Emily Jimenez Essays (759 words) - Feminism, Womens Rights

Emily Jimenez Annotated Bibliography English 161 January 27, 2017 Feminism: Gender roles and Equality Hawkesworth, Mary. Globalization and Feminist Activism. Lanham: Rowman Littlefield, 2006. Print. A feminist can be defined as a person who supports feminism. Feminism is a range of political movement, ideologies and social movement that share the common objective of characterizing, building up and accomplishing political, financial, individual and social right for the women (Hawkesworth 12). In an interview with, The Huffington Post, Beyonce said, "I'm not really sure people know or understand what a feminist is, but it's very simple. It's someone who believes in equal rights for men and women. I don't understand the negative connotation of the word, or why it should exclude the opposite sex. " Beyonce clearly states her belief in double standards, although society somewhat forgot it still exist. Feminism can take different forms, for instance, Feminism is likewise a reaction to ladies' lives and encounters, and the assortments of feminisms mirrored the changing and differed nature of ladies' experience. Regardless of these challenges, all assortments of women's rights concur that ladies have been persecuted and unreasonably treated. Congdon, Eric Holland, Svetlana Cvetko, Caroline Heldman, Condoleezza Rice, Dianne Feinstein, Dolores Huerta, Geena Davis, Gloria Steinem, Jackson Katz, Jane Fonda, Jean Kilbourne, Jennifer L. Pozner, Katie Couric, Lisa Ling, Meenakshi G. Durham, Margaret Cho, Martha M. Lauzen, Nancy Pelosi, Pat Mitchell, Rachel Maddow, and Rosario Dawson. Miss Representation. Sausalito, Calif.: Ro*co Films Educational, 2011. Miss Representation is a documentary addressing the portrayal of women in the media and how it affects issues young women face on the daily. The documentary explores the societal pressures women are put under, which contributes to the media's approach of under-representing women . The film also addresses how the portrayal of women makes it difficult for young girls and women to see their power and beauty. This is significant to my research because it helps address the media's pressures, and gender roles women are left to up hold. Gross, Rita M. "What Went Wrong? Feminism and Freedom from The Prison of Gender Roles." CA: University of California Press, 2009. Print This article focuses on feminism and addresses the gender roles. It defines what gender roles women are characterized by and argues how the movement assists with the problems with traditional women roles and stereotypes both evident in society and the media. This article is significant because helps me define feminism and address how society categorize feminist and women's rights. As well as argue against the stereotypes of Mackay, Finn. Feminism: We Are Not Calling for Equal Inequality | OpenDemocracy. OpenDemocracy., 04 Nov. 2013. Web. 19 Nov. 2013. Mackay addresses the issues associated with feminism and males failure to address women as their equal. She addresses that abuse and victimization of women is not the issue it's sexism that makes life as a women hard. She addresses how the issues benefit only one group of people. This article is significant because it helps address how women aren't upset at the opportunities denied, they're upset at the opportunities denied to them due to sexism. Wolf, Naomi. The Beauty Myth: How Images of Beauty Are Used Against Women. New York: Perennial, 2002. Print. This book addresses the beauty myth the clings to women from birth until adulthood. It aids to the compelling misconception of beauty. The author uses rhetoric to address how universal this issue has become, as well as how problematic. This article is significant because although we as a society are moving forward with women rights. Women in today's time are still hanging like a thread to the gender pressure of the early 20's late 60's. It helps me address the argument that changes still have to be made, before women can truly feel equal. Zeisler, Andi. Feminism and Pop Culture. Berkeley, CA: Seal, 2008. Print. This book identifies both the roles how women and the effects of such roles in their everyday life. It addresses how based on those roles women were forced to submit to an position when men holds power. This book also address the effect of male governed society affect the opportunity of alienable rights denied to women. This is significant to my research because it looks at

