Enron corporation in the early years of 21st century.

The flim is related from the from

the perspective of Cruver himself here depicted as a brilliant but naive young trader
who after being hired by the Enron, was dazzled and seduced by the companys get
rich quick by whatever means necessary credo. The obscentely extravagant Enron
culture (represented by endless officeparties and nubile young ladies) was built upon
the backs of the companys stockholders and lower -echelon employees -- and, when
everything inevitably crashed and burned in the spring of 2002, it was the "little
people" who suffered the most. Although several real-life

ersonalities

are

portrayed in the film, among them Enron CEO Ken Lay (played Mike Farrell),
executive Jeff Skilling (Jon Ted Wynne), and conscience-stricken whistleblower
Sherron Watkins (Jan Skene), many of the characters are composites, chief among
them the mysterious, sinister Enron higher-up "Mister Blue" (Brian Dennehy), whose
primary function is to spout blatantly mercenary exposition. Due to budget restraints,
The Crooked E: The Unshredded Truth About Enron was filmed not in Houston but
in Canada; and thanks to copyright restrictions, the company's famous "slanted E"
logo is considerably altered onscreen. The film made its CBS debut on January 5,
2003. ~ Hal Erickson, Rovi.

n December of 2001, the largest bankruptcy in

United States history was filed. Ten thousand people lost their jobs, and even more
saw their life savings wiped out. In total, twenty-five billion dollars was lost. This is
the eyewitness account of Enrons scandalous undoing, and one insider who survived
his own personal fall from grace.
Brian Cruver (Christian Kane, Life or Something Like It) is a bright 26-year-old
Texas boy. He has the perfect girl in Courtney (Shannon Elizabeth, American Pie),
his fiance, and he has the perfect job at Enron, a bankruptcy trading group soaring to
number one in the Fortune 500. Brash, energetic, and trusting, Brian believes
everything that Enron Chairman of the Board Kenneth Lay (Emmy nominee Mike
Farrell, M*A*S*H) says about the companys dedication to integrity. As Cruvers
salary skyrockets, and as his position as senior manager for bankruptcy risk
management imbues him with more power, Cruver finds himself seduced into a
corporate greed machine with no way out. But Cruver doesnt want outeven at the
risk of losing Courtney. Its everything hes always wanteduntil he stumbles upon
Enrons secret.

Trading in abstract commodities while holding virtually no real assets, the company
once poised to take over the universe is nothing more than a house of cards waiting
to fall. As new falsifications of financial statements come to light, Cruver discovers
hes just one more pawn in a game for scoundrels, one more expendable employee
hired to make rich men richer, and one more fool whose blind pursuit of the
American Dream has sent him spiraling deeper into a surreal corporate nightmare.
Before its over, it will change everything that Cruver believes about right and wrong
and will leave him with one last desperate question: Can a man who allowed himself
to be seduced to the dark side be granted one more chance at salvation?
At a 4th of July party, young Brian Cruver is told by Mr. Blue, a friend of the family,
"This is America. If you want something, you take it." Fifteen years later, in April
2001 and 8 months before its collapse, Cruver starts his first day at Enron in a sales
boiler room and discovers Mr. Blue is one of the big shots in the company. The
Crooked E The Unshredded Truth About Enron tells the story of what happens when
a company applies Mr. Blue's rule across the board and follows the Enron collapse
through Cruver's eyes and his own personal meteoric rise and downfall. A secondary
set of both sarcastic and dreamy eyes is provided by coworker Liz (Nancy Anne
Sakovich).
we can see in the movie that in april 1, 2001 Enrons stock $55.70 billion and it
became americas 7th largest company. It established global power plant over in
England, India ,Chaina, south america and over the philippine. And every worker of
Enron work honesty there. Every week,every year and every day they come up with
new ideas for their work. Enrons human resouce seactor was very good thats why
they could be one of the biggest company of America. April 2, 2001 Enron stock was
$54.06 billion. the film shows how shareholders and employees suffered the most.
Real-life executives are portrayed in the film, including Enron Chairman Ken Lay
played by Mike Farrell, CEO Jeff Skilling played by Jon Ted Wynne, and whistleblower
Sherron Watkins played by Jan Skene, while other characters are renamed (presumably

