Organizational Commitment and Communication

The American Red Cross is an organization that helps prevent human suffering during events that leads the human society while in emergency crisis. The American Red Cross has the ability to mobilize the power of volunteers as well as the generosity of donors. The reader will be given a brief description on how different leadership styles affects the group communication within the American Red Cross. The reader will also be given an analysis of the different sources of power found in the organization and how will these affect the organization communication. It is imperative that the reader also understands how the American Red Cross identifies the motivational theories that will be most effective in different cultures. Finally, a description of the commitment of the workforce to the organization and their relationship to the organizations communication will be provided. Leadership Styles and Effects At the American Red Cross there are several leadership styles that are being used. â€Å"Leader's establish direction by developing a vision of the future; then they align people by communicating this vision and inspiring them to overcome hurdles† (Robbins & Judge, 2011. Some of the main leadership styles that affects the American Red Cross are the transactional, charismatic, and transformational. The transformational leadership is the most common style for The American Red Cross. â€Å"Transformational leaders inspire followers to transcend their own self-interests for the good of the organization and are capable of having a profoun d and extraordinary effect on their followers† (Robbins & Judge, 2011. ) Transformational leaders tend to have more passion in everything that they do. The first step as a leader is to have a mission and a vision. Transformational leaders motivate the performance of the followers as well as understanding their strengths and weaknesses so that the leader may align the followers with tasks that will boost their performance. It is important to be a role model to the followers as this action will inspire them and make them more interested while challenging them to take a greater ownership for their work. A charismatic leader will ensure to pay attention to every person making that person feel important. At this time they are scanning the individuals to pick up their moods and their concerns. At this time the charismatic leader will be able to improve their actions and words to suit the situation. Finally, the transactional leadership plays the role in The American Red Cross as the supervisor of the organization. Every organization has to have a chain of command as well as motivation through rewards and punishments. The transactional leader is the leader that holds the followers to rules, procedures, and standards. Sources of Power There are different types of power within The American Red Cross organization. Power is seen as the ability to implementing control over an individual or a group. While everyone has power, each individual possess and utilize power in a way that it will benefit their organization’s needs. Coercive power is the power that is able to punish those who do not follow orders as requested by the leader. On the other hand using coercive power may also be used to influence the decision of that is being made by taking something away as a punishment if he or she does not follow a request that has been made. The American Red Cross uses the coercive power to ensure that their followers follow their rules and guidelines that they have in place. Expert power is the power that shows the person’s knowledge or specialized skills. Individuals will gain more power by showing a greater knowledge of the task that will be performed. The expertise power is a power that should be taken care of to make sure that the leader maintains its credibility. Also it is important to avoid any threatening of the self-esteem of subordinates to ensure any dislikes from team members against the leader creating unhappy team members. Legitimate power is the power that the leader will have when the employees believe that any orders coming from the leader is because of the leader’s position within the organization and they should be followed as requested. This power is developed through time. Communication in Relation to Motivational Theory At the American Red Cross, there are two types of motivational theories which are applied to the organization. The motivational theories are the expectancy theory and the cognitive evaluation theory. The expectancy is the proposal to a person to behave in a certain way by persuading them to select a specific behavior over others to ensure the expected results. On the other hand cognitive evaluation theory is a theory that is designed to clarify the effects of consequences. These are ways that are used to persuade individuals through awards to control desirable behavior. Workforce Commitment The American Red Cross and commitment goes hand in hand. As commitment to the individuals that they help is one of the most powerful ways that they can use to motivate the volunteer helpers to accomplish their tasks and reach the designated goal. It is imperative to at least give a pat on the back to let the individuals know that they are doing a good job and motivating them to continue to work. Being positive and providing the employees or volunteers with positive feedback can help the organization go along ways? As the mission statement of the American Red Cross states, â€Å"The American Red Cross empowers ordinary people to perform extraordinary acts of service. † (American National Red Cross, 2013) The American Red Cross has been a successful organization that will use the power of volunteers to help those that are in need. The transactional, charismatic, and transformational leadership’s styles have an effect on the group communication of the American Red Cross. The leadership styles and the sources of power work hand in hand to ensure that the organization is meeting all of their goals as well as ensuring that the volunteers are on tasks and in a good working environment. The motivational theories are just a way to ensure that the volunteers and employees are committed to the workforce. The American Red Cross is a well-established organization and as long as they follow all of the above this organization will continue to be very successful in anything that they set their minds to do.

Office Equipment Written Answers Essay

KNOWLEDGE & UNDERSTANDING QUESTIONS Unit 221 Use Office Equipment Learner:Signature: AssessorSignatureDate Outcome 1: Know about different types of office equipment and its uses 1.1 Identify the different types of equipment and their uses  phones & e-mail allow people to contact you. Computers allow you to process business data, send pictures, pdf files and other files to customers, and vendors. Computers to design ads, budgets, as well as tracking and paying employees. printers and copiers to bulk create documents in the least expensive way possible. Hole punches to allow paperwork to be placed in binders or small folders easily. Answering machines to pick up missed calls. Post it notes to add importance to voice mail. Servers to allow multiple computers to access the same data. 1.2 Describe their different features and what they can be used for? Computers: Email, Word processing, internet, databases, file storage – Computers can be used for contact and also researching things on the internet. Computers can also be used to type professional letters or emails to customers. Files made can also be saved onto the computers memory and then can be edited or used again. Computers are also good for designing ads, look at budgets and can be used to track the payment of employees. Answering machines: Answering machines are used to pick up messages that people may have left you; it is normally used to ring customers back if you have missed their call. A good form of positive customer service. Photocopier & Printer: The printer is used to print off any work you have done on the computer or any files you have been sent or downloaded. Most regularly used for printing letters to customers and vendors. Photo copiers can are used to  copy hard copies of files. You get small copiers which only copy files, or you can get a copier that can also print and scan documents to your computer. 1.3 Explain why different types of equipment are chosen for tasks and what they are used for (e.g. to produce booklets) 1) Computers are used to write letters and communicate because letters look more professional when typed out, and by communicating online via email, it prevents the use of more paper. 2) Printers and Photocopiers: These are used because not all things can be done electronically, for example if a letter needed sending to lots of people, a hardcopy could be photocopied lots of times. Or if you have the letter template already on your computer, you can print lots of copies Outcome 2: Understand the purpose of the following instructions and health and safety procedures 2.1 Why is it important to follow manufacturer’s instructions when operating equipment? Manufacturers instructions are usually in place to not only protect the equipment from being damaged, but to also stop you getting injured using the equipment. Instructions are there to make sure you know how to use the equipment properly and how to use it without faults. 2.2. Why is it important to follow organisational instructions when using equipment? Organisational instructions are instructions that organisations put in place, they may have policies on how much you print or who can use the equipment for safety reasons. They may only have a photocopier in reception area so they know exactly who is using it and when. It is important to follow instructions of an organisation because they are normally put in place to help things run more smoothly and also for the safety of the staff. 2.3 What are the health and safety procedures for using different types of equipment? There should always be a risk assessment in place for possible accidents in the office, health and safety procedures in the office may be as simple as putting your bag under your desk to stop slips and trips. The most common injury is caused by manual handling; moving heavy equipment in the wrong way can cause strains and pulled muscles. Another procedure that may be in place is, no fluids at your desk. If you were to spill fluids, it may cause an electrocution hazard 2.4 Why is it important to follow health and safety procedures when using equipment? Health and safety procedures are in place to protect anyone from injury or harm, they’re there to prevent any hazards that may come into play in the office. In order to keep yourself and your colleagues safe, the procedures should be followed. 2.5 Why is it important to keep equipment clean and hygienic? You may not be the only person having to use the equipment and it is only courtesy to keep the equipment as you found it. Equipment should be kept clean and hygienic to prevent picking up illnesses such as cold and flu, and also to keep it pleasant. A sticky desk or keyboard and a crumby desk isn’t the nicest mess to tidy up when it isn’t your own. Outcome 3: Understand how to use equipment in a way that minimises waste 3.1 Give examples of waste when using equipment] The biggest source of waste is paper, every time a letter is opened, the envelope is thrown away, and when printing goes wrong the paper is thrown away. Ink cartridges from printers and photocopiers are thrown away when empty, as are multiple pens when they run out of ink. 3.2 Give examples of ways to reduce waste There are multiple ways to reduce waste, one of them being electronically. If people have email accounts, then letters can be sent this way rather than via post. Another way is to recycle waste, although maybe this may cause the same amount of waste, it will be used to make another batch of usable paper or other supplies. 3.3 Explain why you should minimise waste Reducing waste saves money and also is eco friendly. By printing on both sides of paper, the cost of paper is decreased by half. It can also maximise space in the office, by having less paper supplies around the office, more space becomes available in its place. Outcome 4: Know about the different types of problems that may occur when using equipment and how to deal with them 4.1 Give examples of equipment problems Technical faults can happen regularly in an office where lots of equipment is used in one place. Faults can include power shortages, phone line faults and technical faults on computers. Other faults can include issues with the printers or copiers and also issues with shortages of stationary. In order to prevent these issues, regular checks should be carried out on stocks and also the electrical equipment. 4.2 Explain why you should follow manufacturer’s instruction and organisation procedures when dealing with problems Manufacturer’s instructions ensure you are using the equipment in the right way and so reduces the chances or breakages via using the equipment wrongly. Organisations procedures make sure that the equipment is being used appropriately and so only the things that need to be printed or copied should be. Both of these should help prevent problems, but should also help  you deal with problems when they arise. 4.3 Give examples of how to deal with problems A technical issue should always be reported to the technician who knows how to deal with the problem. But the ideal way to deal with these problems is regular checks on the equipment to make sure no issues are arising. Outcome 5: Understand the purpose of meeting work standards and deadlines 5.1 Explain the purpose of meeting work standards and deadlines when using equipment If there are standards and deadlines in place for using equipment, it’s probably for a good reason. For example, you may get a task to type, print and send out a number of letters before a certain time. You should follow these deadlines as there is a possibility that the letter is of high importance and may contain valuble information which they will need for a certain time. This is the same for any deadline, there will be an importance behind the deadline which will be the reason you have to have the task done for a certain time. Outcome 6: Understand the purpose of leaving equipment and the work area ready for the next user 6.1 Explain the purpose of leaving equipment and the work area ready for the next user Leaving the equipment ready for the next user is manners, maybe the next people who use your work area wont need the stationery you’ve been using and won’t be using the same equipment you’ve been using. To have your area ready for the next person, make sure you leave it exactly how you found it when you started the day. Make sure it’s left how you would want to find it when you start work