If liability for negligence exists, a thoughtless Essays

If liability for negligence exists, a thoughtless Essays If liability for negligence exists, a thoughtless Essay If liability for negligence exists, a thoughtless Essay â€Å" If liability for carelessness exists, a thoughtless faux pas or blooper may expose [ the suspect ] to a liability in an indeterminate sum for an undetermined clip to an undetermined category. The jeopardies of a concern conducted on these footings are so utmost as to conflagrate uncertainty as to whether a defect may non be in the deduction of a responsibility that exposes to these consequences.† [ Cardozo C.J. in Ultramares Corporation v. Touche ( 1931 ) ] . Does this development of English Law in relation to negligent misstatement and negligently inflicted economic loss suggest that such uncertainties are good, or ill, founded? Introduction â€Å" If liability for carelessness exists, a thoughtless faux pas or blooper may expose [ the suspect ] to a liability in an indeterminate sum for an undetermined clip to an undetermined category. The jeopardies of a concern conducted on these footings are so utmost as to conflagrate uncertainty as to whether a defect may non be in the deduction of a responsibility that exposes to these consequences.† This infusion came from Cardozo C.J’s determination in the instance ofUltramares Corporation V Touche[ 1 ] in the Court of Appeals of New York in 1931. Ultramares Corporation had originally sued George Touche ( an accounting house ) and others for amendss suffered through misstatements of the comptrollers. Their first cause of action was for negligent misstatements while the other was for deceitful misstatements. The justice expressed concern that infliction of liability for negligent misstatements would hold on concerns was so terrible as to do it necessary to see whether it would non be a error to enforce such liability. This concern has been echoed by British tribunals in several instances since so. It is my sentiment that the development of English jurisprudence in relation to negligent misstatement and negligently inflicted economic loss suggest the uncertainties he expressed are good founded. Main organic structure The action related to equilibrate sheets that had been prepared and certified by the comptrollers for one Fred Stern amp ; Co. Inc. Based on these balance sheets, Ultramares Corporation entered into some recognition minutess with Fred Stern amp ; Co. Inc. There was no uncertainty that the comptrollers had so been negligent in fixing the balance sheets. What the tribunal considered in the instance was whether or non the carelessness constituted an actionable incorrect to the palintiff. In the first case, the 2nd cause of action was dismissed but the tribunal found for the palintiffs on the first cause- that for carelessness. On entreaty, the appellant tribunal reversed the determination on carelessness cause of action. The enunciation cited above came from a cross entreaty instance brought by the plaintiff/ claimants. It had already been established inDonoghue V Stevenson[ 2 ] that liability could be established for negligent actions that cause others and since it was a first, the determination in the instance besides suggested that the classs of carelessness were non closed and that civil wrong was non limited to particular classs of responsibility of attention. [ 3 ] After this determination, it became inevitable that the kingdom of liability would widen finally beyond that for physical injury. It has and that is why in instances afterwards tribunals considered whether to widen the boundaries to include economic loss due to negligent statements as opposed to merely amendss for physical harm due to negligent Acts of the Apostless or skips. InHedley Byrne A ; Co. Ltd c Heller A ; Spouses, [ 4 ] which was decided in 1964, the tribunal decided that the suspects would hold been apt for negligent misstatements, had their contract with the claimants non included a disclaimer that their statements were made without duty. This determination suggested that in instances where there are no disclaimers in the contract, there would be liability and therefore amendss would be awarded. One would believe that with such a case in point, tribunals would present amendss more frequently for negligent misstatements. But tribunals have by and large been loath to delegate this liability in instances before them. One ground for this is the fright expressed by Cardozo CJ inUltramares Corporation V Touche.If granted, the liability could be illimitable both in footings of clip and sum of amendss and suers. Besides, as was noted by Lord Reid inHedley Byrne, whereas, with goods, it would be unusual for negligently made articles to be put in circulation, it was far more usual for someone’s words to be broadcast even to audiences he/she neer intended for it to be broadcast. It would so be unreasonable to keep such a individual apt when another oarty suffers amendss through trust on these statements. It has been suggested that trials be applied in order to find liability of the writer of the statement. One such trial is the presence of voluntary premise of duty. Using this trial to theUltramaresinstance would propose that the accountants’ certification could represent such voluntary premise. In using this trial nevertheless, a possible job would be determining which parties the voluntary premise was made to. A party could do a voluntary premise without cognizing what parties would move on the dorsum of their statement. The ‘limitlessness’ of the liability could therefore, still exist. InCaparo Industries v Dickman[ 5 ] , Lord Oliver noted that â€Å"the chances for the imposition of monetary loss from the imperfect public presentation of mundane undertakings upon the proper public presentation of which people rely for modulating their personal businesss are limitless and the effects are far-reaching† . Another trial that has been suggested is the trial of sensible trust of the claimant. This was supported by Lord Morris’ pronouncement inHedley Byrne. [ 6 ] Harmonizing to this trial, a responsibility of attention exists when a â€Å"person takes it upon himself to give information or advice to, or let his information or advice to be passed on to another individual who, as he knows or should cognize will put trust on it.† Whatever trials are applied, it seems necessary that the regulation in Hedley Byrne needs to be limited in some manner or the other. The premise of duty trial has been applied in many English instances. InWilliams v Natural Life Health Foods Ltd[ 7 ],Lord Steyn asserted that ‘there is no better rationalisation for the relevant caput of civil wrong liability than premise of responsibility’ . [ 8 ] In instances likeSmith V Bush[ 9 ] andSpring V Guardian Assurance[ 10 ] though, the trial was held non to use. In Smith, because there was held non to hold been a voluntary premise of liability because there was a disclaimer and in Spring because the advise was given to a 3rd party. However, in the two instances, there was held to hold been liability for carelessness. It has therefore been suggested that even when the regulation in Hedley Byrne does non use, the tribunals mat still travel in front to present amendss every bit long as economic injury is foreseeable. [ 11 ] Courts have besides stressed the importance of a particular relationship between the claimant and the suspect. [ 12 ] It besides seems that tribunals have besides been loath to present amendss for liability in instances of negligent misstatement because redress may be available from elsewhere. For case, particularly in two party instances, there may be a breach of contract and the complainant may be able to claim amendss. In some other instances, the complainant may be able to claim under the Misrepresentation Act 1967. I n some other instances, It may be possible to turn out deceitful misstatements. Second, an action in economic jog may non be necessary every bit long as action in carelessness exists. Once a tribunal finds that there has been negligence, it could travel in front and award general amendss for carelessness without holding to travel into economic civil wrongs and economic loss which would balloon the liability out of proportion. In instances where carelessness has resulted in amendss seeable amendss to concern, tribunals should take this into consideration in presenting amendss without needfully carving out a separate civil wrong over which there would be small or no control. Businesss would non be able to anticipate or forestall some of the amendss that may originate from statements that they have made negligently even if they have voluntarily assumed duty. Decision If a universal regulation where to be created, presenting amendss whenever person suffers on the dorsum of misstatements made by person else whether or non they bound by contract or an project, the liability would so be limitless and the range of application would non be governable and there would non be an terminal to judicial proceeding. English tribunals have hence expressed and exercised cautiousness in presenting amendss for fright that a cosmopolitan regulation may emerge which would take to untold adversity and hinder effectual behavior of concern. Doubt hence, does be, in my sentiment, that a defect may be in the deduction of a responsibility that exposes to guess to concern that may originate from the being of liability for carelessness. Bibliography Carty H. â€Å" An analysis of the Economic Torts† ( 2001 ) Oxford, Clarendon Press Deakin S. , Johnston A. And Markesinis B â€Å"Markesisnis and Deakin’s Tort Law† ( Fifth Edition ) [ 2003 ] Oxford, Clarendon Press Stapleton J. â€Å"Duty of Care and Economic Loss: a wider agenda† 107 LQR ( 1991 ) 249 Cases Caparo Industries v Dickman[ 1990 ] 2 AC 605 Donoghue V Stevenson[ 1932 ] AC 562, HL Hedley Byrne A ; Co. Ltd c Heller A ; Spouses[ 1964 ] AC 465 Ultramares Corporation V Touche255 N.Y. 170, 174 N.E. 441, 74 A.L.R. 1139 Williams v Natural Life Health Foods Ltd[ 1999 ] 1 WLR 831 Smith V Bush[ 1990 ] 1 AC 831 Spring V Guardian Assurance[ 1995 ] 2 AC 296 Peabody v Parkinson[ 1985 ] AC 210 1

Business Cultures Essay Example | Topics and Well Written Essays - 1000 words

Business Cultures - Essay Example These beliefs and expectations produce norms that powerfully shape the behaviour of individuals and groups within the organization† (Schwartz and Davis 33).2 From an employee’s standpoint it would simply be â€Å"the way we see and do things around here.†3 In 1985, noted writer Charles Handy, in his book Understanding Organizations, drew inspiration from Roger Harrison’s (1972) work to link organizational structure to business culture and elucidated Harrison’s four types of business cultures. This culture is centered around a strong leader, who wields all the power and influences the company culture with his personality. For example, Jack Welch (former CEO of General Electric) and Rupert Murdoch (News Corporation). At times businesses are dominated by the owner/founder, for example, Michael O’Leary (Ryanair) and Richard Branson (Virgin). Its structure is usually represented by a web. Dramatic changes can be made to make the business successful as the leader has no opposition. Fair and firm leaders distribute resources equally and are generous to loyalists. As there is no need for consultation and few rules, quick decision making is possible helping businesses react fast to fluid market situations. Fear rules, and there is abuse of power and political intrigue. As only one individual is making decisions, he could make an error in judgment affecting the organization’s success. There is low motivation, high turnover, and poor loyalty among staff, who feel undervalued because of the prevalent inequality. Subordinates work to patronizing their managers to get rewarded. The second level of management is underdeveloped since powers are not delegated. The web can break if the organization becomes too complex and big. In role culture (previously termed â€Å"bureaucracy†), businesses are split into various functions, and every individual has predetermined roles, with a clear reward system. Usually found in large hierarchical organizations with