to protect the innocent) such as senior executive Mr. Blue played by Brian Dennehy.
April 12,2001 Enron stock was 58.35$ and April 17,2001 Enron share was $60.00.
They got 18% increase in earnings 20% increase in net income and 280% increased
in quarterly revenues the 50 billions dollars then they were so confidient that they can

increase more by their work. They wanted to give their customer better service.april
20, 2001 Enron stock was 61.95$... And from May 6,2001 started to fropping down
Enron share and it was $59.40 billion.IN AUgust 14,2001 the Enron CEO took
resignation from the company for loosing a highest anount of its stock. During his
time he believes that he is doing many great job like creating job, they are changing
an industry, helping many energy industry,Monopoly dominated industry. Trying to
save consumer small businesses.. In August 16, 2001 Enron stock was $36.85 billion
this way Enrons stock was decreasing day by day. Then Enrons new CEO came and
he wanted to make the company Americas and worlds leading company. On August
31,2001 Enron stock was 34.99$ for problem of their HRM sector. Alen thought that
their CEO had been fired from the company but cruver told that he was leaving for
his personal reason. For loosing Enrons stock they stopped giving bonuce to their
employees.. But Cruver wanted to start the bonuce again so that the employee will be
motivated and they will work as before.And he did the thing again. In September 5,
2001 Enron stock was 32.36$ billion . In October 14, 2001 Enron stock was 35.81$ .
They got 26% increase in their Earnings and net income increases from 292 to 392
million in their net income. 200 million growth in wholesale and their retail energy
business. One time non requring charge increased 1.1$ billiuon. Shareholder
increased by 1.1$ billion . In October 18,2001 Enron stock was 32.20$ .. New CEO
thinks that emplyees are not very happy right then for that their stock was decreasing
and the CEO was not also happy that time... Because Enron was not a company only
to him he thinks Enron is his life and Enron is his family .
He always wanted to get Enron back by not
changing their mission.. Their misson will be always same and their work style also
always will be same they will make the company again to a Americas best company
and worlds best company by their work.. And they wish anyone will not able to bring
them down. In OCtober 2001 Enrons stock got more down.. It became $ 19.79
billionin OCtober 14,2001 Enrons share was $ 16.41 it was decreased more and
more. In November 8 2001 Enrons stock was $8.41 billion. In november 21 Enron
stock was 5.01$ billion. On December 3,2001 Enron stock was only $0.40 and all the
worker had 30 minutes to clear their company.

Enron management could do various types of job to get back their company as before

they could do workforce divercity to do their work properly. Enrons new CEo could
not motivate the workers properly but the past CEo did it properly. The challenge is
to make the organization more accommodating to diverse group of people by
addressing different lifestyle , family needs and work styles. It is simple that different
types of people work skill will be different. They could motivate the employees in
different ways like they could give them work break work share,, they had only given
bonuce facilities to the employyes whilw passionate about their carreers, will not
sacrifice family and leisure leisure for their career. This become a difficult balance for
a employeers to maintain as the lines between employee work and personal life blur
in the face of a demanding competitive environment. They could hiring good
employee for their company in a technology based organization employee selection is
very hard.
The process of interviewing and
evaluating candidates for a specific job and selecting an individual for employment
based on certain criteria. Employee selection can range from a very simple process to
a very complicated process depending on the firm hiring and the position. Certain
employment laws such as anti-discrimination laws must be obeyed during employee
selection.. Enron ceo could give good training to their employee. Train and
development can help to manage a employee careers. The internet has provided HRM
opportunities to deliver web-based training and develop to employees on demand
whenever the employee has time toconcentrate on the material. Teleconferencing
technology allows employees to train and coleborate in group regardless of their
location . Organizations that rely heavilyon technology find an increased need for
training. Online training and teleconferencing also allows HR departments to deliver
cost effective training that help stretch the HR budget.

