 2006–2011: public access, Microsoft alliance and rapid growth
1.3 2012–2013: IPO, lawsuits and one-billionth user
1.4 2013–present: site developments, A4AI and 10th anniversary
2 Corporate affairs
2.1 Management
2.2 Revenue
2.2.1 Number of advertisers
2.3 Mergers and acquisitions
2.4 Offices
2.5 Open source contributions
3 Website
3.1 Technical aspects
3.2 History
3.3 User profile/personal timeline
3.4 News Feed
3.5 Like button
3.6 Following
3.7 Comparison with Myspace
3.8 Privacy
3.9 Facebook Bug Bounty Program
4 Reception
5 Criticisms and controversies
5.1 Electricity usage
5.2 Google
5.3 Users violating minimum age requirements
5.4 Accounts hacked in Bangalore, India
5.5 Unauthorized wall posting bug
5.6 Users quitting
5.7 iPhone 'Paper' app
5.8 Lane v. Facebook, Inc.
5.9 User influence experiments
5.10 Real-name policy controversy and compromise
5.11 Account blocking
6 Impact
6.1 Media impact
6.2 Social impact
6.3 Emotional health impact
6.4 Political impact
6.4.1 United States
6.5 Ban
7 In popular culture
8 See also
9 Notes
10 References
11 Further reading
12 External links
History
Main articles: History of Facebook and Timeline of Facebook
2003–2005: Thefacebook, Thiel investment and name change
Zuckerberg wrote a program called Facemash on October 28, 2003, while attending Harvard University as a sophomore (second year student). According to The Harvard Crimson, the site was comparable to Hot or Not and used "photos compiled from the online facebooks of nine houses, placing two next to each other at a time and asking users to choose the 'hotter' person"[14][15][16]

To accomplish this, Zuckerberg hacked into protected areas of Harvard's computer network and copied private dormitory ID images. Harvard did not have a student "Facebook" (a directory with photos and basic information) at the time, although individual houses had been issuing their own paper facebooks since the mid-1980s, and Harvard's longtime Freshman Yearbook was colloquially referred to as the "Freshman Facebook". Facemash attracted 450 visitors and 22,000 photo-views in its first four hours online.[14][17]

The site was quickly forwarded to several campus group list-servers, but was shut down a few days later by the Harvard administration. Zuckerberg faced expulsion and was charged by the administration with breach of security, violating copyrights, and violating individual privacy. Ultimately, the charges were dropped.[18] Zuckerberg expanded on this initial project that semester by creating a social study tool ahead of an art history final exam. He uploaded 500 Augustan images to a website, each of which was featured with a corresponding comments section.[17] He shared the site with his classmates, and people started sharing notes.


Original layout and name of Thefacebook, 2004.
The following semester, Zuckerberg began writing code for a new website in January 2004. He said he was inspired by an editorial about the Facemash incident in The Harvard Crimson.[19] On February 4, 2004, Zuckerberg launched "Thefacebook", originally located at thefacebook.com.[20]

Six days after the site launched, three Harvard seniors—Cameron Winklevoss, Tyler Winklevoss, and Divya Narendra—accused Zuckerberg of intentionally misleading them into believing he would help them build a social network called HarvardConnection.com. They claimed that he was instead using their ideas to build a competing product.[21] The three complained to The Harvard Crimson and the newspaper began an investigation. They later filed a lawsuit against Zuckerberg, subsequently settling in 2008[22] for 1.2 million shares (worth $300 million at Facebook's IPO).[23]

Membership was initially restricted to students of Harvard College; within the first month, more than half the undergraduates at Harvard were registered on the service.[24] Eduardo Saverin (business aspects), Dustin Moskovitz (programmer), Andrew McCollum (graphic artist), and Chris Hughes joined Zuckerberg to help promote the website. In March 2004, Facebook expanded to the universities of Columbia, Stanford, and Yale.[25] It later opened to all Ivy League colleges, Boston University, New York University, MIT, and gradually most universities in the United States and Canada.[26][27]

In mid-2004, entrepreneur Sean Parker — an informal advisor to Zuckerberg — became the company's president.[28] In June 2004, Facebook moved its operations base to Palo Alto, California.[25] It received its first investment later that month from PayPal co-founder Peter Thiel.[29] In 2005, the company dropped "the" from its name after purchasing the domain name facebook.com for US$200,000.[30]


Mark Zuckerberg, co-creator of Facebook, in his Harvard dorm room, 2005.
In May 2005, Accel partners invested $12.7 million in Facebook, and Jim Breyer[31] added $1 million of his own money. A January 2009 Compete.com study ranked Facebook the most used social networking service by worldwide monthly active users.[32] Entertainment Weekly included the site on its end-of-the-decade "best-of" list saying, "How on earth did we stalk our exes, remember our co-workers' birthdays, bug our friends, and play a rousing game of Scrabulous before Facebook?"[33]

A high-school version of the site was launched in September 2005, which Zuckerberg called the next logical step.[34] (At the time, high-school networks required an invitation to join.)[35] Facebook also expanded membership eligibility to employees of several companies, including Apple Inc. and Microsoft.[36]

2006–2011: public access, Microsoft alliance and rapid growth
On September 26, 2006, Facebook was opened to everyone at least 13 years old with a valid email address.[37][38]

In late 2007, Facebook had 100,000 business pages (pages which allowed companies to promote themselves and attract customers). These started as group pages, but a new concept called company pages was planned.[39] Pages began rolling out for businesses in May 2009.[40]

On October 24, 2007, Microsoft announced that it had purchased a 1.6% share of Facebook for $240 million, giving Facebook a total implied value of around $15 billion.[41] Microsoft's purchase included rights to place international advertisements on the social networking site.[42]

In October 2008, Facebook announced that it would set up its international headquarters in Dublin, Ireland.[43] Almost a year later, in September 2009, Facebook said that it had turned cash-flow positive for the first time.[44]

Traffic to Facebook increased steadily after 2009. The company announced 500 million users in July 2010[45] making it the largest online social network in the world at the time. According to the company's data, half of the site's membership use Facebook daily, for an average of 34 minutes, while 150 million users access the site by mobile. A company representative called the milestone a "quiet revolution."[46]

In November 2010, based on SecondMarket Inc. (an exchange for privately held companies' shares), Facebook's value was $41 billion. The company had slightly surpassed eBay to become the third largest American web company after Google and Amazon.com.[47]


Facebook headquarters entrance sign at 1 Hacker Way, Menlo Park, California
In early 2011, Facebook announced plans to move its headquarters to the former Sun Microsystems campus in Menlo Park, California.[48][49] In March 2011, it was reported that Facebook was removing approximately 20,000 profiles offline every day for violations such as spam, graphic content, and underage use, as part of its efforts to boost cyber security.[50]

Release of statistics by DoubleClick showed that Facebook reached one trillion page views in the month of June 2011, making it the most visited website tracked by DoubleClick.[51] According to a Nielsen Media Research study, released in December 2011, Facebook had become the second-most accessed website in the U.S. behind Google.[52]

2012–2013: IPO, lawsuits and one-billionth user
Main article: Initial public offering of Facebook
Facebook eventually filed for an initial public offering on February 1, 2012.[53] Facebook held an initial public offering on May 17, 2012, negotiating a share price of US$38. The company was valued at $104 billion, the largest valuation to date for a newly listed public company.[54][55][56]

Facebook Inc. began selling stock to the public and trading on the NASDAQ on May 18, 2012.[57] Based on its 2012 income of $5 billion, Facebook joined the Fortune 500 list for the first time in May 2013, ranked in position 462.[58]

Facebook filed their S1 document with the Securities and Exchange Commission on February 1, 2012. The company applied for a $5 billion IPO, one of the biggest offerings in the history of technology.[59] The IPO raised $16 billion, making it the third-largest in U.S. history.[60][61]

The shares began trading on May 18; the stock struggled to stay above the IPO price for most of the day, but set a record for the trading volume of an IPO (460 million shares).[62] The first day of trading was marred by technical glitches that prevented orders from going through;[63][64] only the technical problems and artificial support from underwriters prevented the stock price from falling below the IPO price on the day.[65]

In March 2012, Facebook announced App Center, a store selling applications that operate via the site. The store was to be available on iPhones, Android devices, and mobile web users.[66]


Billboard on the Thomson Reuters building welcomes Facebook to NASDAQ, 2012
On May 22, 2012, the Yahoo! Finance website reported that Facebook's lead underwriters, Morgan Stanley (MS), JP Morgan (JPM), and Goldman Sachs (GS), cut their earnings forecasts for the company in the middle of the IPO process.[67] The stock had begun its freefall by this time, closing at 34.03 on May 21 and 31.00 on May 22. A "circuit breaker" was used in an attempt to slow down the stock price's decline.[68] Securities and Exchange Commission Chairman Mary Schapiro, and Financial Industry Regulatory Authority (FINRA) Chairman Rick Ketchum, called for a review of the circumstances surrounding the IPO.[69]

Facebook's IPO was consequently investigated, and was compared to a pump and dump scheme.[63][67][69][70] A class-action lawsuit was filed in May 2012 because of the trading glitches, which led to botched orders.[71][72] Lawsuits were filed, alleging that an underwriter for Morgan Stanley selectively revealed adjusted earnings estimates to preferred clients.[73]

The other underwriters (MS, JPM, GS), Facebook's CEO and board, and NASDAQ also faced litigation after numerous lawsuits were filed, while SEC and FINRA both launched investigations.[74] It was believed that adjustments to earnings estimates were communicated to the underwriters by a Facebook financial officer, who used the information to cash out on their positions while leaving the general public with overpriced shares.[75] By the end of May 2012, Facebook's stock lost over a quarter of its starting value, which led the Wall Street Journal to label the IPO a "fiasco".[76]

Zuckerberg announced to the media at the start of October 2012 that Facebook had passed the monthly active users mark of one billion[77]—Facebook defines active users as a logged-in member who visits the site, or accesses it through a third-party site connected to Facebook, at least once a month. Fake accounts were not mentioned in the announcement, but the company continued to remove them after it found that 8.7% of its users were not real in August 2012. The company's data also revealed 600 million mobile users, 140 billion friend connections since the inception of Facebook, and the median age of a user as 22 years.[45]

2013–present: site developments, A4AI and 10th anniversary
On January 15, 2013, Facebook announced Facebook Graph Search, which provides users with a "precise answer," rather than a link to an answer by leveraging the data present on its site.[78] Facebook emphasized that the feature would be "privacy-aware," returning only results from content already shared with the user.[79]

The company became the subject of a lawsuit by Rembrandt Social Media in February 2013, for patents involving the "Like" button.[80] On April 3, 2013, Facebook unveiled Facebook Home, a user-interface layer for Android devices offering greater integration with the site. HTC announced the HTC First, a smartphone with Home pre-loaded.[81]

On April 15, 2013, Facebook announced an alliance across 19 states with the National Association of Attorneys General, to provide teenagers and parents with information on tools to manage social networking profiles.[82] On April 19, 2013, Facebook officially modified its logo to remove the faint blue line at the bottom of the "F" icon. The letter F moved closer to the edge of the box.[83]

Following a campaign by 100 advocacy groups, Facebook agreed to update its policy on hate speech. The campaign highlighted content promoting domestic and sexual violence against women, and used over 57,000 tweets and more than 4,900 emails that caused withdrawal of advertising from the site by 15 companies, including Nissan UK, House of Burlesque and Nationwide UK. The social media website initially responded by stating that "while it may be vulgar and offensive, distasteful content on its own does not violate our policies".[84] It decided to take action on May 29, 2013, after it "become clear that our systems to identify and remove hate speech have failed to work as effectively as we would like, particularly around issues of gender-based hate."[85]