Final Paper Essay Example | Topics and Well Written Essays - 2500 words

Final Paper - Essay Example ports of entry and fail to register through proper immigration channels, 2) storing, analyzing and integrating captured data with known criminal/terrorist databases through a data interoperability system, and 3) a GIS (Geographic Information System) module that uses biometrics data to map terrorist movement through U.S. borders. With such a capable program, DHS will have a powerful tool to identify and track terrorist movement within U.S. which does not register on immigration channels, integrating this information with law enforcement and intelligence data and helping coordinate terrorist prevention efforts of various federal agencies. Without TIDIS, we as a Nation face a significant risk of terrorists â€Å"slipping through the cracks† and possibly executing another attack such as 9/11 on U.S. soil. Importance of TIDIS if further underscored by the fact that such a system will drastically improve cooperation between intelligence and law enforcement communities in identifying and tracking terrorists, a deficiency which was identified by 9/11 commission in its findings and attempted to be rectified through Intelligence Reform and Terrorist Prevention Act of 2004. Looking more closely at TIDIS system and methodology in determining particular technology solutions to meet our objectives, we concluded that biometrics technology will give DHS a capability to collect data and rapidly identify suspected terrorists as they pass through a point of entry, data interoperability function will enable rapid data analysis and sharing across multiple organizations and jurisdictions, and GIS function will allow for integration of biometrics data with geographic mapping capability. TIDIS will require several component systems such as XR-1000 biometrics/CCTV system for capturing biometrics data from traveling passengers at a checkpoint. It will also require XF-1500 data system for data warehouse and

The Growing Representation Gap in the United States How to Fill It Essay

The Growing Representation Gap in the United States How to Fill It - Essay Example All these, in turn, had an effect of widening the representation gap. Employees are very much aware of this gap because they always believed that filling in this gap will â€Å"directly improve the quality of their working lives and †¦make their firms more productive and successful.†5 But the ground realities in US are not very conducive for the solution of this problem. Studies have shown that â€Å"only one out of six US employees†¦ have access to the independent representation of their individual and collective interests.†6 It is also a proven fact that though employees want representation, it is the employers who prevent them from accessing such opportunities.7 A major area of concern associated with the problem of representation is the changes that have happened in the composition of the workforce. The workforce scenario is greatly changed in US in the context of global migration of labor. Global alliances that are emerging in labour sector, the increased presence of women, and ethnic minorities in the global work force, and the new forms of workers organisations like the ‘worker centres’ of USA, have been some indicators of change. America has been depending more and more on immigrant labourers to meet the nation’s workforce needs. But these laborers have never been assimilated into the mainstream unionism. The race, ethnicity and nationality have come to play a great role in determining the group formations among workers. Organizing simply on a class basis has become a thing of the past, at least in the unorganized sector. There are attempts going on to assimilate the migrant workers into the mainstream work force of US by trade unions. This is very crucial when we see that in the United States, one in five people is from another nationality.8 The situation of the migrant workers have been pathetic as, â€Å"low-wage immigrant workers exist within industries in which there are few or no unions or other organis ational vehicles through which they can speak and act.†9 Hence, the key to filling in the representation gap also lies in understanding the challenges faced by this totally different work force mix and also the changes brought about by the extreme corporatization. The dominance of service sector over the primary production sectors has also presented a new set of problems regarding representation. When the rise of service sector in combination with the technological changes that accompany it is considered, it can be realized that the representation issue is at its worst in this area.10 The increase in part-time and temporary work clubbed with the increase in the percentage of woman workers in the total work force also create new challenges on the representation front.11 All these changes in the labor force composition is supposed to have enhanced the bargaining power of the corporate companies.12 Anti-union tactics of corporations in the United States Around 32 million civilian workers in US lack â€Å"collective bargaining rights under any law, either federal

