Man in the Mirror Michael Jackson Essay Example

Man in the Mirror Michael Jackson Essay In the song ‘Man in the Mirror’ sung by Michael Jackson, an important idea is ‘making a change to those living in poverty’. Michael Jackson has shown this through the use of language techniques such as pronouns and rhetorical questions. Michael Jackson has also shown this through the music video. The important idea of ‘making a change to those living in poverty’, is shown through the use of pronouns. By using the pronoun ‘I’ Michael Jackson gives the impression that he wants to make a change to the world and those living in poverty, to make it a better place. Because he wants to make a change to the world we want to follow in his footsteps. The use of ‘I’ is different to when Michael Jackson uses the ‘you’ because using ‘you’ is his instruction to us to make a change to the world, whereas when he says ‘I’ he is referring to himself. Michael Jackson has used a pronoun many times in the song which gives us the impression that Michael Jackson wants him to make a change to the world. By using ‘I’ and ‘you’ Michael Jackson is saying that we can all make changes as individuals to make the world a better place. The important idea of ‘making a change to those living in poverty’, is shown through the use of a rhetorical question. By using a question we are questioning ourselves. Michael Jackson is getting the listener to think about what they do for those living in poverty. An example of rhetorical questions that Michael Jackson has used is â€Å"Who am I to be blind?†. This question comes before the lyrics â€Å"pretending not to see their needs†. By having these two lines next to each other Michael Jackson wants the listener to think about what they do and if they choose not to see the people in need or if they actually don’t see the people living in poverty. This is a challenge to us to think about how we can help those people and how fortunate we are not to be in that situation. Another question M We will write a custom essay sample on Man in the Mirror Michael Jackson specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Man in the Mirror Michael Jackson specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Man in the Mirror Michael Jackson specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

The Heroic Ideal essays

The Heroic Ideal essays Heroic qualities have always been debatable but historians tend to agree that the qualities of a hero are a reflection of the values of the society. Augustus and Beowulf are two individuals revered as heroes during their own time. Both sustained their share of criticism but still managed to come out on top. Augustus was responsible for uniting Rome and creating a society that influenced every single society that followed. Beowulfs success was in keeping the peace for the Geats with the surrounding kingdoms. Through comparing the ideals and values of Rome in the first century and Britain in the eighth, a definite parallel can be drawn connecting these values with how the people viewed the heroes of the time: Beowulf and Augustus. Despite criticism that Augustus used bribery and intimidation to force his way into power, his successful leadership of Rome during the first century B.C. made him one of the greatest leaders of all time. Augustus was thought of as a powerful man and he always had the good of Rome in mind and never took his power for granted. Obviously, Augustus was proud of his leadership and even said as much in his Res Gestae Divi Augusti. His tone did not seem to be bragging, but merely stated the facts of his reign. Augustuss first sentence reminds the Romans that he liberated the Republic at the tender age of nineteen on [his] own initiative and at [his] own expense (WRW 56). A common theme he repeats in his statement is how much of his own money was invested in building the Roman empire. He repaired temples, gave gladiatorial shows, came to the assistance of the treasury (WRW 56) and made up [the] tribute in grain and in money from [his] own grain stores and [his] own patrimony...when ever the provincial taxes fell short (WRW 57). He also emphasized that he repaired Rome without inscribing his name on the buildings and he often gave shows in other people&apo...

Essay question Example | Topics and Well Written Essays - 750 words - 8

Question - Essay Example (Laudon, & J. P. (2011) These management reports are used by supervisors and management in the middle level. The reports help managers make routine decisions in business to solve problems. An example is the sales management system and the personnel/HRM system. Decision Support System (DSS)- as the name suggests, this system is used by managers to help them make decisions in situations where the outcomes of a decision are uncertain. (Nagpal, 2011).  Therefore, this system uses techniques and tools to collect the necessary information, analyze the choices and alternatives available to solve a particular problem by producing models and projections. This system uses external data to give solutions to a problem. An example is the Group Decision support system (GDSS) and the spreadsheet model. Executive Support System-this system involves collection and analysis of important information-both internal and external in the business. It is used by the management at the senior level and this helps them make decisions that are strategic to the business. Office Automation Systems- this system is designed to improve the efficiency and productivity of the employees that are involved in processing of information and data. An example is the Microsoft Office system. (Laudon & J. P.2011) Knowledge Management Systems- these systems aid in the creation and sharing of information in businesses. These systems are normally used in a business set up where its employees can develop new ideas and expertise that can create more opportunities by sharing the new ideas to other people in the business. The transactions in a business are supposed to be managed efficiently, keeping in mind that the performance of a business organisation relies on work coordination. (Nagpal, 2011).  Information technology has eased the communication speed and improved the

TopDog Software Case Analysis Article Example | Topics and Well Written Essays - 250 words

TopDog Software Case Analysis - Article Example The head of sales Samantha Jenkins ha learnt of new outfit known as FastData, which is located in Norway that proves to be a great competitor in the market. In addition, FastData has launched it globalization and releases news brief to the media on its aspiration of expanding to the international hence globalization. Thus, TopDog should go international as well since stiff competition is evident amidst companies offering products similar to theirs. Top Dog would be in a better position to compete if they have a global presence with a strategy of establishing a remarkable competitive approach in the global market not only in the United States as is the situation at the moment. 2- If TopDog does decide to go international should it open its own offices, take on foreign partners, license its products to foreign distributors, or follow some other method? Answer: If TopDog does decide to go international, licensing its products to foreign distributors would be the most appropriate option, which would give the company an opportunity to build brand identity and a large clientele at a friendly cost hence the company’s finances would be strained. W.L. Gore & Associates Integrative Case Study 3-How will Gore’s culture affect the virtual global teams? Gore’s business culture will positively affect the global teams as they strive to maintain a family like coordination. In addition, the global team will have a cohesive working framework in decision making according to Gore’s culture. This will make Gore distinguishable globally with a family-like business culture.