On June 12, 2013, Facebook announced on its newsroom that it was introducing clickable hashtags to help users follow trending discussions, or search what others are talking about on a topic.[86] A July 2013 Wall Street Journal article identified the Facebook IPO as the cause of a change in the U.S.' national economic statistics, as the local government area of the company's headquarters, San Mateo County, California, became the top wage-earning county in the country after the fourth quarter of 2012. The Bureau of Labor Statistics reported that the average weekly wage in the county was US$3,240, 107% higher than the previous year. It noted the wages were "the equivalent of $168,000 a year, and more than 50% higher than the next-highest county, New York County (better known as Manhattan), at $2,107 a week, or roughly $110,000 a year."[87]

Russian internet firm Mail.Ru sold its Facebook shares for US$525 million on September 5, 2013, following its initial $200 million investment in 2009. Partly owned by Russia's richest man, Alisher Usmanovhe, the firm owned a total of 14.2 million remaining shares prior to the sale.[88] In the same month, the Chinese government announced that it will lift the ban on Facebook in the Shanghai Free Trade Zone "to welcome foreign companies to invest and to let foreigners live and work happily in the free-trade zone." Facebook was first blocked in China in 2009.[89]

Facebook was announced as a member of The Alliance for Affordable Internet (A4AI) in October 2013, when the A4AI was launched. The A4AI is a coalition of public and private organisations that includes Google, Intel and Microsoft. Led by Sir Tim Berners-Lee, the A4AI seeks to make Internet access more affordable so that access is broadened in the developing world, where only 31% of people are online. Google will help to decrease Internet access prices so that they fall below the UN Broadband Commission's worldwide target of 5% of monthly income.[90]

A Reuters report, published on December 11, 2013, stated that Standard & Poor's announced the placement of Facebook on its S&P 500 index "after the close of trading on December 20."[91] Facebook announced Q4 2013 earnings of $523 million (20 cents per share), an increase of $64 million from the previous year,[92] as well as 945 million mobile users.

By January 2014, Facebook's market capitalization had risen to over $134 billion.[54][93] At the end of January 2014, 1.23 billion users were active on the website every month.

The company celebrated its 10th anniversary during the week of February 3, 2014.[94] In each of the first three months of 2014, over one billion users logged into their Facebook account on a mobile device.[95]

In February 2014, Facebook announced that it would be buying mobile messaging company Whatsapp for US$19 billion in cash and stock.[96] In June 2014, Facebook announced the acquisition of Pryte, a Finnish mobile data-plan firm that aims to make it easier for mobile phone users in underdeveloped parts of the world to use wireless Internet apps.[97]

At the start of July 2014, Facebook announced the acquisition of LiveRail, a San Francisco, California-based online video advertising company. LiveRail's technology facilitates the sale of video inventory across different devices. The terms of the deal were undisclosed, but TechCrunch reported that Facebook paid between US$400 million and $500 million.[98][99] As part of the company's second quarter results, Facebook announced in late July 2014 that mobile accounted for 62% of its advertising revenue, which is an increase of 21% from the previous year.[100]

Alongside other American technology figures like Jeff Bezos and Tim Cook, Zuckerberg hosted visiting Chinese politician Lu Wei, known as the "Internet czar" for his influence in the enforcement of China's online policy, at Facebook's headquarters on December 8, 2014. The meeting occurred after Zuckerberg participated in a Q&A session at Tsinghua University in Beijing, China, on October 23, 2014, where he attempted to converse in Mandarin—although Facebook is banned in China, Zuckerberg is highly regarded among the people and was at the university to help fuel the nation's burgeoning entrepreneur sector.[101] A book of Chinese president Xi Xinping found on Zuckerberg's office desk attracted a great deal of attention in the media, after the Facebook founder explained to Lu, "I want them [Facebook staff] to understand socialism with Chinese characteristics."[102]

Zuckerberg fielded questions during a live Q&A session at the company's headquarters in Menlo Park on December 11, 2014. The question of whether the platform would adopt a dislike button was raised again, and Zuckerberg said, "We're [Facebook] thinking about it [dislike button] … It's an interesting question," and said that he likes the idea of Facebook users being able to express a greater variety of emotions.[103][104] In October 2015, Zuckerberg said that instead of creating a dislike button, Facebook is testing emoji reactions as an alternative to the 'like' button [105]

As of January 21, 2015, Facebook's algorithm is programmed to filter out false or misleading content, such as fake news stories and hoaxes, and will be supported by users who select the option to flag a story as "purposefully fake or deceitful news." According to Reuters, such content is "being spread like a wildfire" on the social media platform. Facebook maintained that "satirical" content, "intended to be humorous, or content that is clearly labeled as satire," will be taken into account and should not be intercepted.[106] The algorithm, however, has been accused of maintaining a "filter bubble", where both material the user disagrees with[107] and posts with a low level of likes, will also not be seen.[108] In 2015 November, Zuckerberg prolonged period of paternity leave from 4 weeks to 4 months.[109]
Mirë se vini në Facebook - Kyçuni, Regjistrohuni ose mësoni më shumë
Facebook ka një dobi shoqërore që lidh njerëzit me miqtë dhe bashkëpunëtorët, bashkë-studjuesit e bashkë-jetuesit. Njerëzit e përdorin Facebook për të...
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https://plus.google.com/105506431668508076654 Al Motasim Billah : How to get facebook likes free and unlimited Facebook is an online social networking service headquartered...
How to get facebook likes free and unlimited
Facebook is an online social networking service headquartered in Menlo Park, California.
Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo
Saverin, Andrew McCollum, Dustin Moskovi...
How to get facebook likes free and unlimited
Facebook is an online social networking service headquartered in Menlo Park, California. Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo Saverin,...
15 days ago - Via Google+ - View -
https://plus.google.com/114629079138953972429 Joe MORGAN : Eduardo Saverin https://m.facebook.com/saverin [From ZTE mobile browser]
Eduardo Saverin https://m.facebook.com/saverin [From ZTE mobile browser]
Eduardo Saverin
Eduardo Saverin is on Facebook. To connect with Eduardo, join Facebook today. Join Log In. Eduardo Saverin likes: Websites. LinkedIn · Hopscotch.in. English (US)Português (Brasil)Deutsch · EspañolFrançais (France)More Languages… Facebook ©2016.
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https://plus.google.com/102957482785244142918 Shelly Simon : tan Tata, chairman emeritus of Tata Sons, has invested an undisclosed amount in FirstCry.com, an e-commerce...
tan Tata, chairman emeritus of Tata Sons, has invested an undisclosed amount in FirstCry.com, an e-commerce platform for baby and maternity products. This is the fourth such investment for Tata this year - after he backed pet portal DogSpot.in, data analytic startup Tracxn, and cashback and coupons site CashKaro - in his personal capacity.
From being an exclusively online retailer, FirstCry has now morphed into a multi-channel retailer with presence across the web, mobile and offline segments. Its competitors are Babyoye, which was acquired by the Mahindra group, and Hopscotch backed by Facebook's co-founder Eduardo Saverin, early-stage investor Velos Capital and LionRock Capital, among others.
Top Comment

Nice. For. First cry. Must. Developed. Their. Assets.
Arun Choudhary
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In August 2014, Tata for the first time invested in a tech startup when he put capital in e-commerce major Snapdeal. Since then his portfolio of investments has ballooned with more than two dozen ventures. Despite having put only a small amount of capital in each of these companies, Tata has emerged as a sought-after investor among Indian founders.
FirstCry has raised $69 million in capital so far from investors including IDG Ventures India, SAIF Partners, Vertex Ventures, Valiant Capital and NEA. "Our vision is to simplify parenting by creating the necessary ecosystem and we've become the dominant driver in this space across mobile, online and offline channels. A positive nod from a business leader like Ratan Tata is a great vote of confidence," said Supam Maheshwari, founder & CEO of Brainbees, which runs FirstCry.
21 days ago - Via Google+ - View -
https://plus.google.com/110166052969155757930 Drew Rossetti : FACEBOOK (2004- ) Mark Zuckerberg: Harvard College--New York--Bay Area--Computer!!! might be "too Chinese...
FACEBOOK (2004- ) Mark Zuckerberg: Harvard College--New York--Bay Area--Computer!!! might be "too Chinese"--Hey, isn't that Priscilla Chan (MAX!!!) & Sheryl Sandberg ?????
EN + Facebook       Connected to:   Eduardo Saverin Chris Hughes Dustin Moskovitz From Wikipedia, the free encyclopedia Facebook, Inc. Facebook login/signup screen Type Public Traded as NASDAQ :  FB NASDAQ-100  Component S&P 500  Component Founded February ...
FACEBOOK (2004- ) Mark Zuckerberg: Harvard College--New York--Bay Area--Computer!!! might be "too Chinese"--Hey, isn't that Priscilla Chan (MAX!!!) & Sheryl Sandberg ?????

21 days ago - Via Google+ - View -
https://plus.google.com/111072990110109355928 Annette Greco Meisner : 2-13-15, Daily Mail -- US CITIZENS RELINQUISH CITIZENSHIP IN RECORD NUMBERS -- Sign of the times figures...
2-13-15, Daily Mail -- US CITIZENS RELINQUISH CITIZENSHIP IN RECORD NUMBERS -- Sign of the times figures show that more Americans gave up their U.S. citizenship in 2014 than ever before. According to figures released quarterly by the U.S. State Department, 3,415 people ditched their U.S. citizenship in 2014.
According to Forbes Magazine just 2,999 renounced their citizenship in 2013. 

Facebook co-founder Eduardo Saverin gave up his U.S. citizenship to live in Singapore. Steven Seagal goes to Serbia.
http://www.dailymail.co.uk/news/article-2952490/Quitting-American-dream-Americans-gave-U-S-citizenship-year.html
https://lh3.googleusercontent.com/-NHGfAvcx5uM/Vp0T3k_cIOI/AAAAAAAARS4/ebd-R0ksoo8/w506-h750/1-18-16%2BUS%2Bcitizens%2BSeagal%2B%2526%2BSaverin.jpg
23 days ago - Via Google+ - View -
https://plus.google.com/110658069249930512741 Gord T. Birch : Ladies and gents, I'd like to tell you the story of Mark Zuckerberg. When he came up with the idea of...
Ladies and gents, I'd like to tell you the story of Mark Zuckerberg. When he came up with the idea of Facebook, he invited 5 of how friends to his Harvard dorm room to discuss a business opportunity. Only two of them showed up, listened to his idea, and took the jump with him.
Today, those two people are billionaires - Dustin Moskovitz (approx. $6.5B) and Eduardo Saverin (approx. $3.4B).

NOTHING is more expensive than a closed mind, leading to a missed opportunity. Open your minds to new possibilities!

Every now and then, a person such as myself comes along with a business opportunity; and I'm not saying it'll be easy... In the beginning, it may require some sacrifice, determination, and elbow grease; but it'll be well worth it to know that you've built something that's yours, a thing that nobody can take away from you, that nobody can fire you or lay you off!
Do you enjoy helping people? Do you want to win for yourself and your family? Are you a person of honour and integrity? Have you been waiting to get your shot in the big leagues?

