The Matrix Essay Example | Topics and Well Written Essays - 500 words

The Matrix - Essay Example While inspecting Plato’s exchange and the film the ‘Matrix’ they are apparently oppositely contradicted. One is an old Greek discourse and the other is a twentieth century sci-fi activity film with Keanu Reeves. In any case, it’s clear that on the off chance that one looks at the more profound figurative and philosophical essentialness of these writings, they share the equivalent underlining concerns. For example, in Plato’s ‘Allegory of the Cave’ he composes, â€Å"the truth would be truly only the shadows of the images† (Plato). One thinks about an equal record in the Matrix, as mankind has been put in a network by keen machines that have accepted control of the world. In the two writings, at that point, humankind is just ready to get a handle on reality through a kind of blemished crystal. So also, in the two messages the detainees, and Neo, experience a time of enlivening as they break liberated from their servitude and are pr esented to their general surroundings. Notwithstanding the components portrayed above, there are various basic components that are comparable between the two writings. The Matrix presents a tragic world wherein it should be greatly improved to expect the computer generated experience than handle the more profound reality. Plato likewise makes a comparable structure inside his moral story, composing, â€Å"when any of them is freed and constrained out of nowhere to stand up and turn his neck round†¦he will endure sharp torments; the glare will trouble him† (Plato). In such matters, the two writings present an existence where the genuine idea of the truth is a marginally negative thing to get a handle on. Another comparable basic, or ‘plot’, component between the two works is the understanding that the people in the two circumstances are detainees. While reality the reenacted the truth is introduced as marginally happy, it’s eventually comprehended that this presence is a constrained and jail like state. For

Slavery in North American Colonies Essay Example | Topics and Well Written Essays - 1000 words

Bondage in North American Colonies - Essay Example As per the discussionâ the spread of tobacco ranches and the reducingâ populationâ willing to sign-on as obligated hirelings during the 1680s' expanded the importation of slaves from Africa. African slaves supplanted Native American slaves, who were defenseless to illnesses of the European starting point. Theâ whiteâ enslavement was by seizing or for wrongdoings and obligations. As indicated by Robinson, around 600 to 650 thousand slaves came to America without wanting to. Slaves holders regarded slaves as property, to be promptly sold and purchased. A few proprietors permitted them to wed, while others imposedâ marriageâ on their slaves. The dismal part is thatâ slaveâ marriageâ was never recognizedâ by the states. Slave youngsters didn't get saved in light of the fact that they went along with others in theâ fieldâ when they diverted 12 to work from dawn to nightfall. Â This paper diagrams thatâ the Anglican Church likewise raised the issue of freeing the dark man by showing them the Christian standards, however their representatives wereâ adamantâ toâ allowâ this work out. They had a dread that if the slaves got a training on Christianity they would no longerâ acceptâ to be subjugated. By 1808, more than 300000 slavesâ were imported, and the remainder of the number of inhabitants in slaves were practically completely conceived in the United States. In this equivalent year, the importation of slaves became abrogated. Therefore, subjugation in the non-southern states became history. Somewhere in the range of 1700 and 1808, fewâ realâ restrictions of the lead ofâ masterâ toward hisâ slaveâ were set up, despite the fact that, theyâ were consideredâ as Christian excellencies and normal practices.

Fast Food Restaurants In Singapore - Solution is Just a Click Away

Question: Distinguish one commonplace cheap food establishment that works in Singapore. Depict and clarify the sort of design that the cheap food utilized. How can it bolster the organization execution destinations? Do various establishments (e.g., McDonald, Burger King or Wendy's have various sorts of format? Why? Draw a flowchart (process map) for every one of the procedure and clarify manners by which the establishment may be improved? Answer: 1. Presentation: In spite of the fact that the worldwide cheap food advertise is profoundly immersed, KFC can be considered as one of the most well known brand on the planet (Kfc.com.sg, 2015). KFC was established by Colonel Harland Saunders in 1930s and by 1960 it opened in excess of 600 outlets across US (Kfc.com.sg, 2015). Be that as it may, the main store of KFC in Singapore was opened in 1977.By 1996 the quantity of stores expanded to 60 and right now around 85 diversified stores work under the lead of KFC in Singapore. The inventive offers creative things to the clients. The association points offering solid nourishments to clients while keeping up a neighborly situation in its eateries. Huge assortment of items and interesting plans improves the ubiquity of KFC items. In spite of the fact that KFC is one of the significant cheap food chains in worldwide market, it is known to the clients for its things in chicken section. Guiding principle of KFC incorporate contribution the best item to clien t. Offering things arranged from chicken improves the agreeableness of KFC to individuals everything being equal. Notwithstanding, the executives of the association additionally centers around utilizing new fixings, herbs and various flavors for making the items increasingly appealing to clients. Despite the fact that the association buys crude materials from nearby providers, these materials are utilized simply in the wake of fulfilling the quality guidelines set by KFC the executives. Notwithstanding, the administration additionally utilizes modernized cooking forms for keeping up nature of dishes. (Allude to Appendix 1 and 2) 2. Format and examination: Establishments of KFC are available everywhere throughout the world. Be that as it may, the executives of the association centers around usage of procedure designs. As indicated by Choi Sheel (2012) usage of office the board design procedures builds accessibility of stores as well as expands the odds of getting talented work power. 2.1 Descriptions: Smooth progression of procedure is significant for lessening administration conveyance time (Baudel Broeksema, 2012). Dwivedi Chheda (2012) opined that utilization of procedure format is helpful for expanding adaptability of giving different procedures. In any case, usage of office format procedure empowers KFC the board to execute their operational exercises in continuous way. Despite the fact that the administration centers around expanding creation, it is likewise critical to keep the earth of floor clean. As expressed by DiPietro et al. (2013) the undertakings of cleaning floor can be troublesome if multifaceted nature in working procedures increments. Utilization of office the board procedures empowers that the undertakings of handling of crude material and conveying completed items are directed at two separate parts of the bargains. Therefore the progression of procedure turns out to be simple and unsurprising. It likewise makes the undertakings identified with store cleaning simpler. 2.2 Reason for picking: Danger decrease and improvement in item quality: According to Elmedulan Apat (2014) design of an association are frequently impacted by the idea of items served. Kenkmann Hooper (2012) additionally recommended that accessibility of item and nature of administrations offered by an association are dictated by framework of a store. As KFC treatment of crude material, angled item and holders is significant for improving nature of items. Eatery the executives requires guaranteeing wellbeing for staffs. Utilization of office format makes the eateries alluring as well as furnishes the workers with word related security (Zhang et al., 2013). Lower working expense and simple development of stores: Moon Song (2012) expressed that utilization of office format decreases the expense of running a store. As a large portion of the stores of KFC utilizes office design model, the executives requires contributing less to run these stores. Kim Shin (2014) expressed that condition is one of the most significant components for holding guests in an eatery. Utilization of office framework empowers the administration to keep these eateries clean. It shows that the formats of stores assume a significant job in expanding productivity of KFC. 2.3 Effectiveness of design: Productive usage of workers: Environment of a café impacts on the effectiveness of representatives (Kim et al., 2013). Nature of administrations gave in an eatery impacts reliability of clients (Kim Shin, 2014). Notwithstanding, utilizing process format procedures guarantee that administration of KFC can use effective workers and along these lines the administration can offer clients with items and administrations of high caliber. McDonalds one of the contenders of KFC in Singapore, additionally follows office design procedures for outlets. The association creates process situated format plans to make the way toward dealing with items progressively adaptable. McDonalds is updating their outlets and the new outlets will content three unique sorts of feasting space. The association additionally centers around structuring of outlets in condition agreeable way. Notwithstanding, Burger King another significant inexpensive food chain in Singapore utilizes self requesting Kiosks to make the conveyance and installment assortment process progressively effective. On other hand Wendys, the executives centers around expanding the accessibility of stores. 2.3.1 SWOT Qualities Peril decrease Diminishes unpredictability for moving individuals and materials Amplifies staff use Enhances space use and adaptability Procedures can be directed without any problem Makes the procedure of correspondence simple Shortcoming Stream time of items is higher Procedure arranging is unpredictable Openings Procedures can be altered without any problem. Subsequently KFC the board can without much of a stretch include new administrations or likewise can execute development. Dangers Necessity of gifted specialist is high Expanded unpredictability in arranging Table 1: SWOT of Process format in KFC Qualities of KFC Layouts: Decrease in working environment peril and better usage of representatives: Use of procedure format lessens work place dangers (Baudel Broeksema, 2012). As the solaces of staffs are accentuated in KFC design methodologies, nature of administrations gave by staffs additionally improves. Bottlenecks in forms diminish as the procedure dealing with gets adaptable. Simplicity of moving individuals and materials: KFC café formats incorporate useful gathering of different procedures. Utilization of procedure design gives staffs the chance of utilizing numerous courses for moving materials. Subsequently the treatment of crude material gets simpler in KFC cafés. Enhanced space use: Use of office design systems empowers the administration of KFC to use the accessible spaces of an eatery effectively. Prerequisite for supplies diminishes because of utilization of procedure design. The stores which use process design additionally incorporate a few offices for doing errands. It improves usage of accessible space. Shortcomings: Utilization of procedure format can build the multifaceted nature of creation (Zhang et al.,2013). Complex creation framework can be considered as one of the shortcomings of KFC. Baudel Broeksema, (2012) recommended that worker turnover in cordiality segment can be expanded because of work pressure. Despite the fact that utilization of office design empowers KFC the board to furnish representatives with protected and agreeable condition, the kitchens and store rooms can be improved. As procedure design framework is utilized in stores workers require to move excessively and it makes their activity tedious. Utilization of procedure format can influence the representative maintenance approaches of KFC. Openings: As the quantity of wellbeing cognizant clients is expanding, the interest for solid items is additionally expanding (Zhang et al., 2013). The executives of the association can expand number of stores in local locations to actualize previously mentioned business techniques proficiently. In any case, the executives of the association can bring advancement into their current menus as indicated by the food propensities for neighborhood individuals. As utilization of office format empower the executives to grow stores effectively, KFC stores may contain diverse eating spaces for various gathering of clients in future. Dangers: If there should be an occurrence of enormous stores productivity of material taking care of may diminish because of long developments. In the event that the assortment of procedures increments in KFC, unpredictability in process arranging will likewise increment. Inaccessibility of gifted specialist can lessen the adequacy of store format. 2.3.2 Comparison framework: KFC (Functional design) McDonalds (Product design) Burger King (Position Layout) Comments Labor Gifted workforce is utilized as computerized forms are less utilized. Profoundly gifted workforce isn't required Staffs can do different undertakings KFCs approach is increasingly successful Tidiness Floor can be kept clean effectively as various procedures are gathered Programmed framework is utilized for material taking care of. Hence floor stays clean Cleaning floor can be troublesome as types of gear are not moved Both KFCs and Mc Donalds approaches are compelling Exactness of clerk Exactness of clerk is high Exactness of clerk is high as tasks are computerized Exactness of clerk is high as the progression of procedure is basic Exactness of clerk is high in all cases Guest plan Guest plans of clients are distinctive as indicated by their prerequisite Most extreme number of seats can be masterminded Guest plans are fixed and less adaptable KFCs approach is increasingly successful Table 1: Comparison framework of inexpensive food chains in Singapore Investigation on the correlation framework shows that KFC and its rivals McDonalds and Burger King utilize distinctive lay o

