Gender in Advertising An Analysis

Gender in Advertising An Analysis Women have been portrayed in numerous roles throughout the ages in advertising, varying from wife and mother to business women. This essay will delve deeper into two certain time periods, (the 50-60s through to the 2000 to present day.) and what roles woman were portrayed in during these times. If there is significant changes between the two time periods questions will be asked into why they have changed and is this due to different attitudes in society. As Advertising of the 1960s, was considered a decade often called the Golden Age of Advertising. (Nemhauser, M. (2014) Real Mad Men, P1) It would be thought that the adverts within this era would be powerful and memorable. However it is memorable to woman for all the wrong reasons. Woman within adverts through the 50-60s were only ever portrayed as wives and mothers, and more often than not they were always making a mistake within their role. For example within Figure (Figure 1, 1960s Folgers Coffee Ad) 1, it shows a print screen of an advert by Folgers. Within these averts It portrays woman who are incapable of making a good cup of coffee for their husbands. All of the Folgers adverts around the 1960s went with the same vain. That before the men were going out to work on a morning their wives would make them an awful cup of coffee. Portraying woman as useless wives that couldnt even do the simplest task correctly. The strategy behind the advert was to guilt trip women into buying Folgers coffee so that they could finally make their husbands happy. Although this technique did work, when looking back onto this advert, it simply berates and undermines woman. However as the war had passed and lead to more woman taking on other roles in work forces rather than just wives and mothers, advertising changed with them the times. Different forms of advertising made use of this revolution by showing woman taking on different roles like secretaries. Although this should have been a good thing, portraying woman out of the house, it still showed very sexist views against woman as a gender. For example woman were never seen as the boss or anyone in power they were always just a general lower class employee, and often only at work to help men. A primary example of this can be seen within Figure 2. A classic Xerox advert that portrayed a woman as a mans secretary having to do jobs like printing, scanning, filing etc. All jobs that would help the man within his career. Although this isnt enough to show a woman as just a secretary, the advert has the woman stating many things that she cant do. I cant type, I dont take dictation I wont sharpen pencils, I cant file, and my boss calls me indispensable. This portrays the woman as a (Figure 2, 1960s Xerox Ad) very weak individual. The advert goes on to show the woman being told to photocopy something for her boss, and shes able to due to the Xerox machine as its easy to use just press a button and it does the work for her. Although the adverts have changed from wives in the kitchen to a woman actually working for herself, all the adverts in the 50-60s have the same underlying message. Which is that woman cant do anything right, and If they do its because theyve had help from a product, such as a Xerox machine or Folgers Coffee. Which in turn portrays woman as the weaker class in comparison to men. The final advert to investigate is a print advert, figure 3, from the 1950s for Mr Leggs. Through this print advert the message is more direct than the others, the fact that men are far more superior to woman. This was only hinted at through the other adverts, as the man went off to work to earn the money while his wife couldnt even make a coffee. To a boss telling his secretary to do something that she wouldnt have been able to do without Xerox. Although they both shown men as superior, figure 3 displays this message in a much more abrupt way. As seen within the poster a man walks all over a woman, and the message that can be taken from the ad is that a woman can easily be tamed with the use of brute force, animal magnetism and a pair of Mr Leggs Slacks. (Figure 3, 1950s Mr Leggs Ad) In conclusion adverts from the 1950-60s portrayed woman in not the best light. It showed them as people who cannot do things right without the help of either a man or a product. Causing them to be seen as the weaker sex and inferior to men. This could be due to the fact society in that era were very set in their ways. It was the men who went off to war and the woman stayed to look after the house and children. It had always been this way and nothing had ever changed it. However due to the growth of feminism in the late 1960s the debate over the portrayal of woman in adverting intensified and the National Organization for Women, founded in 1966, sought to eliminate gender based stereotypes in the mass media. (Unknown author, (2003) Woman: representation in advertising.)