Fire Fighters Campaign Plan Essay Example | Topics and Well Written Essays - 5500 words

Fire Fighters Campaign Plan - Essay Example Text messages will be sent to all Caymanians through their mobile providers, providing them with information and asking them to log on to the fire service website to get information including how they can join CIFSD.. Recommended Budget The budget recommended for the campaign is CI $100,000. A competition will also be initiated where individuals will answer questions by texting the answers to the number provided. Each text message will cost CI$2. Funds received from this venture will be used to finance the campaign. Prizes for the competition will be sought from various sponsors. Evaluation Plans Evaluations will be carried out as the campaign progresses to determine if any changes should be made to the campaign strategy. A final evaluation will be carried out at the end to determine whether the goals of the campaign were achieved. 1.0 Situation Analysis The Cayman Islands is a very small group of Islands consisting of 51,384 persons. Approximately 71% of the population lie in the 15 -64 years age group. Of this group, there are approximately 1,000 more females than the 17,600 males in this age group. The country has a 98% literacy rate and an unemployment rate of 4%. According to the Central Intelligence Agency (2011) the country has a standard of living which is equal to that of Switzerland – one of the countries with the highest standard of living in the world. The relative proportions of different ethnic groups are 40% mixed, 20% white, 20% black, and 20% expatriates of various ethnic groups. The Cayman fire service provides fire prevention and emergency services, domestic and aerodrome rescue and fire fighting services for the people of the... This essay examines Cayman Island Fire Services Department. The Cayman Islands is a very small group of Islands consisting of 51,384 persons. Approximately 71% of the population lie in the 15-64 years age group. Of this group, there are approximately 1,000 more females than the 17,600 males in this age group. The country has a 98% literacy rate and an unemployment rate of 4%. According to the Central Intelligence Agency (2011) the country has a standard of living which is equal to that of Switzerland – one of the countries with the highest standard of living in the world. The relative proportions of different ethnic groups are 40% mixed, 20% white, 20% black, and 20% expatriates of various ethnic groups. The Cayman fire service provides fire prevention and emergency services, domestic and aerodrome rescue and fire fighting services for the people of the Cayman Islands. Like all other departments it is faced with both a tight budget as well as the inability to attract employees because of the relatively low salaries that are currently being offered, the perceived difficulties of the job and the attributes required for the job. Despite those facts the government has allocated approximately CI$10.5mn towards its operations. There are currently six female officers working in the Cayman Islands – four in Grand Cayman and two in Cayman Brac. Currently the morale of the fire service staff is low because of the recent negative publicity in the news in relation to the harassment of female staff and the inability of the relevant authorities to deal with the situation.

