Morality of a Foreign Policy Essay Example | Topics and Well Written Essays - 1750 words

Morality of a Foreign Policy - Essay Example securing the good of the community and not benefitting the individual member of the society. Morality is derived from a Latin word "mores", that means custom, habit or a way of life. For an act to be moral, there are three fundamental characteristics - foremost, universal allegiance, secondly, impartiality in all the acts and lastly, the act in itself should be self-enforcing. The implication of these elements is that moral values bind everyone to these norms, and irrespective of any one, it is applied to all perspectives and interests. Lastly, it should be through voluntary actions of the persons and not forced upon by any other. Ethics is doing what is right and refrain from doing what is wrong. And the good is determined by the norms that are applicable to that particular situation. The political issues involve complex public affairs, and competing moral values and dilemmas and not simple moral verdicts. Ethical reasoning and judgments in foreign policy making involves use of relevant morals and illuminations in managing foreign relations with other states. The issues such as fairness of the international economic order, justice of the global institutions, and international regimes etc. should be guided by rules, and institutions in light of moral norms (Amstutz, 2005). The politics among nations is governed by political Realism, the phenomenon that says that the society is governed by objective laws have its roots from the human nature. Since the political systems comprises of people, therefore, the societal laws of human beings are to always prevail in these systems. Any statesman should apply rational alternatives in meeting problems under all circumstances. Morality has multiple facets to a foreign policy. Foremost, morality helps in defining goals and purposes of states and other players. No specific policy directives are given, but direction and general vision to highlight the nation's vital interests is given by the moral rules governing the foreign policy. It establishes the limits for any policy measure to be taken and acted upon. Moreover, any policy is also judged on the basis of these pre specified norms for judging the acts of the nations. A moral foreign policy should address three instruments - the conscience of decision makers, the influence of domestic opinion, and the influence of international reputation. The domestic opinion is formed by the freedom of expression of the people - as judged by the media, interest groups, and nongovernmental and professional associations; whereas, global opinion influences the international reputation of the country by labeling it as a reliable and moral actor or not. Kantian Ethics is the deontological approach talks about seeking happiness and that everyone will try to achieve pleasure and gratification to lead to the happiness, but, achieving happiness does not always fall in the purview of our powers, and it is a matter of luck. Thus, under this philosophy, evaluation of international politics actions taken might deem to be right or wrong, and not depending on the consequences. Thus, rationality is based on how a certain action is performed and not what does it result. Therefore, under this theory acts of terrorism can be favored by saying that these are the law enforcement acts, irrespective of the

Is Interagency Working in England Beneficial to Childrens Learning and Essay

Is Interagency Working in England Beneficial to Childrens Learning and Development - Essay Example From this paper it is clear that interagency workings in England started long time ago around in the mid 19th century in the health and social care sectors. Nevertheless, the trend has being gaining popularity over the past few years especially since the death of Victoria Climbie on February 2000. This research paper is going to critically analyze whether interagency working in England are beneficial to children’s development and learning. Victoria Climbie decease prompted to a large and thorough research analysis of the United Kingdom child protection and development services. This led to publication of various studies highlighting the need for multiagency working and sharing of information with the main goal being to protect children, help them develop and facilitate their learning. Such studies have led to numerous reforms as it had been suggested by different publications among them being the ‘Green Pape:Every Child Matters’ which was made in 2003, a publicati on that prompted to a dramatic increase in the number of voluntary and non-voluntary organizations working together to help children lead a full life. According to the study agencies working alongside other agencies has proven to be an effective strategy of improving children’s outcomes of development because of the cross cutting themes that different organizations bring forth together. Coming together of different organizations and sharing information increases the probability of shielding children from any harm and most importantly promote their welfare in a way that only a few children if any have to face terrible situations like the ones Victoria Climbie faced. Publications like the ‘Working Together to Safeguard Children’ year 2010 highlight the need for the collaboration of the general England society in promoting and safeguarding the welfare of young people and children.  

