Edward Bernays, Father of Public Relations and Propaganda

Edward Bernays was an American business consultant who is widely regarded as having created the modern profession of public relations with his groundbreaking campaigns of the 1920s. Bernays attained clients among major corporations and became known for boosting their business by causing changes in public opinion. Advertising was already commonplace by the early 20th century. But what Bernays did with his campaigns was significantly different, as he didnt openly seek to promote a particular product the way a typical ad campaign would. Instead, when hired by a company, Bernays would set out to change the opinions of the general public, creating demand which would indirectly boost the fortunes of a particular product. Fast Facts: Edward Bernays Born: November 22, 1891 in Vienna AustriaDied: March 9, 1995 in Cambridge, MassachusettsParents: Ely Bernays and Anna FreudSpouse: Doris Fleishman (married 1922)Education: Cornell UniversityNotable Published Works: Crystallizing Public Opinion (1923),  Propaganda  (1928),  Public Relations  (1945),  The Engineering of Consent  (1955)Famous Quote: Whatever of social importance is done today, whether in politics, finance, manufacture, agriculture, charity, education, or other fields, must be done with the help of propaganda. (from his 1928 book Propaganda) Some of Bernays public relations campaigns failed, but some were so successful that he was able to create a thriving business. And, making no secret of his family relationship to Sigmund Freud—he was the nephew of the pioneering psychoanalyst—his work had the veneer of scientific respectability. Bernays was often portrayed as the father of propaganda, a title he did not mind. He maintained that propaganda was a laudable and necessary component of democratic government. Early Life Edward L. Bernays was born on November 22, 1891, in Vienna, Austria. His family emigrated to the United States a year later, and his father became a successful grain merchant on the New York commodity exchanges. His mother, Anna Freud, was the younger sister of Sigmund Freud. Bernays did not grow up in contact with Freud directly, though as a young man he did visit him. Its unclear how much Freud influenced his work in the publicity business, but Bernays was never shy about the connection and it no doubt helped him attract clients. After growing up in Manhattan, Bernays attended Cornell University. It was his fathers idea, as he believed his son would also enter the grain business and a degree from Cornells prestigious agriculture program would be helpful. Bernays was an outsider at Cornell, which was largely attended by the sons of farming families. Unhappy with the career path chosen for him, he graduated from Cornell intent on becoming a journalist. Back in Manhattan, he became the editor of a medical journal. Early Career His position at the Medical Review of Reviews led to his first foray into public relations. He heard that an actor wanted to produce a play that was controversial, as it dealt with the subject of venereal disease. Bernays offered to help and essentially turned the play into a cause, and a success, by creating what he called the Sociological Fund Committee, which enlisted notable citizens to praise the play. After that first experience, Bernays began working as a press agent and built a thriving business. During World War I he was rejected for military service due to his poor vision, but he offered his public relations services to the U.S. government. When he joined the governments Committee of Public Information, he enlisted American companies doing business overseas to distribute literature about Americas reasons for entering the war. After the end of the war, Bernays traveled to Paris as part of a government public relations team at the Paris Peace Conference. The trip went badly for Bernays, who found himself in conflict with other officials. Despite that, he came away having learned a valuable lesson, which was that wartime work changing public opinion on a grand scale could have civilian applications. Noteworthy Campaigns Following the war, Bernays continued in the public relations business, seeking out major clients. An early triumph was a project for President Calvin Coolidge, who projected a stern and humorless image. Bernays arranged for performers, including Al Jolson, to visit Coolidge at the White House. Coolidge was portrayed in the press as having fun, and weeks later he won the election of 1924. Bernays, of course, took