Analysis Of The Poem The Road Not Taken - 1191 Words

The poem â€Å"The Road Not Taken† is about how the author himself has come to a split in a path while walking in the woods without a map. The season is fall, and the leaves are turning red and yellow. He isn’t sure which way he should go, and he wishes he didn’t have to choose and could go both ways. He looks down one path as far as he can see, but he then decides to take the other. The path he decides to take is not quite as worn as the other one, the leaves are freshly fallen with no foot prints or tracks. The author reflects on how he intends to take the road that he didn t take next time, but he doubts that he will ever come back. Instead, in the future, he will be reminded of how his decision was ultimately the right one. I decided to adapt this poem into a drawing because I feel like it can be interpreted in various ways and has a lot of hidden meanings. This poem demonstrates that everyone needs to choose their own path and not anyone else’s. This theme was communicated with Frosts usage of symbols and imagery. Robert Frost’s tone in the poem is thoughtful and indecisive. The tone in this poem played a big role in helping people grasp the poem’s text. While reading the poem, I learned that the traveler, who I assume is Robert Frost, is uncertain of which path to go through. I could clearly see that this is a decision that he is putting a lot of thought into. Since his tone is so contemplative, I learned that this is a life decision, and not just a choice between twoShow MoreRelatedAnalysis Of The Poem The Road Not Taken 808 Words   |  4 PagesApril 25, 2016 Poetry Analysis â€Å"I shall be telling this with a sigh/Somewhere ages and ages hence:/Two roads diverged in a wood, and I--/I took the one less traveled by†¦Ã¢â‚¬  these are famous lines from a classic poem written by Robert Frost. The poem, â€Å"The Road Not Taken† was one of many poems written by Frost. This well-known poem is about the struggle of a traveler decision between two routes he could take. It has both literal and metaphorical meaning; the roads can also symbolize twoRead MoreAnalysis Of The Poem The Road Not Taken 849 Words   |  4 PagesRobert Frost’s â€Å"The Road Not Taken† poem, and is present in the poetic piece of Blanche Farley’s â€Å"The Lover Not Taken.† A large percentage of the stanzas in each poem harmonize each other, and they both use similar words. For example, in the first stanza of each poem and be one traveler, long I stood (Frost), and and mulling it over, long she stood. (Blanche). Both lines are two peas in a po d, and they are a five stanza poem that identically rhyme. Although both poems share many similar aspectsRead MoreAnalysis Of The Poem The Road Not Taken By Gwendolyn Brooks980 Words   |  4 PagesFor my analysis I chose to look at two poems where the authors transform the readers into the speakers. I will be analyzing â€Å"The Road Not Taken† by Robert Frost and â€Å"the mother† by Gwendolyn Brooks. Both of these poems show decisions made on the speakers part and how the reader can relate to the speakers feelings about their decisions. â€Å"The Road Not Taken† opens with a man in the woods, looking down two equally worn paths. It is a reflection on his part. This incident happened in the past and yearsRead MoreAnalysis Of The Road Not Taken By Robert Frost1409 Words   |  6 PagesThe analysis of â€Å"The Road Not Taken† by Robert Frost has been up for debate since the poem release in 1916. It is known to be one of the most frequently misinterpreted poems of all time, and even Robert Frost himself has said the poem is â€Å"tricky† to comprehend (The). When analyzing this poem many readers tend to focus only on the last lines of the poem and get caught in a trap of selective-interpretation. Quite a few people after reading Robert Frost’s poem firmly conclude that this poem is aboutRead MoreRobert Frost s Writing Style1589 Words   |  7 PagesFrost once said, â€Å"The figure a poem makes. It begins in delight and ends in wisdom... in a clarification of life - not necessarily a grea t clarification, such as sects and cults are founded on, but in a momentary stay against confusion† (Robert Frost Quotes). This same kind of thinking opened the door for metaphorical poetry that helped to show the poets transparency. His love for the social outcast and the struggles of his life are exhibited greatly in his poems. Robert Frost helped to createRead MoreThe Road Not Taken By Robert Frost912 Words   |  4 Pagesdepicts this dilemma in his poem â€Å"The Road Not Taken. The Road Not Taken is a narrative poem consisting of four stanzas of iambic tetrameter and was published in 1916 in the collection Mountain Interval. In this poem, Robert Frost uses title, imagery, and theme to complicate and lead the reader to unknowingly misunderstand the poem. Through careful explication of these elements of Frost’s â€Å"The Road Not Taken,† one may discover the true meaning to the ironic and trivial poem that has endured the manyRead MoreThe Road Not Taken A nalysis987 Words   |  4 PagesThe Road Not Taken Analysis The Road Not Taken is a poem written by Robert Frost. This poem is a great candidate to be one of the world s best and this analysis will unveil why it is so. The poetic devices used in the poem bring forth its deeper meaning which ultimately resonates with the reader s emotions. However not only this poem is great because of the literary experience it gives but it is also beautiful on a simple structural level. First lets look at the structural aspectRead MoreCritical Analysis Of Robert Frosts The Road Not Taken1257 Words   |  6 Pages Critical Analysis on â€Å"The Road Not Taken† Why is it so common for people to regret the path they have chosen in life? Robert Frost attempts to answer this question throughout the poem by using many literary devices. In other terms, the poet is alluding to a lesson in everyones life; Once a path is being determined, it is inevitable to change the choices because they are in the past. The poet uses imagery to create a visual picture in the readers head of two paths in the woods with the freedomRead MoreThe Road Not Taken By Robert Frost And Death, Be Not Proud798 Words   |  4 PagesComposition 22 April 2015 Poetic Analysis â€Å"The Road Not Taken† by Robert Frost and â€Å"Death, be not proud† by John Donne are two poems with different meanings but share one of many of the same themes. Although the poems share different meanings as a whole, the reader can conclude the same common theme from both of these poems. Even though the reader may think the poems lack a same common theme, the theme is revealed by the end of both these poems. These two poems share the same theme of hopes andRead MoreThe Road Not Taken By Robert Frost983 Words   |  4 PagesThe poem â€Å"The Road Not Taken was written by Robert Frost, a four-time Pulitzer Prize winner in poetry, and also a special guest at President John F. Kennedy’s inauguration (Robert Frost Biography). Frost was born on March 26, 1874 in San Francisco, California and he died of complications from prostate surgery on January 29, 1963. Much of Robert’s popularity was gained throughout Europe (An Analysis of Robert Frost’s P oem: The Road Not Taken). Frost became a poetic force, and the unofficial poet