Communication, as you see in our opening scenario, is key to a

successful career as a human resource manager (HRM) or as a manager. While

communication is likely discussed in several of your business classes, it should also
be addressed in an HRM book, since much of what we do in HR is based on effective
communication.
How many times do miscommunications happen on a daily basis, either in your
personal life or at your job? The good news is that we can all get better at
communication. The first thing we need to do is learn how we can communicate with
our employees. Then we will want to look at our own communication style and
compare that with other styles. Have you ever spoken with someone you just didnt
get? It is probably because you have different communication styles. We address
this in . Body language is also a key contributor to communication; in fact, as was
suggested in the late 1960s by researcher Albert Mehrabian, body language makes up
93 percent of our communication. Part of communication is also looking at the way
we manage people. Depending on our style of management, we may use a variety of
management styles to communicate things we need done or to give performance
feedback. One major way companies communicate with employees is through the use
of meetings. Some meetings can be very effective, but as you probably already know,
many meetings arent very productive. We will discuss some strategies to help you
run a more effective meeting. We can see that in Enron Cruvers communication skill
was very good. By his skill he got many contract for their company. We know
different types of people has different types of skill for their work.

Planning

It is the basic function of management. It deals with chalking out a future course
of action & deciding in advance the most appropriate course of actions for
achievement of pre-determined goals. According to KOONTZ, Planning is deciding
in advance - what to do, when to do & how to do. It bridges the gap from where we
are & where we want to be. A plan is a future course of actions. It is an exercise in
problem solving & decision making. Planning is determination of courses of action to
achieve desired goals. Thus, planning is a systematic thinking about ways & means
for accomplishment of pre-determined goals. Planning is necessary to ensure proper
utilization of human & non-human resources. It is all pervasive, it is an intellectual
activity and it also helps in avoiding confusion, uncertainties, risks, wastages etc. A
company should plan newly everyday for develop themselve

Organizing

It is the process of bringing together physical, financial and human resources and
developing productive relationship amongst them for achievement of organizational
goals. According to Henry Fayol, To organize a business is to provide it with
everything useful or its functioning i.e. raw material, tools, capital and personnels.
To organize a business involves determining & providing human and non-human
resources to the organizational structure. Organizing as a process involves:

Identification of activities.

Classification of grouping of activities.

Assignment of duties.
Delegation of authority and creation of responsibility.
Coordinating authority and responsibility relationships.

They have to classify first what types of activity they will do and what types of
activity they will not do. They have to assign work for every employee..
Enron could develop themselves by creating awareness among the
workers.
Directing
It is that part of managerial function which actuates the organizational methods to
work efficiently for achievement of organizational purposes. It is considered lifespark of the enterprise which sets it in motion the action of people because planning,
organizing and staffing are the mere preparations for doing the work. Direction is that
inert-personnel aspect of management which deals directly with influencing, guiding,
supervising, motivating sub-ordinate for the achievement of organizational goals.
Direction has following elements:

Supervision
Motivation
Leadership
Communication

Supervision- implies overseeing the work of subordinates by their superiors. It is the

act of watching & directing work & workers.
Motivation- means inspiring, stimulating or encouraging the sub-ordinates with zeal
to work. Positive, negative, monetary, non-monetary incentives may be used for this
purpose.
Leadership- may be defined as a process by which manager guides and influences
the work of subordinates in desired direction.
Communications- is the process of passing information, experience, opinion etc
from one person to another. It is a bridge of understanding.
1. They could motivate the employees by those types of work
also.

Controlling
6

It implies measurement of accomplishment against the standards and

correction of deviation if any to ensure achievement of organizational goals.
The purpose of controlling is to ensure that everything occurs in conformities
with the standards. An efficient system of control helps to predict deviations
before they actually occur. According to Theo Haimann, Controlling is the
process of checking whether or not proper progress is being made towards the
objectives and goals and acting if necessary, to correct any deviation.
According to Koontz & ODonell Controlling is the measurement &
correction of performance activities of subordinates in order to make sure that
the enterprise objectives and plans desired to obtain them as being
accomplished. Therefore controlling has following steps:
2.
1. Establishment of standard performance.
2. Measurement of actual performance.
3. Comparison of actual performance with the standards and finding out deviation
if any.
4. Corrective action.