credit for changing the publics perception of Coolidge. One of the most famous Bernays campaigns was while working for the American Tobacco Company in the late 1920s. Smoking had caught on among American women in the years following World War I, but the habit carried a stigma and only a fraction of Americans found it acceptable for women to smoke, especially in public. Bernays began by spreading the idea, through various means, that smoking was an alternative to candy and desserts and that tobacco helped people lose weight. He followed that up in 1929 with something more audacious: spreading the idea that cigarettes meant freedom. Bernays had gotten the idea from consulting with a New York psychoanalyst who happened to be a disciple of his uncle, Dr. Freud. Bernays was informed that women of the late 1920s were seeking freedom, and smoking represented that freedom. To find a way to convey that concept to the public, Bernays hit upon the stunt of having young women smoke cigarettes while strolling in the annual Easter Sunday parade on Fifth Avenue in New York City. Scene at 1929 Freedom Torches event arranged by Edward Bernays.   Getty Images The event was carefully organized and essentially scripted. Debutantes were recruited to be the smokers, and they were carefully positioned near particular landmarks, such as St. Patricks Cathedral. Bernays even arranged for a photographer to shoot images just in case any newspaper photographers missed the shot. The next day, the New York Times published a story on the annual Easter celebrations and a sub-headline on page one read: Group of Girls Puff at Cigarettes as a Gesture of Freedom. The article noted about a dozen young women strolled back and forth near St. Patricks Cathedral, ostentatiously smoking cigarettes. When interviewed, the women said the cigarettes were torches of freedom that were lighting the way to the day when women would smoke on the street as casually as men. The tobacco company was happy with the results, as sales to women accelerated. A wildly successful campaign was devised by Bernays for a longtime client, Procter Gamble for its Ivory Soap brand. Bernays devised a way of making children like soap by initiating soap carving contests. Children (and adults, too) were encouraged to whittle bars of Ivory and the contests became a national fad. A newspaper article in 1929 about the companys fifth annual soap sculpture contest mentioned that $1,675 in prize money was being awarded, and many contestants were adults and even professional artists. The contests continued for decades (and instructions for soap sculpture are still part of Procter Gamble promotions). Influential Author Bernays had started in public relations as a press agent for various performers, but by the 1920s he saw himself as a strategist who was elevating the entire business of public relations into a profession. He preached his theories on shaping public opinion at university lectures and also published books, including Crystallizing Public Opinion (1923) and Propaganda (1928). He later wrote memoirs of his career. His books were influential, and generations of public relations professionals have referred to them. Bernays, however, came in for criticism. He was denounced by the magazine Editor and Publisher as the young Machiavelli of our time, and he was often criticized for operating in deceptive ways. Legacy Bernays has been widely regarded as a pioneer in the field of public relations, and many of his techniques have become commonplace. For instance, the Bernays practice of forming interest groups to advocate for something is reflected daily in the commentators on cable television who represent interest groups and think tanks that seem to exist to confer respectability. Often speaking out in retirement, Bernays, who lived to the age of 103 and died in 1995, was often critical of those who seemed to be his heirs. He told the New York Times, in an interview conducted in honor of his 100th birthday, that any dope, any nitwit, any idiot, can call him or herself a public relations practitioner. However, he said he would be happy to be called the father of public relations when the field is taken seriously, like law or architecture. Sources: Edward L. Bernays. Encyclopedia of World Biography, 2nd ed., vol. 2, Gale, 2004, pp. 211-212. Gale Virtual Reference Library.Bernays, Edward L. The Scribner Encyclopedia of American Lives, edited by Kenneth T. Jackson, et al., vol. 4: 1994-1996, Charles Scribners Sons, 2001, pp. 32-34. Gale Virtual Reference Library.