Edgar Allen Poe The Raven Essay Example For Students

Edgar Allen Poe: The Raven Essay Making the Melancholic Tone in The Raven Edgar Allan Poes The Raven, speaking to Poes own contemplative emergency of heck, is bizarrely moving and appealing to the peruser. In his paper entitled The Philosophy of Composition, Poe uncovers his motivation recorded as a hard copy The Raven and furthermore depicts crafted by creating the sonnet as being deliberately determined in all perspectives. Of every single despairing theme, Poe wished to utilize the one that was all around got, passing; explicitly demise including a delightful lady. The evident tone in Edgar Allan Poes The Raven apparently speaks to an excruciating state of psyche, an acumen touchy to franticness and the pit of despairing brought upon by the demise of a darling woman. The parallelism of Poes own issues, with those of the storyteller in The Raven, his determined utilization of imagery, and the explanation of language using the ravens hold back, the peruser gets mindful of Poes conspicuous tone of despairing. A solid gadget for the melancholic tone in The Raven is Poes utilization of the main individual. Poe utilized the primary individual by uprightness of the circumstances in The Raven taking direct impact from Poes educational encounters. Among numerous different setbacks, including carrying on with an existence of destitution and being stranded at a youthful age, Poes darling spouse Virginnia, passed on after a long disease. The storytellers distress for the lost Lenore is resembled with Poes own sadness in regards to the demise of his better half. Bound in the chamber are recollections of her who had frequented it. These spooky memories develop a huge thought process in the peruser to know and be diminished of the bewilderment that torment the storyteller and thusly Poe himself; the storyteller considers whether he will see his significant other in existence in the wake of death. After Virginnias waiting passing, Poe attempted to diminish his misery by drinking. A parallelism is framed in The Raven between the stooping activities of the raven towards the storyteller and the provoking of liquor towards Poe. The raven stoops that Poe will never observe his lost love again when expressing overlook this lost Lenore (83). Liquor insults Poe into constant sadness and made Poe have a long lasting issue with liquor abuse, which in the end prompted his demise. Along these lines to which the liquor investigated Poes inward decimation, the raven dives into investigation of the storytellers deepest feelings of trepidation that he will never observe his Lenore again. Lenore, a hotspot for conjuring up the inventive space in the persona, is an impulse that energizes the storytellers mind into commonplace addressing. In the primary refrain, addressing from what heading the tapping came, he tosses open the entryway, the storytellers foe not to be found. Some other domain must be investigated on the off chance that he is to learn something about his lost love and the clamor which is making him crazy. The storyteller at that point opens the screen, opening his spirit to the outside world. Incredibly, he finds a raven, a brute upon the molded bust over his chamber entryway (53). The raven coordinates all further activity in the sonnet, it scorns and belittles the storyteller all through the structure and its underhanded power saturates the air and initiates enduring and anguish inside the character. Feelings come full circle with the accomplishment of a peak as the storyteller faces his confounded and cluttered world. The storyteller, in his franticness, screams, Get thee once again into the whirlwind and the Nights Plutonian shore! (98). Poes determined utilization of imagery was compelling in building up the scholarly notoriety of The Raven. The raven is built up as an image for the storytellers sorrowful and incessant recognition of his lost love. .ue750ac56a86566e3528abe2b51bffaac , .ue750ac56a86566e3528abe2b51bffaac .postImageUrl , .ue750ac56a86566e3528abe2b51bffaac .focused content region { min-tallness: 80px; position: relative; } .ue750ac56a86566e3528abe2b51bffaac , .ue750ac56a86566e3528abe2b51bffaac:hover , .ue750ac56a86566e3528abe2b51bffaac:visited , .ue750ac56a86566e3528abe2b51bffaac:active { border:0!important; } .ue750ac56a86566e3528abe2b51bffaac .clearfix:after { content: ; show: table; clear: both; } .ue750ac56a86566e3528abe2b51bffaac { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; haziness: 1; progress: obscurity 250ms; webkit-change: murkiness 250ms; foundation shading: #95A5A6; } .ue750ac56a86566e3528abe2b51bffaac:active , .ue750ac56a86566e3528abe2b51bffaac:hover { mistiness: 1; change: darkness 250ms; webkit-progress: obscurity 250ms; foundation shading: #2C3E50; } .ue750ac56a86566e3528abe2b51bffaac .focused content zone { width: 100%; position: relative ; } .ue750ac56a86566e3528abe2b51bffaac .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; content beautification: underline; } .ue750ac56a86566e3528abe2b51bffaac .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .ue750ac56a86566e3528abe2b51bffaac .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; fringe span: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-stature: 26px; moz-outskirt sweep: 3px; content adjust: focus; content enhancement: none; content shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: outright; right: 0; top: 0; } .ue750ac56a86566e3528abe2b51bffaac:hover .ctaButton { foundation shading: #34495E!important; } .u e750ac56a86566e3528abe2b51bffaac .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .ue750ac56a86566e3528abe2b51bffaac-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .ue750ac56a86566e3528abe2b51bffaac:after { content: ; show: square; clear: both; } READ: Uncle Toms Cabin Argumentative Essay The raven is vital to the melancholic topic since it is regularly observed similar to a harbinger of death. Another conspicuous image is the bust of Pallas, the Goddess of Wisdom. This utilization is representative as it drives the storyteller to accept that the raven talks from knowledge. At the point when Poe composes, . ..particularly I recollect it was in the disheartening December.. ., he is delineating a more subtle (7). Both 12 PM and December represent conclusion, as 12 PM is the latest hour of the day and December is the latest month of the year. 12 PM and December additionally speak to the expectation of something new, a change to occur. Imagery can likewise be found in the assessment of the chamber. The chamber wherein the storyteller is situated is utilized to connote the dejection of the man, and the distress he feels from the loss of Lenore. The room is lavishly outfitted, and helps the storyteller to remember his lost love, which assists with making an impact of excellence in the sonnet. The storm outside is utilized to highlight the separation of the man, to show a sharp difference between the tranquility in the chamber and the stormy night. The explanation of language using the raven and its abstain is additionally used to deliver the melancholic tone in The Raven. In the sonnet it is significant that the responses to the inquiries are as of now known, to delineate oneself torment to which the storyteller perseveres. Redundancy of Nevermore blocks the speakers care in all activities, and perplexes him into a defrauded perspective. The ravens articulation of language, particularly the sole expression in the abstain is pivotal, for the trading of discussion would not progress without the persona having something to react to. The sonnet has a progression of back to back verses finishing with the line Quoth the Raven Nevermore, which serves to build up the unchangeable incomparability of the raven, and establishes the melancholic state of the man. Enunciation of Nevermore additionally stresses the highlights of the word itself, explicitly its significance. Through concentrating on the raven and its rough Nevermore, an impact is built up that features a desolate and discouraged perspective. An abstain is utilized all through Edgar Allan Poes The Raven, to underscore the creating tone of despairing. The hold back achieves this emphasis through its making of an attention to the unavoidable; understanding that the ravens reaction to any inquiries presented will be Nevermore, the character asks about his lost love, the uncommon amd brilliant lady whom the holy messengers name Lenore, maybe deliberately to encounter further torment and anguish (95). Through The Raven, Poe makes an individual, thoughtful hellfire abnormally hypnotizing and elegant to all. The Gothic tone of The Raven, as clarified by Poe in his paper entitled The Philosophy of Composition, has significantly impacted my own and probably different perusers comprehension of writing with respect to examining of the domains of franticness and despairing. Poes frequenting phonetic depictions, startling parallelism between his life and the sonnet, and disturbing yet intentional investigation of imagery and circumstance, brings the peruser into circles of craziness which on the double investigates the spirit and satisfies th e peruser. Words/Pages : 1,126/24