ENRONS CEO could identify their all of the HRM management

problem and they could do work together to solve those problems.

Staffing

It is the function of manning the organization structure and keeping it manned.

Staffing has assumed greater importance in the recent years due to advancement of
technology, increase in size of business, complexity of human behavior etc. The main
purpose o staffing is to put right man on right job i.e. square pegs in square holes and
round pegs in round holes. According to Kootz & ODonell, Managerial function of
staffing involves manning the organization structure through proper and effective
selection, appraisal & development of personnel to fill the roles designed un the
structure. Staffing involves:

Manpower Planning (estimating man power in terms of searching, choose the person

and giving the right place).

Recruitment, Selection & Placement.
Training & Development.
Remuneration.
Performance Appraisal.
Promotions & Transfer.

Enron could also give their workers promotion by this was they could motivate
them.
We know about HRM functions... The last phase of HRM process ia
motivator, but because of the changing mix and s .

s
called the maintenance functiom,this phase puts into place activities that will help
retain productive employees.when one considers how employees job loyalty has
declined in the past decades its not difficult to see the importance of maintaining
employee commitment. To do so requires some basic common sense and some
creativity.
To retain good staff and to encourage them to give of their best while at work requires
attention to the financial and psychological and even physiological rewards offered
by the organization as a continuous exercise.
Basic financial rewards and conditions of service (e.g. working hours per week) are
determined externally (by national bargaining or government minimum wage
legislation) in many occupations but as much as 50 per cent of the gross pay of
manual workers is often the result of local negotiations and details (e.g. which
particular hours shall be worked) of conditions of service are often more important
than the basics. Hence there is scope for financial and other motivations to be used at
local levels.
As staffing needs will vary with the productivity of the workforce (and the industrial
peace achieved) so good personnel policies are desirable. The latter can depend upon
other factors (like environment, welfare, employee benefits, etc.) but unless the wage
packet is accepted as 'fair and just' there will be no motivation.
Hence while the technicalities of payment and other systems may be the concern of
others, the outcome of them is a matter of great concern to human resource nature of
taskmanagement.

workers.

Drug-Free Workplace Act

The federal Drug-Free Workplace Act applies to federal contractors whose
organizations have contracts of $100,000 or more, is not for acquisition of
commercial goods, and is performed in the U.S. It also applies to all organizations
that are federal grantees and all individuals who receive a contract or grant from the
federal government.
The Drug-Free Workplace Act does not apply to subcontractors or subgrantees.
Affected employers must certify that they will provide a drug-free workplace. The
law doesnt require alcohol or drug testing, but testing is implicitly authorized as a
means to maintain a drug-free workplace.
Penalties for employer who dont comply with the Drug-Free Workplace Act
According to the U.S. Department of Labor (DOL), if a covered employer does not
comply with the requirements of the Drug-Free Workplace Act it can suffer stiff
penalties including suspension of payments for the contract or grant, termination or
suspension of the contract or grant, and violators may be prohibited from receiving
another contract or grant for a specified period.
Employers whose companies fall under this category must have a policy prohibiting
the unlawful manufacture, distribution, dispensation, possession, or use of a
controlled substance in the workplace and specifying what actions will be taken in
the event of violations.
If an employee is convicted of a drug crime that occurred in the employers
workplace, the employer must take certain actions against the employee and notify
the contracting or granting government agency. Failure to comply with these
provisions or any of the Druf Free Workplace Acts other requirements can result in
serious consequences. If a contractor violates the above-stated requirements, its
contract may be suspended or even terminated.