Enron Was One Of The Largest Electricity And Natural Gas

Enron was one of the largest electricity and natural gas companies in the world located in Houston, Texas. On December 2nd 2001, Enron filed for chapter 11 bankruptcy when it was found by the SEC that they were misstating their income and their equity value fell below what their balance sheet had stated. The stock of the company was once selling around $90 per share and had a net worth of $70 billion dollars. At one point, the company stood as the 6th largest energy company in their world known for their innovativeness and is now known as one of the largest accounting scandals in history. The major contributors to the scandal was Ken Lay, the CEO and chairman or Enron and Jeffery Skilling, the CEO and president of Enron at the time of the†¦show more content†¦Shim’s notes). They can also be defined as basic principles or notions of appropriate human demeanor. Dr. Shim’s notes also state they are accepted standards of good behavior that govern the conduct of an individual or a profession, which is the complete opposite of how Enron behaved. Enron failed to follow the code of ethics when they misstated their income and chose not to provide their earnings on their financial statements. The Institute of Management Accountants created a code of ethics that include: competence, confidentiality, integrity, credibility and resolution of ethical conflict which provide clear and concise standards that should be met in the work place (Dr. Shim’s notes). It was made evident that in the case of the Enron scandal, they have failed to abide by this cod e. Competence is to perform professional duties in accordance with relevant laws, regulations, and technical standards. It also should provide decisions that support information and recommendations that are accurate, clear, concise and timely. They fell guilty of breaking this standard by not producing clear and accurate reports which in turn lead to laws and regulations being broken. Enron was guilty of misstating their income and not including their earnings on their financial statements. Confidentiality is keeping information confidential except when disclosure is authorized or legally required. ItShow MoreRelatedEnron Corporation : A Foundation Of Fraud, Corruption, Greed, And Immorality1547 Words   |  7 Pages â€Æ' Enron Scandal December 31, 2001 will forever be etched in history as the day that one of the biggest white collar scandals came to an end. Electric and natural gas giant Enron was found to have been defrauding its investors out of billions of dollars in order to increase its stock prices, and fatten the pockets of high executives particularly Chairman and CEO Kenneth Lay, President and COO Jeffrey Skilling, and CFO Andrew Fastow. 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Political Correctness and Racism Samples †MyAssignmenthelp.com

Question: Discuss about the Political Correctness and Racism. Answer: Political correctness is a term that is used to elaborate on the avoiding of such language or any action that will insult people who belong to the marginalized class. It also means refraining from such language that will insult a race or a gender (Paris, 2017). This essay will discuss at length how the words in a language have wider association with ideas and concepts. Language is used as a tool to derogate others and make them feel inferior. The word nigger is considered the most offensive racial slang in the words of the Merriam Webster Online Dictionary. Currently it is used rarely because of its racist implications in the wider society. The word nigger has become a taboo and is considered a very obscene word in English language. At one point of time, it had a neutral connotation that was used by whites. The racist form that is contemporary consists of same sequence phonetically as the previous form nigger and the present form is homographic. The second variant nigga exists in the community of African American and this word is different phonologically due to its ending which is pronounced as nigga. The word nigger is considered derogative as it refers to the slavish form (Winkelman, 2017). The word nigger refers to a dangerous animal that makes us go back to the early age when the Africans were viewed with derision. The African American community wants to ban the word nigga altogether. Much effort has been made in orde r to erase the word nigga from the dictionary of the African Americans. It is still used and is used mainly as a self-reference term. There is a lot of confusion regarding why they continue to use the term irrespective of the fact that it still continues to have negative implications associated with it. Terms like brother and sister can easily be used as an alternative but it does not have epithetic quality that is associated with the word nigger (Bible.ca, 2017). The whites do not have such explicit terms by which they refer to themselves. The word nigga has associations with the concept of survival and they were active recipients of diaspora experience. It involves taking a stance and then a person would be evaluated and placed in the social structure based on its connotations. There can be a positive or negative association coming with it. The word may perform an illocutionary function that that can either show approval and is a form of self-empowerment. Political correctness in the current decade has been blamed from issues ranging from helping