The use of social media by criminal gangs Research Paper

The use of social media by criminal gangs - Research Paper Example The very basic, often considered as the pioneer, a text only social networking system was Six Degrees (Boyd & Ellison, 2007). Success of this free site did not go unnoticed and soon other enthusiastic companies came into play. MySpace was launched after this. In addition to the profile creation and connecting with different users of choice, myspace allowed users to change the layout of their profile as a direct reflection of their personality. Sharing and listening music was also added later. Myspace was one of the most popular websites ever launched though it has several problems like openness of profile to everyone in the network. The ease of finding other people in the network had influenced the stalker to harass the victims without minimal effort. Myspace’s problems pushed many users to visit a trendier and privacy concerned website, named Facebook. At the starting of the business, facebook was targeted to the young audience, but it is focused to a broader segment of users . Facebook tried to share more information about the people from their profile and they have changed their security settings numerous times. Continuous distraction of users by new messages, or any intimation has become an annoying factor. These drawbacks have shifted the site’s once loyal users to a different social networking environment. Twitter is the latest addition to this trend. Launched in 2006, twitter soon became successful because of their distraction free method of connecting with different users in the network just by posting the message. It is now integrated to many platforms, including mobile phones and different operating systems. Twitter is an instant success and the success of twitter inspired Google to launch their social networking website named Google+. The Company has registered more than 90 million users (Barnett, 2012) in a span of a few months and its contact management

Design management Essay Example | Topics and Well Written Essays - 1000 words

Design management - Essay Example We, as a team, wanted to focus on environment issues through our promotional campaign. At the same time few of the team members wanted to attract young generations through ‘style’. Nokia did not link up with the environment so we dropped that one. It was hard to decide between the remaining two so we thought of coming up with an exciting new concept. A joint venture of adidas and vespa i.e. vespa hybrid scooters equipped with adidas accessories (helmets, gloves, covers of accelerator and brake controls etc.). Adidas had dedicated a small area at the adidas store for the display of new vespa hybrid vehicles. The idea incorporates both the environment friendly qualities of vespa hybrid scooters and the style of adidas in it. In the promotional campaign, we had to highlight the attributes of both the products and somehow link up the two. The next step was to devise a strategy to introduce the product to the customers and grab their attention. The idea was to start off with a few punch lines that can serve as teasers for the people that enter the Oxford Street where the adidas store is located. Businessdictionary.com states (n.d.) that ‘purpose of teasers is to arouse widespread attention, and build excitement and expectations through consumer curiosity. For teaser ads to succeed, they must be widely publicized’. Along with the teasers, two or more printed ads were also to be displayed along the walkways. The printed ads would have stylish images of vespa scooters with drivers wearing adidas accessories highlighted using proper colour schemes. We also decided to put up video ads at a place in the street which was easily visible to all the visitors roaming around in Oxford Street. With these advertisements in place, visitors would be attracted towards the adidas store to have a look at this new product on display. Within the store, the posters will tell the visitors that new hybrid vespa scooters consume 20% less fuel and

A report about being consultant for B&Q (Marketing) Essay

A report about being consultant for B&Q (Marketing) - Essay Example The challenges of bringing certified timber to the market are dual. Firstly, companies along the supply chain need to get certified. Secondly, forest certification systems must work to expand the total area of certified forests.1 The various threats to woods and forests range from inappropriate activities such as extreme public recreation to more menacing threats from pollution, drainage, acid rain, climate change, disease, invasive plants and the activities of certain animals. A significant proportion of income from woods is from timber sales. Timber is a global commodity and prices for most products are established on world markets; world timber prices however are currently at an all-time downturn. Woods present great benefits to society, and when economists evaluate some of the non-market benefits (such as landscape value etc), it becomes clear that the wider public gets more advantage from woodland management than does the owner who offers those benefits. Following is a list of a few organizations operating worldwide in the forestry sector in order to provide the general public and all other interested parties with key information on timber and other forest related issues. 1. The International Wood Collectors Society is a non-profit Society committed to delivering information on collecting wood, correctly identifying and naming wood specimens, and using wood in creative crafts. 2 2. ProFor is a multi-donor partnership formed to practice a shared goal of enhancing forests contribution to poverty reduction, sustainable development and protection of environmental services. ProFor supports analytic work, and knowledge management and dissemination of forest issues related to livelihoods, governance, finance and cross-sectoral cooperation.3 3. L Association Technique International des Bois Tropicaux (ATIBT)Â  is an NGO which brings together tropical wood producers and

Case Study Analysis Essay Example | Topics and Well Written Essays - 2500 words - 2