Managerial Effectiveness In Indian Organizations Management Essay

Managerial Effectiveness In Indian Organizations Management Essay Purpose- This paper seeks to explore the dimensions of managerial effectiveness within the context of Indian organization and to analyze the impact of experience and level of manager (senior, middle, junior) on their overall effectiveness, and also to compare the female and male counterparts. Design/Methodology/ approach- This study based on Motts scale to explore the dimensions of managerial effectiveness adopted by managers while discharging their functions and responsibilities. The scale is used to analyze overall effectiveness and also subsets of effectiveness i.e. productivity (three items), flexibility (three items), and adaptability (two items). Findings- Results of study presents a pattern of relationship between dimensions of managerial effectiveness within the context of Indian organization. Practical implications- Study through its empirical evidences provide a clear picture of managerial effectiveness perception of Indian managers at different level and further help managers to improve his/her managerial performance. Originality/ Value- The study enrich the existing literature and theories of managerial effectiveness and provide understanding of the issue of managerial effectiveness in Indian organization. Keywords- Managerial effectiveness, Indian organization, productivity, adaptability, flexibility, responsiveness, resources. Paper Type- research paper. Introduction With Increasing cut throat competition and dynamic business environment around the globe Organizations require a team of effective managers to run the day to day operations. Managers play significant role in the development, formulation, and execution of the organizations long as well as short term strategies that determines the organizations success. As mentioned by the Peter F. Drucker; Management is a dynamic, life giving element in every business; without it the resources cannot be converted into high production. There are many attributes which are the necessities of time and critical to delivering improved results, effective operations, and programs (Kotter, 1995; Hacker and Washington, 2003). In the ever changing business environment and with increased dependency of business on information technology, managers are required to sort-out new ways to facilitate production and sustainable growth of self as well as of the organization. Regardless of its increasing importance, the fie ld of managerial effectiveness has been neglected as compared to other issues of management (Willcocks, 1992). So it is the need of the hour to study managerial effectiveness in a new dimension and dynamic business environment. Managerial Effectiveness The concept of managerial effectiveness has always been a big issue of concern for academicians, scholars and practitioners. The problem is mostly attributed to the presence of a great deal of misunderstanding and vagueness regarding What is Effectiveness? and who is an effective manager? (Brodie and Bennett, 1979, p.14). Due to its complex nature and vast sphere, in literature managerial effectiveness has been defined in different ways (Langford, 1979). Brodie and Benett (1979, p.14) defined it as, results and consequences, bringing about effects, in relation to purpose, and giving validity to particular activities. Reddin (1974) explained managerial effectiveness as the degree to which managers achieve the output requirements corresponding to their respective positions. In other words it is the act of fulfilling multiple expectations rather than optimizing one (Kirchoff, 1977), while Drucker (1988) termed effectiveness as the foundation of success. Boyatzis (1982, p. 35) underlined effectiveness as qualities, intrinsic abilities or personality strengths of an individual. Mintzberg (1973, p.24) defined effective manager as one who identifies the need to understand the functions and uses the available resources to carry out managerial functions. Rastogi and Dave (2004) explained effectiveness as something a manager generates from a situation by managing it appropriately, and thereby achieving the targets in every sphere of the organization. Managers have many resources and authorities at their disposal and the performance of any organization is largely dependent on how well these resources have been utilized (Rastogi and Dave, 2004). So, the ability of the managers and the techniques to increase their degree of effectiveness is becoming important day by day (Analoui, 1997). Why organizations need effective and skilled executives? because effectiveness is a key component which enables an executive for effectual operation and delivery of complex initiatives (Analoui et al. 2010). Effective managers also provide leadership to the business and help in achieving core objectives of the organization. Drucker (1967, p.1) explained that an executive is expected to get the right things done and this is simply saying that he is expected to be effective. So from the available literature study it can be concluded that there have been as many explanations as there are researchers in the field, and there is not a single clear cut definition for managerial effectiveness, which could be single handedly applied in every aspect of management. Comprehensive review of literature reveals the three important perspectives of research areas of the managerial effectiveness are Conventional Perspective, Organizational level proficiency based perspective and individual level competency based perspective. Conventional approach stresses the ability to set and achieve goals (Bartol and Martin, 1991, p.11) and explains that it is the managerial effectiveness which is responsible for organizational effectiveness. The organizational level proficiency based theory explains that internal and external factors have influence on long term future orientation of the organizations. Organizations mission, vision, and strategic plan formulation plays vital role in achieving future goals. This approach further divulges that any organization incorporates the internal resources i.e. man, material, money, machinery, know-how and the external surroundings as a system to accomplish tactical intent. The individual competency approach focuses upon the in dividuals rather than the association of external actors and puts stress on the enhancement of convenient management skills and tactics. Katz (1974) allied managers job with three major dimensions-technical, conceptual, and human. So it can be said that the efficiency of any organization can be amplified by the effective union of all the above three dimensions. Analoui (1995, 1997, 1999, and 2007) proposed following eight parameters (i.e. Managerial perception; The need for managerial skills; Organizational criteria; Motivation; Degree of demands and constraints; Presence of choices and opportunities; Nature of intra- and inter-organizational relationships; and Dominant managerial philosophy) of managerial effectiveness and explored that personal, organizational and environmental contextual factors influenced these parameters significantly. Mott (1971) also developed an instrument to measure managerial effectiveness and identified productivity, adaptability, flexibility as the dimension of managerial effectiveness, while in another study, Jain (1999) has recognized three dimensions of executive effectiveness namely fu nctional, interpersonal, and personal effectiveness. Drucker (2006) further identified the following eight factors : need identification, familiarity with organization culture and climate, development of action plans, responsiveness towards decisions, effective communication, taking advantage on opportunity, productive meetings and, team work, which are very common and enables the executive with required content knowledge and also helps him in translation of this knowledge into advantageous output. Sen and Saxsena (1999) enrich the list by adding i.e. do right things; focus on self contribution; time handling; motivational aspect; management of change; value system and ethics; as some important traits of an effective manager. In another study, Bao (2009) explored that provisions of necessary resources, appropriate staffing, training, and setting achievable goals are the factors that are able to promote managerial effectiveness. Stewart (1991, p.102) pointed that demand, constraints, and available choices of jobs are three important ele ments that are required in order to be an effective manager. The above discussion suggests that different researchers have highlighted different dimensions and aspects of managerial effectiveness and also suggests mapping of the degree of effectiveness of any individual basis not only on his skills, knowledge and personal competencies but also on his interpersonal interactions and the ways how he manages his team. Scope of the study Managers have been defined as those who organize business activities and every organization depends on managers. With growing competition, boom in information technology and availability of substitute products and services, job of a manager has become very complex and important. Not only the organization but also the development of any nation depends upon the effectiveness and contribution of its people. India is being a rapidly growing country and with different dynamic market forces (i.e. science and technical breakthrough, economical growth, infrastructure development, flow of FDI, Global Mergers and acquisition of firms etc.) increasing in number and tendency, needs organizations equipped with effective and efficient managers who can optimally utilize the available resources, and can contribute in the national development. So, it is very important to explore the perception of Indian managers towards different dimensions of managerial effectiveness. Objectives and Aims of Study Main objective of this paper is: To explore the perception of managers towards dimensions of managerial effectiveness. To investigate the managerial effectiveness perception of managers at different level (senior level, middle level, and junior level) To compare managerial effectiveness perception of male and female managers in Indian organization. Research Methodology Sample, Size and Instrument The study targeted all level of managers (senior, middle, and junior level) in large public and private sector companies in India and based on primary data. A survey was carried by means of a self administered and open ended scale developed and validated by Mott (1971). The scale basically divided in to three subscales (productivity, adaptability, and flexibility) consisting of eight items. The Cronbach alpha for the present scale is .78 as overall effectiveness scale. After establishing rapport, the subjects are asked to tick mark his or her choice against any of the five statements in each set. Scoring for the scale was done manually after getting response. There is no right or wrong answer to the statements or items. A total 63 response collected from 16 Indian (Service and manufacturing both) organizations (Details given in Table I). After collection of response data was initially administered by using Factor analysis, average and means. Factor analysis was used to reduce the dimensions of the factors and also to explain the variance in the observed variables in terms of latent factors (Kundu, 2003). Finally mean of the overall scale used to interpret managerial effectiveness with experience, position held by executive. Profile of Respondents: Position, Gender and Age A large fraction (Table II) of the respondent were male (N=52; 82.5%) and female comprise small fraction (N=11; 17.5%). Age profile of respondent varies with the youngest manager at 24 and oldest executive at 57 years old with average age of 40 years. All the respondents have some experience of work which varies between a range of 1 year to 34 years and with an average value of 16 years of experience. Most of the respondent (N=30) held senior level position, small portion (N=10) held junior level position and remaining (N=23) belongs to the middle level position. Analysis and Results Since the objective of this study is to find out the dimensions of managerial effectiveness. To achieve this, factor analysis has been used for data analysis. Before employing factor analysis data was examined whether the size of sample is adequate to run factor analysis and outputs shows that the Kaiser-Meyer-Olkin (KMO=.703) value is near to 1 and indicates that the patterns of correlations are condensed. Bartletts test of sphericity with approximated chi square value 91.068 and with 28 degree of freedom, which is significant at the 0.05 level and held the factor analysis appropriate. A total of 8 variables regarding perception of managerial effectiveness were subjected to principal component analysis with varimax rotation by using the factors with eigen value more than 1.00 were retained. Harman (1976) indicated that factors with Loading score greater 0.29 at the 0.05 level were significant but in this study the factors having loading greater than 0.4 were considered and included to define the factor. Factor analysis has extracted a good amount of variance with values of communalities vary from 0.465 to 0.838. Three factors were extracted on the basis of eigen value criterion more than 1 (ranging from 1.058 to 2.790) and explaining 63.334% of variance. Table III gives rotated loading of variables for extracted three factors, Eigen value, and variance explained by each factors. At last on the basis of results from statistical analysis (Table III) of primary data a total of three factors are extracted and explained hereunder. Productivity This is first factor which shows highest value of variance and measure the productivity in terms of physical output of product and service delivered. This factor also includes using new method of production for capacity enhancement, optimum and efficient utilization of resources, and problem anticipation. Adaptability Second important factor with variance value 15.237% includes the variables i.e. acceptance of new system design, and adjustment to new work situation. Quality Flexibility The last one includes two variables each for quality and flexibility and measure the perception of employees towards work quality, and coping with new emergencies rapidly and successfully. Table IV shows the pattern of correlation between the items/variables measured reveals the correlation among eight items/variables used in the study. It can be observed that variable 6 (acceptance of change) has highest correlation with Variable 7 (adjustment to new situation) with a correlation coefficient of .450 (p> .01) followed by variable 1 (productivity) with variable 5 (change management). Table further reveals that highest correlation is observed among variable 2 (quality) and variable 8 (damage control) with a value of .405 and followed by variable 1 (productivity) and variable 4 (problem solving) and further with variable 4 and variable 5. Overall correlation matrix reveals the association among variables is statically significant. Table V shows the mean value of overall managerial perception of managers held different position and having varying work experience. It shows mangers at senior level (with mean value 3.42) have significant in compare to junior level (with mean value 3.06) but very little low than managers at middle level (mean value 3.5). The overall mean value of scale is (with mean value 3.40) very near to mean value of senior managers but significantly differ in the case of junior level managers. Their managerial perception lies below the average score. Managers at middle level have larger value than total mean value of overall scale and they also show greater perception than both other levels. But it gives contrary results with increasing work experience, from junior to middle level it increases but from middle to senior level it falls again. Results also show that mean value (3.42) of overall perception of managerial effectiveness remains above from mean value of total sample (3.40) and the mea n value of male participants (3.36) remains little somewhat lower than mean value of total sample (3.40). Average work experience of male (26) and female (9) participant support that it has no a significant impact on overall managerial perception. Discussion This study provides an overview of managerial (senior, middle, and junior level) effectiveness perception. A scale consisting of subscale (productivity, adaptability, and flexibility) and eight variables used to get responses from the sample. Mott (1971) grouped these eight variables under three factors i.e. productivity (three items/variables production output, optimum utilization of resources, and adoption of new method of production), adaptability (three items/variables i.e. quality, problem anticipation, and acceptance of changes) and flexibility (it includes two items/variables adjustment to new situation and cope with emergencies readily and successfully). Luthans et al. (1988) in his study also explained the same variable and describe a model of managerial effectiveness. Results of present study reveals the grouping of variables under the factors, factor analysis sorted the three important factor which are explained as productivity (including four items/ variables production output, optimum utilization of resources, and problem anticipation, and adoption of new method of production) As result shown in Table III, productivity has the maximum variance with 34.881% it shows that managerial productivity is highly related with managerial effectiveness and it is measured by the extent of their output (Laufer and Jenkins 1984; Reddin 1970; Campbell et al. 1970). Analoui (1997) explained that managerial effectiveness is depends on the extent of output of productivity. Dayal also (1984) in his study identified the developing capability of employees as an important dimension; the present study also identified the efficiency of employees as important variable for managerial effectiveness. Productivity of employees in this study includes items i.e. output of pro ducts and services, optimum utilization, problem anticipation and adoption of new method for production, these all variables can be concluded under competence of mangers and competence is identified by Gupta (1996) as one of significant dimensions of managerial effectiveness. Labbaf et al. (1996) referred competence as key stone of managerial effectiveness and also mean for improved organizational performance and effectiveness, and this competence further considered to reiterate the overall capability of management. Another important dimension of managerial importance which appeared from the study is the adaptability (includes two items i.e. acceptance of changes, adjustment to new situation) and it shows some contrasting results from the literature (Mott 1971: Chauhan et al. 2005; Luthans et al.1988) and only two variable shows significant rotation loading (0.6978, 0.907) with factor two adaptability with a variance of 15.237%. The third factor which evolved from the factor analysis has been named as quality concern and responsiveness and include two variable i.e. quality of services and products, and cope with new emergencies readily and successfully with a variance value of 13.226%. The important findings from the study are that this study reassembles the variables/items of original scale with significant alpha value and correlation pattern for perception of managerial effectiveness. The study also (table V) found that effectiveness perception has little significant effect of work experience and position held and increases with the experience. Mean value for overall effectiveness increases from junior level (3.06) to middle level (3.5) and again falls from middle to senior level (3.42). These findings are in tune with Sriastva and Kumar (1984) who explained that junior level executive are less effective than middle level executive. The study also found that overall managerial effectiveness of female managers (mean value 3.42) is more than their male counterpart (mean value 3.36) and their overall effectiveness is also greater than the average effectiveness of the whole sample (with mean value 3.40) and support the view of Schwartz (1992) that if a company attrac t, promote, reward and values women it will speaks directly and also provide a evidence for equal opportunity on employment. Overall mean value for the effectiveness remains close to the senior level and middle level and it proves that degree of effectiveness raises with respect to the position of managers in the hierarchy of the organization. Results further explain the if all variables are considered independently than Variable like adjustment to new situation, quality, and optimum utilization of resources (Table III) shows the higher loading value (0.8 Conclusion and implications The present study aimed to explore the dimensions of managerial effectiveness within the context of Indian organization and to analyze the impact of experience and level of manager (senior, middle, junior) on their overall effectiveness, and also to compare the female and male counterparts. Results of the study support the findings of other studies and suggest that effectiveness of managers at work place is generally a function of items, and importance of these items vary form manager to manger and from organization to organization, and it is, therefore assumed as the extent to which a mangers achieves. Findings from the study indicate the changed perception of managers in Indian organization from past, the reassemblies of items and emergence of responsiveness as new factor shows it clearly. Each of three factor shows a good value of Cronnbach alpha (productivity 0.78, adaptability 0.69, and quality and responsiveness .74) and validate the reassembly of items in the factors i.e. productivity, adaptability, and quality and responsiveness. Furthermore, the study reveals that there is a clear indication that female managers are more effective as compared to their male counterparts and hence strives for increased number of female managers in Indian organization at all level. Another important finding of the study is that effectiveness is not associated with the age of mangers (it increases from junior to middle and again fall form middle to senior level). In case of junior manager the study support that training and development programs can play significant role to raise their effectiveness. On the basis of review of referred literature and empirical evidence from the study it is concluded that managerial effectiveness can be referred as continuous improvement of the output and it plays an important role in overall organizational effectiveness. 9. Scope for Future Research The present is study is based on the limited number of subjects and targeted organization, and also restricted to geographical boundaries. Further research can be done with large sample size and with more number of organizations. One more important aspect untouched by the study is the moderators and mediators of managerial effectiveness; these can be studies within same context with their degree of influence on effectiveness. Many scholars devised the items to measure the effectiveness (i.e. Analoui, Gupta, Dhar) but present study based on Mott scale. More research can be done with other available parameters also.