Recruitment Policy vs Recruitment Process Free Essays

Find (Cntl-F) Best Paper Index Table of Contents RECRUITMENT POLICY VS. RECRUITMENT PROCESS: ESPOUSED THEORY AND THEORY-IN-USE ANNA M. STAFSUDD Department of Business Administration Lund University P. We will write a custom essay sample on Recruitment Policy vs Recruitment Process or any similar topic only for you Order Now O. Box 7080 SE-220 07 Lund Sweden INTRODUCTION This paper argues that recruitment policy does not influence the recruitment process to a large extent, as it represents an espoused theory, which is used to explain and idealize behavior after it has occurred. Instead, it is argued that recruitment decision assumptions will guide the recruitment process, as they represent theories-in-use. These recruitment decisions, in the form of how internal employees’ firm-specific knowledge is valued, will affect whether managers are internally promoted or externally recruited. How an organization values such knowledge may be inferred from control systems, which is illustrated using the examples of socialization and bureaucratic control systems. These control systems have been chosen, as they represent opposite perspectives on the value of firm-specific knowledge and will, therefore, have opposite impacts on internal or external recruitment being more probable. ESPOUSED THEORY AND THEORY-IN-USE The framework of Argyris and Schon (1974) presents how espoused theory and theory-inaction relate to each other, as well as to other variables. As can be seen in figure 1, espoused theory and theory-in-use can be positioned against each other, resulting in either congruence or incongruence. Furthermore, the figure depicts the assumption that espoused theory is separated from action and only serves to explain and idealize it afterwards. Instead, it is theory-in-use, which influences action, as people act according to the requirements of the governing variables of their theories-in-use. Theories-in-use will also tend to influence how a person will perceive the surroundings, i. e. the behavioral world. This is a world created by human convention and continued by human choice, rather than being an inherent nature of reality. Concluding a feedback circle, the behavioral worlds will be used as validation for those same theories-in-use, by which the behavioral worlds have been created and tend, therefore, to further reinforce them. This framework thus, depicts one problem with having theories-in-use, in that they tend to be self-sealing. Theories-in-use shaping action and behavioral world, while still using action and behavioral world as reasons and validation tends to enforce a circular logic, where a feed-back loop is dependent on the prior assumptions. One example of such a problem is presented by Argyris and Schon (1974), where a teacher experiences a self-sealing problem of assuming that his students are stupid. In assuming that the students are stupid, the teacher acts as though they are in fact stupid. By clearly letting the students know that he thinks they are stupid, the teacher will ask such questions as elicit stupid answers from them, thus, enforcing stupid behavior on the part of the students. The teacher will then test his theories and as he himself enforces stupid behavior in the students, his theories will be reinforced. The longer the teacher and the students interact, the more firmly will the teacher become in his theory-in-use of them being stupid. Academy of Management Best Conference Paper 2003 HR: G1 ———————-Figure 1 about here ———————–Apart from the earlier discussed variables there are five more, with which espoused theory, theory-in-use, action and behavioral world can be analyzed and which represent possible dilemmas in or between the other variables. Internal consistency may be analyzed for each of the two variables of espoused theory and theory-in-use, as a description of how internally consistent the theories and the assumptions of the theories are. Congruence, on the other hand, represents a means for analyzing fit or consistency between espoused theory and theory-in-use. Espoused theory and theory-in-use are related in the way that espoused theory represents what one says one is doing, whereas theory-in-use represents what one actually does do. Thus, theory-in-use influences action and behavioral world. Effectiveness is a variable, with which one can analyze how well actions enforce the behavioral world that a theory-in-use would lead to without the mediating variable of action. Effectiveness is, therefore, not used when analyzing espoused theory, as it will not influence action. The model also depicts a feedback loop, as theory-in-use influences action, which in turn leads to a behavioral world, which is then used to validate and reinforce theories-in-use. How well the behavioral world can be used to reinforce or gainsay theory-in-use in turn depends on how well the theory-in-use can be tested, i. e. the testability of the theory in a specific situation. Apart from these analytical variables, there is one more variable, which represents a normative dimension of the framework. This variable is represented by the values of the behavioral world. After having analyzed the other variables, a person would finally also ponder whether the behavioral world, created by the process involved in the framework, would be considered a positive or negative one. Depending on the answer, the person would perceive a propensity for stability or change. RECRUITMENT POLICY AND RECRUITMENT DECISION ASSUMPTIONS The espoused theory in the case of an organization’s recruitment activities is represented by the recruitment policy, as stated by the organization, whereas theory-in-use is represented by the assumptions on which the recruitment is actually based. An internal recruitment policy may in general be assumed, due to it being so common as it represents marketing towards the employees (Coff, 1997; Chan, 1996; Browner and Kubarski, 1991; Tanushaj, Randall and McCullough, 1988). In contrast to espoused theories, theories-in-use cannot be easily observed (Argyris and Schon, 1974). It can be argued that recruitment decision assumptions may be observed indirectly through what candidates are in fact recruited, but in such cases we would resort to tautology in assuming that persons are selected based on the fact that they are selected. However, patterns may of course be observed and analyzed. As for recruitment decision assumptions, it seems safe to argue that the primary governing variable in a recruitment process is recruiting the best candidate available for the position. The ability of a candidate is, however, difficult to evaluate and recruiters will, therefore, use different proxies in order to evaluate ability and reduce information uncertainty. Focusing on the recruitment process in terms of choice between internal promotion and external recruitment, it would seem more probable for an organization to recruit internally, as this reduces information uncertainty in that candidates may be directly observed. Furthermore, Academy of Management Best Conference Paper 2003 HR: G2 internal recruitment may be preferred due to employees’ firm-specific knowledge (Chan, 1996). The higher the value placed on firm-specific knowledge, the likelier will internal recruitment be. Recruitment decision assumptions in the case of what value is placed on firm-specific knowledge may be observed through what control systems are used. This argument is based on the assumption that control systems not only represent measurement systems in evaluating a manager’s behavior, but that they also signal what behavior is considered appropriate and, therefore, will be learned by managers. This reasoning is based on expectancy theory (Vroom, 1964), stating that motivation for a certain behavior depends on a person’s beliefs of what outcomes will tend to result from a specific behavior and the attractiveness a person attaches to those outcomes in terms of their ability to satisfy a person’s needs. Thus, persons will be shaped by what is expected from them by others. Consequently, as behavior and values are affected, control systems will have an impact on whether certain skills can be found in the organization or not. Here, the impact of the two control systems of socialization and bureaucratic control systems will be presented, as they relate to whether learning of corporate-approved behavior is valued or not. Thus, the difference lies in whether appropriate behavior needs to be learned over time or if it has been formalized by the organization in terms of for example rules and regulations. Socialization is a form of premise control, i. e. ontrol is exerted prior to the action (Cyert and March, 1988), which means that appropriate behavior is internalized by the employees. Not only actions, but also thinking, are thereby influenced to include appropriate assumptions and values. This is related to how institutionalization will tend to become self-reinforcing, after a while needing no rewards or other intervening procedures, as once institutionaliz ed social knowledge will tend to become a part of organizational daily life (Zucker, 1977). Lack of displaying the appropriate behavior will result in personal consequences. Reinforcements of proper behavior and thinking are in this context made in terms of peer approval, membership and leadership. In contrast, not displaying appropriate behavior will result in the person’s actions being perceived as deviating, which is punished by belittlement, hostility and ostracism (Anthony, Dearden and Bedford, 1989). A high degree of socialization will affect the recruitment process in numerous ways. First, managers who do not embrace the appropriate values and display the appropriate behavior will have a lesser chance of being promoted. Second, the internal managers will have an advantage, compared to the external ones, in the recruitment process. Third, a recruiter would tend to feel less uncertainty in recruiting a person from within the organization, knowing that the person has had opportunity to learn appropriate behavior and not having to resort to indirect signaling of such behavior in other candidates. Bureaucratic control systems do not provide the difficulty of observation that socialization does, in that this form may be termed the most visible of controls, where appropriate behavior is signaled by such mechanisms as budgets, reports and other documents. This form of control may be termed action control (Cyert and March, 1988), i. e. control is exerted during the action, which means that appropriate behavior is not internalized. Instead, tasks are simply performed in accordance with for example manuals, without having to reflect on what the appropriate action is. Thus, this form of control concerns mainly behavior and