terrorist to spoiling the Oscars. Miranda Devine has criticized Australian Year Award as a joke that is politically correct. According to Devine, an award should reflect a great nation however it has become an arena of social engineering with inclinations of the leftist party. An essential feature of Australian politics is their informal way of talking and direct mannerisms. One has to be extremely careful while using pejorative terms like Islam and ISIS (Smh.com.au, 2017). Political correctness is a major issue of contention that started from 1990s which mainly came out of the conservative quarters. According to them, the leftists control what other people say. Term like witch that is used for women is now held to be offensive. Women have right to do work without inviting any kind of ridicule from their male counterpart. Language is not just comprised of inconsequential letters (David, 2014) . The words in a particular language have sinister associations and a joke that is harmless to a person can be a cause of acute mental agony for other people. Words are packed with meaning and the way they have been used has wider meaning beyond its surface structure. Focus on protest and understanding rhetorical mechanisms will utterly help in facing the problem of double standardness (Hughey Daniels 2013). Political correctness refers to manipulating language that is aimed at changing manner of speech, feeling, acting and thinking. There is an ingrained psychological urge to consider ones group in a superior position. Human beings have a tendency of fitting in and this is what gives rise to the issue of manipulation of language to serve their own purpose. Emotions have to be controlled to a great extent so that ones language does not harm the sentiments and feelings of others (Ajsic McGroarty, 2015). It can hence be concluded that ones language is indicative of ones opinions and it is replete with deeper significance beyond its apparent meaning (Magnani 2016). Words have also the stamping of political parties and in the wider sphere, it is indicative of superiority, inferiority and contempt. It reveals how words have meaning beyond its surface and have deeper significance in the context of social structure, class and gender. References: Ajsic, A., McGroarty, M. (2015). Mapping language ideologies.Research methods in language policy and planning: A practical guide, 181-192. Bible.ca. (2017).Matthew 11:28-30 - Come Unto Me.Bible.ca. Retrieved 2 September 2017, from https://www.bible.ca/ef/expository-matthew-11-28-30(2).htm David, M. K. (2014). Language, power and manipulation: The use of rhetoric in maintaining political influence.Frontiers of Language and Teaching,5(1), 164-170. Hughey, M. W., Daniels, J. (2013). Racist comments at online news sites: a methodological dilemma for discourse analysis.Media, Culture Society,35(3), 332-347. Magnani, L. (2016). Political Correctness between Wise Stoicism and Violent Hypocrisy.Philosophies,1(3), 261-274. Paris, D. C. (2017). Political Correctness. Smh.com.au, J. (2017).Political correctness a great term to dismiss issues that become too hard or inconvenient.The Sydney Morning Herald. Winkelman, J. W. (2017). Discursive Responses to Black Lives Matter: White Fragility, Political Correctness, and Respectability Politics.

Impact of Union Within the GMFC Corporate - Click For Solution

Question: Describe about the Essay for Impact of Union Within the GMFC Corporate. Answer: Introduction Labor relation and the concept of unionization are two important aspects for the development of the organization. Labor is the most crucial part of the organization, which guarantees the improvisation of organizational objectives. This report is providing the impact of Unionization in GMFC Corporate. GMFC Corporate is facing many problems due to various labor issues within their company. The organization has decided to develop a strategic HR plan for preventing this unionization of the manufacturing plants. GMFC Corporate is situated in Smalls Ville, KY. The organization has the intention to build up a nonunion plant with 400 employees within it. The strategic plan is comprised of the following issues: staffing of employees in nonunion manner, establishment of wage and nonwage policies for the nonunion line employees and the recommendations for the other nonunion and other employee relation initiatives. Strategic HR plans for plant management Staffing of the non-line employees The staffing of the HR professionals is considered as the top critical function within the role of Human Resource Management. The labor issues rose within the organization due to lack of recruitment programs and skilled staffs within the organization. Therefore, GMFC Corporate takes the decisions of staffing of non-line employees. The major benefits from nonunion companies are the low cost involved in pay and benefits. Therefore, the GMFC Corporation is wishing to establish their new branch free from union (Bryson et al., 2013). The first step for establishing this kind of system is to design a staffing system where there will be no union. These would require the following steps to be introduced by the organization within it: A caring attitude towards the employees: There are so many giant companies those who focus on the behavior of the organization towards their employees (Bamberger et al., 2014). The GMFC Corporate should establish some loyalty program for their employees to maintain a