Free College Essays - Displays of Light in Paradiso :: Dante Paradiso Essays

Paradiso – Displays of Light Dante's ascension throughout the entire Divine Comedy, namely that of his last book, Paradiso, is notedly marked by the variant displays of light and how it effects the poets. Quintessential to the purpose of this entire poem is the depiction of Paradise as a realm of light that exists in nine spheres, whose proximity to God varies directly with their merit, shown by the first three lines, "The glory of Him who moveth everything /Doth penetrate the universe, and shine/ In one part more and in another less." (Dante, 293) In the closer spheres with the lesser radii, Dante notes the soft glowing lights, but as he approaches the centermost sphere, he attempts to describe the inexpressible gleaming of the vision of divinity, thus the recurrence of the theme of light running throughout the poem. The first appearance in the sequence of lighting occurs in Canto I where he refers to Paradise as "all that hemisphere was bathed in light/ The other dark." (Dante, 294) As he first enters heaven, he notes that its luminescence irradiates everything else around it, leaving it in total darkness. As he continues "Already did I rest content/ From great amazement; but am now amazed/ In what way I transcend these bodies light." (Dante, 297) But this would only be the beginning of the amazement. This central theme of light again appears in Canto XXIII, where Dante contemplates the symbolism of Christ as light. "Outshining myriad lamps beheld I then/ one Sun who kindled each and all, as ours/ kindles the stars that throng his high domain;/ and through the rays, poured down in living showers,/ the radiant substance, blazing on me, tried/ my mortal vision beyond my mortal powers." (Bergin, 111) Thus, Dante realizes that has been enlightened far beyond the length of what reason can describe. The final instance in the recurring sequence of lights occurs at the very end of the poem where he, "by a lightning flash my mind was struck/ And thus came the fulfillment of my wish.

Group Dynamics in 12 Angry Men Essay

The 1957 Sidney Lumet directed classic 12 Angry Men, the film adaptation of a stage drama from a few years prior, is centered logistically and physically around an uncomfortably diverse set of men with a common goal of achieving a jury verdict in a murder trial.   Representing the greatest of organizational challenges, the plot forces these 12 instinctively conflicting personalities into the suffocating quarters of a shrinking jury deliberation room. The setting is consumed by a wilting pressure, as the men are isolated together on a sweltering summer day with the difficult task of assessing the terrible allegation at hand.   Lumet’s film is, on the one hand, an excellent discourse on morality and duty amongst a diversity of caricatures.   To another extent though, the work is a study on organizational behavior, producing a setting in which undefined roles are gradually filled by a combination of necessity and individual instinct.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Amongst the men collectively assigned to the task, numerous organizational roles begin to form and shift, with leaders, followers, thinkers and bullies occupying various positions throughout.   Though all are moved to address the same problem, each perceives it according to a perspective tied to his own experiences.   The task of reaching a verdict on the basis of evidence would require collaboration, but these prejudices and personalities distinction render this a continually elusive goal.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It becomes clear quite immediately that leaders and followers are not strictly defined by their willingness to exercise power, but perhaps more by their varying senses of duty.   This is embodied by the narrative’s protagonist, who shows himself to be naturally imbued with a devotion to the propriety of the cause.   The eventual emergence of Juror #8, played to due complexity by Henry Fonda, illustrates that leadership is a capacity which comes with reason, communication and focus.   This is a distinct characterization from the founding of leadership in aggression or overbearing authority.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   With respect to the organizational behavior apparent in this distinction, the critical viewer is inclined to consider the interesting pressure which is placed upon such a leader as Juror #8, who must attempt to levy a minority influence over a group of individuals mostly inclined by the desire to go home to cast their votes with relative unanimity.   In the face of eleven guilty votes, #8 felt that he had no choice but to enter a not guilty vote, bearing in mind the singular duty of the jury.   It was his contention that the primary objective here was not, as some had clearly seen it, to end this case with expediency, but instead to determine whether the defendant was guilty ‘beyond a reasonable doubt.’ This language represents the mission statement of the organization formed by the 12 man jury.   Juror #8 was the only individual to administrate the pursuit of this goal and, in a fashion that is reflective of the challenges potentially common to any working environment, was forced to do so in the face of hostile opposition, oppressive external circumstances and various informational challenges.   Instead of seeking to render each of these challenges to obscurity or allowing them to derail the organization from achieving its defined goal, Jury #8 illustrates a valuable managerial talent in motivating various members therein to consider their role in reaching said goal.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is through this plot movement that Lumet carefully draws out the process of ascension to group cohesion.   Indeed, this is no simple task, as Juror #8 must none-too-gently navigate the apprehension of some, the distortion of perspective in others and the outright irrational defiance of still others in order to steward the organization to a recognition of itself as a single working unit.   This is a useful point to consider, as we evaluate the many challenges related to personnel which would individually be forced to the surface by the protagonist’s tireless instigation of critical thought.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After provoking some consternation for voicing his ‘reasonable doubt,’ Juror #8 pragmatically deconstructs the case, pointing out that the primary witness was an elderly woman who was not wearing her glasses at the time of the murder in question.   Moreover, the murder weapon, a switchblade knife which a store clerk claimed he sold to the defendant, was illustrated to be one of a possible infinitive of knives which looked nearly identical to the exhibit A knife. And perhaps most importantly, the victim of the murder was the defendant’s father and the close association and bad relationship between the two provoked a wealth of circumstantial evidence against the defendant.   From an organizational perspective, these are factors which can be looked upon as uncertain variables upon which critical scrutiny need be applied.   However, the flimsy nature of these variables is generally obscured by the persistence of a group conflict that is founded upon the disparate strands of personality which make up the jury.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Juror #8 skillfully weaves the primary goal of finding a correct verdict through the fabric of these case facts, appealing to what he senses is an experientially biased perspective in each juror, in order to invoke consideration of all these prospects.   It is thus that he encounters several phenomena of group dynamic which detectably play a part in obstructing the immediate achievement of intended goals. One effect in particular is that of conformity, which would play a significant part in stimulating some of the meeker jurors to assume the defendant’s guilt on the basis of popular consensus.   For many jurors falling into this category, the influence of many of the more vocal jurors would serve to intimidate or cloud individual perspectives, causing the minority perspective taken by Juror #8 to encounter pointedly steadfast opposition.   The meeker men would retain a strength in numbers that would allow them to hide from organizational responsibility.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For Juror #8, the situation of organizational unanimity without critical speculation would be in and of itself problematic.   We are not even certain as the audience that the juror is responding to a belief that the defendant was necessarily innocent.   Instead, there is a clear sense of concern over the propriety in carrying out the appropriate duty of the court.   Therefore, we see that the character was left with only the option of initiating conflict as a means to invoking the critical debate which would have otherwise been problematically absent from the proceedings.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   We may consider that the juror might have sought another approach than facing collectively and individually the obstructions to the deliberation of justice.   For one, a possible alternative for action in this circumstance may have been the call for a dismissal of certain jurors.   In particular, Juror #3, played by Lee J. Cobb, is driven by the damaged relationship he shares with his son and Juror #7, played by Jack Warden, is moved to action by his deep-seeded hatred for foreigners. In the self-appointed role of group leader, the protagonist must attempt to draw these individuals away from these distorting perspectives in order to understand the case on its own merits.   These facts of prejudicial perspective might have been treated as grounds for dismissal from the organization given the legal consideration surrounding such motives and the inherent contrariness which such motives posed to the mission of carrying out justice.   Such an alternative might have properly saved the organization the bottle neck to meeting its goal produced by the resistance of poorly oriented personnel.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Ultimately, however, Juror #8’s methods, while painstaking, were perhaps the most optimal, implementing as they did a careful strategy of communicative and practical organizational unity in spite of a seemingly irreconcilable spectrum of ideologies, personalities and intentions.   In the resolution of this unique film, the audience never does learn if the defendant is guilty of murder, but viewers are collectively moved to better understand the identifiable characteristics which constitute organizational responsibility.