not an internalization of appropriate thinking. However, I stress my use of the word mainly, as repeated actions may in time be internalized and transferred into control of thinking and especially so if the bureaucratic control mechanisms in question are stable over time. Here, reinforcements of appropriate behavior consist of management commendation, monetary incentives and promotions, whereas Academy of Management Best Conference Paper 2003 HR: G3 punishment for the wrong behavior will tend to consist of demanding the person accountable to explain the behavior in question (Anthony, Dearden and Bedford, 1989). Reinforcements and punishments can in the case of bureaucratic control systems be considered to consist of more normative than affective mechanisms, as compared to possible ostracizing in organizations with a high degree of socialization. In the case of bureaucratic control systems, internal candidates will not tend to have the advantage of inherent knowledge of corporate values, to which external candidates do not have access. Therefore, as no internalization of appropriate values is present, external candidates will have a greater possibility of attaining a position, as compared to when organizations use socialization as control mechanism. The competitive situation will be more equal and the possibility and probability of external recruitment is, therefore, increased. However, there may still be higher costs incurred and a higher information uncertainty with external recruitment, as internal candidates may be observed directly. The above arguments do not include a certain prediction that a high degree of socialization will invariably lead to internal recruitment and bureaucratic control systems to an external one. They propose that external recruitment is made possible and, therefore, more likely by the absence of internalized knowledge of appropriate behavior and thinking, as such is instead formalized into rules and regulations. Indeed, this proposition may also include the opposite relationship, where a high degree of socialization may in fact incapacitate employees in terms of new thinking and dealing with new situations (Alvesson, 1993). For example, Wiersema and Bantel (1992) found that organizational tenure in CEOs was negatively correlated with strategic change. This implies that the longer persons stay in an organization, the more will they strive to preserve the organizational status quo and especially so in the case of a high degree of socialization. Thus, if new thinking is required in an organization with a high degree of socialization, due to for example a changing external context, external recruitment may be needed in order for the organization to cope with it. Degree of resistance to attempts of change tends to be related to the degree of institutionalization (Zucker, 1977). Still, the proposed relationship of recruitment being influenced by what value an organization places on firm-specific knowledge holds true, as the inherent knowledge of the internal employees has been transformed from a competitive advantage into a competitive disadvantage. A DILEMMA OF TWO EVILS When deciding on form of control system, the organization will not only communicate and influence its recruitment decision assumptions in terms of internal and external recruitment, it will also influence what conflict it will be affected by when trying to achieve its goals. Inconsistency in one’s theories-in-use leading to no attaining one’s goals or incongruence in what one is doing and what one is saying one is doing, leading to not keeping one’s worldpicture constant. With a high degree of socialization, an organization will tend to have congruence between recruitment policy and recruitment decision assumptions, promoting a positive self-image. The organization will, however, tend to suffer from the conflict of an internally inconsistent theoryin-use in the form of recruitment decision assumptions, as internal candidates will not be the best ones in all situations, although having the advantage of internalized knowledge of corporate values. This conflict may be lessened by prioritizing internal recruitment, which would also Academy of Management Best Conference Paper 2003 HR: G4 avoid incongruence between recruitment policy and recruitment decision assumptions. Just such a case has indeed been promoted by previous research (Chan, 1996), in claiming that external candidates will be recruited only when they are very superior to internal ones, in that employee well-being needs to be promoted for the organization to be able to continue its existence. If instead recruiting the best candidate is prioritized, the organization will instead suffer from the same conflict as organizations with a high degree of bureaucratic control systems. In promoting the best candidate, external recruitment will be more possible as well as probable and the existing employees’ may perceive the incongruence of an internal recruitment policy and external recruitment. As for an organization with a high degree of bureaucratic control systems, the recruitment decision assumptions are internally consistent. However, it will face a conflict of incongruent recruitment policy and recruitment decision assumptions, as the recruitment decision assumptions promotes the recruitment of the best candidate, regardless of organization membership. Although those responsible may not believe in the espoused theory, the incongruence may nevertheless be noticed by employees, who may feel deceived and mistreated in receiving less promotion opportunities. This may lead to consequences such as a lack of motivation for staying with the organization and, in time, a high employee turnover. Furthermore, this conflict would probably not be resolved by the organization boldly admitting to not recognizing organization membership as a variable in recruitment decisions, as this would hardly result in persons wanting to enter into the organization in the first place. In such cases when corporations with a high degree of bureaucratic control systems recruit internally, no incongruence will arise. However, it is unlikely that internal candidates will always be the best ones and, therefore, one of the wo conflicts will tend to arise. The conflicts of inconsistency in recruitment decision assumptions and incongruence between recruitment policy and recruitment decision assumptions may be perceived as the organization breaching the implicit contract of them providing employees with future economic safety, while the employees have fulfilled their part of it by providing the organization with ability (Morrison and Robinson, 1997; Cassell, Juris and Roomkin, 1985). As organizations commonly only succeed in inspiring conditional trust in their employees, any discrepancy in behavior may lead to a distrustful environment (Jones and George, 1998), which is hardly conducive for employee well-being, nor for productivity. Although such mistrust is bad in itself, the situation may worsen if perception of breach of contract evolves into a perception of violation of contract (Morrison and Robinson, 1997), as breach of contract focuses on the cognitive aspect, whereas violation affects the employee emotionally. Whether a breach of contract will evolve into a violation in the perceptions of the employees depends on the perceived magnitude of the discrepancy, how it affects the employee, whether the discrepancy is perceived as purposeful or not, if the procedure leading to the discrepancy is perceived to have been fair and the employee’s overall social relationship with the organization. Thus, in the case of discrepancies caused by the recruitment process, the evaluation will, first, be worsened by employees having a relational contract, i. . it is broad, open-ended and long-term, based not only on monetary elements but also socio-emotional ones such as loyalty and support (Rousseau and McLean Parks, 1993). Second, individual situations will determine perceptions of magnitude and fairness, but perceptions of discrepancies will generally worsen, due to the purposeful breach in deciding on recruiting an external candidate. Counterintuitively, employees will tend to experience less violation if discrepancies in contract are more common than not, which is, however, consistent with unexpected negative events leading to more intense emotional responses than expected ones (Ortony, Clore and Academy of Management Best Conference Paper 2003 HR: G5 Collins, 1988). Therefore, we would expect external recruitment to elicit more severe conflict in organizations with a high degree of socialization than in the case of bureaucratic control systems. As this breach will occur in relation to recruitment decision assumptions and organizational norms, this will probably also increase perceptions of breach of contract. However, as such recruitment will tend not to occur on an extensive basis, the impact on present managers will not be great, unless in the case of filling top management positions with external candidates, thus, extensively lessening internal managers’ possibility of advancement. In the case of organizations with a high degree of bureaucratic control systems, the discrepancies will be more common and relate to not following the recruitment policy, which will probably lessen the impact of such breaches. Nevertheless, such extensive external recruitment will reduce internal managers’ possibilities of advancement. Although this may not lead to recurring perceptions of violation of contract, it may instead infer a state of organizational cynicism (Dean, Brandes and Dharwadkar, 1998) among employees. Such cynicism would then infer a belief that the organization lacks integrity, a negative affect towards the organization and tendencies to disparaging and critical behavior towards it. Such perceptions seem unlikely to improve individuals wanting to join the organization, nor will they tend to improve motivation. Ultimately, evaluation of organization behavior will depend on employees’ beliefs about whether they have been treated honestly and respectfully as well as having received adequate justification for the contract breach (Bies and Shapiro, 1987). Perhaps this is the cause of organizations sometimes specifying their policies by saying that although they are, of course, intended to bring about internal promotion, this has to be re-evaluted in specific cases, such as when recruiting experts or managers. Figure 1 Argyris and Schon’s framework contrasting espoused theory and theory-in-use. Espoused Theory Internal Consistency Congruence Effectiveness Values Internal Consistency Theory-in-use Action Behavioural World Testability REFERENCES AVAILABLE FROM AUTHOR Academy of Management Best Conference Paper 2003 HR: G6 How to cite Recruitment Policy vs Recruitment Process, Essays

