Spss statical analysis of my primary research of my report Essay

Spss statical analysis of my primary research of my report - Essay Example Primary data analysis revealed that good design of the product (62%), affordable price (60%), and reputation (57%) are the most important reasons for the customers to shop at Ted Baker. Less than 15% and less than 23% of the respondents also reported sales person’s information and store environment respectively are important. The number of individuals who described affordable price as the most important reason to buy from Ted Baker was approximately 58% of the total respondents. Moreover, 23% of the shoppers in the 31 to 40 age category reported affordable price as the most important reason for buying from Ted while none stated affordable price as ‘not important’. In the less than 21 and 21 to 30 age categories, the affordable price was also rated as the most important reason for most of the shoppers. The panel of Chart 02 illustrates the importance of affordable price for the customers in different age categories. The importance of other factors to the shoppers, such as quality, design, salespersons’ information, store environment and reputation of the brand, is illustrated in Tables 2–6 respectively in Appendix B. Approximately 58% of the respondents stated affordable price is more important compared to the services, store environment and brand reputation. Percentage proportions of the individual respondents who reported affordable price is more important compared to the other factors are illustrated in Appendix C and Graph 1 below. Satisfied and loyal customers have been repeatedly visiting Ted Baker for a longer duration compared to the others. Findings support the theory that satisfaction and loyalty are related, and it includes behavioural characteristics such as continuing to purchase products from the same supplier. The correlation coefficient between the degree of loyalty and the length of the

Misconception of African Americans Essay Example for Free

Misconception of African Americans Essay Since the beginning of time African Americans have been viewed negatively. We have always been viewed as a threat to society and frowned upon by many races. There are many cliches displayed in the media of what African Americans are supposed to act like. These conclusions cause almost immediate negative feelings from other races and sometimes by our own race. African American females in television shows and movies are often shown as the loud â€Å"ghetto† acting, angry black girl who is always â€Å"telling someone off†. Actor Tyler Perry has been criticized for illustrating African American females as â€Å"big momma†, another negative portrayal of black women. Other times shapely video vixens cause other black females to be portrayed as â€Å"jump-offs† or gold diggers. African American males have even greater judgments to overcome. They are viewed as a menace to society. They are illustrated as wild, angry, dangerous â€Å"gang bangers†. Black men are viewed as absentee fathers or abusive husbands. Although, in some cases, African American males do possess some of these characteristics, there are just as many black men that are positive role models. These ignorant judgments are called stereotypes. A stereotype is defined as â€Å"a widely held but fixed and oversimplified image or idea of a particular type of person or thing†. Stereotypes, in my own words, are judgments blindly made by people who use ignorance as an excuse to be biased against those who are different from them. There are many different types of stereotyping. Racial stereotyping, sexist stereotyping, stereotypes about cultures, and sexual orientation stereotypes are all judgments that can affect one’s life in many ways. Stereotypes are, sadly, made by everyone. Racial stereotyping, however, is the most common type of stereotyping, and can sometimes be dangerous. The Trayvon Martin story, for example, is a situation where stereotyping turned tragic. Trayvon Martin was a young African American boy who was walking from the store with nothing but Skittles and a drink in his pockets. Because of his race, and the stereotype of what black Males are capable of, he was targeted, and tragically killed. There have been many similar cases of dangerous stereotyping. People’s fear of what the media shows we are suited to do, has gotten out of control. Too many of us are dying because of this fear. While many stereotypes do seem to be believable, people like Barack Obama, Michelle Obama, my grandparents, and my mom allow me to realize that not all stereotypes are true.