Child Labor Essay

The Industrial Revolution set off an assortment of new improvements that were open to disasters. To begin, there was an increase of food supply. Not much of money was spent on food as it normally would have been, it was spent on manufactured goods too. Now that there was a demand for manufactured goods, there was a demand for workers also. Better agricultural technology left many farmers without jobs. That was not much of a problem because these workers could take the jobs in factories to operate the new machines that were previously invented. These former farming families had to move to cities, while contributing to the new urbanization occurring. Except, when the families moved, the parents were not the only ones put to work in factories, children were too. To avoid a life of poverty, children had to work in sweatshops, mines, or in the same factories as the rest of their family. The events that led up to child labor did not intend to turn into anything vicious. However, as time went on, everything about child labor turned nonsensical. Money was not distributed as it should have been. Working out of home came with a dozen disadvantages. These elements both fabricated unpleasant consequences and insufficient laws. Despite few arguments in support of child labor, it was ultimately unreasonable due to the unfair exchange of work and money, repulsive working conditions, and harmful effects it had in the long run, which eventually resulted in laws against this atrocity. Children working started off by doing minor chores to help out around the house. Parents needed the assistance, and it was not as if the chores were anything outrageous, so there were not many complaints. 2 In fact, most adults generally agreed upon children working. 3 Once children were of age, which was usually around five years old, they did whatever they could. 4 The young kids aided in family cottage industries or working in the fields. As they got older, their tasks alternated. 5 6 According to Alex Fyfe, who wrote an article on child labor, some of these more difficult tasks for teenagers included â€Å"learning trading techniques that could be beneficial in the future. 7 These techniques could involve the basics on how to trade so that he or she was enhancing more than the other person. The children could carry these methods to further generations to ensure families received enough money. Eventually, instead of just working at home, children began going to work in factories, mines, or sweatshops in order to get paid. 8 This settlement was an important economic gain families had to have.

Toreilla Flat essays

Toreilla Flat essays In the town of Tortilla Flat above beautiful Monterey lived a group of men called the paisanos. They were drunkards, thieves, ruffians, and vagabonds, but they were also surprisingly good at heart; requiring little more from life than friendship and a little wine. Among these paisanos were Danny, Pilon, Pablo, Jesus Maria, and Big Joe Portagee. When the First World War broke out, these paisanos decided to enlist in a fir of drunken patriotism. None of them actually made it anywhere near combat, and soon returned to Monterey to find it more or less as they had left it. One thing was different however, Danny's grandfather had died and left Danny two houses. Pilon is the first to find Danny after the war, and Danny allows his friend to rent the other house from him. Gradually, the rest of the group turns up, and Pilon convinces them to rent rooms in the second house. One night, after a good amount of wine, the house burns down, and though Danny is angry at first, he allows the friends to move in with him. At Danny's house, they form a group, which Steinbeck often compares to the Knights of the Round Table. Indeed, they engage in many quests, some noble, and some downright sinful, enjoying companionship and the comfort of a roof to the fullest. Most of the group's quests revolve around the acquisition of money, but in one case, they find a new friend instead. There was a paisano in town named the Pirate who was somewhat slow witted. He could be seen walking the streets and perusing the restaurants for scraps with his five dogs (his best friends and protectors). He chopped wood every day and sold it for a quarter in town. Pilon noticed that the Pirate never spent any money, and deduced that he must be hiding it somewhere. Pilon follows the bum all over trying to locate the stash, going so far as to invite him to stay in Danny's house so that they can keep a better watch over him. In living with the pirate, the friends grow compass...

Asian economic history essays

Asian economic history essays Brief Economic History and Government Policy Korea was one of the poorest countries in world after experiencing two wars. World War II and Korean war (1950 ~ 1953). The country even experienced a food shortage so that it had to heavily rely on the foreign aid. Yearly per capita consumption was a mere $88 as late as 1965. However, since 1965, Korea has been transformed from its underdeveloped agricultural economy to a leading Newly Industrializing Country. Between 1965 and 1981, its gross national product GNP multiplied twenty times from $3 billion to $63 billion and per capita GNP increased sixteen times from $88 to $1,554. There have been many explanations for Koreas successful story. Among those, the strong role of government would be probably the most important one. At the same time, this would be also responsible for current recession. After Koran war, the government in fact had no sense of direction and also due to the unstable political situation, the country didnt have specific economic policy until 1961 when military government came to power and established the major institution guiding its economic planning called Economic Planing Board (EPB). This government set economic development as the top national priority and recognized the financial system in support of economic development plan. To achieve this purpose, it focused its policies mainly on export expansion moving its emphasis from import substitution. The result was considered quite successful for economic growth. Between 1965 and 1973, exports grew at average annual rate of 45%, from $175 million to $3,271 million. The success of the expansion was due primary to three factors (Kwack, 72). The first was a favorable international economic environment, which saw total world imports expand from $175 billion in 1965 to $536 billion by 1973. Thi s boom in imports of the world reflected the fact that the industrialized had not ...

24 Famous Quotes About Beauty

24 Famous Quotes About Beauty When you see a vibrant flower or a peacock majestically strutting his colorful plumes, revere the beauty of nature. Beauty is everywhere. Appreciate the beauty around you while beauty is still in its prime. Here are some famous quotes on beauty to inspire you to admire the beauty around you. Joseph AddisonThere is nothing that makes its way more directly to the soul than beauty.Leo TolstoyIt is amazing how complete is the delusion that beauty is goodness.Carol BotwinPick a man for his human qualities, his values, his compatibility with you, rather than what he represents in status, power or good looks.Edmund BurkeBeauty in distress is much the most affecting beauty.Jean KerrIm tired of all the nonsense about beauty being only skin-deep. Thats deep enough. What do you want an adorable pancreas?Johann Wolfgang von GoetheThe soul that sees beauty may sometimes walk alone.John KeatsBeauty is truth, truth beauty.John Kenneth GalbraithThere is certainly no absolute standard of beauty. That precisely is what makes its pursuit so interesting.Alexander PopeFair tresses mans imperial race ensnare/And beauty draws us with a single hair.Lord ByronShe walks in beauty like the night Of cloudless climes and starry skies; And all thats best of dark and bright Meet in her aspect and her eyes: Thus mellowed to that tender light Which heaven to gaudy day denies. Henry David ThoreauThe perception of beauty is a moral test.Oscar WildeNo object is so beautiful that, under certain conditions, it will not look ugly.Saint AugustineSince love grows within you, so beauty grows. For love is the beauty of the soul.Friedrich NietzscheWomens modesty generally increases with their beauty.Anne RoipheA woman whose smile is open and whose expression is glad has a kind of beauty no matter what she wears.Kahlil GibranBeauty is not in the face; beauty is a light in the heart.Ralph Waldo EmersonNever lose an opportunity of seeing anything beautiful, for beauty is Gods handwriting.Ernest HemingwayThe echoes of beauty youve seen transpire, Resound through dying coals of a campfire.D. H. LawrenceBeauty is an experience, nothing else. It is not a fixed pattern or an arrangement of features. It is something felt, a glow or a communicated sense of fineness.Hellen KellerThe best and most beautiful things in the world cannot be seen or even touched they must be felt w ith the heart. VoltaireBeauty pleases the eyes only; sweetness of disposition charms the soul.Alexis CarrelThe love of beauty in its multiple forms is the noblest gift of the human cerebrum.Marcus Aurelius AntoninusWhatever is in any way beautiful hath its source of beauty in itself, and is complete in itself; praise forms no part of it. So it is none the worse nor the better for being praised.Louisa May AlcottLove is a great beautifier.