Leadership competencies and attitudes for success in globalization

Leadership competencies and attitudes for success in globalization Understanding of international interaction is essential for transnational organizations to work effectively in todays global business environment. The level of this understanding is related to possession of international competencies within an organization (Gupta and Govindarajan, 2002). Although the need to develop leaders with adequate competencies has become obvious in recent years (Adler and Bartholomew,1992; Brake et al., 1995; Brake, 1997; Morrison, 2000; This source has not been included in the reference list Bonnstetter, 1999; Suutari, 2002), there is still a significant gap between the international human resource requirements of global strategies and their realization (Adler and Bartholomew, 1992; Engle et al., 2001, Morrison et al., 1999). The process of identifying core competencies usually entails having employees identify core competencies by scanning and assessing company-critical resources, capabilities, and competencies three factors commonly referred to as associated concepts. In the identification process these concepts often become conceptually and empirically merged, something that occurs in strategic management research too, when these associated concepts are defined interchangeably. For example, capabilities and competencies are defined interchangeably by Spanos and Prastacos (2004). Furthermore, diversity and complexity increase in a domestic working environment as business operations become more international. The dynamics, complexity and diversity now characteristic of global environment are diffusing into the domestic environment (Gregersen et al., 1998; Harvey and Buckley, 2002) making increasing demands on management and leadership competencies at all organizational levels. Therefore, increasing under standing of different aspects of globalization and interrelationships of various factors and their changes will help organizations to meet the new challenges brought by globalization, whether their primary operation environment is domestic, international or global. Employees need to learn about culture and cross-cultural communication if they are to work effectively with minorities within their own society or with foreigners encountered at home or abroad (Harris and Moran, 1987, p. 56). The development of global competencies should be based on the global business strategy which determines what kind of global presence is desirable, how many and what types of international or global jobs, projects, task forces, and other types of interactions exist (McCall and Hollenbeck, 2002). Competency development process should start from an analysis of the dynamics of the global business environment and the core competencies, continuing to identifying the profiles of necessary human resources and ending with identification of necessary competencies for specific jobs/functions. Once the specific leader competencies have been identified, the next step is to build bench strength effectively (Brake, 1997; Gregersen et al., 1998). The other assumption is that global leaders have just developed their (general) competencies into a higher (global) level. Bartlett and Ghoshal (1992), and Baruch (2002) argue that there is no such thing as a global manager, or any universal criteria for gl obal managers. Instead, Bartlett and Ghoshal see global management as being a task of a network of specialists including business managers, country managers and functional managers.Yet, they suggest that the top executives are the leaders who manage the complex interactions between the three types of managers, and they must understand the strategic importance of each specialist. The majority of the research on international assignments and positions has been research about expatriates. Some authors have stated explicitly their focus being on global managers/leaders and yet, discuss issues related to the target country such as cultural distance. However, a global leader (or manager) is not necessarily an expatriate, and vice versa. The value of an expatriate assignment as a major developmental experience for those pursuing global career is widely acknowledged. Therefore, and because of scarcity of pure global leadership literature, expatriate literature as well as general leadership literature is relevant also when studying global leaders. Overall, the previous research on global leadership competencies has been dispersed and more synergistic research is needed, together with a more comprehensive theoretical framework, to understand the processes and interactions underlying the development of a global leadership potential (Tiina, 2004). This paper attempts to take a step towards such framework, Secondary data was collected based on the finding of published papers, articles and books perior studeis , the world wide web , existing global leadership and other related literature, these data was reviewd and disscussed to combine findings and suggestions provided in previous literature in a more integrative framework of global leadership competencies and attitudes. The structure of the paper is as follows; The terminology used in the international/global leadership ,literature is reviewed and discussed first and the more integrated framework was described in the chapters that followed. The results identefied 12 competanceie as an assessment and intepret tools to provide an opportunity for experts to reflect on the structure of their company or organisation and to rate the CEO, corporate staff, subsidiary general manager and staff, as well as all employees in general. then indicated whether the competency is essential, use ful or not necessary for the CEO, corporate staff, subsidiary general manager and staff, and all employees, in order for the transformational goal to be realised and to make globalisation work. Litreture review The main outcomes of previous research Recent research supports the idea that there are a limited number of key competencies, over and above the contextual ones, that predict successful behavior in a global environment (Jordan and Cartwright, 1998; Gregersen et al., 1998). As was already mentioned earlier, most of the previous research regarding international competencies has been done on and among expatriates, but much of this research is also relevant when studying global leaders. Harris and Moran (1987, pp. 226-227) review of earlier literature produced nearly 70 dimensions of overseas success of which 21 are given priority as being more important for foreign employment. However, this listing focuses on filling specific expatriate positions, including many practical and contextual items such as adaptability of spouse, promotability, interest in host culture etc. Harris and Moran (1987) focus on cross-cultural interaction and suggest that the main outcomes of cross-cultural training can also be used as selecting criteri a for overseas service. These are empathy, openness, persistence, sensitivity to intercultural factors, respect for others, role flexibility, tolerance of ambiguity, and a two-way communication skill. Srinivas (1995) defines eight components of global mindset which form the base for competencies needed to meet the challenges organizations/individuals face especially when entering a global environment. The components are: curiosity and concern with context, acceptance of complexity and its contradictions, diversity consciousness and sensitivity, seeking opportunity in surprises and uncertainties, faith in organizational processes, focus on continual improvement, extended time perspective, and systems thinking. Rhinesmith (1996) has identified six characteristics of global mindset that lead to global competencies. These are: bigger, broader picture (leading to managing competitiveness), balancing contradictory demands and needs (managing complexity), trust in networked processes, rather than in hierarchical s tructures (managing adaptability), valuing multicultural teamwork and diversity (managing teams), flow with change/seeing change as opportunity (managing uncertainty), and expanding knowledge and skills, being open to surprises (managing learning). In the same line, Rosen (2000) maintains that globally literate leaders possess four global literacies. These include personal, social, business, and cultural literacy. Jordan and Cartwright (1998) maintain that the key to international success lies in a mixture of personality characteristics and managerial competencies. Managerial competencies include relational abilities, cultural sensitivity, linguistic ability, and ability to handle stress. Conner (2000) also identifies a number of skills and capabilities needed by leaders working in a global company, organizing them under six headings: business savvy, ability to use personal influence, global perspective, strong character, ability to motivate people, and entrepreneurial behavior. Mumford et al. (2000) have defined five categories of leadership skills for the changing world. In addition to social judgment skills, social skills, and creative problem solving skills leaders need four types of knowledge: knowledge related to task, business, organization and people. Resources and the process of identifying core competencies usually entails having employees core capabilities by scanning and assessing company resources, capabilities, and competencies ,three factors coming referred to as associated concepts .in the identification process these concepts o ften become conceptually and empirically merged, Something that occurs in strategic management research too. For example, capabilities and competencies are defined by Spanos and Prastcos (2004) and capabilities by Peteraf and Bergen (2003) and Ray et al. (2004), and skill, competence. Other scholars, however, have more usefully distinguished these associated concepts (Branzei and Thornhill, 2006; Savory, 2006; Ljungquist, 2008). Were are the first three items? The fifth item is willingness to exercise these skills. Caligiuri and Di Santo (2001) have approached the desired competencies from a company perspective and identified eight desired developmental dimensions for global leadership