Blog Archive MBA News GMAT Scandal Growing

Blog Archive MBA News GMAT Scandal Growing The other day, we finished our blog post on the recent GMAT scandal (in which students accessed a website which had illegally obtained GMAT questions) with the line: “it is fair to write that this could be the beginning of an enduring saga.” Well, it seems that our words were prescient. On Friday evening, BusinessWeek reported (“GMAT Cheating Controversy Grows”) that GMAC’s initial estimates of one-thousand students being implicated has now been dwarfed by a more recent estimate, also from GMAC, of six-thousand. BusinessWeek stated that GMAC is studying Scoretop’s hard drives and that, “it vowed to cancel the scores of anyone who used the site to cheat on the exam, prohibit them from retaking the test, and notify the schools that received the tainted scores.” BusinessWeek then speculated: “That could mean rejection for applicants, expulsion for current students, and unspecified sanctions for graduates.” Unfortunately for nervous MBA candidates/students, the results of the investigation will not be known for weeks and different MBA programs may take different approaches in terms of how they deal with Scoretop clients. As we  wrote before, this saga is just beginning. Share ThisTweet Blogroll News

Leadership Essay - 2750 Words

Leadership (Term Paper Sample) Content: LEADERSHIPStudent Name:Course Code:Institution:Instructor:Date of Submission: LEADERSHIPThe values of effective leadership are critical to the success of any organization, since they are the driving force that keeps or brings in new organizational culture that leads to success. Best skills in managerial practices are sometimes not obvious and may go unnoticed until years later when the organization has become successful. A good example of this is the management systems of Jack Welch, former CEO of General Electric from 1981-2001 when he retired, having raised the valuation of the company from $12 billion to over $400 billion at his retirement. Even he himself admits that during his tenure, the only general practice he tried to maintain was that of ensuring that any good practices that were noticed in one division were quickly adopted in all other departments, something that seemed to work like magic for the company (Strohmeier, 1999). However, in todays world, a perso n within a managerial level does not have an excuse for not knowing their capabilities since there are self-assessment tools all over the internet. Getting to know such knowledge is important since it allows these leaders to home in on any successes made at becoming a good leader while eliminating or improving on the negatives. This paper will try to make self-assessment tests of the writer on various leadership skills and traits, including but not limited to; self-confidence, integrity, trust and factors such as my type of leadership style. The aim will be to provide an assessment of any improvements made from previous tests as well as to carry out comparisons with an admired leader. To carry out various self-assessment tests, online tools are going to be used. There are numerous self-assessment tests online for trying to measure ones self-confidence. A simple and more practical test can be found at scorelogix.com ( HYPERLINK "/testlogin.asp" /testlogin.asp ) where questions ar e asked on various aspects of the personality, then a discussion made on the answer provided. According to the website, my self-confidence has only slightly improved in various areas, such as the acceptance of making mistakes in public and being willing to face the challenge of correcting them. There are also limitations when it comes to dealing with commitments, breaking them often leading to unfulfilled self-goals. On a scale of 1-10, my score for the test lies at six, which is quite low for a person prospecting to become a great leader. Therefore, what does this mean to my leadership prospects? First, according to Bernard Bass et al. in their book The Bass Handbook of Leadership, self-confidence plays a major role in the methods employed by a leader, for example, the book states that if a supervisor has a high self-confidence, he is more likely to use rewards and promises to influence others. Nevertheless, if he has a low self-esteem, then he is more likely to use coercion (Bass et al, 2008, 189). The author also states that though high self-confidence is a good thing for a leader, it should not be extreme, something that Bass states could lead to an inflated and unrealistic evaluation of oneself. There are various ways of raising self-confidence. One of the commonly given options by various authors, including Richard Daft in The Leadership Experience, is becoming more optimistic (Daft, 2010). This means having a more positive outlook towards life in general and challenges specifically. An optimistic leader, Daft says, easily garners followers since his optimism confers hope to them. To improve this score there is also need for improvement in terms of self-esteem, which is the outlook one has towards his or herself. This includes feelings such as self-worth. Leadership traits, styles and skills refer to habits constantly practiced by people in power, some of which are natural while others are acquired, which give their leadership a particular edge to it and determines whether they are successful or not. Using mindtools.com for assessment on my leadership style, I have found that I have a score of 68 out of 90 on my leadership trait, style and skills effectiveness. This is a good score since it shows that I have the capacity to lead a team effectively. This score is obtained through answering eighteen questions that relate to different leadership styles and traits. Something of importance to note with regard to leadership traits and styles is that leadership is a multilevel phenomenon (Dubrin, 2001). Leadership usually involves the interaction between the leader and one person as well as the leader and a group. It also involves the interaction between the leader and internal as well as external environment. As Dubrin continues to state, leadership usually evolves from one level, which is the personal level, to a higher level, or the group communication level. Therefore, the author states that becoming a good leader entails becoming all rounded in all the fields required for dealing with both individuals as well as groups. Having good leadership skills also calls for being knowledgeable. One cannot have a leader who does not even know how to save an email to draft, or such basic skills, therefore depending on the organization, a good person who aims to become a good leader must have all firsthand knowledge in the organization. To improve on this 68 to get a greater score, I could take a few measures. Increasing good leadership means to increase decisiveness with how one deal with the staff. It also means honing in on my communication skills, since communication is the key to delivering (Kouzes Posner, 2010). It allows a leader to explain tasks to the staff while keeping both those lower and the administration informed on the projects within the organization (Kouzes Posner, 2010). Therefore, these three lines shall have to be improved upon to increase efficiency in leadership. Various professionals in the field have raised various leadership approaches over the years. These include situational leadership theory, the path-goal theory and the leader-member exchange theory. The situational leadership theory was raised by Hersey Blanchard in 1969 states that situations determine the type of leadership necessary for leading the team (Blanchard Zigarmi, 1985). This is the theory that also states that leaders are not born, but rather they are made by the situation (Guerrero Rowe, 2011). It also states that maturity plays a major role in the directing required to guide the team. Path-goal theory states that the needs of the staff underwrite the leadership style used (Guerrero Rowe, 2011). In lay terms, the goals set by the needs of the staff in terms of where they would like to be, as well as the task at hand determines the leadership used on them. The leader-member exchange theory focuses on the relationship between the two being dyadic, with a well placed relationship translating to better p erformance and decision influence. Amongst these three leadership approaches, as highlighted by the earlier tests carried out, the one most probable as my leadership trait is the situational leadership theory, since this theory requires a highly self-motivated set of subordinates. As earlier shown while looking into my leadership skills, styles and traits, it became clear that my personality supports being more in touch with activities at hand. Therefore, these skills would best benefit in a situational leadership style where the leader deals with the subordinates according to the leader. This leadership style also calls for a highly mature team that will allow the leader to delegate. As Manktelow of Mindtools.com states, there are four types of leadership styles within this approach, which include: Telling: this is where leaders tell subordinates what to do and how it is to be done. Selling: here the leader provides information on what is to be done but go further and sell their id ea to the team so as to get them on board. Participating: leaders in this group rely more on relationships with little directing, working directly with the team and sharing decision-making. Delegating: leaders in this instance simply pass down tasks to the subordinates and are less involved (Manktelow, internet source). Therefore, as the formulators of this theory, Hersey and Blanchard state, with this information it is easier to deal with this approach, working with the maturity of each group will determine which of the leadership traits above will be best. For improvement on the approach used, as Cohen in Heroic Leadership: Leading with Integrity and Honor states, the type of leadership approach utilized by a leader is very telling of that leaders weakness (Cohen, 2010). Therefore, the use of this leadership approach may be indicative of a weakness in terms of dealing with all situations as a leader. To improve on this, self-confidence is the key to overcoming fear of failure in f acing challenges. Again, as Cohen testifies, gaining self-confidence leads to attaining more responsibilities (Cohen, 2010), this loosely translates to attaining a higher leadership position. Apart from the leadership approaches above mentioned, there are also other approaches to leadership including team leadership, collaborative leadership, participatory leadership and transformational leadership. Team leadership most of the times also refer to leadership. However, it is used in reference to a particular team leader, which is because it requires particular sets of principles in leading teams such as behavioral flexibility, great team-problem solving skills and the use of discretion when dealing with personal issues (Guerrero Rowe, 2011). Collaborative leadership also deals with a more complex web of people, rather than just corporate subordinates, and is a form of leadership c... Leadership Essay - 2750 Words Leadership (Term Paper Sample) Content: LEADERSHIPStudent Name:Course Code:Institution:Instructor:Date of Submission: LEADERSHIPThe values of effective leadership are critical to the success of any organization, since they are the driving force that keeps or brings in new organizational culture that leads to success. Best skills in managerial practices are sometimes not obvious and may go unnoticed until years later when the organization has become successful. A good example of this is the management systems of Jack Welch, former CEO of General Electric from 1981-2001 when he retired, having raised the valuation of the company from $12 billion to over $400 billion at his retirement. Even he himself admits that during his tenure, the only general practice he tried to maintain was that of ensuring that any good practices that were noticed in one division were quickly adopted in all other departments, something that seemed to work like magic for the company (Strohmeier, 1999). However, in todays world, a perso n within a managerial level does not have an excuse for not knowing their capabilities since there are self-assessment tools all over the internet. Getting to know such knowledge is important since it allows these leaders to home in on any successes made at becoming a good leader while eliminating or improving on the negatives. This paper will try to make self-assessment tests of the writer on various leadership skills and traits, including but not limited to; self-confidence, integrity, trust and factors such as my type of leadership style. The aim will be to provide an assessment of any improvements made from previous tests as well as to carry out comparisons with an admired leader. To carry out various self-assessment tests, online tools are going to be used. There are numerous self-assessment tests online for trying to measure ones self-confidence. A simple and more practical test can be found at scorelogix.com ( HYPERLINK "/testlogin.asp" /testlogin.asp ) where questions ar e asked on various aspects of the personality, then a discussion made on the answer provided. According to the website, my self-confidence has only slightly improved in various areas, such as the acceptance of making mistakes in public and being willing to face the challenge of correcting them. There are also limitations when it comes to dealing with commitments, breaking them often leading to unfulfilled self-goals. On a scale of 1-10, my score for the test lies at six, which is quite low for a person prospecting to become a great leader. Therefore, what does this mean to my leadership prospects? First, according to Bernard Bass et al. in their book The Bass Handbook of Leadership, self-confidence plays a major role in the methods employed by a leader, for example, the book states that if a supervisor has a high self-confidence, he is more likely to use rewards and promises to influence others. Nevertheless, if he has a low self-esteem, then he is more likely to use coercion (Bass et al, 2008, 189). The author also states that though high self-confidence is a good thing for a leader, it should not be extreme, something that Bass states could lead to an inflated and unrealistic evaluation of oneself. There are various ways of raising self-confidence. One of the commonly given options by various authors, including Richard Daft in The Leadership Experience, is becoming more optimistic (Daft, 2010). This means having a more positive outlook towards life in general and challenges specifically. An optimistic leader, Daft says, easily garners followers since his optimism confers hope to them. To improve this score there is also need for improvement in terms of self-esteem, which is the outlook one has towards his or herself. This includes feelings such as self-worth. Leadership traits, styles and skills refer to habits constantly practiced by people in power, some of which are natural while others are acquired, which give their leadership a particular edge to it and determines whether they are successful or not. Using mindtools.com for assessment on my leadership style, I have found that I have a score of 68 out of 90 on my leadership trait, style and skills effectiveness. This is a good score since it shows that I have the capacity to lead a team effectively. This score is obtained through answering eighteen questions that relate to different leadership styles and traits. Something of importance to note with regard to leadership traits and styles is that leadership is a multilevel phenomenon (Dubrin, 2001). Leadership usually involves the interaction between the leader and one person as well as the leader and a group. It also involves the interaction between the leader and internal as well as external environment. As Dubrin continues to state, leadership usually evolves from one level, which is the personal level, to a higher level, or the group communication level. Therefore, the author states that becoming a good leader entails becoming all rounded in all the fields required for dealing with both individuals as well as groups. Having good leadership skills also calls for being knowledgeable. One cannot have a leader who does not even know how to save an email to draft, or such basic skills, therefore depending on the organization, a good person who aims to become a good leader must have all firsthand knowledge in the organization. To improve on this 68 to get a greater score, I could take a few measures. Increasing good leadership means to increase decisiveness with how one deal with the staff. It also means honing in on my communication skills, since communication is the key to delivering (Kouzes Posner, 2010). It allows a leader to explain tasks to the staff while keeping both those lower and the administration informed on the projects within the organization (Kouzes Posner, 2010). Therefore, these three lines shall have to be improved upon to increase efficiency in leadership. Various professionals in the field have raised various leadership approaches over the years. These include situational leadership theory, the path-goal theory and the leader-member exchange theory. The situational leadership theory was raised by Hersey Blanchard in 1969 states that situations determine the type of leadership necessary for leading the team (Blanchard Zigarmi, 1985). This is the theory that also states that leaders are not born, but rather they are made by the situation (Guerrero Rowe, 2011). It also states that maturity plays a major role in the directing required to guide the team. Path-goal theory states that the needs of the staff underwrite the leadership style used (Guerrero Rowe, 2011). In lay terms, the goals set by the needs of the staff in terms of where they would like to be, as well as the task at hand determines the leadership used on them. The leader-member exchange theory focuses on the relationship between the two being dyadic, with a well placed relationship translating to better p erformance and decision influence. Amongst these three leadership approaches, as highlighted by the earlier tests carried out, the one most probable as my leadership trait is the situational leadership theory, since this theory requires a highly self-motivated set of subordinates. As earlier shown while looking into my leadership skills, styles and traits, it became clear that my personality supports being more in touch with activities at hand. Therefore, these skills would best benefit in a situational leadership style where the leader deals with the subordinates according to the leader. This leadership style also calls for a highly mature team that will allow the leader to delegate. As Manktelow of Mindtools.com states, there are four types of leadership styles within this approach, which include: Telling: this is where leaders tell subordinates what to do and how it is to be done. Selling: here the leader provides information on what is to be done but go further and sell their id ea to the team so as to get them on board. Participating: leaders in this group rely more on relationships with little directing, working directly with the team and sharing decision-making. Delegating: leaders in this instance simply pass down tasks to the subordinates and are less involved (Manktelow, internet source). Therefore, as the formulators of this theory, Hersey and Blanchard state, with this information it is easier to deal with this approach, working with the maturity of each group will determine which of the leadership traits above will be best. For improvement on the approach used, as Cohen in Heroic Leadership: Leading with Integrity and Honor states, the type of leadership approach utilized by a leader is very telling of that leaders weakness (Cohen, 2010). Therefore, the use of this leadership approach may be indicative of a weakness in terms of dealing with all situations as a leader. To improve on this, self-confidence is the key to overcoming fear of failure in f acing challenges. Again, as Cohen testifies, gaining self-confidence leads to attaining more responsibilities (Cohen, 2010), this loosely translates to attaining a higher leadership position. Apart from the leadership approaches above mentioned, there are also other approaches to leadership including team leadership, collaborative leadership, participatory leadership and transformational leadership. Team leadership most of the times also refer to leadership. However, it is used in reference to a particular team leader, which is because it requires particular sets of principles in leading teams such as behavioral flexibility, great team-problem solving skills and the use of discretion when dealing with personal issues (Guerrero Rowe, 2011). Collaborative leadership also deals with a more complex web of people, rather than just corporate subordinates, and is a form of leadership c...