Fund Transfer Pricing Essay Example | Topics and Well Written Essays - 500 words - 1

Fund Transfer Pricing - Essay Example It is evidently clear from the discussion that commercial banks have two divisions: deposit and lending. The deposit segment accumulates funds from customers. These funds are lent to other customers as loans through the lending division. The interest that banks earn on loans is interest income while interest on deposits is interest expense. The difference between interest income and interest expense is net interest income and is reported on the income statement. It is not a guarantee that all loans are profitable neither do all deposits cause losses. Different deposits have varying values as sources of loans and in the same way, different loans have a varying cost of funding. The main purpose of finance transfer pricing is to measure independently how different sources of funding contribute towards the profitability of banks. Assume a two-year loan financed by a three-month deposit. Assume also that the deposit segment acquires $1,000,000 worth of funds from the customer at a cost of 4%. These funds are passed to the treasury at a funds transfer-pricing rate. Assuming that the rate is 6%, the bank would earn a deposit spread of 2%. The treasury would then pass the funds to the loans department at a funds transfer-pricing rate of 8%. The loans department would then extend the loan to customers at an interest rate of 11%, earning a deposit spread of 3%. On the other side, the treasury would earn a 2% spread for managing the interest rate risk that arises from the mismatch in the maturity of funds. Assigning the funds transfer rate for treasury, the loans and the deposit divisions of the bank decomposes the spread earnings across the three divisions as illustrated in the paper.

Design pattern Assignment Example | Topics and Well Written Essays - 1500 words

Design pattern - Assignment Example These receiver commands are string in nature. In this algorithm, all the commands that will be visible to the user are subclasses to the moveable command abstract class. The three objects which are moveable which include the rook, bishop and the knight are able to be moved to and from the different positions on the board. The codes for each segment of the class are given in the chart above. This design pattern models a one to many dependency between the objects in the algorithm. This design pattern is creational in nature and connects the state of an observed object the subject with many observing objects and the observers. The square view model is related to the composite class in the algorithm which in turn is related to the color background and the square state of game. The square view model object is able to position the board which is ten passed to the composite class which sets the required state of the square. The color background class sets the background color of the object and finally the square state model of the class is changed as set by the user. The main use for this approach in programming is to ensure that we maintain consistency across the states that appear to be redundant in the code and also optimize the changes so that the consistency necessary is maintained. In this approach to in pattern design, the consistency is maintained using three main var iants: The square view model object acts as the publishing notification which then subscribes to both the color background and the composite objects which then push the notification to the subscribing notification for updating. If we take into consideration a user interface toolkit that is capable of supporting multiple number of applications and controls, the game view object sets up a game on the user interface which then clears the board to create a new game. The new game has two main components sub objects which include the controllers for the object and the

IDiscusson board reply Coursework Example | Topics and Well Written Essays - 250 words - 1

IDiscusson board reply - Coursework Example The verse refers to the centurion’s servant as â€Å"dear.† The centurion sees the servant as important, and he values his wellbeing too. The employers expect respect in return if they treat their employees well as it creates a good working environment. The Bible says, â€Å"We should sincerely obey, respect and serve a boss as if he were Christ,† (Ephesians 6.5-8). That verse illustrates that employees need to respect the employers. Nevertheless, they must work hard to earn it. It is only through exercising good deeds will they obtain it. Additionally, employers and employees interact in human relationships built on trust and friendship. Therefore, the employers should treat the employees the way they expect to be treated if they were in the same position and should avoid judging other. In support for this postulation the Bible says in Mark 12:31, that â€Å"you shall love your neighbor as yourself,† that is a proof the employers should not act in favor of policies that harm their employees. Instead, the policies must empower the workers to live better lives. Lastly, the employer implements those policies as a matter of expressing kindness. Human relationships dictate that people be kind so that they share freely. Even though, the employees also have a responsibility of reciprocating to their employers; employers should set the pace by formulating and implementing favorable policies to employees’

Research Methods on Economy Proposal Example | Topics and Well Written Essays - 1250 words

Methods on Economy - Research Proposal Example As the report declars  the variables selected for analysis are Investments, Assets, Liabilities, Debt, Equity, and Earnings per share, Return on Assets, Return on Investment, Asset Turnover, Current Ratio, Quick ratio. Each country is analyzed for each variable separately using time series analysis. The interpretation for each measure of performance is explained. The limitations of the study are listed.As the discussion stresses economic liberalization and globalization have brought about a new and competitive environment for the common and small investors who are willing to participate in the equity of the corporate sector in our country. Understanding the firm’s investment decisions under imperfect market conditions is one of the central issues of the financial economics. Studying firm’s investment in such environment can provide insight into the dynamics of its growth as a function of internal and external financial sources. In the presence of financing constraints the firm’s investment vary not only with the availability of the profitable investment projects, but also with the internal funds. Consequently, the severity of the financing constraints is proposed to be measured by the magnitude of the cash flow sensitivity of investment. In this paper, the authors propose an alternative perspective to investigate the relationship between financing conditions and the sensitivity measure.   The paper concludes by stating that financing conditions may determine investment and growth of the European Firms.

Ethics Essay Example | Topics and Well Written Essays - 2000 words - 7

Ethics - Essay Example Aristotle (cited by Kraut, 2007) describes ethics as endeavour to create the well-being of the human kind. In the modern context philosophers not only try to know ‘how’ of ethics but also deliberate on their (why?) justifiability. While theologists made immutable doctrines rationalists have argued for ethics based on rational principles that can be studied in the reversibility criteria also. The ethics of religion are considered as divine commandments, whereas rational ethics are based on logic and reason. Yet earlier ethics can be dichotomised as those having their basis in emotion or intellect. The utility of ethics can be validated by the principle of utility (utilitarianism), practicability (empiricism) and the rationality (rationality). Jeremy Bentham cited at (cited at philosopher.org) tries to attribute morality to happiness. Their validity of an act is found in the goodness of the act itself (inconsequentialism) or the goodness the act generates (consequentialism). Nietzsche (cited at philosopher.org) relates it to a ‘slave morality’ and ‘master morality.’ But since the times of Nietzsche are passà © we need not induge in this dichotomy and we will study moral principle as o ne whole for the society. Though never have ethical notions earned universal approval yet they have been they accepted but they have been agreed upon by majority of people (Thiroux and Krasemann). The modern day national societies are governed by principles enshrined in constitutions, laws and generally acceptable codes of human conduct. Yet political and ethical rights activists are in constant mode of deliberation on issues like death sentence, foeticide, abortion, and euthanasia. My code of ethics aims at the general good of individual and humanity. It tries to draw limits between what constitutes ‘right’ and ‘wrong’ in the society. All individuals lead a life of contentment and fulfilment. Adults above the age of age of 18 can get married bear children.

Boeing Case Study Example | Topics and Well Written Essays - 2000 words

Boeing - Case Study Example The delay has been a record seven years putting into doubt the ability of the Air liner manufacturer into question. However, for the profit oriented customers, the delay is usually viewed as incompetence. For management students, the problem is not really centered on technical incompetence, but more of the management of the processes leading to the final production of the aircraft. (Wallace 2005) On the other hand, still the manufacturing firm has its reasons for delays mainly eyeing required improvements, technical aspects and of concern, there is no single point where they look at their problem as originating from their management. As a management student, I learn that the final result is as much dependent on the planning of the tasks as it is on the coherence and harnessing of technical aspects of the project in question. This is the purpose of this study, to look at the problem facing Boeing from a management angle giving solutions based on this and particularly on project management. The study will therefore involve four parts of study which will look at the actual delays, causes of these delays, analysis of the problem experienced, how to avoid such situations in the future, how to limit the delays and finally make recommendations on the making of complex technological components in future . The first roll out of the Boeing was supposed to be on July 2007; however, at the set time, the manufacturer released a statement stating that the designated launch of the complete plane would not take place at that time. The reason for this was given to be that some of the major and essential systems for the plane had not been installed at the time. Besides, the statement continued that the bonding of the plane was done by use of fasteners which were temporary and they awaited the required flight fasteners which had not been delivered at the time. (Barry 2006). Three months down the line, they gave another delay statement this time besides the fasteners; they also said that they had incomplete software making it impossible to carry out the launch. The second delay statement was given on October 2007 this time; the delay they said was as a result of a lapse in their supply chain. The supply chain incorporated both the domestic suppliers and the foreign suppliers. The items named as lacking due to the lapse were the fasteners; there was a problem with documentation released by the foreign suppliers and the software problem was also mentioned again as a cause for the delay. Note for the third delay, only one additional problem had been cited. The other two were recurrent problems. As a result of these delays, there were some dismissals most notable being the program manager. Their statement though read that the delays were not the cause for the dismissal. The third delay statement came on January 2008. This statement emphasized that no much progress had been made concerning the delay reasons cited earlier. Besides, they said that some of the processing that was initially to be carried out by their suppliers was to be done within its manufacturing center. To this they said that the surface for these processes still had some ground to be covered. Three months down the line that being on April 2008, Boeing issued a fourth statement still on delay. This time, no specific reasons for the delay were given but a look at the past happenings may indicate a strain on the finances or re route of effort. This was mainly because