Today is Jan 15 - meaning we're halfway through the first month in the new year... A great time to explore new opportunities. Many of you already know my story, and some of my goals for the year; but for the sake of reaffirmation, and for the new people, I'll give you the short version:
I am an associate with World Financial Group, and I am planning to not only become a broker with the firm in two years time, but also to build my team into one that spans the continent. In order to do that, I'll need to hire and train people who want to truly make a difference in the lives of countless families; mentor them into future leaders and teach them how to do the same with their teams!
WFG has offices in many major cities across Canada and the US; so if I can't sit down with you personally, I'll be able to find an office near you! If you feel you have what it takes, if you think you would be a great fit; then reach out to me, we'll take this to the next level! 
https://lh3.googleusercontent.com/-MapjgOM4lpE/VplkDfYxNbI/AAAAAAAAi_8/Kpwl-2dX9WA/w506-h750/2016%2B-%2B1
26 days ago - Via Google+ - View -
https://plus.google.com/105004105277670852925 Layn Evine : MGMT 591 Entire Course Leadership and Organization Behavior Keller Click Link Below To Buy: http://...
MGMT 591 Entire Course Leadership and Organization Behavior Keller
  
Click Link Below To Buy:
http://hwcampus.com/shop/mgmt-591-devry/mgmt-591-entire-course-leadership-and-organization-behavior-keller/

Or Visit www.hwcampus.com
 
MGMT 591 Entire Course Leadership and Organization Behavior Keller
 
 MGMT 591 Building a Coalition Case 3-10 Pages Keller 
 
Scenario
The Woodson Foundation, a large nonprofit social service agency, is teaming up with the public school system in Washington, D.C., to improve student outcomes. There’s ample room for improvement. The schools have problems with truancy, low student performance, and crime. New staff quickly burn out as their initial enthusiasm for helping students is blunted by the harsh realities they encounter in the classroom. Turnover among new teachers is very high, and many of the best and brightest are the most likely to leave for schools that aren’t as troubled.
The plan is to create an experimental after-school program that will combine the Woodson Foundation’s skill in raising private money and coordinating community leaders with the educational expertise of school staff. Ideally, the system will be financially self-sufficient, which is important because less money is available for schools than in the past. After several months of negotiation, the leaders of the Woodson Foundation and the school system have agreed that the best course is to develop a new agency that will draw on resources from both organizations. The Woodson foundation will provide logistical support and program development and measurement staff; the school system will provide classrooms and teaching staff.
The first stage in bringing this new plan to fruition is the formation of an executive development team. This team will span multiple functional areas and establish the operating plan for improving school performance. Its cross-organizational nature means representatives from both the Woodson Foundation and the school district must participate. The National Coalition for Parental Involvement in Education (NCPIE) is also going to be a major partner in the program, acting as a representative for parents on behalf of the PTA.
The first step in building a successful is to pick out members who are inspired to demonstrate and exhibit their skills. Each member must have a strong interest in ensuring that the overall objectives of the team are met successfully, which makes them accountable and responsible for their own output in terms of the team’s general performance.  It is also vital to…
 MGMT 591 The Forgotten Group Member Case Study Keller 
 
Two courses of action that can be taken to resolve the problems in Christine’s group include adjusting the group meeting schedules to a time when Mike would be available or making Mike feel involved by communicating the group’s discussions with him and asking for his feedback via email.
With the first option, Christine could have asked Mike for his available schedule when he reacted negatively to the morning schedule.  Christine could have also suggested holding the meeting during lunch breaks, as everyone would surely be free at this time.  Having lunch together would also enable the group to bond.  Alternatively…
 MGMT 591 LSI Styles Profile Keller 
 
The raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave.
The CONSTRUCTIVE Styles (11, 12, 1, and 2 o’clock positions) reflect self-enhancing thinking and behavior that contribute to one’s level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks.
The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 o’clock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people.
The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 o’clock positions) reflect self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities.
 MGMT 591 OCI Profiles Keller 
 
Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. How do employees believe they are expected to act to “fit in?”
The management team claims that they value a cooperative and constructive culture. According to the results of the survey conducted by the..
What are the most significant gaps between management and staff?
The most significant gaps are in the management’s and staff’s perceptions of the organization’s culture and the behaviors encouraged within the…
What observations can you make on the differences between Conglomerate Inc.’s preferred culture and “ideal” culture presented by HSI?
The ideal culture described by management is opposite to the culture perceived by the employees. While management wishes…
 MGMT 591 Project Leadership & Organization Behavior SSA Keller 
 
Topic Selection
1. Select a specificorganization of interest to you and identify a problem at the firm related to organizational behavior (OB).
2. Think of yourself as an organizational consultant and assume that a key manager has requested a thorough analysis and recommended course of action to resolve an actual organizational problem that will make a difference to the future performance of the organization.
3. Identify which of our TCOs or specific topics in the syllabus are related to the problem you identify.
MGMT 591 Project Proposal SSA
…To address these problems, this paper will investigate ways in which organizational behavior can be improved and sustained through the proper implementation of a rewards system.  In the same regard, this paper will discuss how learning from TCO “A” can be applied to the problem posed in this paper.  In particular, TCO “A” focuses on the differences that people make in an organization’s performance, as well as an assessment of how organizational behavior…
MGMT 591 Project Outline SSA
The Hawthorne studies, which were conducted by Mayo and his colleagues (Latham, 2006), showed that worker motivation, satisfaction, and productivity were interrelated.  Likewise, Viteles (Latham, 2006) suggested that motivation and employee performance were related in high levels of productivity resulted from positive attitudes.  Furthermore, in a study conducted by Campbell (2007), it was found that goal setting, extrinsic…
MGMT 591 Final Project SSA
…A common element in many of these theories of motivation is the use of rewards as a motivating factor.  For example, in the Hierarchy of Needs Theory, the fulfillment of the higher order needs for esteem and self-actualization can be considered intrinsic rewards just as the fulfillment of the Growth Needs is in the ERG theory and the fulfillment of the need for achievement and the need for power in the Acquired Needs theory are also considered intrinsic rewards.
In the Two Factor Theory, rewards and recognition are considered as promoting job satisfaction, which in turn results in employee motivation.  On the other hand…
 MGMT591 Manela and Nordisk Case Study Week 3 Keller 
 
1. From the Finding the Leader in you highlight on page 272 in the text, we read about Nelson Mandela’s use of power for the greater good. Using the books’ discussion of power and influence as a backdrop, analyze Mandela’s power from multiple perspectives and assess how his use of power changed the perspective of a nation.
2. Chapter 13 presents us with a wide array of leadership perspectives and theories. In order to synthesize the information, it is best to look at a real-life situation and compare and contrast two companies and their leadership styles. Case 14 on page W-123 in the OB Skills workbook at the back of our text is on Novo Nordisk. Please read the case and….
President Nelson Mandela used position power or legitimate power to control the people. This refers to his hierarchical authority, which compelled his followers or his people to conform to him.  Because Mandela was well respected by his people, especially by the blacks, his example of supporting the rugby team, which was representative of the whites, influenced the blacks and the whites by showing them that unity was possible between…
 MGMT 591 Case Study Work Team Empowerment Week 7 Keller 
 
Diagnosing Whether an Organization Is Truly Ready to Empower Work Teams: A Case Study
1. Assess the process from the model for planned change presented beginning on page 353 in the text. 
2. What did the company do right?
One of the things that the company did right is the termination of the executives who resisted the change.  This was the right decision because the change towards team empowerment wouldn’t be effectively implemented if management… 
1. What more might have been done to prepare for the change?
To prepare for the change, I think they could have tried harder to communicate the purpose and objectives for the change, as this will lead all of the organizational members to have a better understanding and appreciation for the change, which in turn will also reduce….
2. What are your thoughts on Harley-Davidson’s resolution for resistance to change?
I thought that it was a brave move for Harley Davidson to terminate their executives and place their confidence and trust on the employees when it comes to…
1. Do you support the conclusions of the management team? Why or why not?
I support their conclusions on their chosen solution to manage the resistance to change.  The executives’…
3. Share with the class what you found most interesting about the article and why.
I found it interesting that senior management (Harley Davidson and Shelby Die Casting) would be willing to let go of the executives…
1. Compare and contrast the case study’s findings with our discussions and the information from our text.
Consistent with our discussions, the findings of the study showed the importance of senior management’s support in ensuring the successful implementation of an organizational change.  It also…
 MGMT 591 Ten Golden Rules of High Performance 
 
1. Hire by committee – make sure recruits talk to their future colleagues
2. Cater to every need – make it easy, not hard, for people to perform
3. Pack them in – put people to work close to one another
4. Make coordination easy – use technology to keep people talking together
5. Eat your own dog food – make use of the company products
6. Encourage creativity – allow freedom to come up with new ideas
7. Strive for consensus – remember that “many are better than few
8. Don’t be evil – live tolerance and respect
9. Data-driven decisions – do the analysis and stay on track
10. Communicate effectively – hold many stay-in-touch meetings
 MGMT 591 Discussions Week 1-7 Posted by ALL Students 566 Pages Keller 
 
 MGMT 591 Rules for High Performance Discussions 1 Week 1 Posted by All Students 57 Pages Keller 
Is there a danger in over communicating? Can a leader over communicate to the point that people start tuning them out? There is an old saying: What is right is not always popular, and what is popular is not always right. With this in mind, I’m wondering: what are your thoughts on consensus? Are there times when a leader must act without consensus? If so, what about the risks that comes with such a maneuver?  Each workplace is unique. Do you think that there are certain items which would be needed in your workplace in particular, that are not on the list?…
 MGMT 591 Satisfied Workers 591 Discussions 2 Week 1 Posted by All Students 41 Pages Keller 
Assume you are new to your job and on the first day you have a conversation with your boss, who says, “Satisfied workers are productive workers.” Do you agree with her statement? Why? Why not? Can you think of a situation where employees might be very satisfied, and very unproductive?  What exactly does it mean to be “satisfied” at one’s job? What are some of the core things that you think are needed for one to feel “satisfied” with their job?  Where do we draw the line in creating a “satisfied” workforce, and creating a workforce that is simply “out of control and turning the office into a fun house”?…
 
 MGMT 591 Performance Mgmt, Diversity, & Motivation Discussions 1 Week 2 Posted by All Students 44 Pages Keller 
How do the new practices at Sodexho align with the essentials of performance management?  How is Sodexho using social networking to its advantage? What are some potential problems that can arise from organizations using money as the primary means of motivating their employees? Do you have any examples of the problems that can arise?  What is cultural stereotyping?  “What assumptions and stereotypes might people start making about me?” Do you like these assumptions? If not, are there things you might change about yourself in order to combat any assumptions that you do not like?  Has anyone heard of a concept called the “emotional bank account”?…
 MGMT 591 Room to Read Motivational Theory Discussions 2 Week 2 Posted by All Students 43 Pages Keller 
“Ethics in OB” features an ethical scenario where an employee finds confidential papers on a photocopier. Of course, she reviews the papers and notes they are full of information on performance evaluations, pay and bonuses.  Using the motivational theories studied, how would you explain what motivates the employee?  Explain in-depth what you would do if you were that employee?  Please briefly state what Maslow’s hierarchy of needs is about. Passion is an interesting topic when it comes to motivation. Specifically, it gets interesting when we look at the subject of how to motivate people who are NOT passionate about their job. Let’s face it, some jobs are a bit difficult to get passionate about – such as working in a noisy restaurant or working as a toll collector on a bridge.  What techniques can we use to motivate employees in positions that do not arouse much passion?  We’ve probably all had horrible managers at some point in the past. Have you ever had a manager that was so bad, you found yourself actually demotivated by them?  Specifically, what was it about him or her that caused you to loose motivation?…
 