The Leadership Of A 21st - 871 Words

1. Introduction Influencing an organised group to achieve desired outcomes has been defined as leadership, (Hughes, Ginnett Curphy 2015) whereas Northouse (2015) describes it as being complex with many dimensions, with some seeing it as a trait or an ability, whilst others consider it a skill or behaviour, with it also considered a relationship or process. In reality leadership most likely includes aspects of all dimensions, with each dimension explaining a different characteristic of leadership (Volckmann 2012). Leadership can be many things and has been summed up as: (L)eadership is great men and women with certain preferred traits influencing followers to do what the leaders wish, in order to achieve group or organisational goals that reflect excellence defined as some kind of higher order effectiveness (Rost cited in Volckmann 2012). Volckmann (2012) as an alternative defines leadership as an influence relationship between leaders and followers with an intent to achieve change that reflects their mutual purpose. The purpose of this report is to evaluate and analyse the leadership of a 21st century leader in a not-for-profit-organisation. Concluding with recommendations on how to improve the leadership and make a stronger impact on the followers and the situation. 2. Background and context Elizabeth Montgomery (EM) was engaged by Central Highlands Community Legal Centre (CHCLC) as a Community Legal Education Officer (CLEO) in 2005; between 2005 and 2010 there were aShow MoreRelated21st Century Leadership1633 Words   |  7 PagesThe intent of this paper is to review some of the qualities and traits of leadership that will be critical as American society continues into the 21st century. The focus of this paper will be on societal leadership, specifically, the political leadership of the United States. 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Cnidarians Facts Corals, Jellyfish, and Sea Anemones