Case Study Analysis - Essay Example For a long time, public administration has reluctantly been viewed as a science by several other disciplines. Perhaps, this is attributable to the idea that public administration theories rely on other disciplines in predicting and explaining relationships among elements articulated in its administrative functions. Nevertheless, public administration system entails studying human beings in an organizational setting, but which operates in a political environment (Rabin et al 2006). In this regard, public administration theory is derived from other disciplines, but studied as a single entity due to its unique traits of enjoining different dynamics to have an effective administration. In a broader sense, public administration is explained by two theories; universal design theory and situational design theory (Farazmand, 2001). In universal design theory, scientific management, classical and bureaucratic theories explains the structuring the public administration. Situational theory deno tes on the human aspect of the organization. Common theories that emphasize on this theory include behavioral approach, system approach and human relations theory among others. In the United States, the public administration can be argued to have utilized theories of public administration effectively. However, Milakovich & Gordon (2012) argued that it is indispensable for the public administration to consider exploring all available ways of bridging the existing gaps. For instance, with the increase in the number of migrants in the United States, the department of homeland security has been face with the challenge of controlling foreigners streaming to the United States. Going by the scientific management theory, Fredrick Winslow Taylor emphasized on the need to have social prosperity between the workers and the management. This aims at developing science of each element of man’s work and

White-Collar & Organized Crime Essay Example | Topics and Well Written Essays - 1500 words

White-Collar & Organized Crime - Essay Example However, white collar crime has evolved since the late 1930’s. White collar crime no longer needs to be in an occupational setting. Technological advancements have provided a new gateway for crimes to be committed. Historically white collar crime was associated with organized crime. Many people associate the mafia with white collar crimes. Through the use of the mafia members demonstrated power over others to achieve their economic advancements. This was further emphasized through government corruption. During the 1920’s it was not uncommon for mafia family members to bribe officials. Moreover, many individuals feared mafia family members and would not testify against them if they had witnessed a crime (Cornell University, n.d.). During this era determining the identity was easier of the victim was easier as technology was not readily available. Current white collar crimes often do not know their victims as many crimes take place online. However, these crimes do not necessarily need to occur online for the criminal to not know his victim. For example, the Enron Scandal caused significant harm to the stock market and all employees and share-holders within this company. The Enron executives could not have identified every possible person they harmed when committing their crimes. Although the Enron scandal happened approximately nine years ago many other businesses have committed similar acts. However, these acts may not be as extreme as the Enron scandal. According to the United States Department of Justice (2006), â€Å"In 2005, among 7,818 businesses 67% exhibited one cyber crime.† Moreover calculating the exact number of cyber crimes is often hard to determine. In the research by the United States Department of Justice most businesses did not report the cyber crimes to authorities. 2. White collar crime attempts to accomplish many of the same characteristics as organized crime. Although organized crime has declined the number of white collar

Arbitration Case Study Example | Topics and Well Written Essays - 750 words

Arbitration - Case Study Example Instead the allegations made against him were presented at that time. It would be interesting to determine who crossed his name out - assuming that this occurred - and why. If the claimant's allegations are proven to be true then it would appear that there has been a conspiracy to remove him from the company. How high up the conspiracy would go is not clear, but on the face of things would appear to involve the manager on duty that day since the work schedule has been defaced, and this has not been queried (at least not as far as one can tell, based upon the article). Since the article does not give the company's side of the dispute it is difficult to gauge the veracity of the claimant's account. However, clearly they feel there is a case to be answered since they are prepared to go to arbitration. The greatest difficulty the manager has in this situation is obtaining a truthful account of what happened. The claimant did not seek his line manager's advice at the time that he alleges he saw his name crossed out. Nor would it appear that until matters had reached a head did the claimant make any allegations of discrimination or unfair treatment from his colleagues. Assuming that I was aware of the tensions brewing in the kitchen my first priority would have been to prevent an escalation of the matter. Clearly there is at least one person in the organisation who does not respect other members of staff, namely the person who the claimant alleges swore at him. Had I been made aware of this I would have given the offender a verbal warning, and made it clear that no-one comes to work to have their self-esteem undermined. Depending on how wide spread such behaviour appeared to be I would also initiate a round of anti-discrimination continuing professional development classes, focusing particularly upon the issues in our specific workplace. Also it would appear that there is a shortage of staff in the kitchen or at least under employment of some members of staff and over employment of others - namely the claimant. This suggests that a time and motion study needs to be undertaken to ensure that there are sufficient hands on deck, and that employees are able to complete the tasks in order to keep the business functioning. 3. this is a union situation and has moved to arbitration. recognizing your chracteristics, what method of dispute resolution would you take yo could agree it should go to arbitration or should have been dealt with differantly. you may choose which ever way you want. however you must explain why you choose this method of resolution from teh union and why or why not, what would be the worst method Although arbitration is less expensive than a full industrial tribunal, I would opt for an in-house resolution, the primary reason being to reduce negative publicity. Not only is there a grievance matter here, there may also be a disciplinary issue. I would be tempted to return to the drawing board and exhaust our internal systems prior to handing it over to

Written Critical Analysis of a Literary Poetry To his Love by Ivor Essay

Written Critical Analysis of a Literary Poetry To his Love by Ivor Gurney - Essay Example Gurney loved the countryside and often took long walks enjoying its beauty. He started composing music in 1904 at the age of 14. His scholarship enabled him to enroll himself at the Royal College of Music in 1911, but his mood swings made it difficult for him to focus on academic work. He suffered from bipolar, manic depression, poor health, and had his first breakdown in 1913. After convalescing, he returned to college (Pamela Blevins, 2008, p77) World War I had an adverse effect on Gurney’s college education and that is the time when he chose to enlist as a private. He was deployed at the Western Front where he seriously took to writing poetry. (Michael Hurd, 2011) It was rather unfortunate that he was badly wounded in April 1917, when he was in the middle of writing poems. After recovering, he went back to the front. Another very unfortunate mishap that took place was that Gurney was senselessly gassed four months later, and had to be hospitalized. However, once again he to ok to writing poetry once he was discharged from hospital. But as fate would have it, once again he suffered a serious breakdown in March 1918 and yet once more, spent his time composing and writing poetry during his stint in hospital. After gradually regaining his emotional stability, he was discharged honorably from Lamia Benmoussa 3 the army in October 1918. He returned to the Royal College of Music, but sadly his mental stability continued to worsen and he was finally forced to drop out. He had suffered so much in life and by 1922, his family declared him to be insane. The following fifteen years of his life was spent in different asylums but still continued his writing during those bitter years. He contacted tuberculosis, became very sick and breathed his last on December 26th 1937 at the age of 47, in the City of London Mental Hospital. (Stuart Lee, The Ivor Gurney Collection). Gurney wrote his first elegiac World War I poem â€Å"To His Love† from the deep trenches at Seaton Delaval, Northumberland in 1917. His poetic technique was simplistic yet captivated the reader to focus upon the goodness of common things. His poems highlight conflicting memories that reflected the pain and trauma in his life. Gurney’s poetry is one that seeks simple honesty in the middle of contemporary ideas and other commonplace expressions. In his poems, he expresses the after-effects of gas and the trauma he faced while at the front, and about his experiences following his discharge from the Army. (Jennifer Kilgore-Caradec, p.38) In the poem, â€Å"To His Love†, Gurney begins on a sober note with a traditional sort of elegy, reminiscing about the happy days spent in the past, with his friend, but sadly now he lies dead. He is unable to even glance at his friend’s lacerated body and filled with grief, expresses himself through a note of rising hysteria as Lamia Benmoussa 4 he feels helpless in trying to erase the grotesque memory of his beloved frie nd. (Glynn Maxwell, 2011). There is mention of the River Severn and Gloucestershire, where, together in the company of his dear friend, are associated with two themes in the poem. The poem is a soliloquy and an elegy in which one of the soldiers is found talking to the fiance’ or the girlfriend about the death of a soldier. He mourns with grief at this loss and regrets that he has lost the company of this soldier forever and will never be able to redeem that pleasure again. Gurney’s inspiration for this poem was drawn from the supposed death of Willy Harvey who was his dearest friend, in August 1916. When his friend was alive they had spent such wonderful days together, but now the poem describes the harsh reality of his friend’s death which is described in this poem. In fact, Harvey was taken as