Managers - Management - and Organization for Toyota

Questions: Task 1 Briefly explain: manager, management and organisation. Assess the significance of managers in achieving organisational success for a company of your own choice. Task 2 Analyse how size and strategy of a company can affect its organisational structure? Support your answer with relevant examples. Task 3 Scenario: Tesco has said it will close 43 unprofitable stores across the UK, The firm is also shelving plans to open a further 49 new "very large" stores. Additionally, Tesco is closing its staff pension scheme, will make cuts of 250m and reduce overheads by 30%. Shares in Tesco rose by more than 13% on Thursday, as investors welcomed the company's announcements. It comes after two years of troubles at Tesco, which has suffered falling sales, in another development, credit rating agency Moody's downgraded Tesco's rating by one notch to Ba1, equivalent to "junk" status. (BBC, 2015) Discuss Tescos current mission, vision and corporate strategy. Suggest and explain the process that can help Tesco to formulate its corporate strategy for the year 2015. What do you understand by the term organisational culture? Can Tesco improve its performance by changing its culture? Discuss. Answers: Task: 1 Meaning of managers, management, and organization for Toyota As per Peter Drucker managers play an important role in uplifting the quality of production activities. The tasks performed by the managers have to be related to the objectives, organizing, motivating employees, communication the task performances, measuring the performances, and developing people. Managers analyse the challenges that are involved in the business performance and communicate the issue with the management. Toyota is a leading car management companies in the world. The company is involved in the production of hybrid and improved technology cars that functions efficiently. Goals of the company is to offer the best services to the clients, and the steps intended to be followed for achieving the same is interacted with the managers. The objectives are achieved by the company with the help of the managers (Andrews, 2012). Management for Toyota is an important factor. Toyota consistently works towards manufacturing high quality cars, with fewer defects. The management has introduced improved methods for manufacturing, as this helps in reducing the man hours, less wastage, and better space for implementing research and development process. The management of the company has adopted and implemented strategies that eliminate the wastages and makes the best use of the resources. It also introduced new technology and encouraging the staffs to be the quality check and control inspector (Beyer Haug, 2014). The organizational activities of Toyota are quite simple and effective. Structure of the organization has been designed with an intention of executing different tasks, in the best possible manner. In this process the wastages involved with the production activities and the process that needs to be followed for executing the tasks has been designed and communicated with the members. Objective of the organization is to improve the quality of the performance, and provide better work opportunities to the members. This has been done by analysing the objectives of the company and drafting plans to execute the same (Chen C and Huang, 2007). a. Importance of managers in achieving the goals of the company There are different departments that functions together in Toyota. Some of the impotent departments are Human resource management Sales department Marketing Purchase department Research and development (Clemmer, 2003). These departments work in different tangents, and the works has been assigned to the departments by the top management. The tasks are assigned to the lower level employees by the managers who are entrusted with the tasks to execute the works. In this process, the managers are also expected to handle the below mentioned challenges Analyse the seriousness of the internal differences that exists between the members Solve problem between the management and the staffs Handle the staff issues Analyse the performance of the tasks Improve the quality of the performance by introducing better steps for production (Germain, 2007) Task 2: Size and structure of the company can affect the organization structure Organization is formed with an intention of collectively achieving the tasks or the objectives of the company. Such an achievement is not possible by an individual or few people. Structure of the organization is associated with the business competency level, talent, leadership factors, functional relationships, arrangements to execute the tasks, and others. It includes hierarchical levels through which the tasks and responsibilities are shared between different members from various departments. Structure is termed to be the internal patterning and differentiation process that determines the relationships that is required for execution of the tasks at the workplace (Herath, 2007). If the size of the business is small then the organizational structure is flat. It means the tasks are easily distributed and executed by the management. This is also possible due to limited number of people working with the company. The tasks are equally and properly distributed between the members working with the company. In case of larger sized business like Wal-Mart, Tesco, and Toyota the companies follow vertical level for execution of the tasks. It includes different layers or management process. Through such layers the execution of the tasks becomes easy and effective. Such a structure is possible for handing complex and challenging work pressure that exist with the larger sized business houses (Gazi and Zyphur, 2009). The size of the company impacts the work specialization factor that is used for used for sub-dividing the tasks to different departments and staffs. Jobs are broken down into smaller tasks. It is done to enable the specialised staffs to handle the works in the best possible manner. This is not required for companies that has smaller sized business functions. The jobs are assigned to the selected members and the expected quality is interacted with the employees. Structure in the small organization mainly consists of Managers Employees Accountants and others (Liao, 2011) However with larger companies like Wal-Mart and Tesco, there are Managers Quality check HRM Team leaders and others The size of the company affects the departments that are present within the company. In other words, bigger the size of the company higher is the number of departments within the company. Through departments, the challenging tasks are assigned to the managers. The managers need to execute the task along with the team members. Workforce has been assigned the tasks in the best possible manner and the requirements for execution of the task is communicated with the members. Small business houses, usually has less departments. This is because; there is less number of staffs to handle the challenging or simple tasks that exists at the workplace (Nahm,2003). The size and structure also affects the formalization factor. Through this method, the degree of the tasks that exists within the company has identified. This is done to understand the distribution of tasks that has to be assigned to the members. Also, through the formalization method, the company follows the rules and regulations that are followed by the management. The rules are determined by the federal authroities (Penguim, 2003). Task 3: Tesco a. Present mission and vision of Tesco Tesco is one of the popular brands that render quality services to the clients in and around the UK. The company believes in rendering quality and reliable services to the clients. This has been one of the reasons that contributed towards the successful business operational activities. The vision and mission of the company is to achieve long term success factors. This has been done by improving the sales and analysing the factors that causes losses to the management. The business strategies and business practices play a key role in the implementation of the process. At present, Tesco has some units that have not been performing well. This has incurred loss to the company and affected the goodwill of the management. The organizational strategy of the company is to provide the best possible services through which the clients can be retained with the company. For this, the quality of the services that has been proposed to be rendered to the clients has to be improved. The vision of the company has been mentioned below Improve the performance and acquire larger share in the market Adopt modern technology through which the business opportunities can be adopted and implemented by the company Implement innovative ideas and plans that would contribute towards the business growth. Business strategies are prepared after analysing the aims and objectives of the company. The tasks are executed through the departmental based strategies. However, the management intends to reduce the operational expenses by closing the unprofitable units. By setting up units, the company proposes to reach out to new markets and acquire better customer rankings (Vroom, 2006). b. Process for formulating corporate strategy for Tesco Corporate strategy is quite an important factor that would contribute towards the successful business operational activities for the company. Tesco is one of the leading brand companies that have been rendering different type of services to the clients across the world. The present strategy to improve the business performance has been mentioned below- Improved marketing strategies Due to increase in the competition, it has become imperative for the company to adopt and introduce effective marketing strategies. Through this method, it is possible for the management to reach out to maximum number of clients from various segments of the market. Online and off-line marketing strategies has to be improved, as this will increase the product visibility for the company. Strategies for marketing needs to be effective and feasible, as this will help the company to accomplish the tasks (Wolf, 2002). Conduct SWOT analysis Through this method, the company analyse the strengths and weakness of the services that has been rendered to the clients. Strengths of the company is - Brand image Reasonable price Quality products Weakness Tackle the needs of the clients Handling the supply chain management system Opportunities Improved technology Qualified and experienced staffs Threats Competition Rival products and price. Conduct PEST analysis Through this process, the below mentioned factors are handled a. Political - Political factors affect the demand and supply of the products and services that is being rendered by the company. In order to open new branches, the company has to analyse the rules and regulations that has been imposed by the federal authorities. Such rules needs to be followed as this would enable the company to carry out the business performance without interruption.b. Economic - Economic factors affect the demand and supply of the products and services that is being rendered by the company. Price and quality of the products are affected by an increase or decrease in the earning margins of the customers.c. Social - Time is a constraint when it comes to shopping products for regular use. Thus, the company can increase the number of food and non-food items that would serve the purpose of the clients. The company can also provide verities of products to the clients, as this would help in reaching to maximum number of clients.d. Technological - This includes introducin g better methods for analysing the products or the inventory with the company. For this technology needs to be introduce that would help in handling the supply chain management system and carry out the production activities without causing any delays to the work performance. Better technology will enable the company to improve the quality of production and services that is being proposed to be rendered to the clients (Zheng, Yang, and Mclean, 2010). c. organisational culture Organizational culture plays a key role in the development and improvement of the business performance. Tesco has large number of employees who work together. The staffs belong to different cultural backgrounds. It is essential to develop and implement an effective internal work culture through which the performance of the company can be improved. Organizational culture is a process through which the values and cultural beliefs of the company has been shared with the staffs, clients, and stakeholders. The values of the company have a major impact on the performance of the management. Tesco believes in rendering better services to the clients at a reasonable price. Through this method, the staffs are encouraged to work towards the goal achievement that has been followed by the company. The present system needs to be analysed, as this would help in improving the performance for the company. Values are defined and implemented, as this would help in increasing the production process that is being followed by the company. The values have to be developed, as this will help the company to reach out to maximum number of clients from various parts of the country. In this process, the staffs are encouraged to work towards the goal achievement for the company. Thus, the management can improve the internal work structure that would enable the staffs to work better for goal achievement (Vroom, 2006). References Andrews D, 2012. Is There an Organizational Structure for Our Reengineering Business Operation? Enterprise Reengineering, 2012. https://www.efenselink.mil/c3ibpr/prcd 5280.html Beyer D Haug R, 2014. Organizational Culture: Diagnosing a Customer Contact Company. Chen C and Huang J, 2007. How Organizational Climate and Structure Affect Knowledge Management, The Social Interaction Perspective, International Journal of Information Management, Vol. 27, No. 2, 2007, pp. 104- 118. doi:10.1016/j.ijinfomgt.2006.11.001 Clemmer J, 2003. Organization Structure Limits or Liberates High performance, 2003. https://www.clemmer.net/excerpts/ph_orglimits.html Germain R, 2007. Supply Change Variability, Organizational Structure and Performance: The Moderating Effect of Demand Unpredictability, Journal of operations management, Vol. 26, No. 5, 2008, pp. 557-570. doi:10.1016/j.jom.2007.10.002 Herath S, 2007. A Framework for Management Control Research, Journal of Management Development, Vol. 26, No. 9, 2007, pp. 895-915. doi:10.1108/02621710710819366 Gazi I and Zyphur M, 2009. Rituals in organizations: A review and expansion of current theory. Group Organization Management. (34), 1140139. Liao C, 2011. How Knowledge Management Mediates the Relation between Environment and Organizational Structure, Journal of Business Research, Vol. 64, No. 7, 2011, pp. 728-736. doi:10.1016/j.jbusres.2010.08.001. Nahm Y, 2003. The Impact of Organizational Structure on Time-Based Manufacturing and Plant Performance, Journal of Operations Management, Vol. 21, No. 3, 2003, pp. 281-306. doi:10.1016/S0272-6963(02)00107-9. Penguin D, 2003. Fundamentals of Organizational Structure, 2003. https://www.up.univ-mrs.fr/~wlag/ea/gmba/orgthe/topic2. html Vroom G, 2006. Organizational Design and the Intensity of Rivalry, Management Science, Vol. 52, No. 11, 2006, pp. 1689-1702. doi:10.1287/mnsc.1060.0586 Wolf D, 2002. Execution and Structure, 2002. https://www.dewarsloan.com/workin%20papers-execution %20and20%structure.html Zheng W, Yang B, and Mclean G, 2010. Linking Organizational Culture, Strategy and Organizational Effectiveness; Mediating Role of Knowledge Management, Journal of Business research, Vol. 63, No. 7, 2010, pp. 763- 771. doi:10.1016/j.jbusres.2009.06.005