The Cnidaria (Cnidaria spp.) is the phylum of animals that contains corals, jellyfish (sea jellies), sea anemones, sea pens, and hydrozoans. Cnidarian species are found throughout the world and are quite diverse, but they share many similar characteristics. When damaged, some cnidarians can regenerate their body parts, making them effectively immortal. Fast Facts: Cnidarians Scientific Name: CnidariaCommon Name(s): Coelenterates, corals, jellyfish, sea anemones, sea pens, hydrozoansBasic Animal Group: InvertebrateSize: 3/4 of an inch to 6.5 feet in diameter; up to 250 feet longWeight: Up to 440 poundsLifespan: A few days to more than 4,000 yearsDiet:  CarnivoreHabitat: Found in all the worlds oceansConservation Status: Some species are listed as threatened Description There are two types of cnidarians, called polypoid and medusoid. Polypoid cnidarians have tentacles and a mouth that face up (think of an anemone or coral). These animals are attached to a substrate or colony of other animals. Medusoid types are those like jellyfish—the body or bell is on top and tentacles and mouth hang down. Despite their diversity, cnidarians share several basic characteristics: Radially Symmetrical: Cnidarian body parts are arranged around a central point.Two Layers of Cells: Cnidarians have an epidermis, or outer layer, and a gastrodermis (also called the endodermis), which lines the gut. Separating the two layers is a jelly-like substance called the mesoglea, which is most visually apparent in jellyfish.Digestive Cavity (The Coelenteron): The coelenteron contains their stomach, gullet, and intestines; it has one opening, which serves as both the mouth and anus, so cnidarians eat and expel waste from the same location.Stinging Cells: Cnidarians have stinging cells, called cnidocytes, which are used for feeding and defense. The cnidocyte contains a nematocyst, which is a stinging structure made up of a hollow thread that has barbs inside. The smallest Cnidaria is the Hydra, which measures under 3/4 of an inch; the largest is the lions mane jellyfish which has a bell that can measure more than 6.5 feet in diameter; including its tentacles. it can exceed 250 feet long.  Ã‚   Dania Chesham/Getty Images   Species The Cnidaria phylum is made up of several classes of invertebrates: Anthozoa (sea anemones, corals);Cubozoa (box jellyfish);Hydrozoa (hydrozoans, also known as hydromedusae or hydroids);Scyphozoa or Scyphomedusae (jellyfish); and theStaurozoa (stalked jellyfish). Habitat and Distribution With thousands of species, cnidarians are diverse in their habitat and are distributed in all the worlds oceans, in polar, temperate, and tropical waters. They are found in a variety of water depths and closeness to shore depending on the species, and they may live anywhere from shallow, coastal habitats to the deep sea. Diet and Behavior Cnidarians are carnivores and use their tentacles to feed on plankton and other small organisms in the water. They fish using their stinging cells: when a trigger at the end of the cnidocyte is activated, the thread unfurls outward, turning inside out, and then the thread wraps around or stabs into the tissue of the prey, injecting a toxin. Some cnidarians, such as corals, are inhabited by algae (e.g., zooxanthellae), which undergo photosynthesis, a process that provides carbon to the host cnidarian. As a group, the Cnidarians have the ability to reorganize and regenerate their bodies, which somewhat controversially suggests they may be essentially immortal. The oldest cnidaria is arguably corals in a reef, which have been known to live as a single sheet for more than 4,000 years. In contrast, some polyp types only live 4–8 days.   Reproduction and Offspring Different cnidarians reproduce in different ways. Cnidarians can reproduce asexually by budding (another organism grows off the main organism, such as in anemones), or sexually, in which spawning occurs. Male and female organisms release sperm and eggs into the water column, and free-swimming larvae are produced. Cnidarian life cycles are complex and vary within the classes. The archetypal life cycle of a cnidarian begins as a holoplankton (free-swimming larvae), then develops into a sessile polyp stage, a hollow, cylinder-shaped tube with a mouth at the top surrounded by tentacles. Polyps are attached to the seabed, and, at some point, the polyps bud off into a free-swimming, open-water medusa stage. However, some of the species in the different classes are always polyps as adults such as coral reefs, some are always medusas such as jellyfish. Some (the Ctenophores) always remain holoplanktonic. Pete Atkinson/Getty Images Conservation Status Cnidarians such as jellyfish are likely to be tolerant of climate change—in fact, some are even thriving and ominously taking over the habitats of other lifeforms—but corals (such Acropora spp) are listed as threatened by ocean acidification and environmental damage, according to the International Union for Conservation of Nature (IUCN). Cnidarians and Humans There are many ways cnidarians may interact with humans: They may be sought-after in recreational activities, such as  scuba  divers going to reefs to look at corals. Swimmers and divers may also need to beware of certain cnidarians because of their powerful stings. Not all cnidarians have stings that are painful to humans, but some do, and some may even be fatal. Some cnidarians, such as jellyfish, are even eaten. Different cnidarian species may also be collected for trade for aquariums and  jewelry. Sources Coulombe, Deborah A. 1984. The Seaside Naturalist. Simon Schuster.Fautin, Daphne G. and Sandra L. Romano. 1997. Cnidaria. Sea anemones, corals, jellyfish, sea pens, hydra. Version 24 April 1997. The Tree of Life Web Project, http://tolweb.org/. Listed Animals. Environmental Conservation Online System, U.S. Fish and Wildlife Service.Petralia, Ronald S., Mark P. Mattson, and Pamela J. Yao. Aging and Longevity in the Simplest Animals and the Quest for Immortality. Ageing Research Reviews 16 (2014): 66-82. Print.Richardson, Anthony J., et al. The Jellyfish Joyride: Causes, Consequences and Management Responses to a More Gelatinous Future. Trends in Ecology Evolution 24.6 (2009): 312–22. Print.Tillman, Patricia, and Dan Siemann. Climate Change Effects and Adaptation Approaches in Marine and Coastal Ecosystems of the North Pacific Landscape Cooperative Region: National Wildlife Association, 2011. Print.University of California Museum of Paleontology. Cnidaria.

Compartir Conjugation in Spanish, Translation, Examples

The Spanish verb compartir  means to share. It is a regular  -ir  verb like  vivir  and  escribir.  Ã‚   The tables below include  compartir  conjugations in the indicative mood (present, preterite, imperfect, future, periphrastic future, and conditional), subjunctive mood (present and past), and imperative mood, as well as other verb forms such as the present and past participles. Compartir Present Indicative Yo comparto I share Yo comparto la comida con mi amiga. T compartes You share T compartes tu habitacin con tu hermano. Usted/l/ella comparte You/he/she shares Ella comparte el carro con su esposo. Nosotros compartimos We share Nosotros compartimos el almuerzo. Vosotros comparts You share Vosotros comparts la ropa. Ustedes/ellos/ellas comparten You/they share Ellos comparten las responsabilidades. Compartir Preterite  Indicative The preterite tense is used to talk about actions that were completed  in the past. It can be translated as the English simple past tense. Yo compart I shared Yo compart la comida con mi amiga. T compartiste You shared T compartiste tu habitacin con tu hermano. Usted/l/ella comparti You/he/she shared Ella comparti el carro con su esposo. Nosotros compartimos We shared Nosotros compartimos el almuerzo. Vosotros compartisteis You shared Vosotros compartisteis la ropa. Ustedes/ellos/ellas compartieron You/they shared Ellos compartieron las responsabilidades. Compartir Imperfect  Indicative The imperfect tense is used to talk about ongoing or habitual actions in the past. It can be translated to English as was sharing or used to share. Yo comparta I used to share Yo comparta la comida con mi amiga. T compartas You used to share T compartas tu habitacin con tu hermano. Usted/l/ella comparta You/he/she used to share Ella comparta el carro con su esposo. Nosotros compartamos We used to share Nosotros compartamos el almuerzo. Vosotros compartais You used to share Vosotros compartais la ropa. Ustedes/ellos/ellas compartan You/they used to share Ellos compartan las responsabilidades. Compartir Future  Indicative Yo compartir I will share Yo compartir la comida con mi amiga. T compartirs You will share T compartirs tu habitacin con tu hermano. Usted/l/ella compartir You/he/she will share Ella compartir el carro con su esposo. Nosotros compartiremos We will share Nosotros compartiremos el almuerzo. Vosotros compartiris You will share Vosotros compartiris la ropa. Ustedes/ellos/ellas compartirn You/they will share Ellos compartirn las responsabilidades. Compartir Periphrastic Future  Indicative The periphrastic future tense is formed with the present indicative conjugation of the verb  ir  (to go) followed by the preposition  a,  and then the infinitive of the verb. Yo voy a compartir I am going to share Yo voy a compartir la comida con mi amiga. T vas a compartir You are going to share T vas a compartir tu habitacin con tu hermano. Usted/l/ella va a compartir You/he/she is going to share Ella va a compartir el carro con su esposo. Nosotros vamos a compartir We are going to share Nosotros vamos a compartir el almuerzo. Vosotros vais a compartir You are going to share Vosotros vais a compartir la ropa. Ustedes/ellos/ellas van a compartir You/they are going to share Ellos van a compartir las responsabilidades. Compartir Conditional  Indicative Yo compartira I would share Yo compartira la comida con mi amiga. T compartiras You would share T compartiras tu habitacin con tu hermano. Usted/l/ella compartira You/he/she would share Ella compartira el carro con su esposo. Nosotros compartiramos We would share Nosotros compartiramos el almuerzo. Vosotros compartirais You would share Vosotros compartirais la ropa. Ustedes/ellos/ellas compartiran You/they would share Ellos compartiran las responsabilidades. Compartir Present Progressive/Gerund Form The present progressive tense is formed with the  present tense conjugation of the verb estar, followed by the  present participle (gerundio  in Spanish). To form the present participle for -ir verbs, you need to add the ending  -iendo. Present Progressive of  Compartir està ¡ compartiendo  She is sharing Ella està ¡ compartiendo  el carro con su esposo. Compartir Past Participle To form the past participle of -ir verbs, you need to add the ending -ido. The past participle can be used to form compound tenses such as the present perfect.   Present Perfect of  Compartir   ha compartido she has shared   Ella ha compartido el carro con su esposo.   Compartir Present Subjunctive The subjunctive mood is used when a sentence has two different clauses—a main clause and a subordinate clause—where each clause has a different subject. The subjunctive mood is used in the subordinate clause.  To conjugate the subjunctive form, start with the first person singular (yo) present indicative conjugation, drop the ending, and add the subjunctive ending, which for -er and -ir verbs are a, as, a, amos, à ¡is, an. Que yo comparta That I share Hctor quiere que yo comparta la comida con mi amiga. Que t compartas That you share Pap quiere que t compartas tu habitacin con tu hermano. Que usted/l/ella comparta That you/he/she share Liliana quiere que ella comparta el carro con su esposo. Que nosotros compartamos That we share Lisette quiere que nosotros compartamos el almuerzo. Que vosotros compartis That you share Denise quiere que vosotros compartis la ropa. Que ustedes/ellos/ellas compartan That you/they share Mam quiere que ellos compartan las responsabilidades. Compartir Imperfect  Subjunctive There are two forms of the imperfect subjunctive. They are both equally valid. Option 1 Que yo compartiera That I shared Hctor quera que yo compartiera la comida con mi amiga. Que t compartieras That you shared Pap quera que t compartieras tu habitacin con tu hermano. Que usted/l/ella compartiera That you/he/she shared Liliana quera que ella compartiera el carro con su esposo. Que nosotros compartiramos That we shared Lisette quera que nosotros compartiramos el almuerzo. Que vosotros compartierais That you shared Denise quera que vosotros compartierais la ropa. Que ustedes/ellos/ellas compartieran That you/they shared Mam quera que ellos compartieran las responsabilidades. Option 2 Que yo compartiese That I shared Hctor quera que yo compartiese la comida con mi amiga. Que t compartieses That you shared Pap quera que t compartieses tu habitacin con tu hermano. Que usted/l/ella compartiese That you/he/she shared Liliana quera que ella compartiese el carro con su esposo. Que nosotros compartisemos That we shared Lisette quera que nosotros compartisemos el almuerzo. Que vosotros compartieseis That you shared Denise quera que vosotros compartieseis la ropa. Que ustedes/ellos/ellas compartiese That you/they shared Mam quera que ellos compartiesen las responsabilidades. Compartir Imperative   The imperative mood is used to give direct commands. There are both positive and negative commands, and they have slightly different forms. Remember that there are no imperative forms for  yo,  Ãƒ ©l/ella, or ellos/ellas.   Positive Commands T comparte Share! Comparte tu habitacin con tu hermano! Usted comparta Share! Comparta el carro con su esposo! Nosotros compartamos Lets share! Compartamos el almuerzo! Vosotros compartid Share! Compartid la ropa! Ustedes compartan Share! Compartan las responsabilidades! Negative Commands T no compartas Dont share! No compartas tu habitacin con tu hermano! Usted no comparta Dont share! No comparta el carro con su esposo! Nosotros no compartamos Lets not share! No compartamos el almuerzo! Vosotros no compartis Dont share! No compartis la ropa! Ustedes no compartan Dont share! No compartan las responsabilidades!