Value and importance of training and development of employees

Value and importance of training and development of employees Chapter 1: Introduction 1.1 Introduction: Organisations get established, businesses survive and thrive because they sell products and services to customers and earn revenue. Globalization and increased competition have increased the demand for organizations to continually provide excellent products and services. Business performance depends largely upon how well the product or service is. Only satisfied, motivated and trained employees can produce quality products or provide quality service. 1.2 Research question: Determine how training can improve the skills of employees which in turn help in increasing employee and customer satisfaction, productivity and eventually business performance. 1.3 Background: Research Significance and Problem Identification: Although many organisations provide their employees training opportunities to progress within the organisation structure, little has been focused upon employee training for organisations efficiency and performance. Performance oriented market; constantly changing environment and globalisation are influencing the workplace structure and leading to increased reliance on employee skills for providing better products and services. Employees not trained to deal with the advanced management methods and techniques cannot work towards the better business performance. This issue is one of the most important topics in business management studies. This concept is now well established and is increasingly affecting the field of management. It has proved particularly valuable for those organisations who seek better performance. 1.4 Aims and objectives: The main aim of this paper is to study the value and importance of training and development of employees in terms of overall organisation performance. Determine how training can improve the skills of employees. Analyse published data/existing literature on human resource management and related subject areas. Identify training related issues such as environmental factors and their effect. Examine current organisational structure and working practises (such as procedures, policies, and standards followed by the company for its human resource/ workforce) in the company. Explore training methods available for the organisations. Access the impact of training on workforce satisfaction. Summarize the main themes of the findings and place them in the context of business performance. Provide recommendations. 1.5 Hypothesis: The organisations can increase their performance and productivity by providing their staff with appropriate skills through training and continuous development. If suitable training and proper care is given to development of employees, they can prove beneficial by working more effectively and efficiently. 1.6 Rationale: Organisations tend to apply those outdated and inadequate techniques and methods which although have been proven successful, those cannot work on their business situations. While doing so, they often ignore more advanced procedures and their business environmental and cultural requirements. In order to improve or increase their business performance, organisations will need to adapt new ways that can impact training and development of employees efficiently and successfully. 1.7 Theoretical Framework: The main purpose of this dissertation was to find out the effect of training on organisation performance. This dissertation discussed and critically analysed training and development of employees, its demand in changing nature of the organisation and impact of environmental and other important factors on training and development. Detailed explanations on training methods and types of skills (hard and soft) are also considered. The final section focused on training evaluation and its need. The writer has also taken several authors views on training and development of employees and linked them with organisation performance and other related factors, and evaluated all the data gathered. The writer has also debated and provided arguments and counter arguments on above mentioned issues argued by professionals. 1.8 Limitations: As the researcher progressed through this research project, limitation arose that included bias, unavailability of relevant data, resource and time allocation, etc. Chapter 2: Literature Review 2.1 Introduction: In order to survive and compete in the ever growing competitive and changing environment, it is critical for any organisation to perform better by satisfying the needs of the customers (Mullins, 2007). Globalization has increased the demand for organizations to provide excellent products and services as business performance depends largely upon it. Only satisfied, motivated and trained employees can produce quality products or provide quality services. Increased competition and changing nature of technical jobs and services made employee training very crucial for the survival of any business. The requirements of skills development of employees differs from business to business and industry to industry (Bratton and Gold, 2001). This issue is one of the most important topics in business management studies. This concept is now well established and is increasingly affecting the field of management. It has proved particularly valuable for those organisations who seek better performance. 2.2 Training and Development: In Bramleys (2003) words, training involves learning and educating employee to do something to result in things being done differently. He explains that training is a process that is planned to facilitate learning so that people can become more effective in carrying out aspects of their work. According to the CIPD, Training is expected to equip employees to help them become ‘strategically unique, in addition to the provision of skills, knowledge and attitudes needed to achieve operational efficiency. ‘Training is a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance (Wilson, 2006). ‘Employee Development is a process for preparing employees for future job responsibilities. This may include formal and informal training, education, mentoring, coaching etc (Armstrong, 2008). Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. It deals with the design and delivery of learning to improve organization performance. On the other hand, development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Armstrong, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but helping them to become more confident and capable in their jobs as well as in their lives (Wilson, 2006). The significance and value of training has long been recognized. The need for training is more prominent given todays business climate and the growth in technology which affects the economy and society at large. Employee is trained to assure that current or future needs of the organisation are met. 2.3 Hard vs. Soft Skills Training: There are two basic categories of skills training: hard and soft skills (Armstrong, 2008). Hard skills are technical or administrative procedures related to an organizations core business while soft skills are attitudes and behaviours exhibited by employees while interacting, which affect the outcomes of such interactions. It is easy to train and identify the need for hard skills training, while soft skills relate to personal, individual development and are most difficult to define and measure. Some types of training have both hard and soft skills components. Sales training for example, may encompass hard skills such as product knowledge and price negotiation, and soft skills such as empathy and listening (Smith and Mazin, 2004). The best way to develop skills is to practice doing the thing what an employee is trying to do, under the expert guidance of someone who knows how (Redman and Wilkinson, 2006) (Muir, 2004) (Beardwell et al, 2007). 2.4 Reasons for Training: There are many motives for training and developing employees. It can be initiated for a variety of reasons e.g. it can be carried out as part of an overall professional development program or performance improvement (Rae, 1999). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 1996) (Pont, 2003). 2.5 Training Benefits: Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Keep (1989 cited by Redman and Wilkinson, 2006) describes training and development as litmus test against which other characteristics of management practice can be measured. Advantages of training and development include: increased job satisfaction and morale among employees, employee motivation, increased efficiency and effectiveness, increased capacity to adopt new technologies and methods, increased innovation in strategies and products, reduced employee turnover, enhanced company image, risk management. The right employee training at the right time provides big pay offs for the employer in increased productivity, knowledge, loyalty, and contribution (Web 1). Training allows the organisation to develop and promote its own culture. Training also allows organisations to adapt to changes in the business environment and can be used as a change agent to change organisation al culture (Wilkinson et al. 2006). Training is a tool that can improve organisational effectiveness, especially in fiercely competitive markets. Training and development helps in optimizing the development of human resource that helps the employee to achieve the individual as well as organisational goals (Benson, 2006). It increases the job skills and knowledge of employees at all levels and expands the horizons of their intellect and their personality. Training and development helps in indicating the sense of team work, team spirit, and inter team collaborations. It also aids the organisations to get more effective in decision making and problem solving. It also helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers usually display (Armstrong, 2008) (Bratton and Gold, 2003) (Pont, 2003) (Price, 2007). 2.6 Training Process: Training process takes place within the context of the internal and the external environment of the organization. The basis for most training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training need analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Armstrong (2008) places a great importance on the design of training policy because of its significance of effects on the business. It is an important issue and requires close attention to the organisations mission, ethical stance and strategic visio n. All the policies should be aligned to the companys mission and objectives. 2.7 Training Methods: Learning and development can focus on different components of employees as proposed by Lee (1996). Organisations can adapt different techniques of training for their businesses and according to their requirement. Some techniques consist purely on acquisition of knowledge, some focus on skills development of its staff, some even focus on sentimental aspects of the employees and their relationships with others. Few activities seek to integrate all the above. Staff training can be conducted on the job, which is carried out at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Training methods include observing, questioning, interpreting, reviewing, coaching, e-learning, workshop, induction, job-shadowing, mentoring, seminars, classes, open learning, project work, workshop and simulation. 2.8 Why Training Fails Training is not always the answer to performance problems. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. Training is indeed a waste of money when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There could be many other reasons for the failure but most common are (Web 2): Training is often implemented for the wrong reasons and seldom aligns to a business measure. It fails because of lack of objectives to provide direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Other important reason for failure is lack of management reinforcement and support (Mullins, 2007). Some businesses invest little in training because they dont have enough funds. 2.9 Role of a Training Manager: It is the role and responsibility of the HR manager to develop and implement training strategies and policies. The HR manager has responsibility for training and development and performance management. Human Resource Managers need to understand the nature and process of training and development in order to be able to facilitate learning and development within the organisation (Watson, 2006). HR managers are involved in planning and implementing programs designed to improve the performance of their employees in order to improve the effectiveness of the organization. Its their responsibility to group together employees activities during training process in such a way that encourages integration and cooperation (Armstrong, 2008). 