Wk 7 EOC: 3 Profile Statements

o   An enthusiastic and engaged fashion industry professional, who has developed the skills and talents that contribute to planning and executing projects. Capable of quick on the job learning and enjoy collaborations to create presentable and attractive results. Trained-eye in seeking fashion trends and have a strong aesthetic sense.

 

o   A fashion industry professional with a trained-eye in seeking fashion trends and a strong aesthetic sense. Hopeful for the chance to show the skills and talents acquired to engage in planning and executing projects. Capable of quick on the job learning and enjoy collaborations to create presentable and attractive results.

 

o   As a young enthusiastic fashion industry professional, I’m hopeful to demonstrate my talents and engage my skills to contribute in reaching company objectives. I have a trained-eye in seeking fashion trends and have a strong aesthetic sense. Capable of quick on the job learning and enjoy collaborations to create presentable and attractive results.

Wk 6 EOC: Job Analysis

Job Analysis

Position: Apparel Buyer

Company: Nasty Gal

http://www.ventureloop.com/ventureloop/jobdetail.php?r=f_in&jobid=513380&utm_source=Indeed&utm_medium=organic&utm_campaign=Indeed

     This job listing I found seeking an apparel buyer for the fashion company Nasty Gal is an informative and attractive posting. After reading through it a couple times, I felt everything stated on it was necessary for the potential applicant to know and understand. Apparel Buyers are an essential part for any fashion company and they need to be highly knowledgeable and experienced in many areas of fashion. They have the job description set up by category one titled “in this role you will” and then another titled “you”.

     Under the “in this role you will” category is the job duties and responsibilities. Every point is a mandatory job, task, or responsibility that the employee must know how to do or learn fairly quickly on the job. Assisting in developing and driving key departmental merchandising strategies across all development types that are both conceptually & financially sound, is a job duty they need to have much experience with. The employee must be able to be a leader because they are in charge of a group of people who help develop the marketing and merchandising for the company to positively activate sales. Also falling under able to be a leader is because they will be acting as a Mentor and training associate & assistant buyers and also overseeing development and workload of Assistant and MA.  

     I do believe more emphasis should be put on the travel aspect of the job as there will be a lot for the employee who needs to seek out apparel from many places in the US and even out of the country. Though this can be elaborated on in the interview I feel more information could potentially save the employee and employer time by only interviewing people who are serious and fully informed. Under the “you” category is the skills and requirements of the employee. I feel this is a good list to start with and it will definitely help sort the potentials and the ones who need more experience or education first.

Wk 5 EOC: 3 Twitter Posts

An article posted in July of 2016 by a woman named Linda Nguyen, caught my attention, with its headline Starbucks relaxes dress code to include patterns, piercings. After reading this article I chose to tweet it because I felt this is an example of workplace change and adaptability to the times. This article explained the change to the employee dress code at the Starbucks locations in Canada, allowing them to express themselves, and dress and style themselves as they wish, as long as they stay appropriate. As a fashion student I’m all for expressing individuality and expressing yourself through clothing, accessories, and hair and makeup. I feel this little inch towards change will hopefully one day trickle through our country through all professions to promote individuality and make it okay for us all to be ourselves.

 
This article posted on Greenpeace International website the headline read Fast fashion is “drowning” the world. We need a Fashion Revolution! The article covers how fast fashion is affecting the planet and how consumers are contributing every time they purchase from fast fashion companies. As a fashion major I can see how fast fashion has helped the industry grow and profit billions of dollars, but on the other end as a person of this planet I’m concerned about the effects that these manufacturing processes that involve chemical waste and excessive water consumption. I believe fast fashion can still exists with a move towards a healthier planet by using smart textiles, natural materials, and recycled materials that easily and naturally decompose.

 

This headline caught my attention, Why You Should Interview People Who Turn Down a Job with Your Company, because it was something I had never thought about and after reading the article I can see why this idea could be a smart one. As industry professionals working to improve everyday decline offers can give important insight from outsiders about your company and even your competitors. It also shares how these decline interviews could be used to improve certain areas of the hiring process and the company as a whole. Sometimes the reasons people decline have nothing to do with the company but you can only find out if you conduct these interviews.

Wk 4 EOC: Physical Attractiveness

As a professional in training I can understand the unspoken factor of physical attractiveness or a clean fresh look being a quality that employers look for when hiring for positions where the person will be directly or indirectly acting as a face that represents the business, whether it’s a hostess at a restaurant, a front desk agent, or the face of a company. Employers want their business to be profitable and to do that you need to attract as many customers as you can. Nice looking, clean and professional workers can help with this. Certain businesses hold this factor at a higher standard than others and while I feel companies should be able to keep to their brands and hire who they feel fits the standards they hold, I also believe a more qualified person should be hired over a less qualified person regardless of what the physical appearance is of the person compared to the other or the brand. Uncontrollable factors should be overlooked, for example scars depending on the location and size the employee could possible cover this feature and if not able to it should be okay because this is something they could not control and discriminating against them for it is wrong. Today at certain places of business they give potential employees the option of being able to cover controllable factors, for instance tattoos, and still get the job. This option being shared in the beginning of the hiring process can help the potential employee decide if they are willing to hide their body art and it helps the employee decide if they really want the person they will have to let the tattoo situation go or just not hire the person. And this works vice versa a company might only want employees with tattoos. Another factor that can be either controllable or uncontrollable is personal hygiene. Someone can have full control over this and not notice there is a problem, so it might need to be brought up to them privately, you should have the option to not hire someone who you feel will cause a problem in the workplace but giving them a chance to change could end up working out for both sides. This factor can also be uncontrollable and these matters need to be handled with care or your company can be tarnished or lose business.

Wk 3 EOC: Workplace Fairness site

Employers getting away with taking advantage of their employees is a thing of the past thanks to the internet and organizations that are around today to assist and save employees in unfair and discriminatory situations. Workplace Fairness is a nonprofit organization that was created to help preserve and promote employee rights. A sponsor for the site is the National Employment Lawyers Association (NELA), who advocate for equality and justice in the American workplace. A reason NELA sponsors the site is because this is where they get business for the type of law they practice. NELA is a large organization that is comprised of lawyers who represent individual employees in discrimination and other employment-related matters. They believe “Workers will be paid at least a living wage in an environment free of discrimination, harassment, retaliation, and capricious employment decisions; employers will fulfill their promises to provide retirement, health, and other benefits; workers' safety and livelihood will not be compromised for the sake of corporate profit and interests; and individuals will have effective legal representation to enforce their rights to a fair and just workplace, adequate remedies, and a right to trial by jury.” (www.nela.org/) Three resources that are available on this site are the “Your Rights” page, where employee rights are found, and a page with links to helpful resources for you when learning to protect your rights and looking to take legal action. Lastly they have section for career services you might need. Some specific work related issues an employee would look to this website for is to help them in workplace situations that involve racism, sexism, discrimination towards age, unfair pay, sexual harassment, unpaid wages, health and safety, and many more. There are certain laws that are administered by the Equal Employment Opportunity Commission that protect employees from types of discrimination in the workplace, lawyers can help you fight these illegal issues. Hospitality managers can best address these issues by paying closer attention to the system they run, staying true to how they represent their business and keeping their obligations to their employees.