The multicultural Effect Essay Example | Topics and Well Written Essays - 1500 words

The multicultural Effect - Essay Example (Silko 1996, 43) These words f Leslie Marmon Silko describe aptly what this ReVision issue is about: storytelling. Indigenous conversations. Recovering indigenous conversations. Remembering stories. Putting them back together. Cherishing the fragments we find. Exchanging stories. Finding ways to bring the immediacy and presence f the stories told in front f a group f people onto paper and between journal covers. Sharing stories between groups f people, Sami siidat, German Sippen--communities (some f these groupings are now called cultures, or societies, or nations, or tribes). The primary focus f the contributions is not agreement or disagreement with Eurocentered views on narrative knowing. Instead the articles, taken together, walk their own path, affirming an ancient way f being present to knowing. That is all. This issue is an invitation to remember that practice and to participate in it--today--with all that that might mean in our contemporary situation. Within the Eurocentered context, the concern would be with the defense, explication, placement, or support f narrative knowing within the edifice that Eurocentered thinking tries to maintain, even as it crumbles and disintegrates at the external and internal margins. Much f what has been written about narrative knowing presents such amendments, usually framed as advances. Progress f thinking. A contribution on the evolutionary trajectory. This is the stage set by Eurocentered thinking for the justification and defense f narrative knowing. That stage matters not in an indigenous or a remembered indigenous context. The stakes are much higher. There are many more criteria. They are in the landscape. In the ancestry. In history. In what is commonly called myth. In gossip. In the narrative plot provided by the stars. In the remembrance f the pain f what people have done to each other and are doing to each other. Individuals all. In the rejoicing about the beautiful things people have done. Because these kinds f criteria elude Eurocentered thinking to a large extent, they cannot--and should not--be justified in that context. Pressures for such justification arise from the need to the maintain the social construction f whiteness. Though it may seem extraordinary to the Eurocentered mind, in the indigenous context, one fact stands out as a simple truth that native people live by: "Whether we know the stories or not, the stories know about us" (Silko 1996, 150). We may not remember our ancestry or honor it, but the ancestors remember us. There is hope in this. Storytelling is allowing completeness in a nutshell: hologrammatically. Here we don't find philosophy apart from the cycles f the seasons--yet we find science. Here we don't find agriculture separate from the local narratives--yet we find astronomy and agroastronomy. Here we don't find navigation apart from star and weather lore--yet we find nautical science. In the narrative universe f these worlds, story is not an individualistic or existential project. It is the survival f the self woven inside, outside, and in between through precise presence. There is no possibility f standing apart or objectifying or dissociating. What an advance to remember such pr actices. The current issue started out with a different design in mind: I was in the process f inviting several authors and informing them to assume the importance and validity f narrative knowi

Stress Adaptation and the Psycho-Physiological Effects on the Body Essay Example for Free

Stress Adaptation and the Psycho-Physiological Effects on the Body Essay ‘Tension is who you think you should be. Relaxation is who you are. ’ So says the Chinese proverb, (The Quote Garden, 2010) and in this writer’s opinion, the phrase is accurate, in a very broad sense. Tension, or stress can be defined as the ‘arousal of the mind and body in response to demands made on them’ (Schafer, 2000). Schafer emphasises repeatedly in his definitions of stress that it is the person’s response to these demands, rather than the demands themselves which can influence stress. Stress depends very much on a person’s interpretation of an event (Burton, Weston Kowalski, 2009), and as a result of this interpretation, the adaptive responses that the body and mind activate to cope. The purpose of this essay is to explain the body’s physiological processes for adapting to stress, and also to look at psychosocial sources of stress and possible defence mechanisms used for coping. These discussions will be illustrated by the use of the following case study. In this case study, a woman who is sharing a car pool is often suffering from minor illnesses and has recently been diagnosed as having a stress related illness. As stress itself is not necessarily a negative impact, it would be reasonable to presume that the woman’s arousal level is either too high or too low, causing her stress to become distress (Schafer, 2000). We are exposed to stress daily and in a multitude of ways that may at first seem meaningless, such hearing someone begin to speak or seeing a movement in our peripheral vision. Although these events may seem mundane, our body reacts to even these small events by setting in motion the stress response. Schafer (2000) states that even while talking a person’s blood pressure usually rises and then falls immediately afterwards. These initial stress responses are the body’s way of preparing itself for physical reaction if necessary, either by fleeing from a threat or facing it. This is commonly known as the fight-or-flight response (Burton, et al, 2009), which helps both animals and humans alike prepare to respond immediately when facing perceived danger. The stress response begins with perception. Stressors are perceived by the peripheral nervous system (PNS) via the somatic nervous system through sensory impulses (Brannon Feist, 2004); for example, stressors may be seen by the eyes, or heard or even felt, smelt or tasted. These sensations send afferent neurons to relay information to the brain via the reticular activating system (RAS). Even before messages are sent to the cerebral cortex via the RAS the limbic system will attach emotion to these messages. The limbic system and more specifically the amygdala are involved with the interpretation of emotion (Burton et al, 2009), and since stress is often emotion related this interpretation plays a big part in how stressors are perceived. The emotion-tagged messages are then sent on to the cerebral cortex for further high-level interpretation. Before a reaction occurs a more advanced mental process must interpret and then appraise the stressor (Asterita, 1985; Lovallo, 1997, as cited in Schafer, 2000). This takes place in the cerebral cortex, which is exceedingly more advanced in humans than in animals due to the vast number of cortical cells, allowing humans to give more complex thought to stressors (Schafer, 2000). Perhaps due to this higher level of processing Schafer (2000) proposes that an individual’s reality can be set by their own interpretations of events: whether to the good or detriment of the individual. Some information is first sent to the hypothalamus which also interprets non-conscious information, and through the autonomic nervous system can activate the sympathetic nervous system through which arousal occurs to aid the body in coping with the stress. This can work by activating the adrenal medulla, which secretes hormones into the bloodstream, such as adrenaline which acts on the liver, causing it to send more glucose into the bloodstream for a ready source of energy (Burton et al, 2009), vital in escape from danger. In the woman in the case study, daily stressors will send these hormones through her body allowing her to temporarily cope with high stress situations. Adrenaline may secrete if she panics realising she is running out of time and needs to be somewhere, at the same time speeding up respiration and elevating body temperature. At the same time the endocrine system is also working in tangent with the sympathetic nervous system, by causing the thyroid to secrete thyroxine into the bloodstream, which increases the rate at which fuel is consumed by the body (Schafer, 2000). The pituitary gland also secretes adrenocorticotropic hormone (ACTH) which works to stimulate the adrenal gland, and as this increases sex hormone production declines, which can explain why interest in sex can also decline during stressful times (Schafer, 2000). On the Holmes-Rahe life events scale for rating stress, sex difficulties are listed as one of the top 15 life stressors (Holmes Rahe, 1967, as cited in Burton et al, 2009). So, loss of interest in sex can be caused by stress, but is also in itself a stressor, thereby creating further stress. General Adaptation Syndrome (GAS), identified by Hans Seyle (1974) consists of three stages; alarm, resistance and finally exhaustion. If the woman in our case study is suffering from stress related illness, it is likely that she has been exposed to some level of stress for a continual period of time. When the stress first began, her body would have reacted as described above, in preparation for ‘flight or fight’. This is the first stage of the GAS—alarm. Her body could not remain in this stage however, and has now proceeded to the second phase—resistance. In this stage, her parasympathetic nervous system have normalised her heart rate and respiration, however her blood glucose levels and adrenaline remain elevated. In this stage, her body has begun to adapt to the stress – however it remains on high alert (Burton et al, 2009). She is experiencing illness and minor maladies because all of her defences are being used to help her cope with the stressors in her life, and there are none left to protect her body against illness. When someone is in the second phase of GAS for an extended amount of time, the person may engage in behaviours to create a new balance between the stressor and their ability to adjust to it called coping mechanisms (Kunert, 2005) or adaptive behaviours. These could include activities such as engaging in an hour of meditation after a long hectic day at work to relieve tension, learning a new skill that may help with an increased workload, or using the services of a financial planner to assist with money worries. While there are many adaptive behaviours that people can engage to help with coping, there are also many maladaptive behaviours. These could include social withdrawal to avoid appearance anxiety, and addictions such as to prescribed medicine taken to help with anxiety, or alcohol addiction. Alcohol has commonly been theorised as a coping mechanism for stress. The tension-reduction hypothesis states that motivation to drink alcohol increases with perceived stress levels (Conger, 1956 as cited in Rice Van Arsdale, 2010; and Rice Van Arsdale, 2010). Rice and Van Arsdale (2010) in their studies found stronger links between stress and drinking for women compared to men. Considering this information the woman in the case study may turn to alcohol to cope with the perceived stress upon her. The third and last stage of the GAS is exhaustion. If the woman in the case study remains in the resistance phase for too long, her body will eventually wear down, her physiological defences will be exhausted, resulting in greater exposure to a serious or even life-threatening disease. Vulnerable organs such as the heart are the first to go during this stage (Burton et al, 2009). There are many studies that have related psychosocial factors as contributing to perceived stress (Kunert, 2005). Psychosocial sources of stress are vast; each person’s experience of the social environment, including family, friends, school, work, church, neighbourhood, community, region and nation can be a source of stress (Schafer, 2000). Environmental or economic factors may also be a source of stress. Deteriorating economy can cause job-insecurity and limited resources, as with limited money and resources coping strategies become limited to what is available and affordable. The woman in the case study many have monetary issues which are causing her continued stress, as money problems are not usually something that can be remedied swiftly, except in the case of an unexpected windfall just as a lotto win or unexpected inheritance. She might also be experiencing relationship troubles with her family or partner, which may also need significant time to resolve. Sometimes, when people aren’t able to confront their stressor directly to try to cope they will use defence mechanisms as a coping tool instead. Some common defence mechanisms are denial, repression and projection (Morris Maisto, 2005). The woman in the case study may use denial to cope with her stress. For example, if the others in the car pool with her were to say to her that her husband should be helping her more with her daily jobs she may defend her husband’s character vehemently (even to herself), even if she does agree with them but feels she cannot rectify the situation with her husband. Another defence mechanism she may use could be projection of emotion toward one thing onto another. If her boss has reprimanded her at work for something, and then a family member admonishes her without intent she may take out her frustrations on the family member in place of her boss to whom she cannot. In conclusion, stress is as much biological process as it is psychological. The woman in the case study would be experiencing many internal physiological coping strategies that will aid her to fight or flight if necessary, but if kept in this state perpetually the body will eventually wear itself out leaving her exposed to illness. Her perceived stress could have come from a number of sources in her social environment, and in addition to internal coping strategies she may use defence mechanisms or maladaptive behaviour to further assist her in coping. We all experience stress. It is how the individual perceives the stress and copes with it that will ultimately influence our experience of the world.