programs: ability to transact business in another country, ability to change leadership style based on the situation, knowledge of the companys worldwide business structure, knowledge of professional contacts worldwide, knowledge of international business issues, openness, flexibility, and ethnocentri sm (getting away from it). Spreitzer et al. (1997) focused on finding candidates for those leadership programs, individuals possessing global leadership potential. They have identified 14 dimensions or themes underlying success as an international executive, making a clear distinction between the end-state skills and the ability to learn from experience. Jehad (2009) identified that the core competencies had a significant impact on competitive advantage. Goh (2010) examines how to improve the quality of products and services in the age of globalization reviwing the traditional concepts and the six segma framework, ilustrates how paradigram shifts must affect to achieve real gains in quality. The competencies required for globalisation The above disscussions and further review of relavent litreture is indicated (12) organizational and individual competencies required to make globalisation work have been drawn up (Fig.1). These competencies will be described and developed in this and the following three chapters.these competencies are described into the below table as a finding of such review and also in the dissucssions follows. Attitudes Possesses a global mindset Works as an equal with persons of diverse backgrounds Has a long-term orientation Leadership Facilitates organisational -change Creates learning systems Motivates employees to excellence lnteraction Negotiates and approachesb coflicts in a collaborative mode Manages skillfully the foreign deployment cycle Leads and participates effectively in multicultural teams Culture Understands their own cultural values and assumptions Accurately profiles the organizational and national culture of others Avoids culture mistakes and behaves in an appropriate manner in other countries Fig. 1. Twelve organizational and individual competencies (source: developed by the authors) Studies conducted with companies and individuals have demonstrated that organisations and people can successfully change. Self-initiated change (I want to learn this skill) and professionally facilitated change have both been successful. How change occurs is not well understood, and this report is not intended to answer the question of how organisations and individuals change. Our purpose is to identify the competencies and to suggest strategies for acquiring them. Conceptual model of study: Figure 2 below summarises the 12 external environmental factors, leading to globalisation and the 12 organisational or individual competencies required to succeed in globalisation within the organization. External Forces Economies ofscale New and evolving markets Global sourcing Reduced tariffs/ customs barriers and tax advantages Homogeneous technical standards Loweredglobal transportation costs Increased telecommunication options at reduced costs Trend toward homogeneous demand for products Competition from International Competitors Custome stratey changes fromdomestic-only to global Exchange rate exposure Accelerating rate of technological change GLOBAL organizational competencies Vision Strategy Structure Competencies required to make organization work Attitudes à ¢-  Possesses a global mindset Has the ability to work as equals with persons of diverse background Has a long-term orientation Leadership Facilitates organizational change Creates learning systems Motivates employees to excellence Interaction Negotiates and approaches conflicts in a collaborative mode Manages skillfully the foreign deployment cycle Leads and participates effectively in multicultural teams Culture Understands their own culture values and assumptions Accurately profiles organizational culture and national culture of others Avoids cultural mistakes and behaves in a manner that demonstrates knowledge and respect for the way of conducting business in other countries Fig. 2. Globalisation forces and competencies (source: developed by the authors) Competency 1. Process a global mindset Attitudes are learned and therefore can be unlearned. A global mindset is an attitude: it is not knowledge or information. We learn to be ethnocentric, and we can learn to be global in our perspective. Mindsets Mindset is a word that rarely is used in daily conversation. Websters Encyclopedia Unabridged Dictionary of the English Language, containing over 250 000 entries, does not list it. A smaller Websters dictionary defines mindset as a fixed mental attitude. (Fishers, 2000) excellent book Mindsets: The Role of Culture and Perception in International Relations demonstrates the importance of possessing a global mindset to succeed in the globalisation process. Individuals working in foreign countries share similar experiences in overseas assignments and must not only meet the requirements of their work assignments, but also be able to adjust to unfamiliar attitudes and psychological predispositions. They must function within the expectations of the host culture. In other words, they must work across contrasting mindsets [which] reflect differences in national experience and culture, according to (Fisher, 2000). To date, no comprehensive studies have been conducted on the ways in which contrasting mindsets affect international business relationships and transactions. The education of most managers has provided only hard business skills, such as engineering, finance and strategic planning. Fisher suggests the necessity of providing global managers with additional training in the social sciences, as it is not sufficient to provide a person only with facts and information about unfamiliar cultural practices. Global mindsets Rhinesmith (1996) correctly postulates that a global mindset is a requirement of a global manager who will guide institutions and organizations into the future. He defines a mindset as: a predisposition to see the world in a particular way that sets boundaries and provides explanations for why things are the way they are, while at the same time establishing guidance for ways in which we should behave. In other words, a mindset is a filter through which we look at the world. Rhinesmith states that people with global mindsets approach the world in a number of particular ways. Specifically they: Look for the big picture; that is, they look for multiple possibilities for any event or occurrence-they arent satisfied with the obvious. Understand that the rapidly changing, interdependent world in which we are living is indeed complex. Are process-oriented; in our experience this is the most important dimension, and the one that is most lacking in individuals who are not globally oriented. Consider diversity as a resource and know how to work effectively in multicultural teams. Are not uncomfortable with change or ambiguity. Are open to new experiences. Ethnocentricity vs geocentricity Contrasted to the individual with global mindset is the one who is ethnocentric. Ethnocentricity is defined by the Random House Dictionary as: Belief in the inherent superiority of ones own group and culture; it may be accompanied by feelings of contempt for those others who do not belong; it tends to look down upon those considered as foreign; it views and measures alien cultures and groups in terms of ones own culture. A framework developed to illustrating ethnocentrism (Fig. 3). Not only individuals, but also organisations can be ethnocentric (This source has not been included in the reference list Stephen Weiss and William G. Stripp; 1993). The ethnocentric organizations tend to use home-country personnel in key positions throughout the world, believing they are more intelligent and capable than foreign managers (Harris and Moran, 2003). Attitudes toward themselves and their groups Attitudes toward others See themselves as virtuous and See their standards of value as universal and intrinsically true See themselves as strong Believe outgroup is inferior superior Believe outgroup is weak Distrust outgroups Fig. 3. Framework of ethnocentrism (source: ) In this case, superiority is not equal to nationality, and all groups can contribute to the organisations effectiveness.The culture shock inventory, was designed to measure individual ethnocentrism, or the degree to which individuals perceived their value system to be appropriate for others. Attitude change With globalisation, contact between persons from different cultures increases. What happens when this occurs? Do individuals become more global or more ethnocentric? Following a review of the literature on intergroup contact, This source has not been included in the reference list Amir concluded that the direction of attitude change, following contact with people who are different, depends largely on the conditions under which the contact has taken place He indicates that there are favorable conditions, which reduce prejudice, and unfavorable ones, which may increase prejudice (Kenneth, 1974). The favorable condition of equal status as a factor in reducing prejudice was reported by This source has not been included in the reference list Allport. He pointed out that, for contact between groups to be an element in reducing prejudice, it must be based on equal status contact between majority and minority groups in the pursuit of common goals. Organisations that are globalising must have common goals Competency 2: Works as an equal with persons from diverse backgrounds This section focuses on working women, since the number of women in the workforce worldwide has dramatically increased since 1950. We are fully aware that diversity in the workforces of many countries is also reflected in a significant increase in the numbers of Third and Fourth World immigrants, the physically challenged, senior citizens and others. Generally, the following workforce trends have been identified (Moran and Harris, 2003): By the year 2000, women will comprise just under 50 per cent of the UK workforce. By the year 2000, non-whites will make up 20 per cent of the UK workforce. Greater numbers of immigrants are coming to the United Stares than at any time since World War 1. A greater portion of the US workforce is middle-aged, and the workforce is gradually getting older. The demographics of the workforce in most countries are changing. This is reflected in the development of seminars and workshops on cultural diversity in the United States and other countries. Five years ago these seminars were unheard of, or else, when conducted, they were under the rubric of affirmative action.