Ethics Essay Example | Topics and Well Written Essays - 2000 words - 7

Ethics - Essay Example Aristotle (cited by Kraut, 2007) describes ethics as endeavour to create the well-being of the human kind. In the modern context philosophers not only try to know ‘how’ of ethics but also deliberate on their (why?) justifiability. While theologists made immutable doctrines rationalists have argued for ethics based on rational principles that can be studied in the reversibility criteria also. The ethics of religion are considered as divine commandments, whereas rational ethics are based on logic and reason. Yet earlier ethics can be dichotomised as those having their basis in emotion or intellect. The utility of ethics can be validated by the principle of utility (utilitarianism), practicability (empiricism) and the rationality (rationality). Jeremy Bentham cited at (cited at philosopher.org) tries to attribute morality to happiness. Their validity of an act is found in the goodness of the act itself (inconsequentialism) or the goodness the act generates (consequentialism). Nietzsche (cited at philosopher.org) relates it to a ‘slave morality’ and ‘master morality.’ But since the times of Nietzsche are passà © we need not induge in this dichotomy and we will study moral principle as o ne whole for the society. Though never have ethical notions earned universal approval yet they have been they accepted but they have been agreed upon by majority of people (Thiroux and Krasemann). The modern day national societies are governed by principles enshrined in constitutions, laws and generally acceptable codes of human conduct. Yet political and ethical rights activists are in constant mode of deliberation on issues like death sentence, foeticide, abortion, and euthanasia. My code of ethics aims at the general good of individual and humanity. It tries to draw limits between what constitutes ‘right’ and ‘wrong’ in the society. All individuals lead a life of contentment and fulfilment. Adults above the age of age of 18 can get married bear children.

Sns Recruiting - Legal and Compliance Issues Essay Example for Free

Sns Recruiting Legal and Compliance Issues Essay 1. Introduction The use of social media in the hiring process has important legal ramifications that employers need to be aware of. While the content and postings by job applicants on social network sites is in the public domain, considerable legal problems exist for employers over the use of the obtained information if it infringes upon legally protected areas of privacy. This section discusses compliance issues primarily in the United States and also in Japan. Recently, there has been a lot of publicity over some employers requesting Facebook password and login information from job applicants. While this practice caught the media’s attention, the reality is employers have been using social media to investigate job applicants for years. According to a survey conducted in 2011 by Reppler, a social media monitoring service in the US, 91% of the recruiters and hiring managers stated they have used social networking sites to screen prospective employees. And, 69% of these recruiters and hiring managers revealed that they have denied employment to job applicants due to something they found on an applicant’s social networking site. Employers therefore need to be very cautious when using information that is obtained from social media when making hiring decisions. In litigation happy US, this can be a veritable minefield. Though the technology has outpaced the law, employers should be sure that the information they receive does not lead them to liability under the Fair Credit Reporting Act (FCRA), or under various state and federal employment discrimination laws. 2. Pre-employment Background Check What is FCRA? FCRA governs pre-screening obtained from outside agencies. This law sets out various requirements and rules for pre-employment background reports, called Consumer Reports. Under the FCRA, employers must provide to job applicants (and employees) a disclosure that consumers report/background check will be performed and the employer should obtain the individual’s authorization to proceed with the check. Checks include medical, criminal and credit histories etc. FCRA states, among other things, that the most accurate up-to-date information must be used when screening and evaluating an applicant for employment. Companies who conduct their own in-house background checks does not fall under FCRA, but also face risks in crossing legal and ethical boundaries. Both will be discussed below. Importantly, the  FCRA requirements do not apply to employers who perform their own background checks. Thus, for example, if the employer’s own human resources personnel, or if the hiring manager, performs social media research on a job applicant, the FCRA does not apply to those actions. This searching is facilitated by the availability of smart phone applications for this type of research. The Federal Trade Commission (FTC), which enforces the FCRA, has already warned a few of the companies providing these smart phone applications, but the FTC has not yet determined that an employer’s use of these smart phone applications is subject to the FCRA. Consequently, employers should be sure to understand the requirements and procedures of the FCRA, and are recommended to consult with an employment attorney. Employers should also be sure to monitor the â€Å"apps† they are using to learn whether the FTC has decided about a certain smart phone application. As the law evolves so must an employer’s behavior. 3. Privacy and Anti-Discrimination Laws The topic of privacy is much more volatile. First let’s discuss from the job applicant perspective. Some argue that the applicant has surrendered the right to privacy by putting this information out there on a public forum and that they should be mindful of what they post. Some describe as akin to putting out your garbage out on the street. You have given up reasonable expectation of privacy and anyone is free to go through it. Most people would find that quite intrusive; especially if someone were to come across personal photos, and other effects, even worse, factor their findings into an employment decision. Others say that an applicant has a reasonable expectation of privacy and personal information should not be viewed or considered. Whatever your position on the matter, consider the purpose for making such a query. Is it in search of information that can’t be found during a high-quality interview and testing process? Is it job-related or just a quick open-ended sea rch to discover if the applicant meets one particular person’s standard of decency? Employers must therefore pay very close attention to privacy and anti-discrimination laws. For years, employers have been counseled not to invade employee privacy and not to base any employment decisions on ‘protected characteristics’. By reviewing social networking profiles and information, employers are learning about job applicants’ religious beliefs, marital status, family relationships, race,  ethnicity, medical conditions, and other information that cannot be used to make an employment-based decision — protected characteristic information that is considered â€Å"taboo.† As a result, employers must take care when performing such research. Ultimately, should a discrimination claim arise, the employer will have the burden of proof to demonstrate that the decision to reject a job applicant was based on a legitimate non-discriminatory reason. Once an employer reviews a candidate’s online profile, a court will assume you are aware of that person’s â€Å"protected characteristics† that are often part of their online postings. But what if a candidate’s profile suggests that he or she may not be appropriate for the position or even shows a lack of candor about their background or abilities? Here are a few such scenarios: * A female candidate has numerous postings on her Facebook account about her ‘dog’ of an ex-husband who constantly skips his time with their children, causing her to miss work at her current job. * An applicant has applied for a job that requires heavy lifting and a lot of walking but whose online profiles reveals that he uses a cane. * Or postings of pictures of a job applicant getting drunk and acting stupid, or comments that reveal ignorance or bigotry. Wise counsel advises treat it the same way you would if you had gained the knowledge via the interview or in a resume. Similarly, certain applicants may allege discrimination if the employer subjects them to additional scrutiny because they have an â€Å"Internet presence† or holds them to a higher standard while viewing and considering the information as opposed to those applicants who do not have social networking profiles. One practical method or work around being suggested is to only allow someone who is not involved in the hiring of the specific position to be the person who conducts the social media background check. Then, when the social media background check is completed, that person can summarize the job-related information that may be helpful in considering the applicant. They don’t have to make no mention of the â€Å"protected† information (race, religion, medical condition, etc.) that would otherwise get the employer into trouble. This way, the hiring manager, or ultimate decision-maker, receives only the job-related information, and can demonstrate that the information unknown to him or her had nothing to do with the decision to hire another candidate. Furthermore, before the job opening is even posted, employers should be clear about what they are really  looking for in a social media background check, and whether it is necessary for the particular position. For example, the importance and extent of a social media background may depend on the position the company needs to fill (for example, a CFO position versus a seasonal stockroom employee). Certainly, employers should doing enough pre-hiring due diligence to avoid potential claims of negligent hiring, but they must balance those concerns with finding out information that exposes them to liability for discrimination. 4. Evolving Legislation Landscape As reported earlier in this section, some employers are reported to be going further than just simple web surfing to research job candidates. Some have started to ask job applicants to provide the company with their Facebook username and password, and/or to require applicants to login to their Facebook accounts during an in-person interview. This situation has prompted legislative movements in the US this year. Senators Richard Blumenthal (D-CT) and Charles E. Schumer (D-NY) requested the US Department of Justice (DOJ) to determine if these employer requests violate the federal Stored Communications Act (SCA) or the Computer Fraud and Abuse Act (CFAA). They also asked the Equal Employment Opportunity Commission (EEOC) to determine whether employers who request login/password information are violating anti-discrimination statutes. State legislators, including those in California, Illinois, Maryland and New Jersey, have also jumped on the bandwagon and have introduced legislation that aims to prohibit this practice. For example, in California, on March 27, 2012 Senator Leland Yee, (D-SF), introduced the â€Å"Social Media Privacy Act† (SB 1349) to the legislature. Senator Yee’s proposal would add new sections to the California Labor Code and Education Code prohibiting private and public colleges, universities, and employers from â€Å"requiring, or formally requesting in writing, a student or an employee, or a prospective student or employee, to disclose the user name or account password for a personal social media account, or to otherwise provide the institution or employer with access to any content of that account.† While this piece of legislation is considered simple, and will need to be refined, the law is attempting to catch up. In general, employers should think twice, and  consult an employment attorney, before establishing a practice of requiring employees and applicants to turn over login information. And, though the law is evolving in this specific area, employers should understand that such a practice might have many â€Å"non-legal† ramifications, like, the company losing talented employees and/or potential employees who refuse to give access to social media login credentials. Furthermore, such policies may lead to lower employee morale and distrust. 5. Japan As in the US, there are similar risks for employers and recruiters crossing ethical and legal boundaries when using personal information as part of the hiring process. Stringent local privacy data laws have been enacted in Japan (Act on the Protection of Personal Information April 1 2005) but as in the US, a gap between technology between new and evolving realities of the internet and the existing law. So companies do face a risk here although it is recognized that resort to litigation is less here than in the US, and that recruitment using SNS is not being as embraced by companies here in Japan. Under the PPI Act companies or business operators having acquired personal information are required to promptly notify the person of the purpose of utilization. But as in the US the legal situation regarding social medial is also a legal grey area and will remain so specific legislation is enacted. The tricky balancing act between a right to personal privacy and a right to conduct an investigation or recruiting; helping the selection of a fitting candidate, and protect against negligent hiring claims. There are some guidelines and limits to what a recruiting company may do, but companies would be well advised to consult with local attorneys and to consider developing their own social media policy 6. Final Comment on Compliance There are several moving parts to the whole Internet, social media, recruiting, screening dynamic; many of which have yet to be defined. Social media related law is evolving. So the debate rages on†¦but without a doubt, the use of the Internet and social networking sites related to employment and hiring decisions will be finding its way into courts more and more in the not too distant future.