Lady Macbeth Essay -- essays research papers

Term Paper On Lady Macbeth William Shakespeare created a dynamic character called lady Macbeth; she was the total opposite of what women of the Shakespearian era were supposed to be. Despite qualities women were supposed to have in Shakespeare’s time, Lady Macbeth defied the way most women of her time acted. Lady Macbeth defied the ways of women of her time by being manipulative, ambitious, and ruthless. Women’s lifestyles back in Shakespeare’s time period was very different from the modern day women’s lifestyles of today. The characteristics for women of that time was that women should be uneducated, should follow chastity, take care of the home and should not join a profession or get a job. Most women were denied the chance to be schooled beyond the basics of simple reading and very little writing. Some women of the upper class were schooled but they were not looked upon as educated women but were instead welcomed to the company of men. Women would not be able to enter professions because of the lack of education and the fact that they were women. For the poor women their work was spinning and weaving. The best job that they could get was to be an overworked nurse. The only real profession that women at this time could get into was marriage. In marriage women were expected to only take care of the home and anything that would benefit the home. When entering mar riage women were further endorsed by the law. The law said that when entering marriage women became property of the men and all their belongings were the mans property now and the man could do whatever he wanted with these belongings such as selling them. A woman was generally fail and soft, which proved their overall weakness. A good woman of that time was supposed to be practice obedience, patience, chastity, modesty, and virtue. Women who didn’t live up to these expectations were considered to be â€Å"bad women†. During their free time Elizabethan women would sing, dance, and write letters. (Papp and Kirkland) Lady Macbeth defied many if not all the ways of women of the time period. She was very ambitious in achieving her goals. Lady Macbeth took charge in the murder of Duncan. Macbeth was in shock when he killed Duncan and Lady Macbeth said to Macbeth: My hands are of your color, but I shame To wear a heart so white. [Knocking within.] I hear knocking At the south entry: —retire we to our chamber.... ...o persuade him against his will. She tells things just how she sees them fit and tells it like it is.   Ã‚  Ã‚  Ã‚  Ã‚   Lady Macbeth is by far the total opposite of what a Shakespearian woman is supposed to be. She is bold, ambitious, ruthless, cold hearted, vicious and manipulative. A true woman of the Elizabethan era would be humble stand by he husband and take care of the house and would not resemble any of the things that lady Macbeth resembles. All of her actions and decisions prove her to be different from woman of that time. Lady Macbeth is truly unique and an epic character in literature that will always be remembered for how ruthless and different from a true Shakespearian woman really was suppose to be. Work Cited Coriat, Isador. â€Å"The Hysteria of Lady Macbeth†. (Internet) Available at www.galenet.com. November 25 2003 Epstein, Norrie. â€Å"Lady Macbeth†. N.Y.: Thomas & Thomas Publishing, 1993 Papp, Joseph and Kirkland, Elizabeth. â€Å"The Status of Women in Shakespeare’s Time†. (Internet) Available at www.galenet.com. November 25, 2003 Shakespeare, William. Macbeth. (Internet). Available at www.sparknotes.com. November 29, 2003

Primary Reasons of Poverty of the Philippines

Official poverty statistics in the Philippines are part of the System of Designated Statistics instituted and implemented by the National Statistical Coordination Board (NSCB) pursuant to Executive Order No. 352 signed on 01 July 1996. Based on policies approved by the NSCB, official poverty statistics consist of the food and poverty thresholds, the subsistence and poverty incidence, the income gap, the poverty gap, and the severity of poverty index. The estimates of subsistence and poverty incidence are expressed in terms of proportion of families and of the population.Prior to 2000, the income gap, poverty gap and the severity of poverty index as well as the annual food and poverty thresholds were not part of the official poverty statistics. Under NSCB Board Resolution No. 9 Series of 2000, these statistics were added to the official poverty statistics designated to the NSCB under E. O. 352. Moreover, prior to 2003, the official poverty statistics were being generated only at the n ational and regional levels with urban-rural disaggregation. In response to user need for provincial disaggregation of poverty statistics, NSCB Resolution No.  1 Series of 2003 was passed on 15 January 2003, approving a methodology for the compilation of official poverty statistics.This methodology underwent a series of discussions thru workshops, interagency meetings and users’ fora before it was approved by the NSCB. The initial efforts of the NSCB for the development of the methodology were undertaken in 1999 as part of the NSCB involvement in the â€Å"Development of an Integrated Poverty Monitoring and Indicator System Project†, a module of the UNDP-assisted project â€Å"Strengthening Institutional Mechanisms for the Convergence of Poverty Alleviation Efforts, Phase I†, which was implemented by NEDA.Except for the food and poverty thresholds that are estimated annually, the other official poverty statistics are estimated every three years after the resul ts of the Family Income and Expenditures Survey (FIES) of the National Statistics Office (NSO) have become available. The FIES is a nationwide survey of households undertaken to gather data on the income and expenditures of Filipino families.