* What does the note mean? Competency 3. Has a long-term orientation There are many reasons why companies have not been successful in competing in the global marketplace. One of these reasons is shorttermism. Dick Ferry, the president and co-founder of Korn/Ferry, addresses this issue: Corporate America may talk, on an intellectual level, about what itll take to succeed in the twenty-first century, but when it gets right down to decision making, all that matters is the next quarterly earnings report. Thats whats driving much of the system. With that mind-set, everything else becomes secondary to the ability to deliver the next quarterly earnings push-up. Were on a treadmill. Competency 4. Facilitates organisational change This section will cover two main points: what some academics and business people say about organisational change, and (2) how they recommend managing these changes. We present several perspectives, as it is our belief that no one individual has all the answers, strategies or methods to facilitate change. Competency 5. Creates learning systems This source has not been included in the reference list Peter Senge said it best in his book, The Fifth Discipline: The organizations that will truly excel in the future will be the organisations that discover how to tap peoples commitment and capacity to learn at all levels in an organisation. Competency 6. Motivates employees to excellence The pronoun test: An operative word in UK organisations for the past several years is ,empowerment. Our employees are empowered, says an executive from a different Fortune 500 company, this one thriving in turbulent times. Perhaps an important difference between the two organisations may be determined: For six months now Ive been visiting the workplaces of America, administering a simple test. 1 call it the pronoun test. 1 ask front-line workers a few general questions about the company. If the answers 1 get back describe the company in terms like they, or them, 1 know its one kind of company. If the answers are put in terms like we, or us 1 know its a different kind of company. It doesnt much matter whats said about the company. Even a statement like, they aim for high quality here suggests a workplace that hasnt yet made the leap into true high performance. It isnt yet achieving ever higher levels of quality, productivity and service. Only we companies can do this (Rhinesmith, 1993). Competency 7. Negotiates and approaches conflicts in a collaborative mode The material describing this competency is drawn from many excellent sources but primarily from the managing cultural difference: How to negotiate with japans? Managing cultural synergy and developing the global organization (Black et al., 1999) To make globalisation work, we need to negotiate and approach conflicts collaboratively. Skillful international business negotiators know more than, and behave (act) differently from non-skillful negotiators. Competency 8. Manages skillfully the foreign deployment cycle It has been estimated that American corporations and government spend about $50 billion each year in education and training. The goal is to improve the performance of the individual, thus enhancing the operating performance of a company or the government. jay Duffy, manager, employee development, for a division of a large global company, believes training may be a solution if one of the following four situations exists (Hershock, 1993): 1. A gap exists between the skill level and the current position requirement. 2. The tasks of a present position need to be performed differently. 3. The job has changed or will change. 4. Future positions may require different or additional skills. The gap between job requirements and the skill of the employee was demonstrated in research conducted and reported by Kathleen Miller (Conference Board, 1992) among others. Competency 9. Leads and participates effectively in multicultural teams High performance teams, team work, worldwide global product teams and other words expressing similar ideas are commonplace in the management literature today. Stories of teams producing remarkable accomplishments are well known. Well functioning teams can increase productivity and creativity. However, functioning skillfully on a team is a learned skill. The Conference Board addresses the problem: The CEO must be fully committed to globalisation and must actively and persistently drive the globalisation process. Chief executive commitment is more important than international experience and background. It is essential that the CEO understands the issues (e.g. culture, human resources, empowerment) and translates commitment into actions. Words alone will not drive the process. Second, a core team of managers with an international background must be available in the organization before anything can happen. These managers must bring international culture and international experience to energise the globalisation process (Suutari, 2002). The process of building an international team large enough to permeate the entire organisation is long and arduous. It requires years of training, attention to recruiting, career development, and job rotations through foreign assignments. The role of multicultural teams in the globalisation process is well recognised. Competency 10. Understands their own culture, values and assumptions Know thyself Socrates. Global managers from one country have to work and negotiate with their global counterparts regularly. A common requirement is that they must each be able to communicate effectively and work with individuals who have been socialised in a different cultural environment, and whose customs, values, lifestyles, beliefs, management practices and other important aspects of their personal and professional lives are different. A European executive during a personal conversation said, I cant think of any situation in my 25 years of international experience when international business was made easier because people from more than one country were participating. (Fisher, 2000). A global manager must be aware of the many beliefs and values that underlie his or her own countrys business practices, management techniques and strategies. Competency 11. Accurately profiles the organisational culture and national culture of others Corporate culture is the way of life of an organisation the recent studies of many large organizations, they concluded Corporate culture can have a significant impact on a firms long-term economic performance. Corporate culture will probably be an even more important factor in determining the success or failure of firms in the next decade. Corporate cultures that inhibit strong long-term financial performance are not rare; they develop easily, even in firms that are full of reasonable and intelligent people. Although tough to change, corporate cultures can be made more performance-enhancing (Adler, 1992) Competency 12. Avoids cultural mistakes and behaves in a manner that demonstrates knowledge of and respect for other countries Skillful international managers have learned to see the world differently and to understand the way others manage and do business. This implies that there is no single way of doing anything and that no one culture is perfect or complete in all aspects. Successful communication with other cultures means not judging customs, rituals or ways of doing business as ridiculous, or inferior to ones own. A Swedish executive of a large multinational corporation expressed it this way: We Swedes are so content with the quality of our products and the Swedish way, that we forget that 99 per cent of the rest of the world isnt Swedish. (Pritchett, Pound,1992). Implications The major aim of this paper was to review global leadership competency frameworks suggested in previous literature and to build a more integrative competency framework to be used in future research. Some general issues related to global leadership research were discussed first, and the more integrated framework was described in the chapters that followed. Despite the large number of studies carried out on critical success factors for international (in most cases expatriate) assignments there are only very few based on empirical research, attempting to test the validity of different items and the reliability of different measures. Results from previous studies accumulate into a long list of competencies characterized by only minor semantic differences of a much smaller number of key competencies (see also Jordan and Cartwright, 1998). Practically no longitudinal research has been reported that would validate the relevancy of different competencies defined. As a result, there is little agreement among researchers on the definition of global competence, its antecedents or outcomes. From human resource development perspective, this framework may provide the base for planning international training activities where the fundamental questions to be answered is: in what type of competencies development is needed for, knowledge, skills and abilities, or other characteristics? Competencies have been defined with terms describing certain personal traits, behaviors, skills, values, and knowledge, and many existing frameworks are combinations of these. In existing research, different types of dimensions have often been mixed and treated as equals. A certain trait in one framework is replaced with corresponding behavior in another. Generally, selection of relevant competencies has generated much argument since the relevance of competencies is commonly seen to vary with the task and organization involved McBeath (1990), Baruch (2002), Evans et al. (1989). In this paper global leadership competencies are seen as those universal qualities that enable indi