Evaluating the styles of leadership

Evaluating the styles of leadership In operation of an organization, leadership styles of the leader have significant influence to the efficiency and quality of work done. When leaders demonstrate an effective and consistent leadership style, he could easily encourage his subordinates to do better to achieve better results. Therefore, in the first part of this report, we will consider about different leadership styles of Mark and Forgan, through which we can easily see the influence and impact that the different leadership styles can create over the activities of the organization. The leadership theories and evaluate the styles of leadership Leadership style strongly affects on how people work, how the company achieves the delegated goals and how people are willing to dedicate their experience, knowledge and passion for the company. There are many dimensions to leadership and many possible ways to build up the best leadership style. But the first way is to learn and then, cleverly apply in the practical situation of the company. A leader should have the ability as well as behavior. They must understand the role and its mission not only to the group, both the company and themselves. For work, leaders need to know to select the qualified members, and then take measures to encourage them to work efficiently. The working group is inevitable conflicts will occur so the task of a leader is to know how to keep peace between group members. Clarify the issues to find solutions. Role for task of managing is encouraging and look for information about the groups task then diagnostic solutions, the opportunities, threats when perform ing this task.Next followed by consultation with other members. The last one is evaluation to choice the best method to solve this task. For individual, the leaders also need to achieve their own goals for personal development. Then get feedback from others about the strengths and weakness, counseling you and drawing on experience as well as goals to training. There is also a contingency approach to leadership. A contingency approach to leadership is mention about the ability to lead influence others of leaders. This ability is influence by these factors: Personality, leadership style and leader position of the leader. The abilities, experiences and preference of leadership style of subordinates The requirements and level of complication of tasks. Effectively communicate visions, goals and values to colleagues and promote understanding of how delegated objectives support these. A vision is an idealized picture of the future organization and it expresses the organizations reason for existence. Visions grab people and then bring them into the fold. When a leaders vision is effective and strong, employees and stakeholders get caught up in what they are doing, absorb the vision, and commit themselves to the goals and the values of the leaders. The roles leadership is importance who influences the others to contribute voluntarily to the achievement of group task in given situation. They is to direct the group toward their goals .In currently, they set up a vision, goals, object, task for group. In currently, leadership set up goals for group. According to Mark and Forgan, we can conclude the objective and vision of Mark and Forgan for the team operation as follow: Vision: As the company prepares to launch a large scale state of the art residential apartment block, help team members develop their own capabilities. Goal: the goal to achieve sales of eighty percent of the units available, trying to finish the job finished on time. Value: Mark summoned the team to his office for a big dressing down for failing to hit the target. Never once did he commend them for their effort, for braving the weather, for going without food. How Mark and Forgan promotes understanding of how delegated objectives support the vision, goals values Objectives are the elements which can decide the organization to be or not to be. Objectives play a supreme important role in managing and making an organization profitable. Its like a lighthouse which tells the company where to go and if we dont know where we are going, then the company cannot develop. Pre-set objectives provide a basis for planning and management control related to the activities of the organization. When objectives have been set, emphasized and stated clearly, then its communicated to all members of the company. Objectives at different levels within the company contribute to alternatives for decision-making. If the goal to achieve sales of eighty percent of the units available, then the team leader will analyzed his team to know what his teams strengths are and what his teams weaknesses are. Then he will understand the situation of his team and find out the solutions for achieving the objectives. When he understands every detail of his team, he will communicate to his people better, letting them understand the goals, vision and values of the company. Then team members will be aware of their tasks and responsibilities. Pre-set objectives provide guidelines for the team leader in decision-making and justification for actions taken. They help to develop commitment of individuals and groups to the activities of the organization. They focus attention on purposeful behavior and provide a basis for motivation and reward systems. Enthuse and motivate colleagues to achieve objectives Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. In a team, the leader has to understand employee motivation and motivation theories to carry out the relevant methods to motivate their team members. The motivation methods of team leaders are part of motivation culture of the company. Efforts of staff will help a company attain their goals and objectives, the individual employees also have objectives in their life and it is different from the companies objectives, it means that the staff must be motivated to satisfy their objectives which effect to the companies goal. There are four forms of power that companies of Forgan anh Mark can use to motivate staffs by empowering them: Information: giving the information for staffs so that they can change their way of doing things. The next thing is: empowering them, the motivation for the change would be intrinsic and the decision is made independently. Expertise: this demonstrates how to perform a task. The staffs see the task and decide whether he is able to do the task or not. Personality: the staffs will change in behaviour when they hear the request from the leader, it is intrinsically motivated, and the staff is independent of the leader. Moral power: the leader has communicated a shared set of values and obligations for staffs. These values can be a mission statement or vision. (Course Book, p.109, 110) Promote confidence among colleagues to engage with change The change is necessary if that organization does not operate efficiently. When the organization should adjusts to fit environmental context. If not changed, they will not work properly with the old method again. To promote confidence among colleagues, Mark and Forgan should pay attention on how to prepare a effective team because the an effective team will affect well to work performance, decision-making, cohesiveness among members and so on, The effects will help promote the confidence among colleagues. Mark and Forgan should focus on the issues below involve increasing cohesiveness among members within on the team to they can be more confident when having changes within the organization. Clear objective and agreed goal: that means Mark and Forgan should give the members within a team a specific quantitative goals and objectives, such as, required level of performances, the deadline for the competing the work and so on. It will effective to the members behaviour upon the works. It will effect to the member effort for doing required works. Beside, the members will be lack of vagueness in getting requirement and quality of work, so the members will feel more confident when they work, and the belief of members to the company will be improve Openness and confrontation: Mark and Forgan should create more opportunities to the members within the team can interact together. It will help for the members can study skill and experiences together, they will develop and improve thanks to the interaction. Therefore, they feel more interested and confident in the work Support and trust: a supportive environment can create more than interest in the team, the members will be more trust upon the success of work, and the support from the superior will help the members prevent many problems such as, missed deadline, weak accountability, cost overrun and so on of which will create the worry when they do the work. appropriate leadership: this relates to members motivation, Project managers who should exchanges and takes the members views into account will create much motivation because the members feel respectably Regular reviews: Mark and Forgan need to know what the members need and they need to provide it. Besides, they should usually observe the members action to can evaluate, praise and reward valuable to their contribution and efforts Individual development: working environment, it is important element that effect to the members confident, if the company have working environment bad, not only the members feel depressed, but also they will feel worried that whether they are until suitable for the changes, Sound inter-group relationship: when individual members within the team become familiar and acquainted then the connection between individual members is easier, they are easy to connect and exchange information together to get good solution to problems. Individual members will be more excited and motivated when they do the task  [1]  . All the elements above will make the members feel that they work for good company with good environment in which they feel interested in the work and create more opportunities for their the development. Empower colleagues to present their own ideas, develop their own ways of working within agreed boundaries and to provide a lead in their own areas of expertise Empowerment can occur in all organizations and management will empower employees based on the level or degree of their responsibility and authority will provide the employee or group. There are many different levels to empower; it depends on the expertise or experience of each individual. Leaders should choose the right time and empower them in the appropriate areas. Mark and Forgan should believe in their abilities. Everyone has different abilities and if they have the opportunity to express it, it will make them confident to offer their ideas. They are highly competent. When members work together they have team spirit. Mark and Forgan can empower supervisory and management levels in this way can reduce the work of leaders and everyone feels responsible for the job. So, when they are empowered, they are free to make their ideas under the trust of leaders. Mission leaders will be provided directly to employees to make it. it makes self-employed persons in communication with the leaders, they can contact directly with the leaders. It leads to the idea of workers can not go through intermediaries that staff will present ideas in meetings. Employees can decide for them self and feel the flexibility in their work. Mark and Forgan should understand the needs of the people, when empowered; the workers will feel responsible for the job and achieve the g oals of the team. In group, encourage employees to find what they achieved and how they can achieve. They will freely develop new technologies to achieve this goal. Empowerment can bring more success to the team of Mark and Forgan. Moreover, given the right to make the confidence to show that the growth of ideas, creativity, flexibility, understanding of their own region. (Course Book, Working with and leading people, page, 73) Plan or analyse work activities using appropriate objective-setting techniques and processes Target task, goal or standard can be achieved in a reasonable amount of time expected and the resources available. Setting goals it means making plans to do the work: target plan can comply with the objectives of work, standing aims and objectives, outputs or improved targets, the development objectives. Working planning is an importance process which is the tool accomplish target. It helps Mark and Forgans company identify activities and objective. The first