Pride And Prejudice Has Two Main Characters, Elizabeth And Darcy, Who

Pride and Prejudice has two main characters, Elizabeth and Darcy, who at the beginning seem to be disgusted at each other. During the book, their views toward each other seem to change and slowly make progress. At the end of the book, their opinions have completely turned around about each other and they even get engaged and later married. Also Elizabeth and Darcy's two views on each other are similar and different in many ways. At the beginning of the book, when they first meet they are not really impressed by each other. Elizabeth thinks that Darcy is a little ?stuck up?, or has a little to much pride and Darcy says that he thinks that Elizabeth is pretty, but not enough to satisfy him: ?She is tolerable; but not handsome enough to tempt me . . .? (12). During the main part of the book Darcy is the first to notice Elizabeth's beauty. Austen tells the reader how he did not even give her a chance at first: ?Mr. Darcy had at first scarcely allowed her to be pretty; he had looked at her without admiration at the ball . . .? (21). Although Darcy seem to start liking Elizabeth, Elizabeth then showed her ?pride and prejudice? when she rejects Mr. Darcy for a dance: ?Indeed sir, I have not the least intention of dancing. I entreat you not to suppose that I moved this way in order to beg for a partner?(24). At the end of the book their views on each other have changed drastically, and they come to understand each o ther more and then agree to get married. Price and Prejudice are shown though these main characters in the book. Although they both show a lot of characteristics of each, Elizabeth seems to be more prejudice against Darcy then prideful; and Darcy seems to be more prideful toward himself that prejudice against Elizabeth. Darcy seems almost too good or too rich and too powerful to ever dance with Elizabeth the first time: ?She is tolerable; but not handsome enough to tempt me . . .? (12). In addition, Elizabeth seems to judge Darcy before she gets to know him very well. Darcy's and Elizabeth's views upon each other are similar and different in many ways. Elizabeth and Darcy both seem to judge each other before they have a clear sight on each other personalities and their physical appearances. They both have different ways of judging each other though. Darcy tries to insult Elizabeth publicly , but when he does she takes that and turn it around to show how foolish he is. In conclusion, Elizabeth and Darcy start out in the book almost hating each other, but seem to eventually come around and see the bright side. They both have similar personalities, but different ways they express them.

The Crucible Essays - The Crucible, John Proctor, Tituba

The Crucible Essays - The Crucible, John Proctor, Tituba The Crucible The Crucible In 1692, in Salem Massachusetts, the superstition of witches existed in a society of strong Christian beliefs. Anybody who acted out of the ordinary was accused of being a witch and then the accused would actually be forgiven if the blamed their accusations on another individual. This was the main idea of a play entitled, The Crucible by Arthur Miller. In this play a group of young girls act up and are then accused of being witches. These girls then blame other people in order to get out of trouble and even pretend to be bewitched in front of the court during a trial. This leads into the deaths of some innocent people who were accused and automatically found guilty. I believe, in many ways the people of Salem were responsible for the witch hysteria. The person with the most influence was the character, Abigail. Abigail had an affair with a man by the name of John Proctor. Proctor broke contact with Abigail and spent time and interest in his wife, Elizabeth. Abigail gets jealous because of this and Abigail, a few other girls, and a servant from the Caribbean named Tituba dance around in an order that they believe it will kill Proctors wife. Rev. Parris, Abigails uncle, sees this and reports it. When Abigail is questioned about this, she denies everything and doesnt tell the truth about what really happened. The news of her and the other girls strange actions gets around and the hysteria starts. Without Abigails superstition, and her fear or telling the truth, I think the events in The Crucible wouldnt have gotten as serious as they did or even started. John Proctor was another catalyst to the witch hysteria in Salem. John Proctor has an affair with Abigail, but he and his wife do make up and get along well. John Proctor adds to the hysteria when he and his wife are talking about Abigail and why she is acting so oddly. Although John Proctor knows she is making up everything and blaming innocent people, he is reluctant to travel to Salem and testify her as a fraud to the court. If he would have done this, the witch trials could have stopped there. Another way John Proctor could have contributed to this madness but his moral didnt let him occurs when at the end of Act IV he says he will confess to the law who he saw with the devil in order to save himself from dying or from imprisonment. Fortunately, John Proctor realizes this is wrong and he does not give the confession and he hangs because of it. Although eventually John Proctor did add to the hysteria a little, he still helped it stop. The last person I think was played a big part in the spirit of the witch hysteria is Governor Danforth. Danforth was a big part of the actual trials and his court system was very brutal and uncivilized, in fact he said, If you are not with the court, you are against it which basically means in my opinion, if you are on trial and you dont believe what the court believes then you are guilty. His words in this sentence where a huge part of the conclusion on what eventually happened to the girls and all that were involved. The court believed they were all witches and they really had no chance to prove them wrong. Danforth contributed to the hysteria another way in the method that he used to judge who was guilty in terms of evidence. He believed word of mouth more than actual proven evidence, mostly because he wanted these trials over fast and he wanted it to turn out the way he wanted the trails to end. Without Danforth's ignorant court procedures and weak justice system, the trails would have gone much better and the truth of the hysteria would have most likely been uncovered. The ignorance and superstition of the people of Salem were responsible for the witch hysteria. I believe that this kind of hysteria could never exist in a society like I live in today. Todays courts are much better than the theocratic church/courts of the late 1600s. Another thing to consider is that our Declaration of Independence

The Brothers Grimm Brought German Folklore to the World

The Brothers Grimm Brought German Folklore to the World Almost every child knows fairy tales like Cinderella, Snow White, or Sleeping Beauty  and not just because  of the watered-down Disney movie versions. Those fairy tales are  part of Germanys cultural heritage, most of them originating in Germany and recorded  by two brothers, Jacob and Wilhelm Grimm. Jacob and Wilhelm  specialized in publishing  the folklore, myths, and fairytales they  had collected over many years. Although most of their stories take place in a more or less medieval world, they were collected and published by the Brothers Grimm in the 19th century, and have long retained their grip on the imagination of  children and adults all over the world. Early Life of the Grimm Brothers Jacob, born in 1785, and Wilhelm, born in 1786, were sons of a  jurist, Philipp Wilhelm Grimm, and lived in Hanau in Hesse. Like many families at the time, this was a large family, with seven siblings, three of whom died in infancy.   In 1795, Philipp Wilhelm Grimm  died of pneumonia. Without him, the familys income and social status declined rapidly. Jacob and Wilhelm could no longer live with their siblings and their mother, but thanks to their aunt, they  were sent to Kassel for a higher education.   However, because of their social status, they were not treated fairly  by the other students, an unfortunate situation that continued even at  the university they attended in Marburg.  Because of those circumstances, the two brothers became very close to one another and deeply absorbed in their studies. Their law professor awakened their interest in history and especially in German folklore. In the years following their graduation, the brothers had a hard time taking care of their mother and siblings. Simultaneously, both started to collect German sayings, fairy tales, and myths. In order to collect those well-known and widely spread fairy tales and sayings, the brothers Grimm talked to many people in many places and transcribed the many stories they had learned over the years. Sometimes they even translated the stories from Old German into modern German and adapted them slightly. German Folklore as Collective National Identity The Grimm brothers were not only interested in history, but in uniting a disparate Germany into one country. At this time, Germany was more of  a conglomeration of about 200 different kingdoms and principalities. With their collection of German folklore, Jacob and Wilhelm tried to give the German people something like a collective national identity.   In 1812, the first volume of Kinder-  und Hausmrchen was finally  published.  It  contained many of the classic fairytales still known today like Hnsel and Gretel and Cinderella.  In  subsequent years, many other volumes of the well-known book were published, all of them with revised content. In this process of revision, the fairytales became more and more suitable for children, similar to the versions we know today.   Earlier versions of the tales were rather crude and filthy in content and form, containing explicit sexual content or harsh violence. Most of the stories originated in rural areas and had  been shared by farmers and among lower classes. The Grimms revisions made these written versions suitable for a more refined audience. Adding illustrations made the books more appealing to children. Other Well-Known Grimm Works Besides the well-known Kinder-und Hausmrchen, the Grimms continued to publish other books about German mythology, sayings, and language.  With their book Die Deutsche Grammatik (The German Grammar), they were the first two authors who researched the origin and development of the German dialects and their grammatical circumstances. Also, they worked on their most lavish project, the first German dictionary. This Das Deutsche Wà ¶rterbuch was published in the 19th century but was really completed in the year 1961. It is still the largest and most comprehensive dictionary of the German language. While  living in Gà ¶ttingen, at that time part of the Kingdom of Hannover, and fighting for a united Germany, the Grimm brothers published several polemics criticizing the king. They were dismissed from the university along with five other professors and also kicked out of the kingdom. First, both lived again in Kassel but were invited to Berlin by the Prussian king, Friedrich Wilhelm IV, in order to continue their academic work there. They lived there for 20 years. Wilhelm died in 1859, his brother Jacob in 1863. To  this  day, the Grimm brothers literary contributions are known all over the world and  their work is tightly bound to the German cultural heritage.  Until the European currency, the Euro, was introduced in 2002, their visages could be seen on the 1.000 Deutsche Mark bill.   The themes of Mrchen are universal and enduring: good versus evil in which the good (Cinderella, Snow White) are rewarded and the wicked (stepmother) are punished. Our modern versions- Pretty Woman, Black Swan, Edward Scissorhands, Snow White and the Huntsman, and others show just how relevant and powerful these tales remain today.