ÂÂ   This could have been the start of where woman were giving an equal representation within the adverts we see to this day. (Figure 4, 2007, Dolce Gabbana ad) It is only since the mid-20th century that women have been shown in roles other than house wives and woman doing their job wrong. Therefore this must mean advertising has taken a turn for the better, where the portrayal of woman is concerned. Yet when looking at Figure 4, it shows a woman being restrained by a man while other men look on. This feels again degrading to woman in a different way to the ads of the 50-60s, as there is actually no body copy or script stating that woman are inferior to men however this is stated through just the use of the image and is still just as demeaning towards the female figure. The role of the woman in this ad seems to be there for the pleasure of the men. As the look on the womans face almost looks expressionless, and absent from the scene as if she is trying to escape the thought of the situation. The fact that she is being restrained also suggests that the woman needs to do whatever the men want, much like the ads from the 60s. This particular ad vertising campaign was banned a few weeks after its launch due to the backlash it received from woman. Another campaign was launched in 2013 by American Apparel, figure 5. This shows two ads portraying a man and a woman in the same shirt. The campaign is trying to sell the same unisex shirt to men and woman in two different ways. However both the ways used seem to be geared towards men. As the woman is half naked therefore being used as a sexual object to sell the shirt to men. This type of advertsing is not geared towards woman (Figure 5, 2013, American Apparel ad) Compare / contrast adverts / significant changes between them: There is less body copy on the more recent adverts however still the same underlying meaning have. There is difference between the two times periods, therefore indicating there has been some change in the attitudes of society. Peoples attitudes have most certainly changed due to the fact the Dolce Gabbana ad was actually pulled just a few weeks after its launch. This shows that woman do have a voice and are listened to. Unlike in the 50-60sÂÂ   where if the woman did not like the way they had been portrayed in an advert, then it was probably their fault for being offended anyway. Although there is changes in society, images of woman in advertising have hardly been uniform, but several themes recur; the housewife ecstatic over a new cleaning product; the anxious woman fearing the loss of youthful attractiveness; the subservient spouse dependent on her assertive husband; the object of means sexual gaze and desire (Pope, D. (Unknown date) Making sense of advertisements, P6).ÂÂ   This has always been the case since advertising begun and to this day. Showing us that society has changed from showing woman in multiple roles rather than just a woman doing something wrong. However these multiple roles can always be seen in one of the groups stated by Daniel Pope. To conclude the roles of woman have changed throughout time. However even though the roles have changed from housewife to beautiful models there still is a reoccurring theme throughout all of the adverts examined. That sexism in which woman are portrayed has only adapted from woman needing men to pleasing men, it hasnt went away or got any better. Its is just been advertised in different ways. A lot of the adverts today show woman as just sex symbols, to please men and due to this all ads seemed to be geared towards men. Furthermore I think womans roles in advertising has always been inferior to men, and probably always will be until everything between men and woman is equal.

Marketing :: essays research papers

Unit 5 _____________________________________________________________________________________ Learning Objectives Unit 5 is divided into two lessons: Lesson 5A: Personal and Online Selling Lesson 5B: The Marketing Plan Unit 5 wraps up the promotional techniques with personal and online selling, then calls on you to pull it all together for your project with a final Marketing Plan in place of a final exam. This will complete the â€Å"learning by doing† part of the course and give you a taste of what marketers do that affects our lives. Overview of Written Assignment Lesson 5A is really a carryover of two more promotional elements from Lesson 4B: personal selling and online selling, which could be considered as part of direct marketing, but which gets its own consideration in Chapter 21 of the text. Personal selling and sales management could be a course of their own, and we will keep that brief without a written assignment. Online selling, however, is a hot topic, even after the burst of the Internet stock bubble, with much written about it. We will try to summarize strategic choices and good practices for you, and we will give you a chance to design a Website for your product, service, or organization (on paper – you will not have to learn computer programming here). If your organization already has a Website, we will ask you to critique it using the guidelines we give you for a good design. Lesson 5B wraps it all up and asks you to pull together the components of the Marketing Plan you have been building, lesson by lesson, and send it in. That will be, in effect, your final exam, and hopefully something you can use in the future. Instructor’s Notes Lesson 5A: Personal and Online Selling â€Å"Cows don’t give milk. You have to take it from them, twice a day.† – Anonymous In 1939, when Ben Feldman entered the life insurance business, selling $1 million worth of insurance in a year got you into the industry’s Hall of Fame. In 1956, operating out of East Liverpool, Ohio, Feldman was selling $1 million a month, in 1966, $1 million a week, and in 1969, $2 million a week. In February 1992, New York Life had a special sales contest to celebrate Feldman’s fiftieth year with the company. Feldman won, selling more than $15 million worth of insurance that month. At the time, he was recuperating in Florida from a brain hemorrhage (Corman). 1 How did Ben Feldman do it? He tried phrases out on his wife, Fritzie. â€Å"Honey, listen to this. Is it ‘No one ever died with enough money’ or ‘No one ever died with too much

Driving the Dairy business Essay