steps of planning process identify objective of clearly of company. But in setting up objective process of company, Mark and Forgan shouldnt decide by own ideas that Mark and Forgan should have conference among colleague to share opinion for set up object. Every individual is given targets based on their role and responsibility within the company. Then from those ideas, company set up objective for company. This objective includes desire of company and desire of staffs. The team has to make sure that the predetermined objectives are met at all level (at team level and individual level) Standing aims and objectives: includes quality objectives, issues such as fast and courteous when dealing with customer requirements and quantitative targets so, to have goals, Mark and Forgan need to discuss with employees. In this case, Mark needs some changes in his behavior, and very different styles of leadership. Development goals: The main objective can be divided into team goals and personal goals to try to improve performance and personal skills. Planning will help Mark and Forgan in employee management. Ensure that employees complete its objectives effectively predetermined and ensure the correct time. So, Mark should make a new plan for managing employees so they can promote all of their abilities. Outside the maintenance management plan, Forgan should have personal development goals so that employees can express their abilities. From that, if they understand the responsibilities and duties in their organizations, they can accomplish all the goals of the individual and the aim of the team. The method of setting personal goals and the team will help employees work effectively and encourage staff to work well. Negotiate assignments with colleagues using suitable delegation techniques to motivate and enable colleagues Supervisor negotiate task for staff by delegation techniques. Delegation is a two-way process. Good delegation saves you time, develops you people, grooms a successor, and motivates. Poor delegation will cause you frustration, de-motivates and confuses the other person, and fails to achieve the task or purpose itself. Therefore, they support empower. They are more freedom in work and the right makes decision about resources to achieve goals conveniently. They present easier ideas and do according to own way and own ideas to meet object of company. But in currently, they have more responsibly in their job. Things are motive and enable them to finish task and combine the high performance. Specially, interior decorate need creative themselves and freedom in work with own ways Other things when delegating include: à ¢Ã¢â€š ¬Ã‚ ¢ Qualification of subordinate à ¢Ã¢â€š ¬Ã‚ ¢ Necessity of employee commitment à ¢Ã¢â€š ¬Ã‚ ¢ Expansion of employee capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Evidence of shared values and perspectives à ¢Ã¢â€š ¬Ã‚ ¢ Sufficient time for delegation Some of the technical delegate suitable for both Mark and Forgan to encourage, enable and duty to negotiate with their colleagues: With Mark With Forgan He needs to determine the time, money, staff, training and resources necessary to complete the task. He can access the current workload of colleagues by reviewing and writing a job description and creating a budget period. He can decide what tasks need to be done and identify colleagues will benefit most from the learning experience. He will clearly describe the assignment, where it fits in the big picture with a colleague who will be responsible for it. He needs to determine the time, money, training and resources necessary to complete the task. When performing this step, Mark and his colleagues will clarify what is needed and that Mark is working in partnership with colleagues to help him success. He will provide feedback and support for his colleagues throughout the process and complete it in on top of the work, while not actually doing it is very important. And he must determine the execution time, so this may be a short-term plans, medium and long term. Besides, it will bring stability in the implementation process. He needs to assess the quality of staff, from which he will select the best person for the job (task), besides; they and their colleagues will need to reach decisions. He needs to better define the resources and support, because it will help and support necessary for employees on the job. Resources will include time, money, staffà ¢Ã¢â€š ¬Ã‚ ¦ -Any big changes or small should be exchanged between Forgan and his staff, besides; he had to the objectives of the team set up based on the common goals of their organization. He needs to develop and implement procedures to monitor and support the work of regular employees. The same with Mark, Forgan also need regular feedback on performance and working methods of all employees Review development needs and activities and evaluate the effectiveness of activities In order to become a good leader, we need to have skill in constructing feedback. It will help us expand the options and support the development of colleagues. It not only helps the colleagues realise how effective of their works but also help us understand about the needs and expectations of them as well as their capacities. From there, our colleagues can improve themselves and we can satisfy their needs and expectations. There are 2 kinds of feedback which we can use to review the development needs and activities of each individual or team: Motivational feedback: we use it to reward and reinforce positive behaviours by praising and encouraging what they achieve. The main purpose is about increasing confidence and motivation. Developmental feedback: is given when a particular parts need to improve. This kind is used a lot in schools. It helps colleagues know what competence and knowledge need to increase. For Mark, he must use two on for his team. He must have vision and ability to inspire his team to work for the implementation of that vision. For employees, he should know to encourage them, motivate them their work is good. When tasks are not completed on time, he should be comforted and commended the efforts of his team instead of criticizing them. Besides, he should focus on improving the strategy to fit the employee. Changing working methods is essential to Mark. He must think of the benefits of more staff. For Forgan, he was well Motivation to use feedback. Therefore, his staff works in a good mood. They work becomes faster. However, to achieve the highest efficiency, Forgan should focus on improving understanding and enhance the employees place to work fast and quality. Use suitable methods, with clearly defined and relevant criteria and objectives, to assess the performance of colleagues To evaluate the performance of employees based on clearly defined criteria and the relevant and objective, both Mark and Forgan can use 360 degree feedback. Most of the tools 360-degree feedback was answered by each individual in a personal assessment. That supports each individual to understand the strengths and weaknesses, and to contribute to understanding aspects of their work to professional development. So when using a 360-degree feedback to evaluate the performance of their colleagues, it gives them many positive aspects and many supporters: Provide good feedback from colleagues, who reported the supervisor. This could definitely be an improvement on feedback from a single individual. 360 degree feedback can also be saved (Mark and Forgan) is the time where they can spend less energy to provide feedback as many people involved in the process. Colleague awareness is important and this process helps people understand how other employees view their work. Help colleagues learn how to work more effectively together. Multirater feedback makes colleagues more accountable to each other when they share their knowledge that they will provide input into the effectiveness of each colleague. Each a well-planned process can improve communication and development colleagues. The feedback from a number of individuals in different job functions, discrimination of race, age, sex and so is reduced. Forgan which Mark and execution rate based on our most recent interaction with colleagues is also reduced. Identify factors affecting the quality of performance and use these to provide clear and constructive feedback on performance to colleagues. In an organization there are many factors affecting the quality of work, but I think the main factor affecting the quality of activities including: Management style: the way the administration will work and behave with other employees in his company. A good leader who knows how to give employees the company can fully develop their strengths and create a comfortable working environment and friendly in the process of management. Mark and Forgan if possible to do so, quality will be increased activity. Attitude of members we can see that the attitude of the employees will be affected positively or negatively affected by their work and their behavior at the company and company housing. If an employee has a positive attitude to work, they will create efficiency and quality of work will increase. If an employee has a negative attitude to work, they will create a boring atmosphere in the company, quality of work will be reduced. Therefore, when considering this issue, Mark van to change his attitude to the team. Working environment: the number and quality of implementation will be developed to a high level if the employees in company housing and construction companies working in the best environment. Because each will have different demands on the working environment. Therefore, this requires both Mark and Forgan need to understand and grasp the needs of each member. In this way they can create the appropriate environment for staff and for them to promote all of their advantages. The relationship between the members of the housing companies and construction companies: this is one of the main factors affecting the quality of activities. Because, when working together, the relationship between the members has an important role. + If the relationship between members as well, it will help improve performance quality. + If this relationship difficulties (conflict between members), comments operational quality will be reduced. Consequently, when an opinion on this issue, Forgan has been another success, because he has built good relationships with his team, when working with direct supervision. With Mark, he needs to reassess the relationship with employees, and he should change his views about this relationship. Incorporate results of assessments into personal development plans and other organisational procedures for dealing with performance issues After finishing appraisal process, the manage may complete her report with an overall assessment or the jointly reached conclusion of the interviewer with recommendation for result of appraisal. By assesses potential, potential review is the use of appraisal to forecast where and how fast an individual is progress. They need to ensure that the assessment of their colleagues understood. Besides, they also need to make new plans and strategies to develop appropriate plans for individuals and organizations to carry out procedures for dealing with performance problems of their labor. And then, Mark and Forgan should take the action agreed on the creation and promotion for their employees. When making assessments, both Mark and Forgan should make an assessment of potential for their employees. It includes: Network strength and the weakness in the skills of existing employees and quality. Strategic capabilities and repair, renovation and development. Aspirations and attitudes of employees for career development, staying with the organization and handle responsibility. Opportunities available within the organization, including positions with the ability to manage, shift work, plans and policies to promote wealth for the future. Conclusion After the activity, besides we have enough information for assignment, we have learned and improve about team work. The first thing we learned is good teams has to have a good leader and all members in team have to follow him. This is very important thing. The second thing is we must have good schedule because we also have to the assignment of other subject so if we cannot management time, we will fail all of them. Through this activity, we were practice a lot of theories which we learned in class and we also had more experience in teamwork.