 MGMT 591 What Constitutes Team Discussions 1 Week 3 Posted by All Students 47 Pages Keller 
In what aspects does the class resemble a team? Are there parallels between the stages of team development and the progression of our class? What type of team formation is going on in this classroom? Does the notion of social loafing apply to our class in any respect?  Psychologists have noticed that there are four stages of group behavior/performance. They have identified these stages as the forming, storming, norming, and performing stages.  What are these stages about? If you would, please briefly describe them here. Do you agree with this 4 stage theory on group dynamics?  Specifically, do you have any examples where you have seen these 4 stages at play, perhaps in the workplace or in your private life when meeting new friends, etc.?  What exactly is social loafing?  Have you seen this happen in your workplace?  Have you ever actually managed a team where you noticed social loafing going on?  What “diffusion of responsibility” is? Have you seen diffusion of responsibility happen in your workplace?…
 MGMT 591 A Lesson in Team Building Discussions 2 Week 3 Posted by All Students 36 Pages Keller 
Is there a difference between a leader and a manager? If so, what do you think the difference is? Are there situations where it is best to have a leader running the show? Are there situations where it is better to have a manager in control rather than a leader? What examples might you have?  It has me wondering – to what extent can someone be taught to be a leader? We all know that someone can be taught to drive. But that said, there are good drivers and bad drivers, even though they may have been taught the exact same things in driving school.  With that in mind, to what extent can leadership be taught?  When picking someone to build a team, would you want to pick a “manager” or a “leader” for this task?  Is it possible for someone to be a great leader yet a terrible manager? Is it possible for someone to be a great manager and a terrible leader?  Can you cite any examples from your personal experience?
“Help! I have just been assigned to head a new product design team at my company. The division manager has high expectations for the team and for myself, but I have been a technical design engineer for four years since graduating from college. I have never  ‘managed’ anyone, let alone led a team. The manager keeps talking about her confidence that I will be very good at creating lots of teamwork. Does anyone out there have any tips to help me master this challenge? Help!” You immediately start to formulate your recommendations.  What are the three key things you will advise her to do, and why those three first?…
 
 MGMT 591 Conflict and Negotiations Discussions 1 Week 4 Posted by All Students 56 Pages Keller 
Can you provide an example from your personal or professional life, of where you used this strategy? How did it work out? I’m wondering – at your current place of employment (or at a previous place of employment if you’re not working at the moment), which of the 5 conflict management techniques did your supervisor use most often?  Were they picking a good choice in retrospect? Were they able to properly use the technique they chose? Please critique their choice and use of the conflict management technique they would most often use. Have you ever had a conflict erupt with someone on email? How about in a chat room or through text message?  What ideas do you have for managing remote conflicts with people we must work with? The opening readings for Chapter 10 on “Eduardo Saverin: You’re  Out” have many different types of conflict and negation scenarios that are noted between Mark Zuckerberg and Eduardo Saverin in their conflict for control of Facebook. What direct and indirect conflict management techniques did these players employ? Drawing examples from your own work and personal experience, what conflict resolution strategies have you employed? Which ones have you seen be successful? What are the effects of unaddressed conflict?…
 MGMT 591 Organizational Communications Discussions 2 Week 4 Posted by All Students 40 Pages Keller 
What exactly is “active listening”? Can you describe a situation you have experienced, where you saw active listening being used? What was the result? Let’s expand the size of our hypothetical organization however. Suppose it is not 10 or 50 employees. Rather it has 1,000 employees or even more. Is an informal communication design still a good idea?  Are organizations forced into formal channels of communication as they grow? If so, why?  Taking it a step further, do you think we’re also at an increased risk for legal problems among employees and the organization?  Are there unique situations where you think that face to face communication is definitely the way to go when getting a message out in the workplace? Conversely, what situations can you think of where electronic communication is definitely the way to go?
It seems common in many of today’s workplaces that people don’t actually talk to one another frequently. We rely on e-mail, or the even less rich communication channel of text messaging. The benefits of moving lots of information quickly around an organization and between individuals are real.  However, people can too frequently “hide behind” their computers and send messages electronically that they might otherwise censor or re-think in face-to-face communication. What approaches would you recommend\implement as a new manager taking over an organization to improve communications without abandoning the use of e-mail?…
 
 MGMT 591 Power and Influence Discussions 1 Week 5 Posted by All Students 40 Pages Keller 
What is the difference between position power and personal power? Can you provide an example to illustrate the difference?  What flaws do you see in the leadership style of your current manager?  Remember, it’s not just good leaders we can learn from. Often we can learn more by looking at bad leaders and asking “what were they
doing wrong?”.  What words of advice would you have for your current manager in order to help them improve their leadership abilities?
From the “Finding the Leader in you” highlight on page 272 in the text, we read about Nelson Mandela’s use of power for the greater good. Using the books’ discussion of power and influence as a backdrop, analyze Mandela’s power from multiple perspectives and assess how his use of power changed the perspective of a nation…
 MGMT 591 Leadership Discussions 2 Week 5 Posted by All Students 34 Pages Keller 
What leadership style dominates at Novo Nordisk? Cite examples from the case and specific information from the text to support your opinion. How doe Novo Nordisk’s leadership influence its organizational design and shape its competitive strategy?
Do you agree with this comparison of leaders vs followers?
Leaders vs. Followers
When leaders make a mistake, they say, “I was wrong.”
When followers make mistakes, they say, “It wasn’t my fault.”
A leader works harder than a follower and has more time;
A follower is always “too busy” to do what is necessary.
A leader goes through a problem;
A follower goes around it and never gets past it.
A leader makes and keeps commitments;
A follower makes and forgets promises.
A leader says, “I’m good, but not as good as I ought to be;”
A follower says, “I’m not as bad as a lot of other people.”
Leaders listen;
Followers just wait until it’s their turn to talk.
Leaders respect those who are superior to them and tries to learn something from them;
Followers resent those who are superior to them and try to find chinks in their armor.
Leaders feel responsible for more than their job;
Followers say, “I only work here.”
A leader says, “There ought to be a better way to do this;”
Followers say, “That’s the way it’s always been done here.”
What makes someone a good follower? Is a good follower someone who blindly follows orders at all times? Is a good follower someone who constantly challenges the leader’s ideas?  Do you think you are a good follower? What characteristics might you want to change in yourself in order to be a better follower?…
 
 MGMT 591 Organizational Culture Inventory Discussions 1 Week 6 Posted by All Students 33 Pages Keller 
Using the OCI instrument online, and the cultural change background information on Conglomerate, Inc. provided in Doc Sharing, we will be identifying and prioritizing cultural attributes and also identifying areas for change. 
 Review Profiles 1a (workforce results) and 1b (senior leadership team’s ideal state) closely.
 Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. How do employees believe they are expected to act to “fit in?”
 What are the most significant gaps between management and staff?
 What observations can you make on the differences between Conglomerate Inc.’s preferred culture and “ideal” culture presented by HSI?
 Once we’ve identified and discussed the gaps, I’ll cue everyone to move onto the review of the suggested change initiatives and onto observations around your own OCI results.
Suppose you were the top manager at your organization. What changes would you make, if any, based on the OCI results you have seen for your organization?  How much pressure do you think exists at your organization, for people to fit into the cultural norms at the organization?  Think carefully before answering this,  Sometimes pressure can be outwardly very heavy.  Other times it can be subtle but very strong.  What do you think?  How strong are the cultural norms?  How much pressure is on employees to conform to these cultural norms?  Would it be a big breach of etiquette to violate the established norms?…
 MGMT 591 Resistance to Change Discussions 2 Week 6 Posted by All Students 31 Pages Keller 
When Jorge Maldonado became general manager of the local civic recreation center, he realized that many changes would be necessary to make the facility a true community resource. Having the benefit of a new bond issue, the center had the funds for new equipment and expanded programming. All he needed to do now was get the staff committed to the new initiatives. Unfortunately, his efforts have been met with considerable resistance to change. A typical staff comment is, “Why do we need all these extras? Everything is fine as it is.” How can Jorge deal with the employees’ resistance to change, to enable him to move the change process along? What is escalation of commitment? How does one get buy in?  Getting buy in is sometimes VERY difficult if not impossible without a plan of action. So let’s take this conversation from a “worst case scenario” perspective. Assuming you are a new CEO entering a company with an entrenched culture that has REFUSED to change with several past leaders, what would you do? Might employers sometimes want to prompt turnover at times, by introducing change as a way of getting the turnover?
It is certainly a sneaky and underhanded strategy. Have you ever seen it used by management in the organization where you work?…
 
 MGMT 591 Organizational Design Preference Discussions 1 Week 7 Posted by All Students 32 Pages Keller 
Describe your current or most recent employer’s organizational design (mechanistic, organic, hybrid). Is the structure consistent with the company goals? What are the advantages and disadvantages of the org designs you chose?  What is your opinion of your organization’s design? Do you think it is the most effective design for your particular workplace? From an organizational design perspective, what changes would you recommend if you had the power to alter the current design?  When an organization is small (10 employees for example), an informal design tends to be convenient and practical very often. However, suppose it is not 10 or even 50 employees. Rather it has 1,000 employees or even more. Is informal design still a good idea? Have you ever worked for a company where the very structure of the organization was a hindrance to its mission? If you were the manager of the organization, what changes would you have made?…
 MGMT 591 Empowering Teams Discussions 2 Week 7 Posted by All Students 32 Pages Keller 
Over the last three weeks we have focused very much on leadership, power, organizational culture, and organizational change. Our case study for the week is a great synthesis piece that addresses all of these topics through a detailed study of firm’s attempted move to team-based management…. Have you ever seen a workplace situation where 1 person was dragging down an entire department because of their negative energy? Ever been at a meeting with a nay sayer among the ranks? This is the person who is just waiting to shoot down any idea that comes along at a team meeting – they are chronically dissatisfied with any and all suggestions. How do we deal with these people? Debate is absolutely essential and healthy in most situations. However, simply shooting down someone’s idea without offering something as al alternative – well, that’s a bit lame isn’t it? Assuming you are a new CEO entering a company with an entrenched culture that has REFUSED to change with several past leaders, what would you do?…
 
 MGMT 591 Final Exam Leadership & Organization Behavior Keller 
 
(TCO F) Eagle Standard A Inc. (ESI) a major engineering firm specialized in designing aircraft parts for government contracts. ESI employees project managers and 42 engineers who are divided into project group of 6-7 members. The majority of project team leaders have spent time in France and Britain learning new technology. The Eagle 6 project team consisting of 6 engineers is developing new equipment for a jet fighter. The project has been ongoing for 18 months and all 6 engineers have been with this project group since its inception working together on all projects. Eagle 6 works well together.
However, the Eagle 6 team has the most technical project and its engineers have been working too much overtime. The senior project manager, Bruce Chanick interviewed and hired a new engineer to help out Richard Hue. Rich has good qualifications and seems to be knowledgeable and motivated. The work is challenging and gives him the opportunity to showcase his computer skills and engineering knowledge. Two weeks in he quickly became a contributing member of the team showing initiative and the willingness to work overtime and weekends to research possible solutions to potential problems. Richard was particularly adept with the computer system and Bruce is ecstatic about his new hire Richard is a loner on and off the job. He is from country x a small island with a high power-distance culture all of the other members of the team member felt Richard flouts his education and knowledge and none of them like him in fact can’t stand him.
Bruce told Tim that Richard thinks that the rest of the team are slackers who talk about bowling and sport instead of working Richard thinks he is disliked because he’s from Country X. Bruce Wants to keep everyone in the company and more importantly within the team so how should Bruce handle this problem?  Detail what he should do by applying at least two conflict management methods to enhance group and team performance include roles and decision making in our response. (Points: 45)
Two conflict management methods that Bruce can use are force and collaboration. As the team lead, Bruce can create opportunities that will allow the engineers to work in a more collaborative environment. For example, he can assign some engineers to pair up with Richard on a particular project task and Richard can be paired with different engineers for…
 