Children or adults that are not listening through general disrespect Essay Example for Free

Children or adults that are not listening through general disrespect Essay If you make eye contact with the adult or child you can draw their attention towards you. Calling out a childs name will make them turn to face you so that you can talk to them. If you lower the tone of your voice and talking in a quiet calm manner, the adult or child would have to concentrate more to try to hear what you are saying and will also help calm an active child down enough to listen to you attentively. Its also an affective method to calm an angry parent who is shouting and doesnt want to hear what you are saying. You could also hold a childs hands so they know its them that you are talking to. You could adapt the surroundings, like taking a parent or child into an office to talk to them. If an adult is angry and is not listening to what you are saying, you could also let them have their say first so that once they have voiced their opinion they will be ready to hear what you have to say. Hearing impairment and speech impediments Using sign language and speaking clearly helps us to communicate with hearing impaired people, they can understand what we are saying through lip reading and the sign language will help emphasis that. If people have speech impediments it is important to allow them plenty of time to speak, rushing them can make them nervous and make the impediment worse or stop them from communicating at all. Using flash cards is also another way of communicating, with children and adults that have hearing and speech problems. (see attachment) Behavioural problems and learning difficulties If a person you are communicating with has behavioural problems or learning difficulties it is important that you are patient with them. Using simple language with people with learning difficulties help them to understand what you are saying. By identifying the problem then trying to understand it, you can find ways in which to adapt your approach to a way that they will understand you. If a child is hyperactive, trying to get them to sit down and hold a conversation will be difficult, but doing it through play is a way to hold their concentration. English not being the first language (ESOL) Using simple vocabulary will improve understanding and using body language and hand gestures help by emphasis what is being said. A good way of communicating with parents/carers that dont use English as a first language is by compiling a multilingual newsletter, where you can put across any information and not have miscommunication. You can also set up a buddy system with adults or children, where there maybe another child who is bilingual that can help translate. Shy or timid people Interacting with adults and children on a one on one basis helps to communicate with introvert people. With adults this could be in the form of a meeting, and with children this can be through play. Circle time is another way of helping shy children talk, asking individuals questions or singing songs. Not getting on with colleagues or dealing with two faced people Holding staff meetings with a unbiased coordinator gives staff a chance to air their grievances and find a possible resolution to them. Team building exercises can also help people get along, through play with children to colleagues being put on a project together. With children you can also reinforce club rules, and with colleagues you can reinforce policies. You can also used role play and read stories, giving children a different view on what they are doing wrong and see how treating their peers bad affects them.   Not making time or effort to communicate Arranging meetings with staff or parents/carers will give enough notice for them to make time for a meeting. With children you can use circle time as an opportunity to have class discussions.