In the article â€Å"Driving the Dairy business†, Howard assert that, this article focuses on the impact of unprecedented food inflation to bakery and dairy products in the U.S. It cites that recent price volatility fueled by a weak dollar, rising energy costs, consumer wariness, competitive pressure and other factors is making it hard to market staples like bakery and dairy items, primarily fluid milk. According to the article, the weakening on the commodity in cheese and nonfat dry milk drives the prices for dairy in general. Application of the content to my group project A company profile of Saputo Inc., which is engaged in manufacturing and marketing of dairy products like milk, cream, sour cream, yogurt and cottage cheese, is presented. An overview of the company is given, along with key facts including contact information, number of employees and revenues. Positive aspects of the article In the article , Howard use the specific numbers and statistics to illustrate the worst food inflation in nearly decades. Also , the author quote some famous person or the authority system said â€Å"Dairy is a staple item that has been subjected to some record retail price points. That is now softening, which may be good news for the consumer. The flip side is that it will hurt the farmers in the short term so we may see further attrition in the agricultural community because of that Missing items and points The analysis of how to driving dairy business. Personal reflections on the article As the report noted, â€Å"Smaller households are less likely to shop (a supermarket or convenience store) in-store bakery, in large part because they don’t want to deal with waste or spoilage from products that are too big for them to consume. As the categories in cheese and nonfat dry milk are weakened on the commodity side it ultimately drives the prices for dairy in general. â€Å"If the larger stores like Costco, Wal-Mart and Price Chopper are moving prices down, overall market prices are moving down with them. A lot of the big stores–the club stores, the large supermarkets and the mass merchandisers–will move their milk price each month, going up or going down

Information on the Test for US Citizenship

Before immigrants to the United States seeking citizenship can take the Oath of U.S. Citizenship and begin enjoying the benefits of citizenship, they must pass a naturalization test administered by the U.S. Citizenship and Immigration Services (USCIS), formerly known as the Immigration and Naturalization Service (INS). The test consists of two parts: the civics test and the English language test. In these tests, applicants for citizenship are, with certain exemptions for age and physical impairment, expected to demonstrate that they can read, write, and speak words in ordinary daily usage in the English language, and that they have a basic knowledge and understanding of American history, government, and tradition. The Civics Test For most applicants, the most difficult part of the naturalization test is the civics test, which assesses the applicants knowledge of basic U.S. government and history. In the civics portion of the test, applicants are asked up to 10 questions on American government, history and integrated civics, like geography, symbolism and holidays. The 10 questions are randomly selected from a list of 100 questions prepared by the USCIS. While there may be more than one acceptable answer to many of the 100 questions, the civics test is not a multiple choice test. The civics test is an oral test, administered during the naturalization application interview.In order to pass the civics portion of the test, applicants must correctly answer at least six (6) of the 10 randomly selected questions.In October 2008, the USCIS replaced the old set of 100 civics test questions used since its old INS days, with a new set of questions in an attempt to improve the percentage of applicants passing the test. The English Language Test The English language test has three parts: speaking, reading, and writing. The applicants ability to speak English is evaluated by a USCIS official in a one-on-one interview during which the applicant completes the Application for Naturalization, Form N-400. During the test, the applicant will be required to understand and respond to directions and questions spoken by the USCIS official.In the reading portion of the test, the applicant must read one out of three sentences correctly in order to pass. In the writing test, the applicant must write one out of three sentences correctly. Passing or Failing and Trying Again Applicants are given two chances to take the English and civics tests. Applicants who fail any part of the test during their first interview will be retested on only the part of the test they failed within from 60 to 90 days. While applicants who fail the retest are denied naturalization, they retain their status as Lawful Permanent Residents. Should they still wish to pursue U.S. citizenship, they must reapply for naturalization and repay all associated fees. How Much Does the Naturalization Process Cost? The current (2016) application fee for U.S. naturalization is $680, including an $85 biometric fee for fingerprinting and identification services. However, applicants 75 years of age or older are not charged the biometric fee, bringing their total fee down to $595.   