Leadership Behavior, Team Effectiveness And Conflict...

Introduction Due to the inception of the study on leadership behavior, team effectiveness and conflict management skills, leaders now have valuable resources available at their fingertips to determine what need be done to create a high-performing team. Unfortunately, often times, leaders miss the point and find themselves with teams ridden in conflict and become stuck, leading to organizational ineffectiveness (Gostick Elton, 2012). Since the workplace today consists of an ever changing, instantaneous environment, it is important that leaders ensure their capability to deal with conflict. As such, the following will discuss research found on leading teams through conflict, including (a) diversity conflict amongst teams; (b) managing†¦show more content†¦Diversity Conflict Due to technological advances, teams have found themselves in a much better place, collaboration-wise, than ever before. Meetings can now be held online, anytime, almost anywhere (Berrey, 2010). Addit ionally, the members of teams have become different, too. There are many more different cultures working together than ever before, including those from different countries that speak numerous languages. Because of all these differences, conflict can occur at any time. It is important leaders and team members learn to deal with these differences and conflicts accordingly in order to maintain or create a high-performing team (Woehr, Arciniega Poling, 2013). Cultural Conflict Common sense tells us that different people with different backgrounds and different perspectives are needed in the workplace; these differences increase team creativity (Stahl Maznevski, 2011). Unfortunately, this creativity can only occur if all the people on the team are on the same page. Often times, with the cultural differences, members will find themselves involved in some sort of conflict (Stahl Maznevski, 2011). An important part of culture is the way in which people, or in this case, members of the team, identify within a group (Stahl Maznevski, 2011). Individualist Cultures are oriented around self and independence, instead of a group mentality; personal goals are valued

Kudler Fine Foods Database Analysis Essay - 1763 Words

Kudler Fine Foods Database Analysis Overview Kudler Fines Foods is a rapidly growing small business located in Southern California. Founded in 1998, Kudler specializes in providing quality gourmet foods to a wide range of customers. When Kudler opened its first store back in 1998, Microsoft Access was chosen as the database platform used to track inventory, orders and customers. While this initially proved to be an adequate solution, it has since outgrown its usefulness. Now with three stores and a fourth due to open soon, a new database management system must be put into place. One of the most detrimental problems with the Microsoft Access database is that it is limited to a file size of only two gigabytes. While this may†¦show more content†¦The Inventory table contains the components that make up an Item. It is used for managing inventory and determining the availability of ingredients that go into prepared items, such as bakery products, etc. Each record in the inventory table is linked to the Item table by the item_id and to the Supplier’s table by the supplier_id. The Item table stores information pertaining to products that may appear on an order. It describes goods that can be purchased from a Store. The Item table is linked to the Inventory table by way of the item_id and to the Order Line table by the item_id field. The Order table is used to record information pertinent to each order placed with a given store. Each order will have one or more entries in the Order Line table associated with it. The Order table is linked to the Order Line table by the store_code and the order_id. It also links to the Customer table via the customer_id field. The Order Line table contains details on items appearing on an order. One or more order lines are associated with each order and each order line references an item being purchased with its description, quantity, price, etc. The Order Line table is linked with the Order table by the order_id and the store_code. It also links to the Item table by the item_id. The Store table retains data for each store location, such as name, address, phone numbers, emergency contacts, etc. TheShow MoreRelatedBsa 310 Kudler Frequent Shopper Program1557 Words   |  7 PagesKudler Fine Foods is a much renowned food store, established at the different locations in California. The main focus of the store is to have ‘profit maximization’ by providing quality products at appropriate prices, in comparison of the competitors. The firm also wants to satisfy its clientele. Through this objective, the store wants to acquire major expansion. It currently wishes to enlarge its services by attaining perfection in the in the operational activities. 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Cohesiveness and Organizational Support †Free Samples to Students