Hospitality Industry Management Essay Example | Topics and Well Written Essays - 750 words

Hospitality Industry Management - Essay Example Brief Overview of Pan Pacific Hotel: The Pan Pacific group has 18 premium hotels and resorts all across the world. For last 35 years this group is providing the best service with luxury and comfort of the highest order. The main aim of this group is to do the best for their stakeholders. The Australian branch of the Pan Pacific Hotel was launched on 6th January, 2011 (Pan Pacific Hotels and Resorts, official webpage, 2013). Promotion of The Pan Pacific Hotel, Perth: The pan pacific hotel group is one of the renowned hotel and hospitality management group of the world. The group itself follows a uniform promotional strategy all across the world in different countries wherever they have their branches. Recently they have open a branch in Pert, Australia and there also there promotion of product and service are following the same pattern like the other parts of the world. The key promotional part of their group is distinctive accommodation with high service standards.The emotional value s of the staffs associated with this group also helped them to serve their customers more efficiently. The smile and heartfelt gesture of their staffs for all the visitors can be treated as personal pride that helps to create moments that can be remembered by the visitors throughout their life. By this the group build their brands and meet the needs of the customer (Every Moments Count, Annual report, 2011, 10). The promotional Strategy is entirely based on creating best memorable hotel experiences for the clients, enriching customer experience, internallsing the brand value of encouraging more involvement of the partners and associate, arranging road shows to build more connections with the customer base all over the country. In the year 2012, the pan pacific hotel group launched a new advertising campaign for its Australian portfolio. Source: http://www.pphg.com/pphg_new_advertising.html on 19-09-2013. The tag line of this advertisement was â€Å"Pan Pacific Hotels and Resorts: E mbrace the Pacific†. With this add promotion , the group promised to provide an enriching experience for the refreshment of their guest. The ‘Pan Pacific Perth - A hotel stay like no other’ tagline was used to ensure unique and uncompromised customer service that no other hospitality management group can provide.(Pan Pacific Hotels Group –Press Release, 2012). Partnership of Pan Pacific Hotel, Parth: Pan Pacific hotel, pert to elaborate their business associated themselves with different social and sports activities in the city of Perth, The hotel associated themselves as the major hospitality partners for the Australia’s richest road race in the Southern Hemisphere. (PR Consloe, 2013). This partnership was in view of the companies brand promise of creating meaningful and enriching experience for its customers, staffs and local people. Recommendation of Improvement of Product Price Promotion and Partnership: Jones (1999), in his writing pointed out t he concept of multi-unit management. According to him, this concept will give a new dimension to this continuously changing and growing hospitality management industry. In his study he pointed out towards the theoretical concept of how does these hospitality chains were functioning over the year, and also suggested a new model related to the multi-level hospitality management which clearly based on six activities namely: integration, location, configuration, organization, implementation and adaptation.

Ethical thinking arise from the news reporting - Nude photos of Assignment

Ethical thinking arise from the news reporting - Nude photos of Jennifer Lawrence and other celebs posted by hackers - Assignment Example The availability of information and sizeable technological innovations has added to its utility. Presently lives have become increasingly hectic and competitive. No one stops to double think before acquiring an opportunity to eat from someone else’s plate without having to work for it. Undeserved benefits, easy money and respectful back seats of power are craved by everyone. Those who do manage to get their hands on such power are slowly addicted to the uselessness. They put on guises of importance but mostly just eat the profit from the jobs executed by their subordinates. Call that inhumane verbally, but that’s the mode of operation in leading firms and organisations. Unlawful devouring of assets is often masked by a greater degree of deceptive backbone. You have strong sources or friends with powerful seats? Eat all you want. The world is yours. The leaked photos of Jennifer Lawrence, as many blogs and online networking sites are rampant about, are a breach of law and definitely categorised immoral (Steinberg,  2014). Hackers either do these things as a sale pitch for their abilities or as a means to blackmail their chosen party. They have no sense of responsibility but can find well developed and easily accentuated excuses. They attain access to a person’s work station and from there every folder, every document and every picture is their property and for the world to see. These hackers believe that all information, whatever the type, needs to be shared. The cultural infrastructure should therefore be very strong to cope with internal issues as well to aid in a strong clientele formation. The employees have a greater influence on the organisational culture, and it is a substantial part which cannot be easily moulded once formulated. The major role is played by the executive authorities in outlining the culture while the employees have to adhere to it as a whole

High school versus college Essay Example for Free

High school versus college Essay Going to College after so many years made me realize how different high school is from College. In fact, many students that attend College straight after high school quit after their first semester of College due to the changes and difficulties encountered. There are various reasons why College differs from high school. However, knowing the expectations and the culture of College in comparison to high school would help in a more successful transition. College differs from high school in many ways. However, students should begin their transition to College by first looking at not only what to expect from College; but also what College will expect from them. As a college education is very important step to reach personal aspirations in the workplace and life. First of all, College offers an opportunity to learn independently. Unlike high school, College students can function with little guidance from their professors. As a result, College students have to develop many self management skills such as getting to school on time, turning projects by deadlines, being able to use electronic materials for the syllabus, class outlines, online classes or assignments. Secondly, College has a faster pace than high school. Each college course is twice faster than high school courses. In addition, College course usually requires more reading, more homework, and more projects. The workload is totally higher and faster and requires more time to study. The College books have more words per page, thus more chapters than the high school books. The language used in the textbooks is more difficult and requires more time to study. Unlike high school which has specific school hours 5 days a week excluding weekends; College on the other hands offer more out of class time. Students can choose to go to school any time based on their chosen schedule whether is day, night or weekends. As a result of this freedom, College students have to learn to manage their time effectively. In addition, all high schools students must take the same basic classes in order to graduate such as English, Mathematics, Sciences, Physical education, world history, economics, foreign languages and other elective. College students on the other hand can take any classes based on their academic major. Most college freshmen start with beginning classes such as English, writing, speech, and Mathematics then they can choose any other required course based on their academic field of study. College students also have higher level of thinking than high school students. They are able to do research on a topic and ideas as well as analyzing others ideas and interpreting and evaluating data from any given source. High school students on the other hands can only summarize and take ideas from others. Some of College student’s classes unlike high school class require research papers, presentation, and discussion in front of the whole class and sometimes peer evaluation. Although College culture differs widely from high school culture, students can also succeed with improved effort and practice. Whether students attend College straight from high school or its equivalents; or attending College after many years of working, going to college offers an opportunity to grow and to achieve goals. No matter what the background or motivation, being a College student will provide an opportunity to improve life and reach personal aspirations.