Management and Policy of a Diverse Workplace

Management and Policy of a Diverse Workplace INTRODUCTION Groups of people see the world through their own set of assumptions, attitudes, beliefs, and values. Learn about their culture and how it formed them, and aim to understand how other culture work so that everyone can be an effective global manager. Organization from every part of the world is reaching out beyond their domestic markets to become international players. Not only is this very challenging on the business them, but it also creates a challenge for individual managers who must cope with working across geographic and cultural borders. Managing globally provides clear systems and approaches to help manage global networks and teams, and it examines the skills needed for dealing with different cultures. It teaches how to succeed in this new world. This is widely recognised that an organisational diversity is obvious and necessary nowadays because of increasing pace of economic and technological development. Organisations need to be flexible if they seek to remain competitive and want to survive in a long run. This research explores the phenomenon of diversity in one of UKs leading super market named Sainsburys (London Colney). The researcher intends to examine what the policy to work with different culture people and how management manage working with diversity people in workplace in the store in last two years I have seen. 1.1 What we think about culture: Culture refers to the systems of meaning-values, beliefs, expectations and goals-shared by members of a particular group of people and differentiate them from members of other groups. It is a product of ‘the collective programming of the mind (Hofstede, 1991), that is, it is acquired through regular interaction with other members of the group. Cultural differences can be found at many different levels, professional, class and regional, but it is particularly persuasive at the national level because of generations of socialization into the national community, as individuals, we generally only become aware of our own culture when confronted by others. The core differences in values between cultures go back to questions of what works for ensuring survival in relations to the natural environment. 1.2 Why culture consider in a multinational company: Multinational companies are completely different from export-based firms not least because of their foreign subsidiaries. Not only does physical distance pose a challenge for effective communication, but also there is the challenge represented by cultural differences. Some MNCs have regarded cultural differences as so important that they have chosen to operate as multi-domestics with decision-making, management style and product development. The attitude is that people in the subsidiaries know best and should be allowed to go their own ways. For example, the attitudes in the Dutch electronics firm Philips for most of the previous century. The downside of this approach is the fiefdom and ‘not-invented-here mentality, which resulted in Philips North American subsidiary refusing to adopt the Philips video recorder (V2000) and opting instead for the rival Japanese model. However, many MNCs, including Philips since 1987, require a much greater degree of coordination, particularly in regard to learning. To do so, these firms must develop common practices and common values. If foreign subsidiaries are to be integrated for knowledge-sharing purposes, a starting point is an understanding of the mindsets of subsidiary management and employees in terms of their work-related values. The management challenge for many MNCs is to be able to adapt their organizations to culturally distinct environments without losing organizational stability. 1.3 About an organisation: Sainsburys is one of the leading retail super markets with approximately 792 stores all over the UK. There are some others supermarkets (Tesco, ASDA, Iceland and Somerfield) in UK which are the competitors of Sainsburys. All of them are trying their best to provide good services to their customers and working under diversity workplace. For the present research the researcher has taken Sainsburys London Colney to study about diversity. There were many reasons to select Sainsburys London Colney for this research. One of the reasons was that this is a big store with 350 employees working in different shifts (morning, evening, day, night and some are working as seasonal employees). The management of this store comprises on around 20 to 30 people. This is a 24 hours store, located in the retail park and is very busy because of its location and also because this is close to M25 and people can get everything from the same store and also there is some other shop near to Sainsburys like M S, Next, Boots and so on. The second reason to select this store as a case study was that the researcher is working in this store in its customer services and checkouts department so the researcher as a participant has enough experience to work with different culture people in the store in the last two years. The sample size of this research (which includes on management and employees) was also easily approachable to get the relevant data. The researcher was quite hopeful that management and employees will cooperate with him for collecting data. 1.3.1 Company policy and commitment to colleagues: There is much legislation surrounding the area of diversity and at the same time this provides a minimum standard for this policy, it is the companys intention to move beyond simple legal compliance where appropriate. This policy exists to enable a working environment in which everyone feels valued and respected in everything that they do. Innovative thinking and different ideas are critical to Sainsburys success and their ability to develop new ways of adding value for their customers will be greatly enhanced by the diversity of experiences and perspectives amongst their colleagues. Their ability to attract and retain the highest ability of colleagues from the widest community is essential in sustaining a leadership position. Their aim is that all colleagues are able to work in an environment that is free from discrimination, harassment or bullying. The principles of fairness and objectivity will be integrated into all of the ways in which they manage their colleagues. According to Sainsburys policy, they will not accept or ignore unfair decisions, practices or requirements that qualify or exclude an individual from meeting essential employment requirements. They include, but are not limited to, a persons age, race, colour, nationality, ethnic origin, gender, sexual orientation, religion. The equal of men and women are monitored and action taken where necessary and appropriate to ensure parity. In line with their flexible working policy, they will make it possible for colleagues to achieve a balance between their work and home commitments. They will ensure that the opportunities presented through diversity will be integrated into the development of new products and services that add value for their customers. The performance and effectiveness of Sainsburys diversity commitment and demographic colleague make-up of their stores are continuously reviewed and where improvement is identified, action has been taken. Any breaches of this policy have been treated seriously and also dealt with under their disciplinary policy. 1.4 Background/Current situation: As we know, now a days diversity is a one of the inclusive concepts and based on valuing everyone as a unique individual and celebrating this difference. The management of diversity goes beyond equal opportunity, instead of simply allowing a greater range of people getting more opportunity. The concept of diversity embodies the belief that people should be valued for their difference and variety. Diversity is supposed to enrich an organizations human capital, whereas equal opportunity focuses on various ethnic groups. The management of diversity is about individuals. It entails a minimization of cloning in selection and promotion procedures and a model of resourcing aimed at finding flexible employees. As I said before that researcher is working in Sainsburys (London Colney) and have seen lots of differences about diversity. There are most of the people from Asian ethnic. But we have some Irish, African, Chinese and British as well. As I work in this store I have found some favour for same ethnic group. And for that other ethnic became sometime very aggressive. And from management level, there is also some gender valuing problem. We have seen lots of female managers rather then males. But other, like they dont differentiate between ages, disabilities, colours and so on. So far you can say, they follow the procedures and thats why they are success in business now a days. My research is about how they manage, and do they really follow the diversity policies? So, I intend to demonstrate, how a human resource manager can manage all those area and successfully complete companys mission with different people. All overall, a self assessment for international human resource managers to evaluate and improve their global management skills. 1.5 Aims/Objectives: The primary aim of the research is therefore: To examine diversity, equality and discrimination issues in a multinational company, in particular, the way of HR managers to manage work with different culture people. The research objectives are: To determine whats the company policy about diversity to manage work with different culture people and to become a successful global manager, aim to develop a global outlook. To outline the development of approaches to organizational analysis. To explore a multicultural company from the perspectives of diverse social groups. An international human resource manager needs to know the way of managing people in twenty first century. We are going to take an overview of what a manager needs to do in relations to managing people in a changing environment. I will be looking at: Diversity issues. International Human Resource Management policies. Managing people in a practical way. To examine the way of recruiting, and selecting the right people. -As a human resource manager, we are likely to manage other people on a one- to-one basis. This involves understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design. -Having accepted that there is a range of reasons why people behave differently in a work situation and that cannot make wild and generalized assumptions about any individuals reasons for performing better or worse than average, we will recognize that when we put individuals together into a group, the behavior of that group is likely to be unpredictable. So it is important that they understand about the behavior of groups. So, all overall I will be going through with literature review to practical experiences to find my research project. SECOND CHAPTER LITERATURE REVIEW Everyone is different in age, gender, nationality, and ways of thinking. These differences are a source of strength. The concept of diversity means respect and acceptance. It means understanding each individual is unique and recognizing our individuals differences. It can be the aspects of race, ethnicity, gender, age, sexual orientation, physical abilities, religious beliefs, political views and so on. It is investigation of these differences in a safe positive and development environment. Diversity is about creating an all-inclusive work environment that values and benefits from different human attributes, experiences, and skills at all levels and enables all employees to develop and contribute to their full potential. It is about understanding each other and moving beyond simple acceptance to implementation and celebrating the rich dimensions of diversity contained within each individual. Diversity and equality has become a key driving force in government policies. The concepts of diversity and equality are common but still there are some differences. Diversity is the acknowledgement and respect of differences within and between groups of people. And equality is the framework that enables access, participation, opportunities and contribution that is fair and inclusive. According to Lew Platt (1993-1995) â€Å"I believe the word â€Å"diverse† includes not only different genders and races, but also different cultures, lifestyle and ways of thinking†. 2.1 Diversity Management at work: The concepts of workplace diversity include the principles of equal employment opportunity. Equal employment opportunity policies address continued disadvantages experienced by particular groups of people in the workplace, including people with disabilities and those who mistreated by co-workers on the basis of race or ethnicity. These policies remain an important foundation for workplace diversity policy. Diversity management involves systematic and planned programs or procedures that are considered to improve interaction among diverse people, especially people of different ethnicities, sexes, or cultures and to make this diversity a source of inspiration, complementaritys, and greater organizational effectiveness, rather than a source of tension, conflict, miscommunication, or limitation on the effectiveness, progress, and satisfaction of employees. 2.2 Diversity Approaches: The issues that diversity representatives focus on vary by country. In some countries, the question of language is important, some countries depends on ethnic group, or may be depend on ages. ‘Managing Diversity is a term that entered UK debates on equality approaches in the mid-1990s. While it is becoming increasingly common in the UK, there is still disagreement about its meaning and the extent to which it differs from previous approaches. One of the things which do seem to be distinct is the way these approaches deal with differences between employees. The traditional approach to equal opportunities seeks to treat everyone the same. Managing diversity approaches recognises that employees are different and suggest that workplace can get benefit from those differences. What this means for organizations is that they need to adapt to employee characteristics rather than simply expecting employees to fit with pre-existing policies. The more fundamental alternative would be to restructure the way work is carried out so that everyone can be flexible for that. Another example would be the approach taken to ensuring that appraisal was carried out in a fair manner. A diversity approach would take a more radical look at what types of behaviour and activity are valued by the organization to see whether these are more commonly practised by members of one group rather than another. Business case arguments for diversity share many elements with equal opportunities approaches but they tend to stress additional arguments. These have included claims that diverse teams are more innovative than ones composed of homogeneous individuals and that non-traditional workers can reflect the needs of a wider customer base. Diversity approaches also place a strong emphasis on creating a culture within which everyone feels they belong and are empowered to reach their full potential. One aspect of this inclusiveness is an attempt to find policies which seem equally relevant to all employees. The second alternative is seen as the more radical approach. It argues that there are multiple sources of difference which are as important as those based on gender or ethnicity. People are not defined by whether they are from European or Asian background but instead vary along a numerous of dimensions including personalities and tastes. This approach to managing diversity is strongly focused on individuals as the objects of equality policy and as such is in line with wider trends to individualise employee relations. 