Question: Discuss about the Cohesiveness and Organizational Support. Answer: Introduction Human Resource Management, often abbreviated as, HRM, refers to the management of the human resources. It is designed by the department of HR, in order to maximize the performance of the employees in accordance with the organizations strategic objectives. Its primary objectives are managing the people of the organizations, by focusing on its policies and systems. It is responsible for designing the employee benefits, recruitment, development, training, rewarding and performance appraisals (Al Ariss, Cascio Paauwe, 2014). The report highlights the Expatriate performance of the multinational organizations and how international organizations manage this effectively. Expatriate performance management is practiced in multinational enterprises. There is no such prevalent form, existing for the expatriate performance management. It is strongly influenced by the parent organizations culture. The expatriate performance management consists of seven major activities; linkage to the strategy of the organization, setting of the behavior of individual performance, identifying the variables which is impactful for the performances, appraising the employees performance, providing the employees with regular feedback regarding their performances and the progress towards the organizational goals, providing them with opportunities for growth and improvement and lastly linking of the results with that of rewards (Andresen, Al Ariss Walther, 2012). The report throws light on how the international organizations manage their expatriate performances effectively and efficiently. In addition to this, it includes literature review of the performance management of international employees along with the cross cultural context. Moreover, it discusses about the cultural adjustment, performance criteria and performance feedback. Performance management of International employees The human resource department of any organization must work with their managers, who are responsible for the welfare of the expatriate employees. Together, they must work on the development of critical and professional profile of each and every employee, who all are assigned for an assignment of international domain. The expatriate performance management consists of seven major activities; linkage to the strategy of the organization, setting of the behavior of individual performance, identifying the variables which is impactful for the performances, appraising the employees performance, providing the employees with regular feedback regarding their performances and the progress towards the organizational goals, providing them with opportunities for growth and improvement and lastly linking of the results with that of rewards (Andresen, Bergdolt Dickmann, 2014). The management of the expatriate profile must clearly outline the facts of the companys expectations as well as their productivity standards, which will enhance their profitability and the operations efficiency. Managing expatriate performance is an important part of any corporate strategy. Moreover, it helps in serving several goals of the organization. It also helps in identifying the international employees who have high potential and proves to be beneficial for the company. It facilitates the equitability of reward performance and also segregates the employee needs and demands for the development (Andresen, Bergdolt Margenfeld, 2012). An organization greatly suffers when international projects fail to live up the organizations expectations. It is extremely costly for the image of the organization and its reputation. Companies must emphasize on their importance of appropriate selection of the staff members or the associates for international projects or assignments. A detailed and consistent assessment of the expatriate employees performance and their appraisal for the operations, is very critical for an international projects success (Armstrong Taylor, 2014). The failure or success of the company totally depends on how the employees are working together for the achievement of international assignments. Several issues like the timing and criteria of the performance reviews, the employees raises as well as bonuses are to be discussed accordingly and agreed before the selection and placing of the employees for the assignments takes place. However, appraising the expatriate employees performance is as important as th at of the domestic employees assignments (Awais Bhatti, Mohamed Battour Rageh Ismail, 2013). Each and every international assignment is unique and different in its own self. A common rule for appraising the expatriate workers is that each and every international office must use a unique and different system of appraisals. Employers must keep a check on the system of the appraisals and must not agree on taking a performance appraisal system which was designed for the appraisal of domestic employees. It is the duty of the company to set up different and unique appraisal systems for the international or expatriate employees (Beardwell Thompson, 2014). It should be modified in accordance with the expatriate employees performances based on several criteria, like the environment, task factor as well as personality factors. The company must understand the policies and take under consideration while the assessment of expatriate employees performances takes place. The human resource department of the organization should discuss with the performance managers and outline their apprais als accordingly (Awais Bhatti, Mohamed Battour Rageh Ismail, 2013). Variables impacting the expatriate performance The compensation package: The main focus of the international programs of compensation is to provide the international employees with sufficient amount of wages in order to keep them at a good financial level, at the point of their international projects. They must not lose their ground economically. The compensation package must include the normal salary, in addition to the benefits being offered in the employees home countries. For expatriate employees, the base salary is the primary allowance packages, which includes foreign premium services, living cost allowances, utility and housing allowances, in service benefits as well as pension contributions. It may be paid in local or home currency or in dollar, pound and others (Bratton Gold, 2012). Headquarter Support: The headquarters support is a very important factor. It should extend from the individual expatriate employee to his/her family members. The external context acts as an important determinant for the expatriate employees performances. The contexts differ on the basis of societal, economical, legal, technical, operational and physical factors. Headquarters support plays a bigger role in the expatriates performances. If the expatriate performance is not managed carefully then it may hamper the progress. Employees may suffer from sleep disturbances, anxiety, stress, health disorders and others. Therefore, it is to be taken care and headquarters must fully support in order to enhance their performance levels (Cerdin Brewster, 2014). Cultural Adjustment:Expatriates performances are mediated by the adoption of cross cultural factors. Managers of any organization must be aware of certain skills which are necessary for creating and maintaining a successful and diverse workforce. Firstly, they must take care that none of its employees are facing discrimination and stereotyping. Managers must be aware of its consequences. They must be able to recognize their own cultural prejudices and biasness so that they can work on it. They must change the organizations working procedure when it is necessary. Organizations must be aware of all the tactics to manage workplace diversity in order to have a successful and bright future. They must provide their employees with diversity trainings (Chang, Gong Peng, 2012). Cross cultural context for expatriate performance management Effectiveness of team work completely depends on the way the team members are working in order to achieve a common organizational goal. Efficient team members maintain peace and harmony, while working. Generally, it doesnt happen by accident. Excessive amount of hard work, cooperation, struggle and commitment results into a better team, which is the key to success. A team is only productive when it is committed to a specific goal and the members are able to complete the goal by using their own resources (Collings, 2014). When a team is introduced to the goal, all the team members should come forward and work as an individual unit in order to finish the task. Each and every membershould equally participate in the given task and share their efforts in order to get good results as it is essential for the teams success. Moreover, diverse workforce can be regarded as a reflection of changing marketplace and the world. Cultural diversity helps in introducing high values to the work. Respec ting the differences of every individual proves to be beneficial, which helps in creating competitiveness and increasing the work productivity as well (Deresky, 2017). Quests for the global presence and globalization have led to the expansion of the multinational corporations, into more new market segments with higher returns. The expansion of the markets has led to the increased competition of the talented workers. It has driven employment of increased number of expatriate employees or workers to manage the overseas operations of the businesses. Literature reviews show that the poor performances of job can be a result of poor cross cultural adjustments in the foreign locations. It is therefore, important to ensure that all the corporations are appointing capable candidates or workers for the overseas projects, so that it helps in bringing in a good investment for the multinational organizations (Ghauri Park, 2012). However, due to economic and political situations improvements in Africa and other countries, international corporations view these places as a total new and emerging markets for managing the business operations. Research on these, as such adjustments of expatriate performances, has been taking place for the last two or three decades. Managing cross cultural factors is important as it assists the human resource professionals to plan and implement appropriate programs for the expatriate employees. It also helps to bridge the gaps between the countries and emerging nations. It also contributes to the better understanding of human beings (Harris, 2012). A company with diverse collection of experiences and skills for example; cultural understanding, languages, ethnicity and more, is able to provide services to the customers globally. It helps in enhancing the companys service range, which is beneficial for them. A diverse group of workforce, which feels free to communicate, can provide a wide range of experiences, points of view and skills. It helps the organization to meet the needs of customers and business strategies more adequately. Multinational companies, which encourage diverse workforce, can be an inspiration to all of its associates and encourage them to perform to their best (Hendry, 2012). More effective execution and implementation of business strategies is possible, which in turn results in profitability, return of investment and profit. However, implementing diversity in the policies of the workplace can prove to be a challenge to all the diversity advocates. Based on the results of employees research data and assessmen ts, they must implement and build a strategy to maximize the diversity effects in the organizations workplace. Only diversity training is not enough for the diversity management plan of the organization. Several strategies must be there and it should be implemented to create diversity culture that permeates each and every function and department of the organization (Jehanzeb, Rasheed Rasheed, 2013). Performance Appraisal of international employees Performance appraisal for the international employees is some strategic process which is taken care by the human resource managers of the company. It enables the MNCs or multinational corporations to improve or evaluate the employees continuously. It also takes care of the subsidiary units for its improvement as well as the corporate performances and preset objectives. Effective management helps in creating a system of incentives which ensures the international workers as well as the overseas subsidiaries to work in accordance with the interests of the home company. International performance appraisals are complex because of the asymmetrical information and incongruence of the goals, between parent or home company with its subsidiaries (Jiang et al., 2012). There are various approaches to the international performance appraisals for the multinational companies to choose, and the approaches are mainly affected by the firm specific and host contextual factors. However, the importance o f the international performance appraisals has worldwide recognition and most of the multinational corporations have effectively managed it. It helps in determining the achievement and ability of the workers along with reasonable consistency and accuracy. Moreover, it helps in the identification of the so called obstacles in the path of the top performances (Kersiene Savaneviciene, 2015). The criteria in order to assess the performances of the expatriate workers must be clear, practical, reliable and relevant as well as meaningful. The performance criteria must be based on the workers traits and work profile. The company should focus on his/her quality of work and performances. Moreover, his/her behavior, that is, how he/she behaves in the company, must be taken into account. The performance criteria also depend on the way the worker is treating his/her colleagues or work friends. A companys success depends on its capability in embracing diversity and realizing its benefits (Kraimer, BolinoMead, 2016). The organizations which are able to handle actively multiple issues related to diversity can progress on a long run. It increases adaptability as employees with various backgrounds bring in individual experiences and talents, giving new ideas and sharing different views which help in adapting to customer demands and fluctuating markets. The multinational companies must be able to establish the performance standards of the employees by encouraging them on a daily basis. They must communicate their working standards to the employees to increase their level of performance. Moreover, daily report of the expatriate workers performance must be kept in record and observed by the human resource managers (McEvoy Buller, 2013). However, establishing the performance criteria can be a difficult task altogether. This is due to the major differences in the equitable standards of productivity and international environments, which are applicable for the servicing and manufacturing of subsidiaries of foreign companies. Performance feedbacks and criteria are being best established by combining norms and values of each and every local environment with home offices standards of performances (McNulty, 2013). Individual profile of the countries must be developed and they should take the foreign environment of subsidiaries into account. This particular profile