Wars - The Results Lead to Further Conflicts :: World History

Wars - The Results Lead to Further Conflicts During the twentieth century, conclusions of wars created the conditions for subsequent wars. Whether it was the conquered or the conqueror, few ever remain content past an initial truce. Two examples of this can be found in the events that lead up to WWII and the constant conflict in the Middle East. The conclusion and consequences of World War I created many issues, which helped intensify World War II. The Treaty of Versailles, which outlined the restitutions Germany was to pay, was a major upset for the German people. Even though Germany lost the war, the German people's sense of nationalism was still alive and sections of the Treaty, such as Article 231 (the War Guilt Clause), fueled German anger. German economy was destroyed due to heavy reparations payments. The onslaught of the American Stock Market Crash caused a German depression. German resentment over the Treaty of Versailles stayed with the people for years until Adolf Hitler played upon the people's anger. Hitler's machinations eventually lead into WWII. Another outcome of WWI was the creation of The League of Nations. The victors of WWI wanted to implement a system of collective security, designed to resolve future conflicts using peaceful methods. Unfortunately, the League proved ineffective, which prompted leaders such as Benito Mussolini and Adolf Hitler to take aggressive action against their enemies. In 1936, civil unrest in Spain erupted into a war that further encouraged the beginning of WWII. Countries such as Germany, Italy and USSR lent their support without hesitation, whereas Britain, France and the US did not. This gave Germany and the USSR the impression that Britain and France were weak militarily and could be easily subdued. To many, this war was considered a training ground for Germany to test military tactics that would be used in WWII. During WWII, the US and USSR were forced to band together to defeat their common enemy, Hitler. This alliance foreshadowed post-war tensions, as there were disagreements over wartime strategy. Issues such as the Polish Question, spheres of influence, the Berlin Blockade/Airlift, NATO and the Marshall Plan, which were ultimately about communism vs. democracy, lead to military conflicts such as the Korean War, the Vietnam War and the Cuban Missile Crisis. In the Middle East, tensions between Jews and Arabs have been present since biblical times. When the Jewish state of Israel was created in 1948 in the Arab homeland of Palestine, severe unrest emerged between the two groups and the Palestinian War began.

Business Class

1) Go to the Bureau of Economic Analysis's Webb site (www. bea. gov) and locate the gross domestic product data. Compare the annual figure for the last four years. What do the figures indicate for the next couple of years? In 2007 it was 4. 9%, in 2008 it was 1. 9%, in 2009 it was -2. 5%, in 2010 it was 4. 2%. 2011 is not yet out. These numbers indicated a rapid decrease and a rapid bounce back. I think for the next couple of years, the figures will rise again before a decrease comes again. ) At the Bureau of Labor Statistics' Web site (www. bls. gov) under Industries, click on Industries at a Glance to find the information about the manufacturing industry. What is the employment trend in manufacturing over the last four years (percentage change from the preceding period)? The unemployment percentage has been going down over the past four years. We are coming off of a 7. 9% unemployment rate. ) Return to the Bureau of Labor Statistics' home page and use the Search feature to find tre nds in employment for the state of Illinois. Look around the Web site to see what other information is available. Plot the trend in manufacturing employment in Illinois over the last four years. On your own, discuss what economic changes may have influenced that trend. In 2009, there was a big unemployment filing from the manufacturing industry due to job loss. That year there was about 65,000 jobs lossed in the manufacturing field. It went from 620k in January to 553k in December. It has been staying around 560k-570k over the past few years though. There are many reasons the manufacturing employment has dropped. Automation, technology, outsourcing, and other things factor in for the decline in jobs since 2009. 4)Based on the information you have gathered, write a brief summary of what may happen to company sales over the next couple years. Based on what I have gathered, company sales will increase

Leadership: Theory and Practice Essay

1. Based on the principles of the path-goal theory, what kind of leadership should David exhibit with each of the three running groups? According Northouse the Path-Goal Theory is about how leaders motivate subordinates to accomplish goals (125). Northouse also points out the leadership generates motivation when it increases the number and kinds of payoffs that subordinates achieve from their work. The basic idea behind the Path-Goal Theory is each type of leader behaviors, which are directive, supportive, participative and achievement oriented have a different king of impact on subordinates’ motivation. This simply means that the Path-Goal Theory does not lock leaders into one type of leadership. This theory gives leaders the opportunity to adapt their styles to fit the situation and motivational needs of their subordinates. Based on the analysis of all three groups the Path-Goal Theory would apply different types of leadership behavior. A subordinates characteristics will determine how a leaders behavior is interpreted by subordinates in a given work situation. Some of these characteristics are needs of affiliation, preferences of structure, desires for control, and so forth. In the first group the members or subordinates are mostly runners who have never ran in a marathon before. The main issue of concern for this group is how should they prepare themselves for the New York City marathon. They illustrate this by asking questions like how to do the marathon? how far to run in the training?, What to eat or drink?. Since this particular group lacks experience there is a huge emphasis on self-preparation and high anxiety among the members. I think as president, David should apply the directive style of leadership in this situation because the task characteristics are ambiguous, there is no set of rules or method on how to execute the marathon, also the runners need self-assuring because of their self-doubt to complete the marathon and is this situation very complex. According to Northouse, directive leadership complements the work by providing guidance and psychological structure for subordinates. Overall this group needs a huge amount of guidance because of their limited experience and high emphasis on preparation. Also Northouse clarifies this when he says that for subordinates who are dogmatic and authoritarian and have to work in uncertain situations, directive leadership helps the subordinates by clarifying the goal, making it less ambiguous and the subordinate feels more comfortable when the leader provides a greater sense of certainty in the work setting (129). This in turn gives the runners less anxiety and a clear and direct way to achieve the goal. In the second group, the main issue of concern was how the effects of training would impact their performance and they also wanted assurances from their leader David because they wanted to know if they were properly trained for the New York marathon. This group of runners wanted a lot of feedback from their leader and showed high level of involvement that would affect their performance. The group was concerned with regular training activities and David’s commitment to them. In this case, David should apply the both supportive and participative leadership behavior style. Supportive leadership helps to provide what is missing by nurturing subordinates when they are engaged in tasks that are repetitive and unchallenging. Since the group two runners are going to be doing a lot of training and it can become very repetitive. In this leadership role it require David to be very supportive and his runners because of their efforts to continue this mechanized training for the marathon. Another point is the David can apply participative leadership behavior style because as we know the subordinates want a sense of freedom, control and clarity. They illustrate this by initiating their own self-involvement on how they can be more effective in the marathon by asking questions and requiring a huge amount of feedback from David. In the third group, David should apply the achievement-oriented leadership behavior because the runners in this group are seasoned runners who finished in the top ten in other races. The subordinate characteristics of this group are high expectations and the need to excel. The group has a lot of confidence in their ability to compete and finish well. However, they lacked excitement about running in the New York Event because they were usually concerned with the appropriateness of their training strategy and whether the training would help them to win more races. As a leader, David should challenge his subordinates to perform work at the highest level they can achieve. Norhthouse (2010) says that this leader establishes a high standard of excellence for subordinates and continuous improvement. Northouse also contends that achievement oriented leaders show a high degree of confidence that subordinates are capable of establishing and accomplishing challenging goals (128). In retrospect, David is the president of Mertrocity Striders Track Club and he can use this achievement as a tool to influence his runners since he knows that they are already high achievers. He can solicit his own credibility as a runner and a president of the organization to promote his belief on achieving success as a runner and person of character. 2. What does David have to do to help the runners accomplish their goals? To be an effective leader, David needs to do all of the following: (1) attend to the needs of his subordinates, (2) help subordinates define their goals, and (3) the paths they want to take in reaching the goals. 3. Are there obstacles that David can remove or help runners to confront? When obstacles get in the way, David must help his runners confront them. If obstacles create excessive uncertainty, frustration or threat for his subordinates it is David’s responsibility to remove these obstacles or help them around them. In light of this, removing obstacles will increase a subordinate’s expectation that he or she will be able to get their work done and improve satisfaction. 4. In general, how can David motivate each of the three groups? David can motivate all of the three groups by helping his subordinates reach their goals by directing, guiding and coaching them along the way. This simply means attending to their needs of the group, defining the goals and how the group can reach these goals, clearing the path by removing obstacles to get the work done, and providing support.