2.10 Trainee Employees: Organizations performance largely depends upon the employees that work in it (Watson, 2006). They are the key resource and considered as capital for any organization. HR scholars agree that an organisation is only as good as the people in. Training is worthless if employees are not involved properly (Armstrong, 2008). Company can achieve and maintain the competitive advantage by regularly upgrading the workforce skills. The development of employee skills is one of the most important tasks in which an organisation can engage (Armstrong, 2006). Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. 2.11 Training Evaluation: Employees need feedback. It is important for their progress and advancement (Armstrong, 2006). Evaluation is a process of establishing the worth or value of something (Rae, 1999). Evaluation of training is a process of gathering information with which to make decisions about training activities (Sloman, 1999). Organizations apply performance appraisal evaluation to measure employee work performance and effectiveness, which can help in defining and developing training needs for the organisations. Having a well-structured measuring system in place can help determine where the problem lies (Mullins, 2007). Training evaluation may also help in improving quality of training activities which in turn results in greater benefits. 2.12 Other Issues: While providing training, the manager needs to understand the importance and effects organization structure and design because these define tasks and responsibilities, work, roles and relationships, and channels of communication (Mullins, 2007). The two factors that determine how the organization functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It helps in producing high level of business performance. Training according to structure and culture provides organizations flexibility, adaptability and durability required for growth and survival(Redman and Wilkinson, 2006). 2.13 Conclusion: Scholars and writers have emphasised on the importance of training and development of the employees for the better performance of any organisation. It is a main factor of human resource management within organization. It not only benefits organisation by providing them with skilled force, but employees individually as well by increasing their effectiveness and efficiency (apart from other benefits discussed above). Organisations have to take into account all the internal and external environmental and cultural factors and should provide feedback on training. To be successful, organisations have to adapt an appropriate training process with best available training method and professional guidance/management. Chapter 3: Research Methodology Research is any type of systematic and arranged study to systematize facts or collect data, and is generally linked to a problem that has to be solved (Zikmund, 2000). Johnson and Scholes (2008) define methodology as ‘A focused and systematic investigation that goes beyond generally available knowledge to acquire specialised and detailed information, providing a basis for analysis and elucidatory comment on the topic of enquiry. 3.1 Introduction Research methodology section also clarifies why the researcher has chosen certain research methods, techniques and approaches, justifying the writers approach and line of action; and why other methods are not included for this project with detailed reasons and explanations. Arguments and benefits for selected methods are also given. Sampling, research tools and other related issues are also explained in this section. This area ends with discussion of limitations and constraints faced by the writer. 3.2 Background As part of dissertation, the researcher was expected to undertake research into business and management field which should meet the criteria set out by the college and must have enough empirical data for investigation (Quinton and Smallbone, 2006). Searching past dissertation and thesis aadded ideas and assisted in formulating the dissertation design and overall structure that provides a framework for the collection and analysis of data (Quinton and Smallbone, 2006). After organising the ideas, research time scale was set which was focused on targets to meet deadlines for completion of the paper. The researcher has applied Gantt chart (Saunders et al 2007) to help in keeping track of the research. It also assisted in planning and coordinating specific tasks during the research work by providing graphical illustrations of the timetable and key tasks involved in it. Its help in keeping the data sought throughout the research within the scope of the project, proved beneficial (Saunders et al 2007). With the amount of literature, it was time consuming to sort out relevant material to the research. Bells (2005 cited in Bryman and Bell, 2007) six points parameters method was applied to narrow down the search materials that were time consuming. 3.3 Data Collection Methods and Approaches The researcher decided to use fast but cheap methods to obtain maximum information in little time. The researcher also tried to focus on specific but relevant research material to minimize collecting irrelevant data and save time. For these purposes, the research resources were divided into ‘Internal and ‘External. In internal research, companies own business data, records and reports, and previous research studies were analysed. External research consisted of collection of data from other sources like magazines, newspapers, publications, reports, journals and websites. In research there are two broad methods of reasoning often referred as ‘Deductive and ‘Inductive approaches. As the social/management research generally necessitates the deductive approach rather than inductive research, the researcher chose this method of reasoning. In deductive approach particular instances were deduced from general inferences. In this type of theory conclusion followed logic ally from premises or available facts. This approach helped the researcher for collecting the data that defined the problem area (foreground theories). Research was conducted utilizing both ‘Primary and ‘Secondary methods. Primary data was collected with a focused plan and gathered specifically for this research (Saunders et al. 2007). Secondary data (which was collected from other sources or published data) was used in ‘Descriptive and ‘Explanatory research. Examples of primary data that the writer collected were interviews and questionnaires. Primary data was collected specifically for data analysis but secondary data collected was for both literature review and data analysis sections. Both primary and secondary research included ‘Qualitative and ‘Quantitative data. As per the requirements of the research, the researcher collected both qualitative and quantitative forms of data and integrated the information in the interpretation of the overall results. Quantitative research involved the use of structured questionnaire where the response options were predetermined by the researcher. Measurement was objective and statistically valid. Qualitative research was subjective in nature and involved collecting and analysing data by interviewing people. Some of the qualitative research was coded quantitatively for the purpose of reaching the conclusion by assigning meaningful scales and numerical values. Interview is one of the best ways for getting behind the story of the participants experiences. It is very easy way to gather primary qualitative as found by the researcher during the research process. Interviews were conducted to collect valid and reliable information (Saunders et al 2007). The researcher was aware that questionnaire is the most popular method of conducting scholarly research. It provides a convenient way of gathering information, easy to analyse, and most statistical analysis software can process it easily. It is also cost effective method of collecting data and is familiar to most people. Questionnaire can be circulated easily and response rate is fast (Saunders et al 2007). The writer chose ‘Closed ended Questions in formulating the questionnaire for timely response. The concept of mixing different methods originates in the realisation that all methods have limitations. Using a multi-method approach reduces bias and increases validity (Saunders et al. 2007) . The findings from the research were then tested on theories for reliability and validity (Saunders et al 2007). Good practice is only possible if the research data is valid, reliable, and sensitive (Johnson and Scholes, 2002). The researcher ensured that appropriate variables, techniques, scales, and assumptions were used. Proper measures were taken while gathering secondary data and information was checked for its validity and reliability while maintaining sensitivity in order to keep facts as original as possible. 3.4 Sampling It wasnt possible to collect data from all the sources and all the population. Therefore sampling was applied. The accuracy of research depends upon the way the sample is selected. The researcher conducted interviews from managers. Questionnaire was distributed to randomly selected employees. 3.5 Limitations and Constraints Researcher realized that not all the processes and methods could be used and dropped few methods (like focus groups) of secondary choice due to time limit and minimum resources. The major limitation of the study lies in its relatively small sample size of customers and the limited coverage. This was mainly attributable to the limited time and other resources available for the study. 3.6 Data Analysis Tools Internet has become the most used method of communication due to its comparative ease and effectiveness. The writer utilized this method to stay in touch with the managers. Spreadsheet program was used to process the data from the questionnaires. This information was quantitative, easily converted to percentages and proved easy to evaluate. Microsoft Word is used as design tool due to its versatility, speed, and accuracy of work along with wide range of pictorial and graphical alternatives to research findings. Chapter 4: Research Findings and Data Analysis 4.1 Introduction The company chosen for this research study in order to find out how the training and development of employees can effect the business performance, is †¦Ã¢â‚¬ ¦ clothing which is a small and medium size company that deals in manufacturing clothes in small factory and selling these through its small store. Some employees are involved in production while the rest deals in serving customers. The company has recently undergone through organisational changes and trained all its employees in their respective roles. Interviews were conducted to collect valid and reliable information. The researcher conducted interviews from management and distributed questionnaires among its employees to determine the extent how development has effected the companys efficiency. Survey conducted from employees for satisfaction is a self assessment by staff. Its results explain how well the expectations are met and/or how to improve further. The researcher conducted this survey to study the employees views about the company performance. This research also explained the reasons behind the findings. 4.2 Analysis: Interviews There was no formal training for employees before. Growing competition and market demand forced the company to amend its policies and include training in its mission and vision. Training was conducted to raise skills levels and productivity of employees and to offer the hope of increased competitiveness within business environment. The company successfully conducted the training with positive response from employees. The training process was internal and staffs were provided on the job training by the employer. The employees were empowered and felt motivated and passionate in the involvement in training process. The management felt that employee as well as customer satisfaction and relation has improved a lot after employees training based on the customer/employee responses and companys financial results. The company is quite satisfied of its evaluation process and feedback procedure. The company trained its employees in whole range of skills It boosted confidence and morale of an em ployee who now is doing the job more efficiently and effectively. It paid off well for the company as its productivity increased and new customers were attracted. 4.3 Analysis: Questionnaire