(TCO B) Faxco Incorporated is a business with 500 employees.  The CEO of the company has recently learned based on employee surveys. That the employees are not very happy with the company in fact the CEO is starting to believe that this may be the reason why Faxco is experiencing slower sales and a recent budget crisis which threatens to shut down the company in 3 years if it is not fixed.
You are a consultant and the CEO has asked you to visit the company for a week and analyze what might be going wrong.  Here is your notes form the week (1) Attended manager 1’s staff meeting. He has 200 employees working under him Manager 1 talking about the recent budget problems that Faxco is having. He said it’s not like we didn’t know this was coming. The company makes a junky product compared to our competitor and half the time. I think the manufacturing department is cutting corners. Overheard manager 1 tells an employee. I don’t blame anyone if they are looking for work elsewhere.
(2) Overhead three employees talking after Manager 1’s staff meeting Employees are upset about the idea that the manufacturing department is cutting corners and creating junky products. The company advertises its products as having the finest quality and durability.
(3) Attended Manger 2’s staff meeting he runs the Tech department and has 20 employees. He was very upset with the Marketing department. He stated someone over in marketing reported to the CEO that a computer technician from this department was rude to them. I did not even ask who it was that was supposedly being rude. I know we’re all techies in this customers do is complain. It us versus them apparently so we have to watch out.  In light of what you learned in MGMT 591 about Diversity job satisfaction and attitudes please write up a neatly organized analysis for the CEO. (Points: 45)
The attitudes of the employees affect their behavior, which in turn affects their job performance and the company’s productivity level. In particular, their attitudes are influenced by their belief that the company is making poor quality products. This is particularly true for the employees under Manager 1. On the other hand, the employees under Manager…
 
(TCO E, F) Neff Incorporated is a small business with 100 employees and 4 managers.
Susan and Bob work are co-workers at Neff Incorporated. Ever since they were both assigned to work on Project X, they have been arguing about how to meet the goals of that project.
On Monday they get into a very loud argument about Project X, in the cafeteria during lunch break. Manager 1 is told about the argument and he sends out an email which says: “Greetings everyone. I heard that there may have been a small disagreement in the cafeteria at lunchtime. I just want you all to know that I appreciate the good work you are all doing on Project X. I know that everyone here really gets along even though a little workplace stress can sometimes build up. It is good that we have such a warm, friendly group of employees working here at Neff Incorporated”.
On Tuesday, Susan and Bob get into another argument about Project X at lunchtime. Manager 2 decides that she will deal with the situation this time. She sends them an email stating: “Susan and Bob, you have both worked here at Neff for 5 years and you have worked on many projects together. I know you are both passionate about our mission and goals here at Neff. I also know that you sometimes disagree with each other on how to meet those goals, but we need to look at the big picture. You are both on the same team and both working towards the same goals. Please do not let small disagreements get in the way of this.”
On Wednesday, Susan and Bob get into a third argument about Project X, in the cafeteria again. Manager 3 decides he is going to handle the situation this time. He sends them an email stating, “Susan and Bob, if you cannot get along and maintain professionalism here at Neff Incorporated, I will have no choice but to terminate you both. Consider this your written warning. These loud arguments in public must stop now”.
On Thursday, Susan finds that a small cup of water has spilled on her desk. She thinks it may have been Bob who did it but she is not sure. She quietly tells Manager 4 about the situation. Manager 4 asks Susan and Bob to come into her office. She says, “Ok, I understand that on Monday, Tuesday and Wednesday of this week you two had loud arguments in the cafeteria about Project X. Let’s talk this through in an orderly and respectful fashion. I’m handing you both a sheet of paper. Please list your disagreements about the Project and we will deal with them one by one. Let’s get this resolved today. “Please list and discuss the conflict management strategies that are at play in this situation. Please state whether you think each of the strategies used by the managers here were appropriate and used in the proper order. Please defend your answer based on your analysis of the situation. (Points : 45)
Manager 1 used avoidance in that he or she downplayed the disagreement and failed to participate in the situation, He or she stayed neutral. However, this was an inappropriate conflict management strategy for this situation as it doesn’t lead to the…
 
(TCO D) Identify the five stages of team development, and explain what happens at each stage. Give a specific example from your own experience to highlight one of the stages. (Points : 45)
The five stages of team development are the forming, storming, norming, performing, and adjourning stages.
The forming stage is when the members first join the team. At this stage, the members get to know each other in efforts to find a common ground. In addition, they will be interested to find out what the team’s goals are and what they will obtain from becoming…
 
(TCO A, B) Define organizational behavior and list the four emotional intelligence competencies that contribute to understanding ourselves and others within the organizational behavior environment. (Points : 10)
Organizational behavior is a culture that is a shared set of beliefs and values within an
Organization (Schermerhorn et al., 2012, p. 9).  It influences the way people act and feel in organizations.  For example, an authoritarian culture restricts the employees from innovating or acting on their own. On the other hand, employees are able to…
 
(TCOs A& B) What is organizational learning? Why is it important for firms to emphasize organizational learning? (Points: 10)
Organizational learning is an organization-wide ongoing process that improves its collective ability to accept, make sense of, and respond to external and internal change. It requires the collective interpretation and systematic integration of new…
 
(TCOs A& B) OB defines stress in terms of both work stressors and life stressors. Please identify four common sources of stress at work. (Points : 10)
Four common sources of stress at work are task demands, ethical dilemmas, interpersonal problems, and physical setting. Task demands pertain to when the employee has either too much or too little workload. In particular, too much workload can…
 
(TCO D) Referring to the team decision-making process, define consensus and unanimity and explain the difference between the two.(Points : 10)
Consensus  is a group or teams that consist of people who come from different backgrounds and who have different values, personalities and skills, different opinions and approaches may arise with regards to the resolution of problems, an example of which is how best to…
 
(TCO D) There are six methods that teams use to make decisions. Identify and define three of the five. (Points : 10)
Three of the methods that teams use in making decisions are through authority rule; through a consensus; and through unanimity.
Decision-making through authority rule occurs when a leader, manager, or chairperson decides for the team. While this method enables…
 
(TCO E, F) Although conflict is usually considered a negative experience to be avoided, it actually has the potential to produce positive organizational outcomes.  Please identify three ways in which conflict can be a positive influence. (Points : 10)
Three ways that conflict can be a positive influence is the information that is represent by a member can be beneficial to the company.  If something isn’t going right and it has been noted by the person causing the conflict, his solution may benefit the…
 
(TCO A, B) An organization is a collection of people working together within a given structure and culture to achieve a common purpose. Identify and describe the three components that assist the organization in meeting its goals and list any three of the five components of job satisfaction that contribute to a company meeting these goals. (Points: 10)
Three components that assist the organization in meeting its goal include an organizational identity, a long-rage strategic plan, and staff development and organizational culture. The organization’s identity consists of its mission, vision, and…
 
(TCOs E & F) Please identify and give examples of four of the five direct conflict management strategies. (Points : 10)
Four of the five direct conflict management strategies are accommodation or smoothing, collaboration and problem solving, compromise, and avoidance.
Avoidance is when no one assertively acts…
 
(TCO G) There are six sources of position power in organizational settings. Identify and define three of these sources. (Points : 10)
The six sources of position power are legitimate, reward, coercive, process, information, and representative power.  The reward power allows a manager to use extrinsic and intrinsic rewards to control other people.  Some examples would…
(TCO G) Define power from an organizational behavior perspective. What is the difference between power and influence? (Points : 10)
Power is defined as the “ability to get someone to do something you want done or the ability to make things happen or get things done the way you want” (Schermerhorn et al., 2012,  p. 264) whileinfluence is the “behavioral response to the exercise of power” (Schermerhorn et al., 2012, p. 264). The essence of power is the…
 
(TCO H, I, J) The senior executive team at AllGoodThings.com, after a strategy review session with the Board of Directors, has decided that it’s time to invest some time and capital in improving the corporate culture. The company has rebounded from a near calamity two years ago, and while it was a great scramble, the company survived and is in the strongest position ever. They knew that the culture had been strained by the episode and wanted sincerely to work to bring things back to “normal.” With the assistance of local HR offices, a case was made to the employee population that certain aspects of their current culture might have suffered over the past few years and that it was time to think about change. They announced that they would be undergoing an organizational culture review and that everyone’s opinion was valued. A whopping 79% of the employees participated in the survey that they administered. Senior management had worked with the consultants for a few months before the survey was given and had determined their “Ideal” scores. The survey confirmed their suspicions.
The table below provides you with the percentile scores from the employee population, the ideal scores from management, and the percentage point difference between management’s ideal and the actual results. The typical ideal score for companies is also given as a reference point. The overall cultural grouping for the individual cultural norms is also identified.
 
Referencing the information presented above, please analyze the current culture at AllGoodThings.com.
 Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. Also, compare and contrast management’s ideal results with the typical ideal results.
 Identify the most significant gaps between management’s ideal and the actual results.
 What conclusions do you draw taking into account all of the facts presented and your analysis?
 Provide your recommendations for the next two steps in the AllGoodThings.com change process.
 How would you prioritize and sequence the necessary change?
(Points : 40)
Management feels that constructive styles are important yet the employees result display a passive defensive style as being prominent. The management ideal results indicate that perfectionist, competitive, achievement, and self-actualization are preferred. The employee results indicate that avoidance, perfectionist, competitive, approval, conventional, and…
 
(TCO C) As a manager you are in a situation where a key employee seems to have lost his excitement about the job. The employee’s familiar positive tone and high energy approach to the job and the workplace seem to be on the wane. You really don’t know what is going on with this person. But, you can try to start to understand this employee by examining various motivation theories. Use elements from each of Maslow’s theory, Herzberg’s Two-Factor theory, and Equity theory and assemble your own motivation theory to help you to start understanding this employee. Be sure to fully explain and define all elements that you use in your new model of motivation. Finally, compose a short case to demonstrate how your motivation model can actually be applied. (Points : 40)
Maslow’s hierarchy of needs theory offers appear amid the psychological, safety, social, esteem, and self-accusation needs. The higher needs are identified as self-accusation, and a steam. Self-actualization is regarded as the highest need…
 
(TCO G) The Michigan and Ohio State studies represent seminal research on leadership theory. Both studies identified two basic forms of leader behaviors. What were the similarities in the findings from these two studies and what was the significance of the research? (Points : 30)
In the late 1940s, researchers at the University of Michigan sought to identify the leadership pattern that results in an effective performance. From interviews of high and low performing groups in different organizations the researchers derived two basic forms of leadership behaviors: employee centered and production…
 
(TCO A, B) In order to meet organizational goals and objectives management must comprehend organizational behavior in relationship to the functions of management. List and describe the management process functions and describe how the five personality traits contribute to the management process. (Points : 30)
The management process includes planning, organizing, leading, and controlling. The functions describe what managers are supposed to do in respect to:
Planning-defining goals, setting specific performance objectives, and identifying the actions needed to achieve them.
Organizing-creating work structures and…
 
(TCO D) Define the concept of social loafing. Why does social loafing occur? Give an example of social loafing and a suggestion for how to prevent it. (Points : 20)
Social loafing, also known as the Ringlemann effect, is a tendency of people to work less hard in a group then they would individually. Ringlemann suggest that people may not work as hard in groups because their individual contributions are less noticeable in the group context and because they preferred to see others carry the workload.
An example of social loafing is when a group of volunteers are gathered to fill…
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27 days ago - Via Google+ - View -
https://plus.google.com/105004105277670852925 Layn Evine : MGMT 591 Discussions Questions Week 1-7 / 566 Pages /Keller Click Link Below To Buy: http://hwcampus.com...
MGMT 591 Discussions Questions Week 1-7 / 566 Pages /Keller
  
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 MGMT 591 Discussions Questions Week 1-7 /  566 Pages /Keller 
 