2.3 Managing people: Management is often defining as â€Å"getting things done through people†. By definition, managers cannot do everything themselves. They have to rely on other people. Managers are sometimes said to spend their time planning, organizing, motivating, and controlling. In practice, the work of managers is quite fragmented. It depends demand on the situation and on the people concerned than on any academic division of the task into clearly differentiated elements. Managers dealing with people: internally with their bosses, their colleagues and their staff; externally with their customers, suppliers, professional advisers and national and local government officials. A leading writer on management, Henry Mintzberg has suggested that managers have: Interpersonal roles: acting as a leader, providing guidance and motivation and maintaining a web of relationship with many individuals and groups. Informational roles: continually seeking and receiving information as a basis for action, passing on factual information, and transmitting guidance to subordinates in making decision. Resource allocation roles: making choices about scheduling their own time, allocating task to people and authorizing actions. Disturbance handling roles: dealing with involuntary situations and change beyond their control. The human resources of an organization consist of all people who perform its activities. In a sense, all decisions that affect the workforce concern the organizations HRM function. Human resource management concerns the personnel policies and managerial practices and system that influence the workforce. Regardless of the size-or existence-of a formal HRM or personnel department (many small businesses have no HRM department). So as an example, line managers will spend more than 50% of their time involved in human resource activities such as hiring, evaluating, disciplining and scheduling employees. 2.4 Key concepts for Global Managers: The following concepts contain the underlying message of this article. An awareness of and an application to ones organization of these concepts has direct relevance to the effectiveness of global managers. An understanding and utilization of these concepts are critical to ones successful global performance. Global leadership- being competent of operating effectively in a global environment and respectful of cultural diversity. This is an individual who can manage accelerating change and differences. The global leader is open and flexible in approaching others, can cope with situations and willing to re-examine and alter personal attitudes and perceptions. Cross cultural communication- recognizing what is involved in ones image of self and ones role, personal needs, values, standards, expectations, all of which are culturally conditioned. Such a person understands the impact of cultural factors on communication. Furthermore, they are aware of verbal and non-verbal differences in communication with persons from another culture. Not only does such a person seek to leans another language, but also they are cognizant that, even when people speak the same language, cultural differences can alter communication symbols and meanings and result in misunderstanding. Cultural sensitivity- integrating the characteristics of culture in general, with experiences in specific organizational, minority, or foreign cultures. Such a person understands the cultural influences on behaviour. This individual translates such cultural awareness into effective relationships with those who are different. Acculturation- effectively adjusting and adapting to a specific culture, whether that be a subculture within ones own country or abroad. Such a person knows the impact of culture shock in successfully managing transitions. Therefore, when dealing with employees from diverse cultural backgrounds, this person develops the necessary skills and avoids being ethnocentric. Cultural influences on management- understanding that management philosophies are deeply rooted in culture and that management practices developed in one culture may not easily transfer to another. Effective intercultural performance- applying cultural theory and insight to specific cross-cultural situations that affect peoples performance on jobs. Changing international business- coping with interdependence of business activity throughout the world as well as the subculture of the managerial group. The global manager appreciates the effect of cultural differences on standard business practices and principles, such as organisational loyalty. Cultural synergy- building on the very differences in the world worlds people for mutual growth and accomplishment by co-operation. Cultural synergy through collaboration emphasizes similarities and common concerns and integrates differences to enrich human activities and systems. Work culture- applying the general characteristics of culture to the specifics of how people work at a point in time and place. In the macro sense, work can be analysed in terms of human stages of development. In the micro sense, work culture can be studied in terms of specific industries, organizations or professional groups. Global culture- understanding that, while various characteristics of human culture have always been universal, a unique global culture with some common characteristics may be emerging. Global managers are alert to serving this commonality in human needs and markets with strategies that are transnational. 2.5 Construct area of diversity: Diversity is â€Å"the representation, in one social system, of people with distinctly different group affiliations of cultural significance† Cox (1993). Deresky (1994) also highlighted that, the differences between group members illustrated in terms of the extent such as culture, age, race, sexual orientations, gender and ethnic. There are three characteristics of construct area of diversity, which are classified employees differences. These are Demographic, organisational and socio-cognitive diversity. Demographic diversity: According to Jackson et al (1995), diversity such as ethnicity, age, nationality and gender those are considered visible attributes that can be easily characterised in particular individuals. Organisational diversity: The second category is organisational diversity. It may include: a) Staff job security in the firm. b) Work or professional experience. c) Occupation, functional or job portfolios of the employees such as marketing, production, and finance. Socio-cognitive diversity: The last category is socio-cognitive diversity, which includes cultural and religious values, knowledge level, beliefs and personalities characteristics. By establishing and organising the staff according to their distinctive attributes, it will facilitate business managers to have a more objective understanding and appreciation of their diverse staffs behaviours, attitudes and values, given the implications for interpersonal and organisational processes and outcomes when staff members work together. As peoples values and beliefs vary individually as a result of their socio-cultural differences, this will affect organisational processes and configurations. For examples:- cross-cultural communication, management-subordinate relationships, international team management, leadership and decision-making styles, staff motivations, staff recruitment, selections and development, and other managerial functions. Apart from the jobs, employees also have differences based on their position within society. Whether an employee a man or women, from a particular ethnic group, is of a particular sexual orientations, has a disability may affect what they want from employment and what are able to offer. Some of these differences may also affect peoples access to jobs and their progress within organisations. 2.6 Discrepancies between academic research and HRM practice: While HRM executives and managers are more educated and professional than in the days when they were in charge of personnel, the level of knowledge in practicing HRM in another part. Many companies hire MBAs for HRM jobs when not even a single HRM course is required in the typical curriculum for an MBA. Recruitment: As an Academic research finding, quantitative analysis of recruitment sources using yield ratios can facilitate in recruitment. On the other hand HRM practices, less than 10% calculate yield ratios and less than 25% know how. Staffing: According to academic research findings, realistic job previews can reduce turnover and weighted application blanks reduce turnover. Alternatively, HRM practices, less than 20% of companies use RJPs in high-turnover jobs and less than 30%. Performance appraisal: According to academic research findings, do not use traits on rating forms, make appraisal process important element of managers job. On the other hand, more than 70% still use traits, less than 35% of managers are evaluated on performance appraisal. 2.7 International HRM: Domestic HRM is involved with employees within only one national boundary. And we define the field of IHRM broadly to cover all issues related to the management of people in an international context. Hence our definition of IHRM covers a wide range of human resource issues facings MNCs in different parts of their organisations. Additionally, we include comparative analyzes of HRM in different countries. The complexity of international HR can be attributed to six factors: More HR activities. The need for a broader perspective. More involvement in employees personal lives. Changes in emphasis as the workplace mix of expatriates and locals varies. Risk exposure. Broader external influences. In addition to complexity, there are four other variables that moderate differences between domestic and international HRM. These four additional moderators are: The cultural environment. The industry with which the multinational is primarily involved. The extent of reliance of the multinational on its home-country domestic market. The attitudes of senior management. 2.8 International HR policy: In spite of the corporate business strategy unique to each company that they will drive the specifies of an international human resource policy, there are certain objectives that any effective IHR policy should aim to accomplish. And these objectives are: The policy should attract and motivate employees to accept international assignment. It should provide competitive pay plans to ensure the assignee can maintain his or her accustomed lifestyle. It should promote career succession planning and include guideline on repatriation and additional overseas assignment. It should facilitate relocation between home and host location. And finally, it should be cost-effective, understanding and easy to administer. To meet these objectives, we must have internal and external programs functioning to handle the following six areas. In addition to the required technical and business skills, key traits to consider include: cultural sensitivity, interpersonal skills, and flexibility. Document and formally communicate the assignees specific job requirements and associated pay in an assignment letter. Identify the compensation, benefits and tax approach that meets company objectives. Some common approaches to pay include: home balance sheet, destination-based, net-to-net, flexible. Assist the assignee with disposition or management of home and automobiles, shipment and storage of household goods, work permits and pre-assignment visits. Provide cultural orientation, language training, spousal support, education assistance, home leave, and emergency provisions. As the average cost of sending an expert on an overseas assignment is between three and five times the employees pre-departure salary, quantifying total costs for a global assignment is essential in the budgeting process. 2.9 Integrated HR systems to develop global leaders: Companies with global human resource information systems are likely to be far better positioned to succeed in the highly competitive international market. The task of developing global leaders and global HR function over the next decade in IPAs latest research effort. Multinational companies often discover that, especially in newly emerging markets, local management talent is rarely available to establish and build operations. Consequently, many companies conclude that the only way to start doing business in these markets is to relocate experienced managers from around the globe. Companies doing work in the international marketplace have discovered that providing pre-departure screening and orientation- a potentially lengthy and time-consuming process- is essential to achieving the highest rates of success. A human resource information system might include data on the potential expatriates families, training needs and past technical and cross-cultural experiences. Having such data would enhance the probability not only of selecting the best candidates, but of chances for success on the assignment, thus having a great impact on the future development of global leaders. Because most multinational companies now require international experience in ord er to move up the corporate hierarchy, tracking information related to international assignment can make a significant contribution to management development. 2.10 Diversity in multinational companies: The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse background and cultures working together in the same office or for the same organization. Conflict in such situations is expected, but understanding the diversity issues can help to minimize the conflict and take benefits from diversity group of people brings to an organisations. To understanding how diversity is manage in multinational organizations, try to understand the concept of corporate culture, which defines organisational diversity programs and their use to minimize conflict among employees. Companies and countries can no longer operate as if the rest of the world did not exit. New trading blocs, based on regional, not national, interests have formed with the European Economic Community and the North America Free Trade Agreement. There will be increased pressure influenced by the country culture. For examples, some corporate cultures may encourage women and men gathering together socially after work while country culture would prohibit this. A female executive from t