A Good Man is Hard to Find :: A Good Man is Hard to Find

I think that Flannery O’Connor’s short story â€Å"A Good Man is Hard to Find† is written partially in order to â€Å"convert† people who have not yet fully accepted the Christian faith. O’Conner, herself being a strong believer in Christianity, probably thought that writing this story will help make people who aren’t really living by the Christian rules to seriously consider doing so. Flannery O'Connor was deeply concerned with the values and the direction of the youth at the time. She believed that Christ was no longer enough of a priority to the people of her generation. "A Good Man is Hard to Find" is representative of Flannery O'Connor's concern for the priorities and values of the 1940s.   An example of this, in "A Good Man is Hard to Find," involves the grandmother's strong, southern heritage. She dresses with the intention that anyone who finds her dead on the road will know she was a lady, and she is always telling stories of southern gentlemen courting her. Then, the Misfit, whom she "knows" is of quality, southern blood, shoots her and her family, despite her belief in southern hospitality. Grandma is a woman who believes in God, but it seems that her belief isn’t really strong up until her confrontation with the Misfit.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   From what I understand, most of her works follow a similar pattern. The main character(s) are in some kind of trouble and at the end they see â€Å"the light† of God’s ways and have their redemption. Christians have often criticized her works for being immoral but in actuality she uses these extreme situations and portrayals to express the power of God in a positive light. The immoral character of the Misfit is very skillfully portrayed, as is the ‘enlightened’ character of Grandma. Most of the characters in â€Å"A Good Man is Hard to Find† and, probably her other works, go through some kind of methamorphosis, a change in their views of the world and in their perceptions about life and death. Such character in this particular story is Grandma and, in my opinion, the Misfit. I think that the Misfit is constantly experiencing a deep inner struggle and this is revealed in his conversation with Grandma. Of co urse, O’Conner’s skillful portrayal of his helps the reader to detect some obscure details of the Misfits behavior, which are key elements in determining the Misfit’s state of mind.

