EOC "Up in the Air"

In the movie, Up in the Air, George Clooney’s character has a very unique skill. His unique skill is the ability to fire workers and make them feel that new doors are opening for them. Three skills that he uses to benefit the employee are persuasion, apathy and optimism. These three skills help George Clooney’s character to convince the employee they are going to be okay and begin a new path while encouraging them to follow their dreams rather than comfort them.

If I were in the same position as George Clooney’s character, I would have a very difficult time. I do not think that I would be very good at telling people they were being let go. I do not like to break spirits or feel any form of guilt, which are two consequences of such a job.

If I were the employee being let go, I think that I would be much like the characters in the movie. I would not freak out but I would be very frustrated and upset. Swearing at the person firing me would most likely occur. I think that both ends of such an action would be difficult for me to handle.

BOC: Getting Fired

I, personally, have not had a firing experience. I have not been fired and I have not fired someone. I have, however, come into contact with several people and families that have been affected by firings and lay offs. One person I remember in particular was a friend of mine’s father, Craig. He was working at the University of Missouri when I lived in Columbia, Missouri where the school is located. I saw the trouble that her family went through as the process took effect. The first step was the news. Craig found out about three months before the lay off occurred that he was going to be let go. The school needed to save money and was laying off some of the scientists in the environmental department that he worked in. As Craig looked for a new job throughout the three months, it was very hard to find work. After the three months, Craig still had not found another job in his career field. He ended up taking a full time management position at a local grocery store, Hy-Vee. The family struggled and my friend and his mother worked more hours to try and compensate for the depleted income. It has been very difficult for the family, especially Craig since he is no longer working with his passion. Lay offs and firings can be very intense and difficult and can often cause people to fall into a depressed state.

EOC "Personal Freedom vs. Union Membership"

If I wanted to work for a company that required me to be in a union, I would seriously consider how badly I want the job. If it is a great opportunity and a job that means a lot to me, I would most likely join the union as asked. The reason I feel this way is because a union is great to work under if it is beneficial to you. Benefits include increase compensation, equality, seniority, consistency and employee representation. With advantages like these, a job that you are looking to profoundly excel in is one to choose.

If the union called a strike over an issue I did not agree with, I would look for another job. It is not worth risking the incredible loss of pay in a strike. Strikes are a bad idea for many reasons. One, you are not guaranteed your job back and two, you will take the loss of however many months pay the strike takes. I would take a lesser paying job before I would sit for a strike I do not stand for.

If I HAD to belong to get a paycheck, issues that concern me would include incentives based on seniority, cost of union dues, majority rules and competition. I would look into these issues because they affect my paycheck and how well I do in the company.

BOC "History of Labor Unions In US"

“Most citizens of the United States take for granted labor laws which protect them from the evils of unregulated industry. Perhaps the majority of those who argue for ‘free enterprise’ and the removal of restrictions on capitalist corporations are unaware that over the course of this country's history, workers have fought and often died for protection from capitalist industry. In many instances, government troops were called out to crush strikes, at times firing on protesters.”[1]

The resource of the quote above consists of a timeline that outlines several important events in the history of labor unions in the United States. The first event is placed in 1806 when the union of Philadelphia Journeymen Cordwainers were convicted of and bankrupted by charges of criminal conspiracy after a strike for higher wages, setting a precedent by which the U.S. government would combat unions for years to come. Lots of similar events continue to occur after that year until mid-September of 1989. Many of the occurring events deal with issues such as working hours and wages. Many str

ikes ended in blood.

“Crafts that formed local unions in the late 18th and early 19th cent. included printers, carpenters, tailors, and weavers. Their chief purpose was to keep up craft standards and to prevent employers from hiring untrained workers and importing foreign labor.”[2]

“Although unions during the Revolutionary period were mostly temporary, their movements set the stage for the “modern” unionization of workers. The unionization would lead to many of the benefits that workers enjoy today.”[3]

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[1] http://www.lutins.org/labor.html

[2] labor union: In the United States — Infoplease.com http://www.infoplease.com/ce6/bus/A0861691.html#ixzz18CVu5B6Z

[3] http://ellerbruch.nmu.edu/classes/cs255w02/cs255students/GMURRAY/p11/history.pdf

EOC Evaluation Experience

· What did you learn?

From the 15 step evaluation process I learned how similar the goals of Cristin, Gloria, Breann and I are. I learned that each of our main goals is to graduate and find a job. All of us, though in various programs, work hard to attain our Bachelors degrees and will not stop until we have done so. From the evaluation process that we imitated, I learned that it is somewhat difficult to determine how good someone is at their job through a simple interview. I also learned that you can actually pick up a lot about a person’s work ethic and personality from a simple interview.

· What caught you by surprise?

Things that caught me by surprise include everyone’s work ethic, a slight tendency to slack in attendance, little motivation, strong want to earn degree.

· How prepared were you?