How Long Does it Take? USCIS reports that as of June 2012, the average total processing time for an application for U.S. naturalization was 4.8 months. If that seems like a long time, consider that in 2008, processing times averaged 10-12 months and have been as long as 16-18 months in the past. Test Exemptions and Accommodations Because of their age and time as legal permanent U.S. residents, some applicants are exempt from the English requirement of the test for naturalization and may be allowed to take the civics test in the language of their choice. In addition, seniors who have certain medical conditions can apply for waivers to the naturalization test. Applicants age 50 or older when they filed for naturalization and have lived as a lawful permanent resident (green card holder) in the United States for 20 years are exempt from the English language requirement.Applicants age 55 or older when they filed for naturalization and have lived as a lawful permanent resident (green card holder) in the United States for 15 years are exempt from the English language requirement.While they may be exempt from the English language requirement, all senior applicants are required to take the civics test ​but may be allowed to take it in their native language. Complete information on exemptions to the naturalization tests can be found on the USCIS Exceptions Accommodations website. How Many Pass? According to the USCIS, more than 1,980,000 naturalization tests were administered nationwide from October 1, 2009, through June 30, 2012. USCIS reported that as of June 2012, the overall nationwide pass rate for all applicants taking both the English and civics tests was 92%. In 2008, the USCIS redesigned the naturalization test. The goal of the redesign was to improve overall pass rates by providing a more uniform and consistent testing experience while effectively assessing the applicants knowledge of U.S. history and government.Data from the USCIS report Study on Pass/Fail Rates for Naturalization Applicants  indicate that the pass rate for applicants taking the new test is significantly higher than the pass rate for applicants taking the old test.According to the report, the average annual pass rate for the overall naturalization test has improved from 87.1% in 2004 to 95.8% in 2010. The average annual pass rate for the English language test improved from 90.0% in 2004 to 97.0% in 2010, while the pass rate for the civics test improved from 94.2% to 97.5%.

Leadership Style Of Leadership Styles Essay - 1433 Words

Most individuals probably feel as if they know enough about leadership to speak on the subject. In many cases, however, this is not truly the case at all. Leadership is a broad concept, and there are several different styles and approaches to consider when studying the topic. It is important to consider these styles and approaches when evaluating the effectiveness, or lack thereof, of any particular form of leadership. With that in mind, this essay will consider the leadership styles of two leaders who are involved in the current presidential election process. Jill Stein, the Green Party candidate, and Gary Johnson, the Libertarian nominee each utilize different leadership styles, though, the two operate within the same professional arena. That said, the two candidates share the same battle of being outsider candidates struggling to gain notoriety and momentum from a portion of the voting population no longer willing to support mainstream political candidates. 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My Understanding Of The Profession Of Social Work Essay

My understanding of the profession of social work is to enhance human well-being and to help meet the basic needs of all society, especially the needs of the most vulnerable, oppressed, and the needs of the people living in poverty. Social work leading duties are to promote social justice and social change on behalf of clients. In other words, social work profession, not only accommodate individual internal situations, as far as, client’s struggles, they also work with individual family to examine client’s relationship, family history, work environment, community environment, and the structures and policies that impact the clients in order to identify ways to help address problems or challenges. In additional, social work do not limit their work to just individuals; they work with individuals, couples, families, groups, neighborhood, communities, and different organizations. According to National Association of Social Workers, (NASW) â€Å"The mission of the social wor k profession is rooted in a set of core values. These core values, embraced by social workers throughout the profession’s history, are the foundation of social work’s unique purpose and perspective: services, social justice, dignity and worth of the person, importance of human relationships, integrity and competence.† (p. 1) In addition to; being in the social work profession you will work with three general practice skills, which are Micro skills, Mezzo skills and Macro skills. According to Ashman Show MoreRelatedMy Understanding Of The Social Work Profession Is To Help1662 Words   |  7 PagesMy understanding of the social work profession is to help communities, youth, families, groups and individuals who face inequality and hardships so that they can see the positive possibilities life has to offer. 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Human Resource Management Performance Improvement