The Worker Adjustment and Retraining Notification Act (WARN)

generally covers employers with 100 or more employees, not counting those who
have worked less than six months in the last 12 months and those who work an
average of less than 20 hours a week. Regular federal, state, and local government
entities that provide public services are not covered. Employees entitled to notice
under WARN include managers and supervisors as well as hourly and salaried
WARN protects workers, their families, and communities by requiring
employers to provide notification 60 calendar days in advance of plant closings and
mass layoffs. Advance notice gives workers and their families some transition time to
adjust to the prospective loss of employment, to seek and obtain other jobs and, if
9

necessary, to enter skill training or retraining that will allow these workers to compete
successfully in the job market. WARN also provides for notice to state dislocated
worker units so that they can promptly offer dislocated worker assistance.
A covered plant closing occurs when a facility or operating unit is
shut down for more than six months, or when 50 or more employees lose their jobs
during any 30-day period at a single site of employment. A covered mass layoff
occurs when a layoff of six months or longer affects either 500 or more workers or at
least 33 percent of the employer's workforce when the layoff affects between 50 and
499 workers. The number of affected workers is the total number laid off during a
30-day (or in some cases 90-day) period.

Employee Rights
Workers or their representatives, and units of local government may bring individual
or class action suits. U.S. district courts enforce WARN requirements. The Court may
allow reasonable attorney's fees as part of any final judgment.
Penalties/Sanctions
An employer who violates the WARN provisions is liable to each employee for an
amount equal to back pay and benefits for the period of the violation, up to 60 days.
This may be reduced by the period of any notice that was given, and any voluntary
payments that the employer made to the employee.
An employer who fails to provide the required notice to the unit of local government
is subject to a civil penalty not to exceed $500 for each day of violation. The
employer may avoid this penalty by satisfying the liability to each employee within
three weeks after the closing or layoff.
Employees should be honest for their work... We could see some of dishonest
workers for Enron.. They could remove their dishonest workers and they could be
safe.
Employee theft if a serious problem, especially for the retail industry.
Inventory shortages often range from two to five percent of sales and over half of
these loses are usually attributed to employees. Many retail companies rely on preemployment screening tests to help them hire applicants who have lower probabilities
of stealing from the company.
The best way to estimate the reliability of a test is called the test-retest method.
This method involves administering a test to a group of people two different times
with a brief interval between administrations and correlating the two scores. If the
correlation coefficient is greater than 0.80, the test is considered reliable, although
correlations as low as 0.70 are sometimes considered acceptable.
To illustrate how reliability is estimated, the reliability of an honesty test was
examined by asking 44 college students to take the exam twice with a one week
interval between. Twenty-five of the students were undergraduates and the other 19

10

were graduate students. The correlation coefficient was 0.83, suggesting that the test
is reliable. This correlation is slightly lower than what has been found on other
occasions, probably because the students were not applying for a job. Four students
had identical percentile scores on both tests, while one student had scores that
differed by 39 percentile points.
Emplyee monitoring is another kinds of job by which Enron could do is
workplace security and employee monitoring.
2. Telephone Monitoring
Can my employer listen to my phone calls at work?
In most instances, yes. For example, employers may monitor calls with clients or
customers for reasons of quality control. However, when the parties to the call are all
in California, state law requires that they be informed that the conversation is
recorded or monitored by either putting a beep tone on the line or playing a recorded
message. (California Public Utilities Commission General Order 107-B)
Not every business is aware of this requirement, so your calls might still be
monitored without a warning. Federal law, which regulates phone calls with persons
outside the state, does allow unannounced monitoring for business-related calls. See
Electronic Communications Privacy Act, 18 USC 2510, et. seq.
An important exception is made for personal calls. Under federal case law, when an
employer realizes the call is personal, he or she must immediately stop monitoring
the call. (Watkins v. L.M. Berry & Co., 704 F.2d 577, 583 (11th Cir. 1983)) However,
when employees are told not to make personal calls from specified business phones,
the employee then takes the risk that calls on those phones may be monitored.
Privacy Tip: The best way to ensure the privacy of your personal calls made at work
is to use your own mobile phone.
If I wear a headset, are my conversations with co-workers subject to
monitoring?
Yes. The conversations you have with co-workers are subject to monitoring by your
employer in the same way that your conversations with clients or customers are. If
you wear a headset, you should use the same care you would if you were talking to a
customer or client on the phone. Some headsets have "mute" buttons which allow you
to turn off the transmitter when you are not using the telephone.
Can my employer obtain a record of my phone calls?
Yes. Telephone numbers dialed from phone extensions can be recorded by a device
called a pen register. It allows the employer to see a list of phone numbers dialed by
your extension and the length of each call. This information may be used to evaluate
the amount of time spent by employees with clients.