Written Analysis Final Project

Getting along with same sex marriage by EYE written Analysts Ms. Bawd I have read a few articles. I have had many discussions with some of the very conservative religious students I work with. I have been trying to figure out if the main front of the opposition to same sex marriage has a logical argument or if it is just a knocker reaction because religious conservatives think everyone that participate or even allows it is going to hell. I had the chance to interview Mr.. James, a student of a local Baptist college on his viewpoint of the subject.He indicates he eels that it is a sin and against Gods will, but that God gave man free will and he can choose his own fate. And, while he feels the need to try to help and educate homosexuals, if they disagree with those ideas, forcing the issue will only drive them further away. In his words, â€Å"forcing the Bible down someone's' throat is no way to build a flock†. The impacted population of the opposition to same sex marriage is all of the gays and lesbians of our country, studies estimate around 3. % or roughly 9 million people. Monsoons) Studies suggest lower general health among same sex peoples, one theory is this is due to one partner who has health insurance from their employer that cannot cover the other because they are not married and therefore not legally related. (Miller) Why we have this issue is because many people, notably Christians, feel that homosexuality is a conscious decision rather than an emotional attraction, because God said it was a sin.Leviticus 20:13, states, â€Å"If a man also lie with mankind, as he elite with a woman, both of them have committed an abomination: they shall surely be put to death† (KAVA). This was reaffirmed by the Pope, leader of the arrest group of Christians, who ironically dresses like Liberace stunt double. The problem here is 79. 5% of the U. S. Is Christian. Or close to 247 million people. (Fairchild) This seriously outnumbers the numbers of homose xuals looking to marry. Some feel it as a personal attack on their beliefs; others feel the need to save the homosexuals from the impending doom of eternity in hell.Although they are probably taking things out of context, I feel the bible was written to speak to the people of the day, and customs were different; there was less understanding of the perversity of the world then. Conservative folks back off the legal tactics. Laws that target only one group are unconstitutional. Former President Bill Clinton recently made a statement, â€Å"When I signed the bill, I included a statement with the admonition that ‘enactment of this legislation should not, despite the fierce and at times divisive rhetoric surrounding it, be understood to provide an excuse for discrimination. Reading those words today, I know now that, even worse than providing an excuse for discrimination, the law is itself discriminatory. It should be overturned. (Weber) Our First Amendment protections on the free dom of speech and religion, apply to all. By all means speak your minds, tell others how you feel about the issue. This is what is so great about this country, you can do that. Realize though, that same law that gives you the right to speak your mind, also give others the right to not listen. Please, the same law that protects you also protects everyone else.While you have the right to speak your mind, most will agree your rights stop at interfering with others' rights. Christian conservatives, you are so intent on having our way, but the more you push your views upon everyone the more you push them away! Remember Mr.. James, the Baptist student ministers' statement about forcing the Bible down someone's throat is no way to gather a flock. Yes, convey your ideals, but you cannot educate someone if they do not want to listen. And, offending them is a good way to close their ears and minds.In the argument about everyone's rights there was a compromise offered of a â€Å"civil unionâ € . This gave same sex couples some of the rights they were looking for, becoming a family making health insurance extendable to the partner, child custody between partners, survivorship of property in the event of one partner's death. This was not upheld at the federal level, only a handful of states accommodated. Somehow this was not enough; you had to have â€Å"marriage† and not a â€Å"civil union†. (GLAD) Same but separate somehow. It is not so much the word as it is the idea.I was hung up on why â€Å"marriage† was so important; the civil unions were on the right track. But if you were to say to me that Which was not a real religion, I would very likely go off on the discrimination of conservatives. Like many things, though, it takes time. The Thirteenth Amendment was ratified December 1865 to abolish slavery. There are still pockets of racists who would chain up blacks if they could. â€Å"Only' two years ago, Which was recognized by the Veterans Adm inistration, then the rest of the government as a legitimate religion.Still there are evangelical types who still get in my face and try to save me from imaginary (to me) monsters. I was raised in a catholic household. Since the majority against this are Christians and I know what it means to be Christian, I want to know how you can UT this much energy into complaining about same sex marriage when there are still homeless people, starving children, all over our country and the planet to take care of. How can you put complaining about homosexuals on a higher priority than starving children?I think even Jesus would say homosexuality is wrong, but spend his time feeding the children, preach but not force. Homosexuals, Offer a compromise, take the unions and get your foot in the door. Even though one law wiped out slavery, the civil rights movement took a long time, and it came in stages. Even when other regress was made, interracial marriages still had to be overcome. Get the civil uni ons, push to get it to the federal level, get more equal footing, then when it is almost the same, push to call it marriage.I think you have to work on people a few at a time. Pushing against that many people all at once isn't going to get you far. Logically, why should same sex marriages be outlawed? How many religions are out there, and how many claim to be the one true way to God? There are a few that don't recognize only one god, then there are the atheists who believe there is no god. If we re not going to dictate a religion, we cannot endorse any religions views on marriage.If our laws state that government and religion must be separate, why then, are we even debating the notions that the marriage defined in the bible is the only acceptable definition, when marriage is a legal institution? Unfortunately humans are an emotional creature. Some people so believe there is going to be hell to pay for homosexuality, those people have that right. Others believe that first group is ou t of their minds, they are within their rights. People are beginning to realize the ideals of he past don't hold up to intellectual scrutiny.Some, well many, people are trying to hold on to a tradition, one that they have believed in since they can remember. Every step we move away from that as a society, chips away at the foundations of their beliefs. Change is hard for some; they may have to accept the changes reluctantly. We are getting there though, these same people who are trying to hold on to outdated ideas, which are thousands of years old, have accepted women are out of the kitchen and the colored are out of the fields and the earth is round and goes round the sun.