Question: Discuss about the Human Resource Management for Performance Improvement. Answer: Achieving the amicability amongst work and individual life is ending up being continuously troublesome on account of the weight current society has set on individuals. This paper attempts to portray what work/life evening out is and perceives the favorable circumstances it can bring from both supervisor and specialist perspectives. All things considered, the paper makes recommendations for Human resource specialists in executing accomplishment work life adjustment approaches on their relationship to get a high ground in the business focus. Work life balance and flexible working are the most important agendas in an organization and both the aspects can have positive and negative consequences. It has been analyzed that most of the organizations take prolific steps to reduce the costs of the business operations. Most of the companies try to control the payroll as it is the biggest cost base. Thus it is quite important for the organizations to formulate basic strategies that would enable to avoid the redundancies. Therefore, there is a restored eagerness within the organization for workforce flexibility that would enhance the organization to diminish the expenses (Abernathy, 2013). In various situations when organizations plan to cut down the staff, many staff tries to develop the abilities and skills which would help them to demonstrate the career progression capabilities. Thus, it is necessary on the part of the employees to understand the core aspect of work life balance as the hierarchy level of the organization depend s on the different perspectives of work life balance and flexibility in work. In most scenarios it has been evaluated that the employees always find the increased workload as stressful. The employees tend to consider the extra workload as detrimental for balancing the workload and life. Extra workload always makes people of an organization stressed and this can significantly affect the wellbeing and health at risk (Allvin, 2011). These situations basically occur at organizations where the job security is mostly threatened and the employees heave to carry extra workload. In most cases employees have to work for longer durations at workplaces where the workload is quite higher that of the normal organizations. Previously there was a war for acquisition of talent but in the present day employers mostly are reluctant for the investment that has to be the most dominant aspect in major business sectors. Now the employers are more focused on the increased flexibility and trying to reduce the workload so that it will enable the employers to retain the staffs. Therefore some employers are strategically trying to implement inevitable reductions so that it would provide the organization to redesign the significant roles of the employees within the organization and execute new jobs that would enable the employees simultaneously to maintain the flexibility and the work-life balance flexibly (Bates Goldberg, 2011). Evaluating and analyzing the case study it can easily be said that Juliet Bourke is not exactly quite comfortable about the reshaped argument for where the flexibility aspect is heading. It is necessary for workplace flexibility to reduce the overhead costs and boost the productivity. Juliet Bourke is much concerned about the flexibility at workplace as she thinks the workplace flexibility has shifted and it is not for the better. According to Juliet Bourke flexibility is all about expecting more out of the fewer people and as opposed to the previous perspective she is quite afraid about the inadvertent consequences. In basic situations the employers in charge can significantly visualize the monetary crisis during the period of using flexibility as a significant piece of inexcusable ways. The employers might tend to reduce the hours of working for the employees during the time when it is not needed but can implement extra workload on the other employees those who have to work for a l onger duration because of the increased workload (Benetti, Bacha, Garrido Junior, D'Andra Greve, 2016). Therefore, flexibility cannot ensure at any grounds about the win-win situation for employer and employee both in most of the situations. Flexibility is the only benefit that was universally requested on both terms horizontally and vertically in all organization for supporting the balance in work-life. In various organizations for accommodation of new requirements, the business must prolifically develop so that sustained solutions would be flexible for working and utilizing the redesigning of the job. There tends to be critical situations that basically demand from the clients can significantly decrease the downturn result and in response to the significant deterioration, employees can reduce the working hours by the flexible arrangements of work and improve the work life balance. One of the most important elements of this particular strategy basically includes the widespread programs for employee assistance as well as employee flexibility and therefore it would prolifically help in developing a diversified, high performance and adaptive workforce that is significantly prepared for meeting the future as well as the current needs of the business operations. The leave options and voluntary flexible work can be easily provided for avoiding redundancies whereas, the salaries and wages can be paid consequently (Blyton Jenkins, n.d.). But, it has been evaluated in few organizations that there is a sturdy culture around the work-life balance and thus the redundancies are prolifically in evitable. It has also been noticed that in some scenarios the executives have prolifically recognized the major benefits acquired from the strategies of work-life balance and the upper management, supervisors and leaders would prolifically explore distinctive ways for minimizing the redundancies and reduce the operating costs. It is the prolific role of the executives of the organization to know about the need of the staff for being committed and engaged in a workforce for being profitable. Therefore a significant culture in an organization provides higher levels of engagement in terms of employees for supporting the work-life balance (Byerly, 2012). The most efficient and effective is the flexibility and the major ways of working for all the employees, despite of the employees being part-time or full-time workers in the organization. In certain cases of redeployment, flexible work practices and natural