good bonding with them. It is the responsibility of the top management of the GMFC Corporate to add innovative programs and events, which will motivate their employees and make them, realize that they are equally important and valuable for their company as their top management team (Cristiani Peir, 2015). These aspects will not only satisfy all the needs of their employees but also it will make them feel comfortable within the organization. Considered surroundings: There are several situational factors, which are important for developing an effective personnel program. This will be providing the encouraging climate to the employees of the organization (Bryson et al., 2013). These factors involves sensitive work culture, emotional bonding among each other of the employees and plant structure etc. GMFC should consider two main factors for establishing their nonunion branch in Smalls Ville: area of the plant, careful attitude towards the traditionally union work (Dobbins Dundon, 2014). If the place selected for the new branch provides influences for the labor union practices then it will help the growth of the labor union. On the other hand, GMFC Corporate should put more focus on their sensitive work culture. This idea is to bring the organizing drive less likely. If the employees of the GMFC corporate work sensitively within the organization then need for the union will be demolished automatically, as the employees will be busy with their work and the management will be providing them facilities according to their work (Kaufman, 2013). Employment security: Most of the organizations like to reduce their number of workers for the security reasons about their future employment. GMFC Corporate should also focus on this part. In this aspect the company should their employees important facilities according to their needs. The satisfaction of the employees leads to the comfortable climate within the organization (Kaufman, 2014). The worker will feel more secure within the organization and will not leave the organization for any reason. Employee dissatisfaction is another reason for the growth of the union within the organization. So, this aspect will help the entrepreneurs for building up a union free branch. Figure 1: Staffing of the non-line employees (Source: McCarthy, 2014, pp- 300) Establishment of the wage and nonwage policies for the nonunion line employees The labors are facing the problems regarding improper distribution of wages. They are receiving low wages and even they are not receiving the wages on time. Therefore, GMFC Corporate takes the strategic HR plan to implement new wages and non-wage policies within their business (Cristiani Peiro, 2015). There are several wage and nonwage policies for developing the nonunion line employees. These policies are individually discussed as follows: Wage policies Salary and career growth opportunities: This policy can provide the employee rewards for their dedication in their work field. If the GMFC Corporation provides the monetary rewards to their employees, not only the dedication of the employee will increase but also the chances of formation of union will be reduced (LeRoy, 2014). Next the career growth opportunities are most of the time attractive to the employees, as everyone wants to develop themselves within a specific time span. In-range salary increase: This perspective is utilized to make the employee more responsible in his work field (McCarthy, 2014). The increased salary not only assures the employee a bright future but also it ensures his increased responsibility towards GMFC Corporate. Annual performance and salary review: Staff members of the organization are allowed to have merit increase annually (Bryson et al., 2013). The increase of the salary of the member is dependent on the previous year performance of the employee accordingly with the tough situations within GMFC Corporate (McCarthy 2014). This aspect also makes the employees more responsible towards their work. Impartiality and Market based salary adjustments: It is the duty of the management to adjust the inequality of distribution of the salary within every department (Bamberger et al., 2014). The equity should be maintained within each department of the GMFC Corporate to have satisfied employees within the organization. Figure 2: Wage policies (Source: LeRoy, 2014, pp- 33) Nonwage policies The nonwage policies are described as follows: Developmental increase: Developmental increase is considered for the developmental perspective of those employees, who are continuously improving themselves in their work field. GMFC Corporate should recognize the employees who are giving their best effort to their company and provide them rewards (Rauch Hatak, 2016). Promotional increase: GMFC Corporate can reduce the union formation within the organization by utilizing promotional increase for the employees (Dobbins Dundon, 2014). There may be two types of promotional events available within the organization: promotion based on the market and the promotion based on the contribution level of the employees. Incentive programs: GMFC Corporate can increase dedication of the employees by introducing the incentive programs among the employees (Roche Teague, 2014). This aspect will make the employee ready to do extra amount of work for their organization, which in terms increase the capability of the organization. Performance appraisal: GMFC Corporate needs to develop their