Survey Design Essay Essays

Survey Design Essay Essays Survey Design Essay Essay Survey Design Essay Essay Survey Method The survey method used in this study is a cross-section survey study. It involved respondents with type 2 diabetes. It was done in a period of 6-months; that is February to august 2013 in a pharmacy and a health care facility in Nis city. The method is similar to a questionnaire and the researcher used this method to ask the respondents at a different point in time. The people were divided into gender, age, and duration of their sickness (Dey Attele, 2011). The primary focus of this method was to identify the relationship of diabetes between different genders. Also, it was to point out the relationship between the diabetes effects and the duration of its existence in the patient. Using this method to conduct a survey was of an advantage in the following ways. One, it is easy to disapprove assumptions made on people with type 2 of diabetes. The researchers had the ability to capture specific points in time thus making it cost effective and less time to consume. Two, with the use of multiple variables like gender variation and period of diabetes, the data collected is useful to multiple research types. And thus having many outcomes causing the researcher to come up with new theories and modify the other. However, this method was not effective in this way, it was not possible to analyze the type 2 people behavioral characteristics (Dey Attele, 2011). The cause and effects of diabetes are not determinants using this method. And above all the timing might not just be a guarantee of getting a sure representation. Therefore, to ensure reliability and validity of data, the researcher conducted the research in a public pharmacy and primary health care facility within the City of Ni. From my point of view, this ensures the accuracy of information and data being given since the people participating have their records stored in this health facilities. Tracking them is easy for the researcher. I would have done the same thing however; this method requires high confidentiality and trust between the researcher and the patient being questioned. References Dey, L., Attele, A. S. (2011). Type 2 diabetes. Tradit Chinese Med, 231(1), 1-16.

Using May in a Question

Using May in a Question Using May in a Question Using May in a Question By Maeve Maddox Stephen Buck wants to explain to a non-native English speaker why the following question is not possible in standard English: May you do this for me? The modal verb may has many uses. The OED entry gives 26 numbered definitions with numerous sub-sections. One of the definitions is this one: may: Expressing permission or sanction: be allowed (to do something) by authority, law, rule, morality, reason, etc. Now somewhat rare exc. (Brit.) in asking and granting permission In standard English, when may implies permission, it is used in the asking or granting of it: May I use the car tonight? I may not have a Facebook account; my parents have forbidden it. You may go to the zoo with us. While it is possible to use may to ask for permission or to grant permission, we use will or can when we want to ask someone to do something for us: May I use your telephone? You may stay out until 10 p.m. BUT Will you do this for me? Can you do this for me? We use will when we know that what were asking is within the power of the person being asked: Will you hold the door while I unload? We use can when there is some doubt that the person is able/has permission to do what is asked: Can you authorize this payment? Can you help me move this piano? Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:Direct and Indirect Objectsâ€Å"As Well As† Does Not Mean â€Å"And†Ebook, eBook, ebook or e-book?

Entrepreneurship Essay Example | Topics and Well Written Essays - 1500 words - 4

Entrepreneurship - Essay Example James Caan and Steve Jobs are some of the well known entrepreneurs of the world. This paper is about interviewing a real business owner (whom I thought to be an entrepreneur) and identifying his/her good and bad business practices. The paper will suggest whether the chosen individual is a true entrepreneur or just a business owner who is not in fact very entrepreneurial. In this paper, Mr. Vasyl Fenin, a medium business owner from Ukraine is interviewed to obtain a clear view of various factors relating to entrepreneurship. Analysis Fenin is operating a medium-sized medical business in different cities of Ukraine. A rediff business article (n.d.) says that the major factors motivating an entrepreneur to start a new venture include desire for autonomy, aspiration for creating something new, achievement of financial independence, and accomplishment of personal goals. It is observed that Fenin had not been motivated by any of these factors before he started his business, for he says, â €Å"I just gave it a try†. Once he realized that this business is a good source of income, he planned to expand his operations. Hence, Fenin’s act does not represent the entrepreneurial characteristics identified by some scholars. According to some, entrepreneurs will have high level of determination and commitment and they will be action oriented as well as result oriented (Kumar et al 2008, p.2). In other words, an entrepreneur should have clear objectives. From the responses documented, it is obvious that Fenin

Middle eastern humanities essay paper Term Example | Topics and Well Written Essays - 750 words

Middle eastern humanities essay - Term Paper Example These stories also reveal the different cultures of people. There are various ways to manifest love and show it to people around them. The story of Laila and Majnun is a story of love without bounds. It knows no limit. Their love for each other swerves dangerously between two opposing ideas of sanity vs insanity. The love they felt each other is so strong that they tend to forget who they are. Their thoughts are only filled by the object of their affection. It corrupts them of their identity. No other reasons are good enough for them to face the other aspects of life such as family, religion, society, and culture. Love made Majnun appear crazy before men and society. He idolized Laila so much to the extent of kissing all the objects related to her, such as the walls, seat and even her dog. His love blinded him of his identity as human being. He obliges to the commands of his emotions to pursue his Laila regardless of his physical health. For him, nothing else must be regarded but his affection to his Laila. He sets aside education, forgetting norms of society, and neglecting the love of his family towards him. In the same manner, Laila is bound in chains at the same height of love sickness as her lover Majnun. She sets her delight to him only. Her studies, social life, and family were all sacrificed due to her love sickness for Majnun. Her family kept her at distance due to the insanity behavioral tendencies of Majnun all because of love. The love of Majnun and Laila is a tragic one. They are both incapable of handling the emotional stress that love brought to them. They forget the other aspects of life that can make a person whole. They were carried by the strong current of their affection for each other. And when they are not granted to be together, life is equated to death. Their story ended up tragically. Majnun, remained in hope in the promise of Laila to come back to where they last parted. He forgets his identity