 MGMT 591 Rules for High Performance Discussions 1 Week 1  57 Pages Keller 
Is there a danger in over communicating? Can a leader over communicate to the point that people start tuning them out? There is an old saying: What is right is not always popular, and what is popular is not always right. With this in mind, I’m wondering: what are your thoughts on consensus? Are there times when a leader must act without consensus? If so, what about the risks that comes with such a maneuver?  Each workplace is unique. Do you think that there are certain items which would be needed in your workplace in particular, that are not on the list?…
 MGMT 591 Satisfied Workers 591 Discussions 2 Week 1 Posted by All Students 41 Pages Keller 
Assume you are new to your job and on the first day you have a conversation with your boss, who says, “Satisfied workers are productive workers.” Do you agree with her statement? Why? Why not? Can you think of a situation where employees might be very satisfied, and very unproductive?  What exactly does it mean to be “satisfied” at one’s job? What are some of the core things that you think are needed for one to feel “satisfied” with their job?  Where do we draw the line in creating a “satisfied” workforce, and creating a workforce that is simply “out of control and turning the office into a fun house”?…
 
 MGMT 591 Performance Mgmt, Diversity, & Motivation Discussions 1 Week 2 Posted by All Students 44 Pages Keller 
How do the new practices at Sodexho align with the essentials of performance management?  How is Sodexho using social networking to its advantage? What are some potential problems that can arise from organizations using money as the primary means of motivating their employees? Do you have any examples of the problems that can arise?  What is cultural stereotyping?  “What assumptions and stereotypes might people start making about me?” Do you like these assumptions? If not, are there things you might change about yourself in order to combat any assumptions that you do not like?  Has anyone heard of a concept called the “emotional bank account”?…
 MGMT 591 Room to Read Motivational Theory Discussions 2 Week 2 Posted by All Students 43 Pages Keller 
“Ethics in OB” features an ethical scenario where an employee finds confidential papers on a photocopier. Of course, she reviews the papers and notes they are full of information on performance evaluations, pay and bonuses.  Using the motivational theories studied, how would you explain what motivates the employee?  Explain in-depth what you would do if you were that employee?  Please briefly state what Maslow’s hierarchy of needs is about. Passion is an interesting topic when it comes to motivation. Specifically, it gets interesting when we look at the subject of how to motivate people who are NOT passionate about their job. Let’s face it, some jobs are a bit difficult to get passionate about – such as working in a noisy restaurant or working as a toll collector on a bridge.  What techniques can we use to motivate employees in positions that do not arouse much passion?  We’ve probably all had horrible managers at some point in the past. Have you ever had a manager that was so bad, you found yourself actually demotivated by them?  Specifically, what was it about him or her that caused you to loose motivation?…
 
 MGMT 591 What Constitutes Team Discussions 1 Week 3 Posted by All Students 47 Pages Keller 
In what aspects does the class resemble a team? Are there parallels between the stages of team development and the progression of our class? What type of team formation is going on in this classroom? Does the notion of social loafing apply to our class in any respect?  Psychologists have noticed that there are four stages of group behavior/performance. They have identified these stages as the forming, storming, norming, and performing stages.  What are these stages about? If you would, please briefly describe them here. Do you agree with this 4 stage theory on group dynamics?  Specifically, do you have any examples where you have seen these 4 stages at play, perhaps in the workplace or in your private life when meeting new friends, etc.?  What exactly is social loafing?  Have you seen this happen in your workplace?  Have you ever actually managed a team where you noticed social loafing going on?  What “diffusion of responsibility” is? Have you seen diffusion of responsibility happen in your workplace?…
 MGMT 591 A Lesson in Team Building Discussions 2 Week 3 Posted by All Students 36 Pages Keller 
Is there a difference between a leader and a manager? If so, what do you think the difference is? Are there situations where it is best to have a leader running the show? Are there situations where it is better to have a manager in control rather than a leader? What examples might you have?  It has me wondering – to what extent can someone be taught to be a leader? We all know that someone can be taught to drive. But that said, there are good drivers and bad drivers, even though they may have been taught the exact same things in driving school.  With that in mind, to what extent can leadership be taught?  When picking someone to build a team, would you want to pick a “manager” or a “leader” for this task?  Is it possible for someone to be a great leader yet a terrible manager? Is it possible for someone to be a great manager and a terrible leader?  Can you cite any examples from your personal experience?
“Help! I have just been assigned to head a new product design team at my company. The division manager has high expectations for the team and for myself, but I have been a technical design engineer for four years since graduating from college. I have never  ‘managed’ anyone, let alone led a team. The manager keeps talking about her confidence that I will be very good at creating lots of teamwork. Does anyone out there have any tips to help me master this challenge? Help!” You immediately start to formulate your recommendations.  What are the three key things you will advise her to do, and why those three first?…
 
 MGMT 591 Conflict and Negotiations Discussions 1 Week 4 Posted by All Students 56 Pages Keller 
Can you provide an example from your personal or professional life, of where you used this strategy? How did it work out? I’m wondering – at your current place of employment (or at a previous place of employment if you’re not working at the moment), which of the 5 conflict management techniques did your supervisor use most often?  Were they picking a good choice in retrospect? Were they able to properly use the technique they chose? Please critique their choice and use of the conflict management technique they would most often use. Have you ever had a conflict erupt with someone on email? How about in a chat room or through text message?  What ideas do you have for managing remote conflicts with people we must work with? The opening readings for Chapter 10 on “Eduardo Saverin: You’re  Out” have many different types of conflict and negation scenarios that are noted between Mark Zuckerberg and Eduardo Saverin in their conflict for control of Facebook. What direct and indirect conflict management techniques did these players employ? Drawing examples from your own work and personal experience, what conflict resolution strategies have you employed? Which ones have you seen be successful? What are the effects of unaddressed conflict?…
 MGMT 591 Organizational Communications Discussions 2 Week 4 Posted by All Students 40 Pages Keller 
What exactly is “active listening”? Can you describe a situation you have experienced, where you saw active listening being used? What was the result? Let’s expand the size of our hypothetical organization however. Suppose it is not 10 or 50 employees. Rather it has 1,000 employees or even more. Is an informal communication design still a good idea?  Are organizations forced into formal channels of communication as they grow? If so, why?  Taking it a step further, do you think we’re also at an increased risk for legal problems among employees and the organization?  Are there unique situations where you think that face to face communication is definitely the way to go when getting a message out in the workplace? Conversely, what situations can you think of where electronic communication is definitely the way to go?
It seems common in many of today’s workplaces that people don’t actually talk to one another frequently. We rely on e-mail, or the even less rich communication channel of text messaging. The benefits of moving lots of information quickly around an organization and between individuals are real.  However, people can too frequently “hide behind” their computers and send messages electronically that they might otherwise censor or re-think in face-to-face communication. What approaches would you recommend\implement as a new manager taking over an organization to improve communications without abandoning the use of e-mail?…
 
 MGMT 591 Power and Influence Discussions 1 Week 5 Posted by All Students 40 Pages Keller 
What is the difference between position power and personal power? Can you provide an example to illustrate the difference?  What flaws do you see in the leadership style of your current manager?  Remember, it’s not just good leaders we can learn from. Often we can learn more by looking at bad leaders and asking “what were they
doing wrong?”.  What words of advice would you have for your current manager in order to help them improve their leadership abilities?
From the “Finding the Leader in you” highlight on page 272 in the text, we read about Nelson Mandela’s use of power for the greater good. Using the books’ discussion of power and influence as a backdrop, analyze Mandela’s power from multiple perspectives and assess how his use of power changed the perspective of a nation…
 MGMT 591 Leadership Discussions 2 Week 5 Posted by All Students 34 Pages Keller 
What leadership style dominates at Novo Nordisk? Cite examples from the case and specific information from the text to support your opinion. How doe Novo Nordisk’s leadership influence its organizational design and shape its competitive strategy?
Do you agree with this comparison of leaders vs followers?
Leaders vs. Followers
When leaders make a mistake, they say, “I was wrong.”
When followers make mistakes, they say, “It wasn’t my fault.”
A leader works harder than a follower and has more time;
A follower is always “too busy” to do what is necessary.
A leader goes through a problem;
A follower goes around it and never gets past it.
A leader makes and keeps commitments;
A follower makes and forgets promises.
A leader says, “I’m good, but not as good as I ought to be;”
A follower says, “I’m not as bad as a lot of other people.”
Leaders listen;
Followers just wait until it’s their turn to talk.
Leaders respect those who are superior to them and tries to learn something from them;
Followers resent those who are superior to them and try to find chinks in their armor.
Leaders feel responsible for more than their job;
Followers say, “I only work here.”
A leader says, “There ought to be a better way to do this;”
Followers say, “That’s the way it’s always been done here.”
What makes someone a good follower? Is a good follower someone who blindly follows orders at all times? Is a good follower someone who constantly challenges the leader’s ideas?  Do you think you are a good follower? What characteristics might you want to change in yourself in order to be a better follower?…
 
 MGMT 591 Organizational Culture Inventory Discussions 1 Week 6 Posted by All Students 33 Pages Keller 
Using the OCI instrument online, and the cultural change background information on Conglomerate, Inc. provided in Doc Sharing, we will be identifying and prioritizing cultural attributes and also identifying areas for change. 
 Review Profiles 1a (workforce results) and 1b (senior leadership team’s ideal state) closely.
 Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. How do employees believe they are expected to act to “fit in?”
 What are the most significant gaps between management and staff?
 What observations can you make on the differences between Conglomerate Inc.’s preferred culture and “ideal” culture presented by HSI?
 Once we’ve identified and discussed the gaps, I’ll cue everyone to move onto the review of the suggested change initiatives and onto observations around your own OCI results.
Suppose you were the top manager at your organization. What changes would you make, if any, based on the OCI results you have seen for your organization?  How much pressure do you think exists at your organization, for people to fit into the cultural norms at the organization?  Think carefully before answering this,  Sometimes pressure can be outwardly very heavy.  Other times it can be subtle but very strong.  What do you think?  How strong are the cultural norms?  How much pressure is on employees to conform to these cultural norms?  Would it be a big breach of etiquette to violate the established norms?…
 MGMT 591 Resistance to Change Discussions 2 Week 6 Posted by All Students 31 Pages Keller 
When Jorge Maldonado became general manager of the local civic recreation center, he realized that many changes would be necessary to make the facility a true community resource. Having the benefit of a new bond issue, the center had the funds for new equipment and expanded programming. All he needed to do now was get the staff committed to the new initiatives. Unfortunately, his efforts have been met with considerable resistance to change. A typical staff comment is, “Why do we need all these extras? Everything is fine as it is.” How can Jorge deal with the employees’ resistance to change, to enable him to move the change process along? What is escalation of commitment? How does one get buy in?  Getting buy in is sometimes VERY difficult if not impossible without a plan of action. So let’s take this conversation from a “worst case scenario” perspective. Assuming you are a new CEO entering a company with an entrenched culture that has REFUSED to change with several past leaders, what would you do? Might employers sometimes want to prompt turnover at times, by introducing change as a way of getting the turnover?
It is certainly a sneaky and underhanded strategy. Have you ever seen it used by management in the organization where you work?…
 