must be used in order to review certain factors which may have an impactful effect on the performances of expatriate employees. Such factors are language, politics, culture, labor relations, government, control, economy and communication. Once these factors affecting the performances of expatriate employees are determined, the message must be circulated among the subsidiaries of the multinational organizations and feedback must be generated on the basis of that (McNulty, De Cieri Hutchings, 2013). Critical and professional profiles of each and every expatriate worker must be compared against the other employees within the country cluster in order to ensure that the performance is properly measured and reviewed. In fact, these criteria are useful for providing the workers with the feedback regarding their performances. It is also used when the individual employees are being appraised in the international assignments (McPhail et al., 2012). Management of the expatriate performances affectively Organizations exist in order to achieve their goals and objectives. The success degree of the individual employees depends on the effectiveness of the organization. The assessment of the individual successful employees attaining or meeting their individual goals or objectives become a very crucial part of the human resource management. Taking the case of multinational organizations, several new and different dimensions come into play. The cross cultural diversity influences the whole process to a huge extent (Min, Magnini Singal, 2013). Moreover, the performance evaluation procedure of the expatriate employees or workers is very much attached with the subsidiaries performances. Multinational organizations are the group of various subsidiaries which collaboratively try to achieve the sustainable and competitive advantages through mutual and supportive goals. The performance evaluation of the individual subsidiaries become a crucial part and this particular subject has to be taken int o consideration while evaluating the expatriate workers performances (Nery-Kjerfve McLean, 2012). The compensation package: The expatriate workers must be provided with several benefits which include the housing allowance as well as relocation assistance. The main focus of the international programs of compensation is to provide the international employees with sufficient amount of wages in order to keep them at a good financial level, at the point of their international projects. They must not lose their ground economically (PengBeamish, 2014). The compensation package must include the normal salary, in addition to the benefits being offered in the employees home countries. For expatriate employees, the base salary is the primary allowance packages, which includes foreign premium services, living cost allowances, utility and housing allowances, in service benefits as well as pension contributions. It may be paid in local or home currency or in dollar, pound and others (Reiche, Mendenhall Stahl, 2016). At times, the parent country nationals receive a premium salary which acts as an inducement to the foreign assignment acceptance or as a compensation to the hardship which is caused due to the transfer. Those payments vary from assignment to assignment, depending on the actual hardship or the tax paid to the governments of the foreign countries and even on the assignments length. Various allowances are offered to the expatriate workers taking the assignments into consideration.It includes living cost allowance which involves the payment of compensation of various expenditures of home country as well as foreign country (Richardson McKenna, 2014). Housing allowance indicates that the expatriate workers must be able to maintain the living standards of their home country. Travel allowances and home leaves are given to them in order to cover all the trip expenses of their travel to the home country, and that is usually once in the year. These trips help the expatriate workers to renew th eir family as well as the business ties. It also avoids adjustment issues and problems. Moreover, education allowances are also given to the expatriate workers children for their education requirement. Education allowances basically includes the items like tuition, books, language classes tuition, uniforms and transportation (Rosenbusch Cseh, 2012). Relocation allowances mainly cover the shipping, moving, temporary living costs and expenses, down payments and other lease related expenses or charges. Various international plans of compensation attempt in protecting the expatriate workers from any kind of consequences related to the taxation. They are allotted with equalization tax plans. In accordance with this plan, the multinational companies help in adjusting the base of the employees income. It is done in order to secure the expatriate workers so that they do not have to pay more tax. The expatriate workers are also allotted with spouse assistance, in order to safeguard the income loss of the expatriates spouse, for relocating abroad (Santosh Muthiah, 2012). Multinational organizations pay spouse allowances to encourage the expatriate employees to undertake the international projects or assignments. The compensation packages of the employees may vary from company to company as well as location to location enormously. It is i mportant to take several factors into consideration, while negotiating a contract of expat. The multinational organizations must keep a check on the employments nature, governing laws as well as jurisdiction and the duration of the contract and termination notice period as well. Therefore, these factors must be taken into consideration while deciding the compensation packages for the expatriate workers or employees. The nature of the employment can be determined on the basis of the local and expatriate employees (Richardson McKenna, 2014). Headquarter Support: As the compensation package, the headquarters support is also plays a very important factor for the betterment of the expatriate employees. It is a necessityfor the home company to extend their support to the expatriate workers. They should also be provided with moral support and courage, mainly at situations, when they are having a tough time in getting accustomed to the working culture of the foreign company. It should extend from the individual expatriate employee to his/her family members. The external context acts as an important determinant for the expatriate employees performances (Santosh Muthiah, 2012). The contexts differ on the basis of societal, economical, legal, technical, operational and physical factors. Headquarters support plays a bigger role in the expatriates performances. If the expatriate performance is not managed carefully then it may hamper the progress. Employees may suffer from sleep disturbances, anxiety, stress, health disorders and others. Therefore, it is to be taken care and headquarters must fully support in order to enhance their performance levels. Moreover, the families of the expatriate employees must also be provided with medical and moral assistance (Shaffer et al., 2012). Headquarters support helps the expatriate workers in making extra money, improving the prospects of their career, establishing their loyaltyfor the organization and also committing to make the international assignment successful. There are various support facilities which the headquarters should provide. Some of them are explained in this part of the report. The headquarters must provide the workers with support for the proper management of practical problems. This can be done by setting up of various policies which would encourage the expatriate workers to work in the culture which is totally new to him (Song, 2014). They must be provided with several opportunities which will enable them to settle and calm down. The organizations culture and working environment must not scare or demotivate the expatriate workers. They should extend their helping hand in order to give the workers their home companys environment. If any expatriate worker is deeply discouraged by the working environmen t, he/she must be provided with timely counselling and psychological therapies. It is to be taken care that the expatriate workers mental as well as physical health is not hampered by the working culture (TohSrinivas, 2012). Expatriate employees or workers works under extreme pressure and at times, there is a possibility of threat regarding their lives. These things need to be taken care by the organizations. An employee is serving for the organization, therefore, the organization is responsible for his/her wellbeing. One of the major challenges in a workplace is the managements discrimination and prejudice. It affects the team effectiveness and work productivity which leads to the companys downfall. Negative behaviors and attitudes that include stereotyping, discrimination and prejudice can be a barrier to the organizational diversity as they harm working relationships and morale (Vaiman,Haslberger Vance, 2015). Such attitudes should never be applied by the managers of any organization for hiring and terminating its employees. Expatriate employees can even take legal actions for this and complain against the manager and the organization as well. Moreover, the manager of any company has loads of respons ibilities in this as it depends on his ability to figure out what is good for his/her organization based on the team work. While creating a successful and diversified workforce, the manager must be able to focus on his/her personal awareness. It is for both, the managers as well as the associates (Vaiman, ScullionCollings, 2012). Cultural Adjustment: A cross cultural or diverse workforce can be regarded as a reflection of changing marketplace and the world. It is responsible for bringing in high values to any organization. Respecting differences of each and every expatriate worker proves to be beneficial at the workplace. It creates competitiveness and increases the work productivity as well (Yeh Hong, 2012). Managing cultural diversity benefits the associates by creating safe and fair environment where each and every employee has the access to opportunities as well as challenges. Proper management tools must be applied or implemented in a culturally diversified workplace to educate the employees about diversity and the issues related to it, including rules and regulations. Most of the workplaces comprise diverse cultures and thus the organizations must learn how and what to adapt in order to have a successful future (Richardson McKenna, 2014). To be very specific, people are no longer confined to a particular place and work in a known environment. They love experiencing different cultures and diversities. They are now becoming a part of a vast and worldwide economy which is competing within a framework. This is the reason why profit as well as non-profit organizations is becoming more and more diversified in order to stay in the competition. Expatriates performances are mediated by the adoption of cross cultural factors (Rosenbusch Cseh, 2012). Managers of any organization must be aware of certain skills which are necessary for creating and maintaining a successful and diverse workforce. Firstly, they must take care that none of its employees are facing discrimination and stereotyping. Managers must be aware of all the consequences. They must be able to recognize their own cultural prejudices and biasness so that they can work on it. They must change the organizations working procedure when it is necessary. Organizations must be aware of all the tactics to manage workplace diversity in order to have a successful and bright future. They must provide their employees with diversity trainings (Reiche, Mendenhall Stahl, 2016). A multinational company with a diverse collection of experiences and skills for example; cultural understanding, languages, ethnicity and more, is able to provide services to the customers globally. It helps in enhancing the companys service range, which is beneficial for them. Moreover, a culturally diverse group of workforce, which feels free to communicate, can provide a wide range of experiences, points of view and skills (Nery-Kjerfve McLean, 2012). It helps the organization to meet the needs of customers and business strategies more adequately. Multinational companies, which encourage diverse workforce, can be an inspiration to all of its associates and encourage them to perform to their best. More effective execution and implementation of business strategies is possible, which in turn results in profitability, return of investment and profit (McNulty, De Cieri Hutchings, 2013). Multinational organizations must have policies and strategies of adjusting or managing the culture. It refers to the multicultural adjustability, multicultural sensitivity, diplomacy, language ability, adaptability, positive attitude, maturity and emotional stability. The international human resource manager must take decisions on the following three major areas; specifying the criteria of the employee performance, identifying properly the appraisers and lastly, deciding the appraisals frequency (Min, Magnini Singal, 2013). Therefore, cultural adjustability must be taken into consideration, in order to provide the expatriate employees with a home company environment, in order to encourage them on a long run. They must be provided with proper assistance to manage the virtual teams, which will in turn enhance their performances (Jehanzeb, Rasheed Rasheed, 2013). Conclusion To conclude, the expatriate employees performance management is considered as a very crucial factor for any multinational organization. It is as major part of the multinational enterprises control system. The factors which outlines the expatriate performances include the compensation package, role and task, support of the headquarters, hosts environmental factors and lastly, the cultural adjustment. Performance management of the expatriate individuals lead to their appraisals in the international organizations. Majority of the multinational enterprises send their employees to the foreign countries in order to work in their branch offices or may be subsidiaries. The expatriate workers allow the parent or home company to control the foreign subsidiaries more closely. This also helps in improving the global coordination. However, the expatriate workers are more paid than the local employees. Their salaries are higher along with various allowances and compensations. Other expenses, including house allowance, education for their children, spouse allowance and others are also taken care of. Hence, all these supports help the workers to cope up with the change in the working environment and motivates them to work better. References Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Andresen, M., Al Ariss, A., Walther, M. (Eds.). (2012).Self-initiated expatriation: Individual, organizational, and national perspectives. Routledge. Andresen, M., Bergdolt, F., Dickmann, M. (2014). Addressing international mobility confusiondeveloping definitions and differentiations for self-initiated and assigned expatriates as well as migrants.The International Journal of Human Resource Management,25(16), 2295-2318. Andresen, M., Bergdolt, F., Margenfeld, J. (2012). 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