11

Employers may use pen registers to monitor employees with jobs in which telephones
are used extensively. Frequently, employees are concerned that the information
gathered from the pen register is unfairly used to evaluate their efficiency with clients
without consideration of the quality of service.
3. Computer Monitoring
If you have a computer terminal at your job, it may be your employer's window into
your workspace. There are several types of computer monitoring.
1. Employers can use computer software that enables them to see what is on the screen or
stored in the employees' computer terminals and hard disks. Employers can monitor
Internet usage such as web-surfing and email.
People involved in intensive word-processing and data entry jobs may be subject to
keystroke monitoring. Such systems tells the manager how many keystrokes per hour
each employee is performing. It also may inform employees if they are above or below
the standard number of keystrokes expected. Keystroke monitoring has been linked with
health problems including stress disabilities and physical problems like carpal tunnel
syndrome.

2. Another computer monitoring technique allows employers to keep track of the amount of
time an employee spends away from the computer or idle time at the terminal.

Is my employer allowed to see what is on my terminal while I am working?

Generally, yes. Since the employer owns the computer network and the terminals, he
or she is free to use them to monitor employees.Employees are given some protection
from computer and other forms of electronic monitoring under certain circumstances.
Union contracts, for example, may limit the employer's right to monitor. Also, public
sector employees may have some minimal rights under the United States
Constitution, in particular the Fourth Amendment which safeguards against
unreasonable search and seizure.
There may be some additional rights for employees in California given specific
statutes of that state. See the paper by Los Angeles attorneys John Caragozian and
Donald Warner, Jr., titled "Privacy Rights of Employees Using Workplace Computers
in California," published in 2000.
How can I tell if I am being monitored at my terminal?
Most computer monitoring equipment allows employers to monitor without the
employees' knowledge. However, some employers do notify employees that
monitoring takes place. This information may be communicated in memos, employee
handbooks, union contracts, at meetings or on a sticker attached to the computer.
In most cases, employees find out about computer monitoring during a performance
evaluation when the information collected is used to evaluate the employee's work.
4. Mobile Devices

12

Can my employer monitor my employer-provided smartphone?

Under most circumstances, your employer may legally monitor your usage of an
employer-provided smartphone. Monitoring apps can secretly record your text
messages, email, Web usage, location, contacts, call logs, photos and videos.
Are my text messages on an employer-provided cell phone private?
In a June 2010 decision, the Supreme Court unanimously upheld the search of a
police officer's personal messages on a government-owned pager, saying it did not
violate his constitutional rights. The warrantless search was not an unreasonable
violation of the officers 4th Amendment rights because it was motivated by
legitimate work-related purposes. The city was trying to determine whether it needed
to modify its wireless contract, which imposed fees after employees exceeded
character limits on text messages.
The city obtained a transcript of Quons messages during an investigation to
determine whether officers were using their pagers for personal messages. The
transcripts showed that Quon had been exchanging sexually explicit messages. The
Courts decision generally allows government employers to look at workers'
electronic messages if employers have reasonable, work-related grounds.
5. Email, Voice Mail and Postal Mail
In most cases, no. If an e-mail system is used at a company, the employer owns it and
is allowed to review its contents. Messages sent within the company as well as those
that are sent from your terminal to another company or from another company to you
can be subject to monitoring by your employer. This includes web-based email
accounts such as Gmail and Yahoo as well as instant messages. The same holds true
for voice mail systems. In general, employees should not assume that these activities
are not being monitored and are private. Several workplace privacy court cases have
been decided in the employer's favor. See for example:

At least one Court has placed some limitations on an employer's policy that personal
emails are not private. On March 30, 2010, the New Jersey Supreme Court ruled that
attorneys for an employer violated the privacy rights of a former employee and the
rules of professional conduct by reading emails the employee sent to her counsel on a
company laptop through her personal password-protected Yahoo email account.
The Court held that the attorney-client privilege applied to emails even though the
employer had a general policy stating that the employee should have no reasonable
expectation of privacy in communication sent over company equipment. The court
zeroed in on the attorney-client privileged nature of the emails. The court did not
address whether the employee would have had a reasonable expectation of privacy
with respect to personal email communications with a non-lawyer

13

6. Video Monitoring

For the most part, yes. Video monitoring is a commonplace method of deterring theft,
maintaining security and monitoring employees. For example, a bank may utilize
video monitoring to prevent or collect evidence on a robbery. A company may also
use video monitoring in a parking garage as a security measure for employee safety.
Employers may also use cameras to monitor employee productivity and prevent
internal theft. Currently, federal law does not prevent video monitoring even when
the employee does not know or consent to being monitored.

6. Social Media Monitoring

Can I be fired over what I post on social media sites?
It depends on the policies your employer has in place and your State law.
Many companies have social media policies that limit what you can and cannot post
on social networking sites about your employer. A website called Compliance
Building has a database of social media policies for hundreds of companies. You
should ask your supervisor or human resources department what the policy is for
your company.
Some states, including California, Colorado, Connecticut, North Dakota and New
York, have laws that prohibit employers from disciplining an employee based on offduty activity on social networking sites, unless the activity can be shown to damage
the company in some way. In general, posts that are work-related have the potential
to cause the company damage. Anti-discrimination laws prohibit employers from
disciplining employees based on age, race, color, religion, national origin or gender.
If you feel that you have been discriminated against, contact a lawyer. You can find a
lawyer who specializes in employment law via the National Employment Lawyers
Association.

Workplace romance is another problem for Enron. It is common to all company.

When individuals close in age with similer interest meet at work and are together for
14

forty hours a week or more, sometimes colleagues can turn into romantic partners..
That happened with some people of Enron..
People tend to look at workplace romance as a kind of fluffy topic, but for
organizations, theyre taking them more seriously, said Evren Esen, manager of
SHRMs Survey Research Center. There only has to be one situation of a workplace
romance gone bad to convince an HR department to adopt a policy.
More than twice as many employers have written or verbal polices on office
romances than in 2005, reported SHRM, which canvassed 380 HR professionals July
9-26, 2013. In 2005, 20 percent of respondents had such policies; in the most recent
survey, 42 percent did.

Almost every respondent whose company had a workplace-romance policy (99

percent) said love matches between supervisors and subordinates are not allowed.
Thats up from 80 percent in 2005 and 64 percent in SHRMs 2001 Workplace
Romance survey. Almost half of these policies (45 percent) forbid romances between
employees of significantly different rank, a significant jump from 16 percent in 2005.
Typically, these prohibitions are designed to protect the company from sexual
harassment lawsuits if the relationship ends and the subordinate claims the supervisor
or higher-ranking colleague is making unwanted advances.
In addition to a sex harassment claim, there are a variety of torts that can be alleged,
said Edward Harold, a partner practicing employment litigation at Fisher & Phillips,
LLP. For example, if one party claims the relationship was not consensual, she can
include claims of assault and battery, false imprisonment and defamation. These
allow her to sue the individual in the same suit with the company. That creates a
potential conflict of interest between the employer and the employee and increases
the cost of litigation if the employer is in a position where it feels the need to pay for
a defense on behalf of the individual.

from this movie i learned:

from this movie i

learned how to manage A company and what types of task can make a company to a
good leading company and what types of work can be harmful for a company... How

15

to control a company nicely.

NAME:
KHAN,MD.ASIF
16

ID: 14-26948-2
MOHAN,ABDULL
AH AL
ID:14-26901-2
SECTION: H

17