 MGMT 591 Organizational Design Preference Discussions 1 Week 7 Posted by All Students 32 Pages Keller 
Describe your current or most recent employer’s organizational design (mechanistic, organic, hybrid). Is the structure consistent with the company goals? What are the advantages and disadvantages of the org designs you chose?  What is your opinion of your organization’s design? Do you think it is the most effective design for your particular workplace? From an organizational design perspective, what changes would you recommend if you had the power to alter the current design?  When an organization is small (10 employees for example), an informal design tends to be convenient and practical very often. However, suppose it is not 10 or even 50 employees. Rather it has 1,000 employees or even more. Is informal design still a good idea? Have you ever worked for a company where the very structure of the organization was a hindrance to its mission? If you were the manager of the organization, what changes would you have made?…
 MGMT 591 Empowering Teams Discussions 2 Week 7 Posted by All Students 32 Pages Keller 
Over the last three weeks we have focused very much on leadership, power, organizational culture, and organizational change. Our case study for the week is a great synthesis piece that addresses all of these topics through a detailed study of firm’s attempted move to team-based management…. Have you ever seen a workplace situation where 1 person was dragging down an entire department because of their negative energy? Ever been at a meeting with a nay sayer among the ranks? This is the person who is just waiting to shoot down any idea that comes along at a team meeting – they are chronically dissatisfied with any and all suggestions. How do we deal with these people? Debate is absolutely essential and healthy in most situations. However, simply shooting down someone’s idea without offering something as al alternative – well, that’s a bit lame isn’t it? Assuming you are a new CEO entering a company with an entrenched culture that has REFUSED to change with several past leaders, what would you do?…
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27 days ago - Via Google+ - View -
https://plus.google.com/101745973815024752002 Paul Hinshelwood : The Jewish entourage in Google The Jew Craig Silverstein was the first employee hired by Google's founders...
The Jewish entourage in Google

The Jew Craig Silverstein was the first employee hired by Google's founders Larry Page and Sergey Brin. "I am generic East European Jewish", Silverstein described himself in a recent interview. Silverstein was instrumental in developing the company's search engine, and was Director of Technology at Google for many years. The Jewish woman Susan Wojcicki was the one who gave Google office space to start the business. Susan Wojcicki has since become Vice President of Product Management at Google overseeing AdSense, Google Book Search and Google Video. In 2014 she has attained the highly influential position as the CEO of YouTube. This while here likewise Jewish younger sister Anne Wojcicki, a biotechnology specialist, in May 2007 during "a traditional Jewish wedding" ceremony (according to Israeli paper Ha´aretz, May 29, 2008) married the Google President Sergey Brin. Keeping everything neatly within the tribe. Justin Rosenstein was a top engineer at Google serving three years as Google´s Product Manager for Page Creator. Rosenstein was one of the first employees that Facebook´s Jewish boss Mark Zuckerberg poached from Google as Facebook began its rise in 2007. In 2008 Rosenstein left Facebook with Facebook´s likewise Jewish co-founder, Dustin Moskovitz, to form a new company. Sheryl Sandberg was Google Vice President of Global Online Sales & Operations, a position from where she built and managed the online sales channels for advertising and publishing and operations for consumer products globally. Sandberg was behind Google´s AdWords, and sat in the board of Google´s philantropic arm Google.org. Before Google, Sandberg worked for the Jew Lawrence Summers, first when he was Chief Economist of the World Bank, then as his Chief of Staff when Summers was Treasury Secretrary in the Clinton Administration. The Jewish Chronicle (December 4, 2008) ran an article on the book "Jewish Wisdom for Business Success" - a book by Rabbi Levi Brackman and Jewish journalist Sam Jaffe - where they argue that the Torah and ancient rabbinic texts are not simply guides for holy living, they can also provide helpful career advice. The Jewish Chronicle writes: Their book combines tips on good business practice gleaned from the Bible, Midrash and Kabbalah with examples of success stories such as Andy Klein, who quit corporate law to start a brewery and ended up with an investment bank, or Sheryl Sandberg, who rose to become vice president for global sales for Google. And while there are role models to emulate, there also ones to avoid: Pharaoh the gas ruach (man of coarse spirit) or Korah, the ba’al ga’avah, the arrogant egotist. As Vice President of Google´s Global Sales Sandberg was behind the AdWords project which links paid advertisements to search results, a gadget that allowed Google to turn their search engine into "extremely profitable business", as Rabbi Levi Brackman and journalist Sam Jaffe write in their book "Jewish Wisdom for Business Success", p. 2. They have the case of Sheryl Sandberg in the first chapter in their book as an example of Jewish business sucess. In the same p. 2 of their book: Early in 2008, she left Google to become the second-in-command of Facebook, the emerging social-networking company. Sheryl Sandberg - Jewish "second-in-command of Facebook" - is presently Chief Operating Officer at Facebook. As COO, Sandberg is responsible for helping Facebook scale its operations and expand its presence globally. Sandberg manages sales, marketing, business development, human resources, public policy, privacy and communications and reports directly to Facebook’s Jewish CEO Mark Zuckerberg. Sheryl Sandberg is well connected to the Jewish community and the "philantropy" business, a favourite Jewish pastime where they can take a small part of their enormous wealth gained from the "goyim" and put it in small projects completely after their taste, to show how humane, generous and an openminded they are. Sandberg was thus with Daniel Sokatch, CEO of the Jewish Community Federation of San Francisco, on a joint venture "addressing global poverty and social justice issues through philanthropy", December 10, 2008. She also sponsors Jewish activities at for instance the Joshman Family Jewish Community Center, a center that not so surprisingly also has an "Israel connection", as their website says. The Joshman Center writes on this "Israel connection": Our mission is to strengthen relationships between American Jews and the Israeli émigré community and to build a deeper connection to Israel. See: http://www.paloaltojcc.org/index.php?src=gendocs&ref=Rambam's%20Ladder%20Award%20Dinner%20and%20Auction%202009&category=Special%20Events&submenu=Special_Events Sandberg was included in Fortune's 50 Most Powerful Women of 2007. She is married to former Yahoo! music head David Goldberg with whom she has two children. The Jew Elliot Schrage was since 2005 Google´s Vice President of Communications and Public Affairs, the man who ran Google´s PR. He had this important position until May 2008 when he left for Facebook to work under the same role. At Google, he broadened the company’s messaging from a focus on only product PR to include all aspects of corporate, financial, policy, philanthropic and internal communications. Before Google Shrage served as a Senior Fellow at the Council on Foreign Relations, the Zionist infested "public policy think tank". Schrage together with the Jewish US Holocaust Museum launched the Darfur tool to Google Earth (see article U.S. Holocaust Memorial Museum and Google Join in Online Darfur Mapping Initiative http://www.google.com/intl/en/press/pressrel/darfur_mapping.html): The United States Holocaust Memorial Museum today joined with Google (NASDAQ: GOOG) to unveil an unprecedented online mapping initiative aimed at furthering awareness and action in the Darfur region of Sudan. Crisis in Darfur, enables more than 200 million Google Earth™ mapping service users worldwide to visualize and better understand the genocide currently unfolding in Darfur. The Museum has assembled content—photographs, data and eyewitness testimony—from a number of sources that are brought together for the first time in Google Earth. This information will appear as a Global Awareness layer in Google Earth starting today. Google Earth’s Elliot Schrage, Vice President, Global Communications and Public Affairs, joined Museum Director Sara J. Bloomfield and Darfurian Daowd Salih at the launch. Crisis in Darfur is the first project of the Museum’s Genocide Prevention Mapping Initiative that will over time include information on potential genocides allowing citizens, governments and institutions to access information on atrocities in their nascent stages and respond. "Educating today’s generation about the atrocities of the past and present can be enhanced by technologies such as Google Earth," says Bloomfield. "When it comes to responding to genocide, the world’s record is terrible. We hope this important initiative with Google will make it that much harder for the world to ignore those who need us the most." "At Google, we believe technology can be a catalyst for education and action," said Elliot Schrage, Google Vice President, Global Communications and Public Affairs. "Crisis in Darfur will enable Google Earth users to visualize and learn about the destruction in Darfur as never before and join the Museum’s efforts in responding to this continuing international catastrophe." Of course spreading the knowledge of Israel´s genocidal destruction of Palestinian infrastructure in Gaza in the 2009 assault is not part of this education. Another actor is Ethan Beard who was Google´s Director of Social Media. He has since left for Facebook to become Director of Facebook's Business Development and then Facebook's Director of Platform marketing. There are indications that he is Jewish. Google's Vice President of Engineering, Udi Manber, is Israeli and a graduate from the Israel´s Technion Institute in Haifa. He has a long record of top jobs in Internet related positions. Manber became the chief scientist at Yahoo! in 1998. In 2002, he joined Amazon.com, where he became "chief algorithms officer" and a Vice President. He was later appointed CEO of the Amazon subsidiary company A9.com, where he led the company's A9 search engine work. (Please see an article on Amazon´s support for Israel.) In 2006, Manber was hired by Google as one of Google´s Vice Presidents of Engineering. In December 2007, he announced Knol, Google's new project to create a knowledge repository. As of October 2010 Manber is also responsible for all the search products at Google, thus we now have an Israeli Jew in a center position in the information hub of the world. Manber as a senior Google operative, interacts with the Judeo-Zionist community. Here is an advertisment which discloses how Google´s Manber will sit with a Rabbi and discuss Talmud and the Web http://www.oakland.com/google-s-talmud-the-web-jewish-culture-and-the-power-of-associative-thinking-e394931 The Jew Jared Cohen is the present connector between the Zionist-infiltrated U.S. State Department and Google. Cohen had the strategic position as a member of the U.S. Secretary of State's Policy Planning Staff under both Condoleezza Rice and later Hillary Clinton before turning his attention to Google in 2010. At Google this Zionist mole has the position as the Director of Google Ideas, a Google-run think tank aiming to "apply technology solutions to solve the world’s problems". At the U.S. State Department Cohen had been specifically involved in Iran and Middle East affairs. Even in the Wikipedia's entry on Cohen this is presented as a common fact: He played an instrumental role in helping shape counter-radicalization strategies and advised on US policy towards Iran and the Middle East. Beginning in April 2009, Cohen led specific delegations focused on connecting technology executives with local stakeholders in Iraq, Russia, Mexico, Congo, and Syria. In the midst of the June 2009 protests in Iran, Cohen sought to support the insurgents. Along with many other influential Zionist Jews Cohen also has been acitive at the CFR - The Council on Foreign Relations.
Wikipedia

From all the available information it appears Wikipedia was started by two Jews, one a programmer, and the other an 'Adult Site' operator. The origins are in a project called Nupedia launched in March 2000 by Jimmy Wales and Larry Sanger. The Jew Jimmy Wales (actually James Wales, or also known as "Jimbo"), with riches from his time as an options trader, became an Internet entrepreneur and decided to create a free, online encyclopedia. He recruited the Jew Larry Sanger, who was finishing a Ph.D. in philosophy at the Ohio State University - whom Wales knew from their joint participation in online mailing lists and Usenet discussion groups - to become the paid editor in chief. Wales’s company Bomis, an Internet search portal and a vendor of online “erotic images” (featuring the Bomis Babe Report), picked up the tab initially. The Jewish computer programmer Ben Kovitz is the one who suggested to Larry Sanger, Nupedia's editor-in-chief, to transfer the online encyclopedia to a wiki support. Larry and Jimmy Wales accepted and from that time, Wikipedia took over Nupedia and became a huge success. Larry Sanger, one of the two recognized cofounders, is openly Jewish. In their rabblings of what different famous Jews are doing The Jewish Chronicle mentions Sanger in an article "Larry Sanger... creates a new Wikipedia", The Jewish Chronicle, 26 October 2006, p. 10. Wales is presently in charge. Sanger left in 2002, and is a professor/lecturer at Ohio State. Names like Jeremy Rosenfeld (a Bomis employee), Benjamin Kovitz, Seth Cohen, dot the landscape of technical staff.
Facebook