Madagascar: The Exotic Island :: essays research papers

Looking at a map of the southern hemisphere, one wouldn't expect such a seemingly "small" island to be so exotic and bountiful, but the island of Madagascar is just that. A 226,658 square mile (587,041 square kilometers) piece of land, with a a coastline of about 2,480 miles (3,990 kilometers), it's a beautiful and different view of its large neighbor, Africa.The island itself is made up of ridges, rivers, valleys, and tropical forests sectioning off the different regions of the landscape, scattered trees and tall grasses to one side, narrow coastal plains, and low plataeus and plains off to another. To the north is Mt. Maromokotro, the highest peak on the island at 9,436 feet (2,876 meters). Coral beaches line the east coast, adding to the natural beauty of the already lovely landscape.The tropical climate provides varying amounts of rainfall-from 83 inches (211 centimeters) in the northwest to 14 inches (36 centimeters) in the southwest. The drought-infested south is ext remely hot and dry, and the west is hot and wet. Indian Ocean cyclones bring periodic heavy rains and destructive floods. Once covered by forests, most of the island now has a savannah-steppe vegetation with a few forests in the west and evergreen forests on the eastern edge of the central plateau. An interesting climate for such a unique place.The animals there are also different and the likes of which not found anywhere else; not even in Africa. 50 species of lemurs inhabit the island, as well as 800 different types of butterflies. Though near the once-dubbed "Dark Continent", the species and vegitation seem to have remnants of Eastern India, proof perhaps that the island is a breakaway of the decidedly larger continent of Asia.The peoples of the large island are as diverse as the wildlife, ranging from the Malagasy to the French, several native groups mixing with those of foreign origins. The population in itself has near doubled since 1950, 80 percent, mostly rural. Malagasy and French are the officials languages of the island, with Christians (both Roman Catholic and Protestent) making up the most of the religious groups. Half still follow traditional ways, however. Education is free to all citizens of Madagascar ranging in age from 6 to 14. However, some tend to skip school and go straight to work.

AIG Current Issues Pertaining to Business Law

AIG (American International Group Inc) has most recently been a common feature on American as well as international headlines following its possibility of going into liquidation as a result of financial difficulties. The federal government bailout extended to the company to help it in reviving its activities has also been a topic of discussion.Following all these, issues related to business law have been a common occurrence as AIG fights legal battles and accusations from enraged customers demanding their investment monies. AIG has as a result lost clients, employees and business in general. This paper focuses on these and other current events pertaining to business law at AIG.AnalysisAIG was recently faced with an economic downturn as a result of the current economic crisis. AIG is said to have made losses worth $62 billion in the fourth quarter of 2008 (Sorkin, 11-14). As a result, it has not been able to pay its credit dues on time.Creditors are constantly knocking on AIG's doors to obtain their money as they fear that the company could fail to pay them under the current financial difficulties it is experiencing. AIG has resulted in selling its assets in order to meet its obligations to creditors and beginning 2008 it obtained bailout from the government.Following the government bailout, AIG is no longer a wholly private company. The majority shares of AIG are now in the hands of the government hence it expects to receive more government control.AIG traded 79.9 percent of its shares for the federal government bailout. The government now possesses the rights to suspend dividends to the previously common and preferred stock.This is an indication that the company has ceased from being a fully private company to a nationalized one. It therefore owes the citizens who are represented by the government to operate profitably as well as repay the loan advanced by the government from the tax payer's money.As a result of the government bailout, AIG has to adjust itself to the government's requirements and laws that have been set for companies obtaining bailout.For example, The House of Representatives passed a requirement that all companies receiving federal government bailout exceeding $5 should pay 90 percent on bonuses given by companies. The companies must also operate with positive net value so that they can be able to pay up the loans advanced. If this is not so, the government will force companies that cannot pay up into liquidation Mich, 23-25).AIG has been under scrutiny following the handsome benefits that were issued to its more than 400 employees in the financial products division ranging between $1 million and 6.4 million. This follows the fact that AIG received $170 billion as federal government bailout which has necessitated investigations on how AIG was spending the taxpayer's money.(Turkish Weekly, 22-29). The government owns 79.9 percent of AIG now and as a result the public is the major shareholder of the company and this is wh at has created a major uproar in the public about AIG's activities. There are claims that the company is not taking its responsibilities towards shareholders in a serious manner.Edward Liddy, AIG's chief executive officer told the congress in March, 2009 that the company had asked the employees to return half of the bonuses received (Sorkin, 19-23). Further, he argued that the reason for the hefty bonuses was an attempt to retain employees in the financial products division.