Elisa of The Chrysanthemums :: The Chrysanthemums Essays

â€Å"Why-why Elisa†¦. You look strong enough to break a calf over your knee, happy enough to eat it like a watermelon.† (Steinbeck 232) Most people reading this would just pass it off as a tactless man’s attempt to compliment, but is that all it is? In â€Å"The Chrysanthemums†, Elisa is a farm wife, whose only passion in life is found in her gardening. Henry, her husband, owns a farm and is oblivious to the monotony of Elisa’s life. Throughout the story, Henry is on the outside, never really understanding Elisa and how she feels. Until, a tinker comes by the farm and speaks with Elisa about her Chrysanthemums. By asking just one question, the tinker opens Elisa and allows her to release the passion and femininity that she keeps hidden throughout her life. In John Steinbeck’s â€Å"The Chrysanthemums†, Henry Allen’s seemingly inept comment is not just that but an allusion, put in place by Steinbeck, to the Dionysian maenads. Dionysus is the Greek god of wine, merrymaking and gathering. His followers, the maenads, were said to be pushed into some form of â€Å"divine madness†, aided by wine, which would lead to prophecy and insight. More often, however, it led to drunkenness and promiscuity. They would then dance, sing and wander about, not to mention, join in sexual activities to stimulate fertility of the earth and achieve ecstasy. The maenads would occasionally reach a dangerous â€Å"frenzied state† where if they happened across it, they would â€Å"tear animals apart and devour the raw flesh† (â€Å"Maenads† par.1). So, knowing that, we take a second look at our story. Elisa Allen has had an erotic experience with the tinker by merely speaking of the passion she has for her chrysanthemums that has opened her eyes to how much of herself that she hides and subdues. Henry notices a difference in Elisa, beyond the way she is dressed, but he has never seen the passionate side of her and does not know what to say. When Henry claims that Elisa looks strong enough to kill and eat a cow, Steinbeck is making an allusion to the maenads of the ancient Greek world. David Leon Higdon, a scholar, claims that â€Å"With this image†¦Steinbeck transforms the characters and the ranch, synchronizing empirical and mythical realities, and identifying Elisa's new power and beauty with those of the Maenads or Bacchantes in their worship of Dionysus† (par. 1). It is quite clear that Henry’s comment is more than just that. â€Å"It is as if Steinbeck wished his reader to feel, for one brief moment, that he or she had opened a door inappropriately and

Drinking, Driving,parties, And Commonsensical Solutions Essay -- Drunk

Drinking and driving is the number one killer of teenagers in America. Because of it, the teenage group is the only age group who’s number of deaths are increasing instead of decreasing. Outright denying teens of alcohol doesn’t work. That just makes young adults want alcohol even more. What’s sad about drinking under the influence cases is that every one of them could have been easily prevented. So, if you cannot deny adolescences of alcohol, why not just educate them on simple precautions that can be taken to prevent drinking and driving.One of the best and oldest ways to stop drinking under the influence is having a designated driver. It’s not a hard thing to do. Just asking someone responsible to accompany you to a party (or whatever it may be) in which you know there will be alcohol. If you don’t know if there will be alcoholic beverages served, take a responsible friend anyway just to make sure.Another good way to keep yourself from being a DUI case is to clear out your car of anything distracting. When you’re drunk, simple things can give you an incredible amount of entertainment. So, clean out your car from fuzzy dice, cellular phones, anything that can distract you. Studies show that just by doing this, your chance of having an accident can be decreased by over 25%. So, you’re already at the party and drinking beer. What can you do? For starters, you can try eating high protein food like meat, cheese, and peanuts. Foods that are rich in protein can help absorb...