The popular social networking site Facebook, launched in February 2004, has a 100% Jewish founder and CEO, Mark Zuckerberg. Jews readily boast about this fact. The Jewish etnocentrist site Jew or Not Jew: Choosing the Chosen People, see logo below, have a special entry for Zuckerberg (as they have for Google´s Sergey Brin and Larry Page), where Zuckerberg gets their "Jew Score" total of 12 (4 + 4 + 4). See: http://www.jewornotjew.com/profile.jsp?ID=369 . The site, which should be reagarded as some case of internal Jewish humour, explains the meaning of this score: About the Jew Score We evaluate how Jewish a person is based on three factors. How Jewish they are internally, how Jewish they are externally and how much we want that person to be a Jew in the first place. In practice, the I Score tends to refer to birth history with some adjustments for how we imagine they see/saw themselves. The O Score is for how Jewish they look and act. The K Score stands for Kvell (pride) and is subject to the whims of the creators of this website. The Jew Score refers to our opinion only and is affected by but not definitive of one's actual Jewishness. The site of the World Jewish Digest, as another example, also counts Mark Zuckerberg as one of their examples of Jewish influentials in their list "10 to watch in 2008 - WJS´s shortlist to Jewish standouts". Zuckerberg, "born into a well-to-do Jewish-American family in Dobbs Ferry, N.Y", gets the rankning place of 3 in their list of 10 influential Jews. The Israeli newspaper Haaretz noted that “Facebook was founded by Mark Zuckerberg, a Jewish former Harvard University student.” Mr. Schnitt [a Facebook spokesman] told ABC that while some employees of the social-networking service came from families marked by the Holocaust, that was not influencing their decision: Many of us at Facebook have direct personal connection to the Holocaust, through parents who were forced to flee Europe or relatives who could not escape. We believe in Facebook’s mission that giving people tools to make the world more open is a better way to combat ignorance or deception than censorship, though we recognize that others, including those at the company, disagree. So here we learn from the Facebook spokesman Mr. Schnitt that "many of us at Facebook have direct personal connection to the Holocaust", which of course means nothing else than that they are Jewish. So who are these Jewish actors? To begin with, in the absolute beginning, when Zuckerberg decided to spread his new Facebook project to other schools than Harvard, he enlisted help from his Jewish friend Dustin Moskovitz. Moskovitz then became the Vice President of Engineering of Facebook. The Brazilian Jew Eduardo Saverin was also one of the co-founders of Facebook where he held the role of Chief Financial Officer and business manager. Zuckerberg and his "best friend" Saverin were both members of the Jewish college fraternity group Alpha Epsilon Pi at Harvard. In the fraternity's mission statement one reads: Alpha Epsilon Pi, the Global Jewish Fraternity, was founded to provide opportunities for Jewish men seeking the best possible college and fraternity experience. We have maintained the integrity of our purpose by strengthening our ties to the Jewish community and serving as a link between high school and career. When the two non-Jewish Winklevoss twin-brothers tried to file complaint to President Summers against their co-student Mark Zuckerberg for stealing their concept of a Facebook-like online social network (a famous scene in the movie "The Social Network"), they were vehemently dismissed by Summers, unwilling to move against his Jewish tribal-fellow Zuckerberg. Summers has since then in the media even called the two non-Jewish twins "assholes", see for instance "Larry Summers calls Winklevoss twins 'A**holes'" (CNN Money, July 20, 2011), as a gesture of the famed Jewish "refined cultural etiquette" and "tolerance". The Jewish gang behind Facebook got their first funding from another Jew, German-born technology entrepreneur Peter Thiel, one of the founders of PayPal. We here recommend reading an article from the The Guardian (14 Jan, 2008) on the people behind Facebook which has more information on Thiel. The Guardian concludes that: "... the real face behind Facebook is the 40-year-old Silicon Valley venture capitalist and futurist philosopher Peter Thiel." As a typical Jewish etnocentrist Thiel prefers to deal with other Jews. His business partner with whom he who founded PayPal is the Ukrainan-born now-American Jew Max Rafael Levchin. Other Jews Thiel is interacting with are David Sacks, PayPal's former chief operating officer, and George Zachary, "a friend of Max and Peter's" and partner of the Jew Ed Skoll from eBay.
Yahoo!

The Jew Terry Semel was CEO of the search engine company Yahoo! between 2001 and 2007. During his time as Yahoo! CEO Semel used his position to impress on his fellow Jews. For instance Semel in the shape of Yahoo-boss appeared as one of the main speakers at the Jewish Community Federation in San Fransisco´s meeting, January 25, 2006, according to the organization´s homepage (http://www.sfjcf.org/aboutJCF/photos/album/default.asp?album=blcbreakfast-jan2006&page=1): 300 JCF donors gathered at the Julia Morgan Ballroom to kibbitz and build a Jewish network of business professionals. Featured speaker Yahoo! CEO Terry Semel gave an engaging, personal talk, sharing his views on philanthropy and leadership. The Israeli Jew Andrei Broder, a graduate from Israel´s Technion Institute, is Vice President for Search & Computational Advertising at Yahoo! Research. Broder also serves as Chief Scientist of Yahoo’s Advertising Technology Group. He has previously worked for AltaVista as the Vice President of research and for IBM Research as a Distinguished Engineer and CTO of IBM's Institute for Search and Text Analysis. David Goldberg was Vice President and General Manager of Music at Yahoo! Inc., since the acquisition of LAUNCH Media, Inc. by Yahoo! in August 2001. David Goldberg is married to and has kids with Sheryl Sandberg, the Jewish Internet boss formerly with Google and presently "second-in-command" in Facebook (see our long entry on her in our Google section). Goldberg left Yahoo! in 2007. The Israeli engineer Udi Manber, also a graduate from the Israeli Technion Institute and who we portray in more depth in our section on Google, was chief scientist at Yahoo! from 1998 to 2002. Manber then joined Amazon.com where he became "chief algorithms officer" and a Vice President. He was later appointed CEO of the Amazon subsidiary company A9.com, where he led the company's A9 search engine work. In 2006, he was hired by Google as one of their Vice Presidents of engineering. It should also be added that the Jew Dan Rosensweig was the chief operating officer (COO) of Yahoo! Inc. from 2002 to 2007. He later became CEO at Guitar Hero and then at Chegg.
MySpace

The MySpace project was overseen by Brad Greenspan (eUniverse's Founder, Chairman, CEO), who managed Chris DeWolfe (MySpace's starting CEO), Josh Berman, Tom Anderson (MySpace's starting President), and a team of programmers and resources provided by eUniverse. Known Jews in this lot are Anderson, Greenspan and Berman. Another Jew, Richard Rosenblatt, was former Chairman of MySpace and thus earned the title the "MySpace guru". The Jew Travis Katz is presently the international head of MySpace and a senior Vice President (2009).
Amazon

The gigantic American online retailer Amazon.com with influence on destribution of not only media products such as books, music, films but all kinds of products, is firmly under Jewish control. Jeff Bezos - who is both founder and present CEO of the company - is an open Jew and as such an important part of the Jewish media power network in the world, exerting influence but criminal to criticise. The official Jewish news site The Jewish Press brands him simply as "Amazon’s Jewish CEO Jeff Bezos". See for instance the articles "Four of Top Ten Net Worth Gainers Are Jewish" (The Jewish Press, December 23, 2013) and "Jewish Efforts to Save Washington Post Date Back to 1933" (The Jewish Press, August 7, 2013). Apart from control of Amazon.com and its subsidiarys such as the British version Amazon.co.uk, Bezos' company also controls Appstore, LoveFilms (online film streaming) and the Internet Movie Database (IMDb). Jeff Bezos is a celebrated man in the Jewish circles, the Jew-oriented site Jewish World Review for instance promotes "The 20 smartest things Jeff Bezos has ever said" (March 12, 2014). And when a Jewish Rabbi writes a complaint toAmazon on their services Bezos himself - the top company executive - promptly answers personally. The fact even highlighted in the article "How a Rabbi Got Amazon CEO Jeff Bezos to Respond to an Email" (The Algemeiner, March 10, 2014); "Bezos replied by saying he would relay the rabbi’s recommendation and kind words to the Amazon team." Even the Executive Vice President & CEO of the Zionist entity World Jewish Congress writes to Bezos. The WJC article "Don't sell books that deny the Holocaust, WJC urges Amazon.com" (WJC Website, October 17, 2013) tells of Singer writing a personalized letter directly to Jeff Bezos: The World Jewish Congress today demanded that Amazon.com remove from its website books that deny the Holocaust and promote anti-Semitism and white supremacy.
Oracle

As quoted from the Jewish article "Jews as High Technology Entrepreneurs and Managers" below the computer technology corporation Oracle is also firmly in Jewish hands under the Jewish co-founder and CEO Larry Ellison. Ellison's Oracle Corporation is presently the second-largest software maker by revenue, after Microsoft, and amongst many things the corporation behind the Java technology. This position pays off well as in 2008 the Associated Press ranked Ellison as the top-paid chief executive in the world. Java is present in millions of appliances world wide, something that should be kept in mind when it comes to the boss Ellison's pro-Zionist leanings and pro-Israel stance. Having a friend in such a place must be considered a top asset for Israel. According to their own information: 97% of Enterprise Desktops Run Java 89% of Desktops (or Computers) in the U.S. Run Java 3 Billion Mobile Phones Run Java Among Ellison's staff one finds the Israeli-born Jewess Safra Catz who is a board member and since 2011 Oracle's Co-President and Chief Financial Officer. Safra Catz is promoted in the Jewish Press, see for instance the article in Jewish Business News (Oct 17th, 2013) "Safra Catz Is Getting Ready To Face Some Shareholder Flak". In Oracle's Board of Directors one also finds (in 2014) Dr. Michael J. Boskin, Jewish professor of Economics. Boskin is also a director of Exxon Mobil Corporation and is also promoted in the Jewish Press. Bruce Chizen is another Jew at Oracle's Board of Directors and who has had the higly influential post as the CEO and President of Adobe Systems between 2000-2007. Chizen is an outright fan of Judaism, one can even read a review by him on the book "Judaism For Dummies", where Chizen states: Judaism For Dummies is a great way to understand the true essence of Judaism... a refresher for those of the Jewish faith and a basic guide for those who are non-Jewish. Another Jewish board member is Naomi O. Seligman, a former member of the Board of Directors of Sun Microsystems. 
29 days ago - Via Google+ - View -
https://plus.google.com/109981727216181329027 Sarah Rosenow : Ten years ago, a student at Harvard invited 5 people over to his dorm room to discuss a business opportunity...
Ten years ago, a student at Harvard invited 5 people over to his dorm room to discuss a business opportunity. Only 2 of the 5 people showed up... TODAY those 2 people are BILLIONAIRES: Dustin Moskovitz $9.9 Billion and Eduardo Saverin $5.8 Billion... and the guy they met that night? None other than Mark Zuckerberg, CEO of Facebook, whose current net worth is $35.7 BILLION. I wonder what it must be like to be the other 3 people who were invited to that same meeting, but chose not to attend?

Lesson to be learned? There is nothing more expensive than a closed mind and a missed opportunity! If you want something you've never had, than you have to DO SOMETHING you've NEVER DONE!

Do you have a heart for health and fitness? Do you have a passion or desire to take the gifts you've been given and steward them well? Do you want to help others do the same? Then you'd be a most excellent member of my team.

Want to know more? Let's chat.

#lessonlearned
#mompreneur
#ilgeverydaywellness
#betheexample
#payitforward
#giftyourself
#giftothers
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1 month ago - Via Google+ - View -
https://plus.google.com/108479923634880077555 Esra Eva : About Facebook Facebook  is an online  social networking service  headquartered in  Menlo Park, California...
About Facebook
Facebook  is an online  social networking service  headquartered in  Menlo Park, California . Its website was launched on February 4, 2004, by  Mark Zuckerberg  with his  Harvard College  roommates and fellow students  Eduardo Saverin ,  Andrew McCollum ,  ...
About Facebook
Facebook is an online social networking service headquartered in Menlo Park, California. Its website was launched on February 4, 2004, by Mark Zuckerberg with his Harvard College roommates and fellow students Eduardo Saverin,...
1 month ago - Via Google+ - View -