structure for performance appraisal of their employees. The employees find their personal benefit in this policy, which make them more responsible at their work (Tuckman Snook, 2014). This aspect kept he head more effective towards their subordinates and the subordinates are also become focused in their work. Figure 3: Nonwage Policies (Source: Rauch Hatak, 2016, pp- 500) Recommendations of other nonunion, preventative, and other employee relation initiatives The recommendations for the other employee relation initiatives are as follows: Proper training: The supervisory management should be reminded of the providence for training to their employees in repetitive manner. The GMFC Corporate should train and provide proper education to their managers who will guide their employee according to the needs of the organization and demands of their customers. This aspect will create a union free atmosphere as there will be no unsatisfied demands of the employees with GMFC Corporate. Union prevention can be done only by the good management efforts. Employees only get their benefits from the trained higher authority. This trained higher authority provides the employees proper guidance to do their job properly. Review and adjust policy: There are several aspects which should be handled by the organizational head. GMFC Corporate should establish a system with proper organizational heads, which will recognize the situations and policies that must be renewed and revised by time to time. These policies needed to be renewed by each year or in a monthly basis as the needs are changed accordingly the organizational demands or customer demands. Compensations and benefits; Compensations and benefits are very essential for the development of the organizational culture. These aspects encourage the employees to find more interest in the job field. Unaddressed employee accusations are the main cause behind the union formation within the organization. GMFC should put ore focus in this aspect to prevent this kind of influences within the organization. Maintenance of destructive argument resolution system: Most of the time the campaigns related to the prevention of union formation within the organization utilizes the resolution systems for preventing destructive argument. Survey of employees: The employees of GMFC Corporate should respond to the yearly survey for making the authority understand about their conditions and problems they are facing within the organization. This aspect will prevent the formation of union. Recruitment of skillful organizational head: Skillful organizational heads can supply proper skills and guidance to the employees of the GMFC Corporate. Understandings of the labor laws are very important as these reflect their influences on the issue of union formation. Supervisory guidelines are important for the development of the organization. Conclusion This report is explaining the impact of union within the GMFC Corporate. The strategic plan for establishing nonunion environment within the organization is described with the recommendations for improving the situations of the employees with GMFC Corporate. Several implications of the non-union set up within the organization are discussed with their affect in GMFC Corporate. There are nonwage and wage policies which are discussed for utilizing the nonunion facilities within the organization. References Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Bryson, A., Willman, P., Gomez, R., Kretschmer, T. (2013). The Comparative Advantage of Non Union Voice in Britain, 19802004.Industrial Relations: A Journal of Economy and Society,52(s1), 194-220. Cristiani, A., Peir, J. M. (2015). Human resource function strategic role and trade unions: exploring their impact on human resource management practices in Uruguayan firms.The International Journal of Human Resource Management,26(3), 381-400. Dobbins, T., Dundon, T. (2014). 21 Non-union employee representation.Handbook of Research on Employee Voice: Elgar original reference, 342. Kaufman, B. E. (2013). Keeping the commitment model in the air during turbulent times: employee involvement at Delta Air Lines.Industrial Relations: A Journal of Economy and Society,52(s1), 343-377. Kaufman, B. E. (2014). 18. The origins, evolution, and current status of human resource management in the United States.The Development of Human Resource Management Across Nations: Unity and Diversity, 461. LeRoy, M. H. (2014). 13 What Do NLRB Cases Reveal about Non-Union Employee Representation Groups?.Voice and Involvement at Work: Experience with Non-Union Representation,33, 366. McCarthy, M. A. (2014). Turning Labor into Capital: Pension Funds and the Corporate Control of Finance.Politics Society, 0032329214547351. McCarthy, M. J. (2014). Neoliberalism without neoliberals: Evidence from the rise of 401 (k) retirement plans.MPIfG Discussion Papers, pp-100-400. Rauch, A., Hatak, I. (2016). A meta-analysis of different HR-enhancing practices and performance of small and medium sized firms.Journal of business venturing,31(5), 485-504. Roche, W. K., Teague, P. (2014). Successful but unappealing: Fifteen years of workplace partnership in Ireland.The International Journal of Human Resource Management,25(6), 781-794. Tuckman, A., Snook, J. (2014). Between consultation and collective bargaining? The changing role of non union employee representatives: a case study from the finance sector.Industrial Relations Journal,45(1), 77-97.