attrition, the maximum reductions comes whenever there is a decline and all the employees of the organization tend to remain responsive in these type of situations. Analyzing the duration in the future it is quite obvious that economy can significantly boost and talent acquisition can again be on demand. Employees also tend to showcase that they should work hard during the downturn time but in major scenarios it has been assessed that the downturn creates a huge impact on the employee engagement which significantly affects the productivity as well as the discretionary effort within the employees affecting the organization (Falcone, 2010). It is quite tough on the part of the employers for having a affianced workforce if they are indignant. It has also been analyzed that even in the short term basis engaged workforce drive to get plenty out of the less and its not always quite productive in nature. So, in the time of requiring high levels of workforce engagement one could easily find the business operations within the lower levels of workforce engagement. Many organizations tries to increase the sales and tries to capitalize on the saving aspect of the overhead costs which would lead to ensure to earn significant profits and for ensuring the profitability the organizational people does whatever needs to be done for having a prolific result. This perspective significantly impacts the amount of time required for taking this aspect into consideration (Gerson, 2010). This fashion basically prevails in multinational companies that have regional offices. In most of the situation if the structure of the organization doesnt possess the structural efficiencies to put the significant job role in the correct places for redesigning the redundancy program then the companies are liable to set back themselves as they look for doing more with the less. As it is quite well established that the talented employees tend to be more profitable and productive, but there is a line in between the burnout and stretched goals even for the employees and performe rs those are talented. Therefore, it can be well outlined that flexibility has prolifically moved from its innovative paradigm to such an extent that it has become inevitable as well as necessary. Both pros as well as cons are significantly associated with this paradigm and a well outlined management can significantly lead the correct effective workforce for having a work-life balance (Hill, Hawkins, Ferris, Weitzman, 2011). Various employees have different ways in execution of responsibilities and tasks within an organization. Based on the requirements, extreme workload and working hours can be categorized as follows: Comprehensive hours per day Overtime Comprehensive commute time Overtime and comprehensive hours Anything in excess do creates a lot of pressure on individuals. In case of workload in organizations it negatively impacts the employee and their performance along with the various people that are associated with them i.e. the families, community and the employer. A lot of research has indicated that working for long hours have significantly proposed a complex relationship with vital risks as it basically gets influenced by some major factors that includes employee control, performance of the employee, work as well as non-work responsibilities and most importantly social life idiosyncrasies. It has been noticed that working for long hours has quite number of negative impacts like sleeplessness, providing less quality time to families and different individual life responsibilities (Hong, 2011). All these aspects prolifically have unpleasant effects on the body like negative attitude, fatigue, uneasiness and turbulences that basically leads to deprived performance activities. Poor perf ormance also influences and impacts the employer. Similarly the community is also affected by individuals via their impeded approach to life. It has been noticed that employees working for long hours result in depriving in attention and alertness and thus poor concentration leads to health and diagnosis of diseases. Therefore if employees work for long durations then they tend to face many ill effects which decline their performance and create a lot of health issues. Firstly people working for long duration feels de-motivated. They should be provided with proper incentives so that they may feel dedicated and motivated towards their work and the organization. They should also be significantly assessed with the basic understanding of importance and responsibilities towards the organizations and if in any situations their suggestions are required then they should be given proper regulation to keep their suggestions ("Job flexibility and work-life balance pay dividends for Nationwide: H igh satisfaction rate among employees", 2013). If this perspective is not taken into account then the employees tend to lose their efficiency and thus can have negative effects over their job performance. Ascertaining the negative impacts employees face the employer of the organization must step up for performing major activities for encouraging the employees who works for long durations. First and foremost role of the manager of the organization to lead from the front and encourage all the workers pursing extra workload to finish the work timely. For attaining this every work needs to be time constrained. It is quite efficient for the management of the organization to provide proper training as well as techniques to the employees and the workers about time management. It is the role of the organizational managers for providing importance to the activities that are worth rather than the ordinary activities. This actually enables the managers as well as the employees to