Student Working During the School Year

Research has shown that the number of students who decide to work during the school year is increasing every year. Students who try to combine their studies with working life can be affected in different ways. There are many reasons why high school students should not have part-time jobs. Some of the most important are premature exposure to older adults, losing academic focus, and developing a taste for money early. The first reason why high school students should not work is that they will be early exposed to older adults. When teenagers interact with adults in working environment, they can be manipulated because older adults are people with more experiences about life. Older adults often have lives and more complicated backgrounds, so they do not have the same interests and activities, that these teenagers have. As a result, older adults can influence adolescents negatively. For instance, these teenagers can be encouraged to use drugs or alcohol, have sexual lives early or solve problems with violence. All these factors can produce physical and mental changes and affect the teenagers goals. Besides, premature exposure to older adults, working students can also lose academic focus. When teenagers work, they do not have enough time to handle their school responsibilities because they often feel tired and fatigued. This situation can affect concentration and memory, which are essential parts of school performance. Therefore, students can fail their classes, get low GPAs or drop out of school entirely. Some parents encourage their children to work to appreciate the value of money. It is true that children need to learn how they can manage money wisely. However, teenagers need to be encouraged to study because they should be aware that education is very important to achieve success. Teenagers need to be motivated to appreciate more the permanent value of education than the fleeting value of money, Because nowadays many companies require workers with high GPAs, adolescents need to focus on their studies early. If they achieve appropriate school performance, they will have more opportunities to get better jobs with good salaries in the future. In conclusion, high school students should not have part-time jobs in order to avoid premature exposure to adults, losing academic focus, and developing a taste for money early.If teenagers worry about their education, they will have one of the best tools to achieve success.

buy custom Motivation Stress and Communication essay

buy custom Motivation Stress and Communication essay Lockheed Martin is a global aerospace, security and defense company based in the U.S. The firm was established after the merger of two main premier technological companies namely Martin Marietta and Lockheed Corporation in 1996. With more than 150,000 employees, Lockheed Martin is one of the most technologically advanced firms, with vast global interests. Despite the current economic crisis that has almost led to the collapse of well-established companies, such as the General Motors (GM), financial institutions among other notable institutions, Lockheed Martin (LM) has maintained steady growth, a factor that can be attributed to sustainable management of the available resources. For instance, in 2011, the company made a net profit of $ 2.93 billion, the highest as compared to other firms dealing with defense contracts. During the same duration, the total equity and assets increased by 15.2% and 17.6% to $ 3.71 and 35.2 billion respectively (Hartung, 2010). As indicated by Hartung (2010) LM operates in four notable business segments. These segments are aeronautics, electronic systems, global solution and information system as well as space systems. Headed by Robert Stevens, who serves as the chairman and CEO (Chief Executive Officer), LM have been able to enormously invest in the area of research and development, thus enabling the firm to develop revolutionary products, such as Prepar3D, which is an advanced simulation software used in visual flight (Hartung ,2010).Due to the high level of success, both in the domestic and international markets, my interests for working for LM as a director of business development(DBD) has significantly increased over the years. As indicated above, the sustained growth of LM globally is attributable to effective marketing campaigns, healthy management of the available resources among other notable factors, which adheres to the aspect of good governance. Latham Locke (2002) argues that for any company to remain profitable both in the short and long run, there is an urgent need to invest in the field of research. For example, an organization can research on new variety of business services or properties. This way it becomes possible to indentify existing or expected gaps, thus attracting and retaining customers. Mainly, business development is aimed at enhancing overall growth, through penetrating the existing markets, attracting new customers, developing business model designs, strategic analysis among other notable factors. All these duties are usually carried out by business development managers (Derek, 2008). Gronroos (1994) candidly indicates that DBD has a challenging duty of indentifying all business o pportunities for the firm as well as managing main client relationships. In LM, DBD is one of the staff members in charge of financial prosperity within the organization, thus requires a person who is highly skilled in negotiations, finance, sales and strategic planning. As stipulated by Derek (2008), business development director works with an aim of improving market position of an organization, hence improving the overall financial stability. Further, DBD defines the long-term strategic goals, indentify business opportunities, build key customer relations, negotiates, as well as closes all business deals; uphold extensive awareness of the prevailing market conditions among other duties. According to Lockheed Martin companys policies, the director of business development should: Present a budget for approval by the board as well as prudently manage the available resources within the budgetary guidance. Likewise, the director must adhere to company polices and the ethical guidelines as stipulated in the corporate governance. Develop and maintain the reputation, values, and culture of an organization in all its markets, staffs, suppliers, partners, customers, and regulatory bodies. Build as well as lead a cohesive and an effective management team Self-dvelopment and enhanced personal development (Latham Locke, 2002). Other personal skills required include adequate academic qualification of at least bachelor degree and five years working experience, strong analytical skills, leadership skills, and ample knowledge in management and business principles among others. Owing to my vast experience in the field of management, I strongly believe that I will be able to fill the job position of director of business development in Lockheed Martin. From the above job description, it is clear that, this particular job position requires a person who can be able to integrate a lot of issues for efficient management purposes. To achieve all this, there is an urgent need to come up with well-stipulated goals to improve on the overall performance of the firm. It is notable that goal setting is one of the most powerful processes for any person to contemplate about their ideal future, as well as a key motivating factor in turning vision to reality. Gronroos (1994) argues that goal settings entail the establishment of S.M.A.R.T (Specific, Measurable, Achievable, Realistic, as well as Time-targeted) goals (Gronroos, 1994). There are numerous ways, in which setting goals could significantly improve on my performance as a director of business development. First, clea r goals will help me in recognizing and eliminating threats, such as increased competition from other firms offering similar services and products. For instance, technological development has enabled small and emerging businesses to compete effectively with the well-established companies, such as Lockheed Martin. This is an enormous threat, due to reduced number of sales leads, resulting to minimal sales turnovers (Gronroos, 1994). Secondly, setting clear goals will enable me as the director of business development to effectively communicate with other staffs, partners, customers among other stakeholders (Latham Locke, 2002). Through effective communication in the work place, it will be able to teach the other employees on the general policies affecting the firm, a factor that will extremely help to solve short and long-term challenges. Generally, goal setting will be crucial for me to overcome barriers encountered during strategic planning, enhance my relationship with employees and other stakeholders, thus enhance rapid growth of Lockheed Martin Company (Latham Locke, 2002). There are several factors which may lead to stressful situations in the workplace. Norris (1994) indicates that in this difficult economic time, many employees, regardless of their salary levels, seniority, and occupation spends more time feeling frazzled as well as out of control in the workplace, instead of being relaxed and alert. It is notable that, while some levels of stress may be considered as a usual part of workplace, increased stress levels may enormously interfere with an employees productivity, resulting to low levels of ones emotional and physical health. Stress can be defined in various ways, but one of the simplest definitions is a state of mind and body that results from ones incapacity to handle difficult situations where the outcome of that ability is essential. It can also be defined as ones response to situations that threaten one-self or negatively affect the balance in ones life. The challenges that cause the stress scenario are called stressors. They include w ork challenges, social relations challenges, insecurity, personality challenges and much more. However, a modest amount of stress is constructive, in that it prompts one to operate more productively and leads to enhanced mental and physical development. Latham Locke (2002) defines workplace stress as the harmful emotional and physical response that takes place when there is poor matching between job demands and resources, capabilities, or the needs of a given employee. There is a variety of factors, which contributes to highh levels of workplace stress. These include isolation, negative workload, extensive working hours, and poor working conditions among other factors. Owing to the numerous responsibilities attached to the job position of director of businesses development, it is significant for me to respond to various causes of stress, failure to which, I may not attain the set goals (Derek, 2008). One of the ways to manage workplace stress resulting from my new position as the director of business is through cognitive control. Cognitive control includes the combined processes of enabling ones mind to handle challenges, without losing control. It involves remaining positive, being confident, controlling ones thoughts, emotions an d environment. The other way to manage stress is through regular exercise after work. Exercise not only helps manage stress, but is also a vital ingredient in remaining healthy and wading off many diseases. Exercise does not always entail strenuous and painful procedures, but can easily be achieved through simple routines strategically applied. Eating healthy diet is another major factor that I will significantly employ in managing stress. Proper balance diet provides the much needed balance in the body, leading to an optimized environment for proper body function in times of stress and anxiety. The daily food intake should include the three major food categories which are proteins, vitamins, and carbohydrates in proper proportions. Other ways of managing stress resulting from my new job position as director of business development in Lockheed Martin, include taking enough rest from the working environment and requesting for help where necessary among other notable measures (Norris, 1994). Communication is one of the critical tools in enhancing healthy relationship in all workplaces. Yet problematic communications interaction permeates even healthiest of all relationships, resulting to misunderstanding between senders as well as receivers of the message. Very few employees exhaustively understand communication as packages as well as the affects it holds on relational interactions. Latham Locke (2002) argues that there are numerous nonverbal and cultural barriers, which hinders effective communication in workplaces. Non-verbal communication are those non-verbal stimuli generated by the both the speaker (source) as well as his or her use of the available environment and having potential message value for the listener (receiver). This includes, but not limited to touch, eye contact, gestures, vocal nuance among others. In most instances, non-verbal communication vastly varies from one culture to the other, thus making it ineffective tool for communication, especially in organizations, such as Lockheed Martin, where employees originates from various backgrounds (Latham Locke, 2002). As a director of business development in Lockheed Martin Company, there is an urgent need to deal with non-verbal and cultural barriers to communication. This will enable me to fully address issues hindering the success of employees and other stakeholders involved in the firms strategic planning. One way to address this is to check for understanding (Miller McBrewster, 2010). To achieve this, it will be crucial ask question to people am talking to, bearing in mind that most of them hails from different backgrounds. The other way to overcome this is by avoiding the use of slang in the workplace. This is due to the fact that slang words usually vary within different languages. Other measures include using gestures in culturally appropriate ways, being a good listener, learning the culture of other employees among others. From the above study, it is evident that there is the need to effectively manage organizations, thus enhancing short and long-term sustainability. As a director of business development in Lockheed martin Company, I will ensure implementation of sound policies to ensure the firm remains profitable in the foreseeable future (Hartung, 2010). Buy custom Motivation Stress and Communication essay