Behavioral and Emotional Disorders in Special Education

Behavioral and Emotional Disorders in Special Education Behavioral and emotional disorders fall under the rubric of Emotional Disturbance, Emotional Support, Severely Emotionally Challenged, or other state designations. Emotional Disturbance is the descriptive designation for behavioral and emotional disorders in the Federal Law, the Individuals with Disabilities Education Act (IDEA). Emotional disturbances are those that occur over an extended period and prevent children from succeeding educationally or socially in a school setting. They are characterized by one or more of the following: An inability to learn that cannot be explained by intellectual, sensory, or health factors.An inability to create or sustain reciprocal relationships with peers and teachers.Inappropriate types of behavior or feelings in typical situations or environments.A pervasive mood of unhappiness or depression.Frequent occurrences of physical symptoms or fears attached to personal or school problems. Children who are given an ED diagnosis often receive special education support while participating in general education. Many, however, are placed in self-contained programs to gain the behavioral, social and emotional skills and learn strategies that will help them succeed in general education settings. Unfortunately, many children with diagnoses of Emotional Disturbance are put into special programs to remove them from local schools that have failed to address their needs. Behavioral Disabilities Behavioral disabilities are those that cannot be attributed to psychiatric disorders such as major depression, schizophrenia, or developmental disorders such as Autism Spectrum Disorders. Behavioral disabilities are identified in children whose behavior prevents them from functioning successfully in educational settings, putting either themselves or their peers in danger, and preventing them from participating fully in the general education program. The Behavioral Disabilities fall into two categories: Conduct Disorders: Of the two behavioral designations, Conduct Disorder is the more severe. According to the Diagnostic and Statistical Manual IV-TR, Conduct Disorder: The essential feature of conduct disorder is a repetitive and persistent pattern of behavior in which the basic rights of others or major age-appropriate societal norms or rules are violated. Children with conduct disorders often are placed in self-contained classrooms or special programs until they have improved enough to return to general education classes. Children with conduct disorders are aggressive, hurting other students. They ignore or defy conventional behavioral expectations, and frequently Oppositional Defiant Disorder Less serious, and less aggressive than a conduct disorder, children with oppositional defiance disorder still tend to be negative, argumentative and defiant. Children with oppositional defiance are not aggressive, violent or destructive, as are children with conduct disorder, but their inability to cooperative with adults or peers often isolates them and creates serious impediments to social and academic success. Both Conduct Disorders and Oppositional Defiant Disorder are diagnosed in children under 18. Children who are older than 18 are typically evaluated for antisocial disorder or other personality disorders. Psychiatric Disorders A number of psychiatric disorders also qualify students under the IDEA category of Emotional Disturbances. We need to remember that educational institutions are not equipped to treat mental illness, only to provide educational services. Some children are seen in pediatric psychiatric facilities (hospitals or clinics) in order to be provided medical treatment. Many children with psychiatric disorders are receiving medication. In most cases, teachers providing special education services or teachers in general education classrooms who will be teaching them are not given that information, which is confidential medical information. Many psychiatric disorders are not diagnosed until a child is at least 18. Those psychiatric diagnoses that are under Emotional Disturbance include (but are not limited to): Anxiety disorderBipolar (manic-depression) disorderEating DisordersObsessive-Compulsive DisorderPsychotic Disorders When these conditions create any of the challenges listed above, from the inability to perform academically to the frequent occurrences of physical symptoms or fears due to school problems, then these students need to receive special education services, in some cases to receive their education in a special classroom. When these psychiatric challenges occasionally create problems for the student, they may be addressed with support, accommodations and specially designed instruction (SDIs.) When students with psychiatric disorders are placed in a self-contained classroom, they respond well to the strategies that help Behavior Disorders, including routines, positive behavior support, and individualized instruction. Note: This article has been reviewed by our Medical Review Board and is considered medically accurate.

Book Summary Essay Example for Free

Book Summary Essay The book I chose to read was â€Å"When I Say No, I Feel Guilty† by Manuel J. Smith. The first thing to stand out to me in this book was it seemed a little outdated. Even though the writing style and the examples appeared to be from a different era, I was still able to see how different points were relevant today and to me personally. This title screamed my name when I was browsing the list of choices because no matter what I am saying no to, I always feel guilty. From the first moment that we can feel and translate emotions, we have been manipulated by others. We have grown up under the sense that we should feel certain ways about particular actions. We forget to a chore when we are young, we should feel guilty. We bring a bad grade home on out report card, we should be scared of getting in trouble. Many activities are labeled either good or bad and we should portray emotions to match. As a manager, you should try to keep commands or statements neutral. A neutral statement is one that doesn’t assign the label of good or bad to a behavior so the recipient will not feel manipulated. Everyday, people try to manipulate you into doing what they want by making you feel nervous, uninformed, or blameworthy. If you let them push you around you will feel frustrated, angry or depressed. When you permit others to control your actions, you renounce your sense of personal responsibility. Smith states that the first step in fixing the situation is to know that â€Å"no one can manipulate your emotions or behavior if you don’t allow it to happen. † Also, following the Bill of Assertive Rights will help lead to non-manipulative relationships in all situations. The rights are the basis for all healthy relationships and are listed as: You have the right to judge your own behavior, thoughts and emotions, and to take the responsibility for their initiation and consequences upon yourself. You have the right to offer no reasons or excuses for justifying your behavior. You have the right to judge if you are responsible for finding solutions to other people’s problems. You have the right to change your mind. You have the right to make mistakes – and be responsible for them. You have the right to say, â€Å"I don’t know†. You have the right to be independent of the goodwill of others before coping with them. You have the right to be illogical in making decisions. You have the right to say, â€Å"I don’t understand†. You have the right to say, â€Å"I don’t care†. The first right is the foundation of all of the remaining rights. When you become your own judge, you help to build a barrier against manipulation. Judgements should be based on your values and not external systems of what is right or wrong. People base their manipulative actions on the belief that you should live up to their rules. If you are accepting of this situation, you open yourself up to a limitless variety of manipulation. Criticism is a common tool people use to get someone to behave according to their standards. Reactions to criticism can be negative with anxiety, denial, and defensiveness. Learning to take criticism in a constructive manner helps to avoid manipulation. Verbal coping methods to help accept criticism effectively are fogging, negative assertion, and negative inquiry. Fogging is when you only agree to the truths in a statement and respond to what someone has specifically stated rather than what is implied. A negative assertion is statement that takes responsibility for something you have done wrong. It takes courage to make a negative assertion and say, I’m sorry. Last, using negative inquiry encourages the critic to reply assertively instead of manipulatively. This tactic is typically used to ask for additional information about a critique. There are also different types of relationships that fall into three categories, commercial, authority, and equality. Basic verbal skills used to minimize manipulation do not change as problems are handled throughout these different relationships. Commercial relationships are clearly defined with a contract. Since this type of relationship follows a defined structure an assertive verbal skill works most effectively. In an authority relationship there is one person in charge while the other is not. Authority based relationships emphasize finding compromises that grow on existing interpersonal dynamic. Both parties are equal in an equality relationship. This relationship is the most informal and tends to have everything open for discussion. Thoughtful open communication reassures people that you will not hinder their decision making, even if you may disagree. The main concept I took away from this book is, it’s my life and what happens in it is completely up to me! I will not cower when I face manipulation. My reactions to particular situations can pave the way for a disaster or a triumph. We must always be in touch with reality to promote our own well-being and happiness. We also have to accept the possibility that changing our mind is completely normal and healthy. Keeping the Assertive Bill of Rights in mind will help to stand up against manipulation and keep our dignity, self-respect, and control over our own behavior. Book Summary. (2018, Oct 21).

War of the Gods Essay Example | Topics and Well Written Essays - 750 words

War of the Gods - Essay Example War of the Gods This paper will examine the use of religious ethics to define a just war and the application of such ethics during the Holy Wars of the Crusades. Monotheistic traditions, such as Christianity and Islam, often use their religious doctrines to find a justification for wars. These doctrines, in the Just War Theory, outline in detail when the use of force can be justified to resolve conflicts, from whom they should attain the blessing that such a use of force is recognized as necessary in the eyes of God, and to what extent the force should be employed. The primary focus of the just war tradition is to attain and confirm approval from God. In both religious doctrines, God-referred to as Allah in Islam-has confirmed the ideals that the use of force by His followers is a righteous and just action; this use of force often serves to control aggressions or perpetuate continued growth and spread of the Faith. In the case of the Crusades, justification came to Christians and Muslims alike from their respective Gods for the perceived need to control the Holy Land of Jerusalem. These doctrines and the actions they perpetrated during the Crusades can be seen from both sides of this series of Holy Wars. August (1921) reveals such justification when the Christians sought to recapture Jerusalem. The fact that Christian soldiers were told they would be successful if God willed their victory directly preceding their accomplishment further confirmed that they were fighting a just war. Additionally, even if only by coincidence, the timeline in which these events took place were construed as signs from God that this war was just and approved; and that God would work with these soldiers and secure their success. This acknowledgement served to increase morale amongst the soldiers and justify future acts of aggression in the name of the Christian Crusades. On the other side of this initial victory of the Christians, the Muslims also received blessings and encouraging sign from Allah. Muslims believed so deeply in the signs and the need for Divine approval, that any losses were perceived to be punishment for sins. None, or few, were mindful of the Lord, or of such work as was needed to capture the city; nor did they take heed to beseech the Lord's favor. And thus we not recognize God in the midst of our affliction, nor did He show favor to the ungrateful. (August 9-10) Essentially, while the Christians remained mindful of the signs that appeared to be sent from God, they saw continued, if intermittent, success in their plights during the Crusades. In contrast, the Muslims believed that the early Christian victories were the result not of God favoring the Christians and