I was rather prepared because I knew what kinds of questions were going to be asked and how to answer them. Interviewing and evaluation has a lot to do with saying what the interviewer wants to hear.

· Evaluate the individual members of your group.

· By name, how did they participate?

Cristin: Strong want to accelerate her degree. Strong desire to do well in school. Understands school policies and even how to work around them.

Gloria: Strong want to graduate. Works hard on projects and assignments. Understands school policies.

Breann: Very good student. Strong want to graduate. Works very hard on all assignments. Truly has passion for potential career.

· Do you think they (by name) could be viable candidates for a real job? Explain.

Cristin: Very viable candidate for a real job. Very personable, knows how to talk to people, good persuasion skills, would make a good salesperson.

Gloria: Very viable candidate for a real job. Very friendly, neat and well-spoken. Determined and outgoing.

Breann: Very viable candidate for a real job. Very hard working, very passionate with a strong desire to succeed.

· Would you want them to represent your school in a job interview situation as a graduate of The Art Institute?

I think that all three girls would be good choices for representing the Art Institute in a job interview situation. I feel that all three of the candidates are personable, hard working and determined.

· How could this experience be improved for you? For the class?

This experience could be improved for both me and the class by interviewing people in several different degree programs. Variations in gender and age would also create improvement. I think that this experience would be better evaluated if done in a general education class, where several different majors and types of people are included.

BOC Famous Resume

Karl Lagerfeld

klagerfeld@chanel.com

12 rue Vivienne

75002 Paris

France

+44 (0)1 44 50 22 22

Fashion Designer, Artist, Photographer

More than 40 years’ experience in the fashion design, development and market launch of high-quality clothing for the global markets. Combine outstanding design talents with the ability to create identity and develop individuality. Prior experience in garment design and product development. Expertise includes:

• Innovative Designs	• Classic Designs
• Ready-to-Wear Designs	• Fashion Photography
• Costume Design	· Ever Evolving Looks

PROFESSIONAL EXPERIENCE

Head Designer & Creative Director 1982 - Current

Chanel

France

High-Profile corporate position directing and creating designs. Recruited due to excellent recognition as a fashion designer. Well-known for his Chanel logo design and upholding the timeless, always chic style of Chanel.

President, CEO, Head Designer & Creative Director 1980 - Current

Karl Lagerfeld

Paris, France

High-profile corporate position overseeing, directing and developing the Karl Lagerfeld brand and all of its licensing projects. Began with freelance projects, including costume designs for celebrities such as Madonna and Kylie Minogue.

Collection Designer 1972-Current

Fendi

Italy

High-profile corporate position designing furs, clothing and accessories for the well-known brand.

AWARDS

· Neiman Marcus Award, 1980

· Bath Costume Dress of the Year Award, 1981

· Golden Thimble Award (Dé d’Or), 1986

· Council of Fashion Designers of America Award, 1991

· Fashion Footwear of America Award, 1991

NOTABLE WORK

Freelanced Early On For:

· Pierre Balmain

· House of Patou

· Krizia

· Chloe

EOC: Famous Resume

Marc Jacobs

marcjacobs@gmail.com

72 Spring St.,

8th Fl.

New York, NY 10012

212.343.0022

Fashion Designer

More than 20 years’ experience in the fashion design, development and market launch of high-quality clothing for the global markets. Combine outstanding design talents with the ability to create identity and develop individuality. Prior experience in garment design and product development. Expertise includes:

• Innovative Designs	• Product Development & Licensing
• Beautiful, Creative Designs	• Supplier Sourcing & Negotiations
• Client Sales Presentations & Negotiations

PROFESSIONAL EXPERIENCE

Creative Director 2007 - Current

Louis Vuitton

France

High-Profile corporate position directing and creating designs. Recruited due to excellent recognition as a fashion designer. Notably created the first ready-to-wear line for Louis Vuitton. Proven to be a true asset to the Louis Vuitton brand.

President, CEO & Designer 1986 - Current

Marc Jacobs

New York City, New York

High-profile corporate position overseeing, directing and developing the Marc Jacobs brand and all of its licensing projects. Began as joint company and later put in to the hands of Jacobs.

Collection Designer 1984-85

Perry Ellis, Inc.

New York City, New York

High-profile corporate position directing and creating the design, development and fabrication of high-end clothing. Recruited to introduce new and innovative designs and a new designer.

AWARDS

· Made Time Magazine's 100 Most Influential People in the World – April 2010

· Council of Fashion Designers of America (CFDA)’s The Women's Designer of the Year Award – 1992

· CFDA’s Perry Ellis Award for New Fashion Talent – 1987

· Perry Ellis Gold Thimble Award – 1984

· Chester Weinberg Gold Thimble Award -1984

· Parson’s Design Student of the Year - 1984

EDUCATION

Parsons the New School for Design, New York City, New York

BFA – Fashion Design – 1984