Leadership and managment Essay Example | Topics and Well Written Essays - 2500 words

Leadership and managment - Essay Example They integrate tasks, structure, technology, resources, and people into a productive configuration. Managers plan, organize, direct and control. In the end, however, they achieve goals through the efforts of other people. They have to influence the behavior of other people in order to get things done. This requires leadership, and, managers have to be leaders as well. At St. Luke’s Medical Center in the Philippines, leadership is governed by the Board of Trustees. It is in the light that this essay is written to analyze the company in terms of its leadership, vision and mission, strengths and weaknesses, and the underlying factors which assist the company in achieving their goals. St. Lukes Medical Center (SLMC) is located in the Philippines and has provided high-quality healthcare for over a century. Founded in 1903, its mission is to provide outstanding out-patient care. Today it is the foremost and most admired hospital in the Philippines and an acknowledged leader in Asia. (SLMC About Us 2009 par. 1) †St. Lukes delivers on its mission of healing by gathering under one roof the finest medical expertise, the most sophisticated medical technology and facilities, and a deep-rooted culture of compassion. It supports this mission with research and continuing education for those who serve. The total dedication to quality and caring of the St. Lukes family is what distinguishes the hospital as a center of healthcare excellence in Asia. The 650-bed hospital is home to nine Institutes, 13 Departments, and 19 centers. These centers of excellence bring to the Philippines the latest medical advances and treatment modalities. Over 1,700 hospital-affiliated medical consultants see out-patients in more than 450 private clinics. SLMC is the undisputed leader in virtually all medical specialties, including cardiovascular medicine, neurology and neurosurgery, cancer, ophthalmology, and digestive and liver diseases. It is the first choice of medical

How art embodies cultural identity (Aztec Vs.New nations of the US) Essay

How art embodies cultural identity (Aztec Vs.New nations of the US) - Essay Example nited States, which is predominantly Christianity, at times forbids artistic expression of the religion (Hollingsworth, 2004, p341) and at others is often limited to Renaissance-style depictions of Bible stories with a heavy focus on the central character, Jesus Christ. Most art in the United States is of no obvious religious character. One of the most famous examples of Aztec sculpture is known as the calendar stone, which depicts the sun god surrounded by bands that depict various days and eras. This stone shows the seamless integration between art, religion and daily life, because it is at once a piece of art, a depiction of a deity and a useful object. The carving of the central sun god is created in typical Aztec style, having a close relationship with that found in the Phonecian culture and representing the intricate relationship between man and nature (Miller, 1986, p205). There are many more examples of Aztec sculpture which feature depictions of a sun god, and countless stone carvings depicting aspects of the religion. Conversely, it is fairly difficult to find one such shining example of religious sculpture which has originated in the new nation of the US. Religious sculpture in the United States is often commisioned for use outside religious buildings. One such example is known as the King of Kings, a 62 foot tall statue of Jesus that adorns the entrance of a megachurch in Ohio. The artistic value of this sculpture has been debated (Williamson, 2004, p89) although the Aztec calendar stone was also probably of questionable artistic value to those who used it as a ceremonial basin (Morà ¡n & History, 2007, p157). However, whether the King of Kings is considered art or not, the main value this had (until it was hit by lightening in 2010) was to adorn the baptismal pool and depict the central character of Christianity. It had no additional usage, highlighting the distance between religion, art and everyday life in the new nation of the United