complete all the important tasks with proper recognition. It is mandatory on the part of the organization to encourage the open efficient communication both vertically as well as horizontally ("Job flexibility and workà ¢Ã¢â€š ¬Ã‚ life balance pay dividends for Nationwide", 2013). The managers must possess a clear mission as well as vision for developing the goals and objectives along with the reciprocated consensus of all the employees. The managers must also play a significant role in empowering all the employees by boosting them with confidence and start achieving the goals. Managers should prolifically grant the leave and encourage the employees for minimizing the stress. The managers along with the management people must outline alternative strategies for the employees working for long duration so that they can enhance the productivity level and perform well. Therefore, it is important for a manager of an organization to make all the employees motivated and catering all the psychological needs needed for working excessive hours. Promotions, incentives etc are the basic ways by which the employees feel motivated and thus increase the efficiency level in achieving the objectives during the excessive working hours. It is quite important for the managers in an organization to maintain the zeal within the workers in their work. For ensuring this the employers must take effective steps that would make the employees clear about the collectively outcome of the downturn (Mann, 2013). It is the role of the employers for making the employees aware about the significant influence and positive impacts of having working hours being flexible. The managers must let the employees know that the organization need them during the downturn times but they does not possess enough resources so the manager must convince them to cooperate and work together for longer duration with effectiveness and efficiency for the well being of the organization. Once the organization is out of the economic downturn then the employees can again enjoy the time of working for fewer hours and moreover they would be provided with perks and incentives accordingly (Mitsakis Talampekos, 2014). This scenario would lead the entire workforc e to work dedicatedly towards the organization with more commitment. In the time of economic misbalance, it is quite important for proper allocation of all the resources whether it is the capital, human resource, space and time. It is an important role of the employer to encourage the employees to complete the work in time and significantly provide a time structure along with the work which will enable the employees to follow the structure to complete the work in time. This would actually enable the employees a well as the organization during the economic misbalance to work effectively and efficiently which achieving the objectives and goals within the deadlines (Palan, 2007). Form attaining this peak it is the role of the management and the employer to provide all the employees about the significant knowledge about time management and ascertaining completed results. It must also be noted during economic downturn that important resources and time must be effectively used and wastage of these resources must be negligible. All the resources must be effi ciently used during the economy misbalance and proper utilization must be done to define the most important tasks. The employers and the management of the organization should also counter balance the results during economic downturn and therefore it is mandatory to have an effective and open communication by which the organization will be organized at various levels. This would prolifically enable the organization to have a significant harmony and proper teamwork for gaining optimal output and motivation level within the employees. Even in the economic misbalance the employers must play a prolific role in expressing the satisfaction towards the employees when the employees achieve the desired level of performance and they must also be rewarded for achieving the goals and objectives (Peters, den Dulk, van der Lippe, 2009). This would help them to keep motivated as well as dedicated towards the organization. Proper decision making and effective utilizations of the resources and work contributions can facilitate the work-life balance during an economic misbalance (Piersol, 2007). Evaluating the organizations now-a-days the meaning of the term flexibility is changing rapidly and this change requires being absorbed in the work environment to ensure customer expectations and satisfaction ("Pitfalls in planning flexibility", 2016). Thus it is quite important for the employers in the organization to have prolific culture that would ascertain to have a better balance in work-life flexibility. It is also necessary for having a proper management and efficient framework by which the goals of the organization can be achieved and also the personal loves of the employees will not be at stake (Schwartz Zimmerman, 2012). In situations like economic misbalance proper utilization of human resources with no grievances can also enable the workforce to carry a work-life balance effectively. References Abernathy, W. (2013). A behavior-based employee performance system.Performance Improvement,42(5), 15-18. https://dx.doi.org/10.1002/pfi.4930420505 Allvin, M. (2011).Work without boundaries. Chichester, West Sussex, UK: John Wiley Sons. Bates, F. Goldberg, M. (2011). On Systematic Balance: Flexibility and Stability in Social, Economic, and Environmental Systems.Contemporary Sociology,20(3), 363. https://dx.doi.org/10.2307/2073672 Benetti, F., Bacha, I., Garrido Junior, A., D'Andra Greve, J. (2016). 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