Leaders

Does the quest for power and wealth, which led to centuries of violent guest and subjugation of city? States and empire during ancient times, continue to happen at present times? – Leaders, presidents, barraging captains, a ruler off place, and others have this ranks getting better and better. For this instance this leaders abuse their power to people to feel that they are strong and they have power, but they are not and they do not have any power. Some leaders are going to be violent because some people do not follow them so they would get mad. Ferdinand E.Marco's, he is en of the presidents that he thinks that he can rule over the people. The people, that time, does not have any rights to talk, they do not have any freedom. Yes, he is very smart, and made our country a better country, but that was the problem, he did not give any freedom to the people. Money changes people. There are these people who uses their money for them instead help the community. Let us use President Gloria MacDougal Arroyo as an example, instead of using the money or donating the money for the people she used the money of the people for her body and face.If you re wondering what my answer is, it's a yes. Leaders wanted power and wealth. It led violent guest and subjugation of the city. Every year or every time they change the leader they have these laws or rules that you should follow whether you like or not. Leaders want to execute people who disobey them. Being a leader those not mean you have to have all the power and money It Is all about being smart, how good you are in helping people, you are ready for the challenges, you have to give what the people want, and you have to give them the people's rights. That is when the leaders darted doing right things.They gave us freedom, and rights. Other countries helped us with the wars and with the Spaniards who are punishing us for no reason and used us as slaves. These leaders feel that they are higher than us, but all of us are t he same. This led our country to do things for others because they think that we are low. There are a lot of countries that tricked us. Like the Americans they went to the Philippines to use our lands but the Filipinos thinks that time that they are going to help us but they did not do anything. The American people tricked us. Then the Filipino people had enough.That Is how we, Filipinos started fighting and we started defending there selves. We stared creating our own rules, our own laws, governments, and policies. That time other people does not have any right to rule us but the ones that can rule us Is the people that can take care of us and can listen to the people problem. These kinds of presidents brought us to stay strong and fight for our country and us. We started as a ruined group of people but we are building walls behind us to make us strong and to tell people that If they mess with us they mess with the wrong people.Until now there are still presidents, not only preside nts but also senators or mayors that use the money of the people, but we know that one day we can be a better country. By bulls_babe you have to have all the power and money it is all about being smart, how good you Filipino people had enough. That is how we, Filipinos started fighting and we started but the ones that can rule us is the people that can take care of us and can listen to the people problem. These kinds of presidents brought us to stay strong and fight for behind us to make us strong and to tell people that if they mess with us they mess

Act One of Bruce Norriss Play Clybourne Park

Act One of Bruce Norris's Play Clybourne Park The play Clybourne Park by Bruce Norris is set in a modest three-bedroom bungalow in central Chicago. Clybourne Park is a fictional neighborhood, first mentioned in Lorraine Hansberrys A Raisin in the Sun.   At the end of A Raisin in the Sun, a white man named Mr. Lindner tries to convince  a black couple not to move into Clybourne Park. He even offers them a substantial sum to purchase back the new home so that the white, working-class community can maintain its status quo. It isnt mandatory to know the story of A Raisin in the Sun to appreciate Clybourne Park, but it certainly enriches the experience. You can read a detailed, scene by scene summary of A Raisin in the Sun to enhance your comprehension of this play. Setting the Stage Act One of Clybourne Park takes place in 1959, in the home of Bev and Russ, a middle-aged couple who are preparing to move to a new neighborhood. They bicker (sometimes playfully, sometimes with underlying hostility) about various national capitals and the  origin of Neapolitan ice cream. Tensions mount when Jim, the local minister, stops by for a chat. Jim hopes for a chance to discuss Russ feelings. We learn that their adult son committed suicide after returning from the Korean War. Other people arrive, including Albert (husband of Francine, Bevs maid) and Karl and Betsy Lindner. Albert arrives to take his wife home, but the couple becomes involved in the conversation and the packing process, despite Francines attempts to leave. During the conversation, Karl drops the bombshell: the family that plans to move into Bev and Russ home is colored. Karl Doesnt Want Change Karl tries to convince the others that the arrival of a black family will negatively affect the neighborhood. He claims that housing prices will go down, neighbors will move away, and non-white, lower-income families will move in. He even tries to obtain the approval and understanding of Albert and Francine, asking them if they would want to live in a neighborhood like Clybourne Park. (They decline to comment  and do their best to stay out of the conversation.) Bev, on the other hand, believes that the new family could be wonderful people, no matter the color of their skin. Karl is the most overtly racist character in the play. He makes several outrageous statements, and yet in his mind, he is presenting logical arguments. For example, while trying to illustrate a point about racial preferences, he recounts his observations on a ski vacation: KARL: I can tell you, in all the time Ive been there, I have not once seen a colored family on those slopes. Now, what accounts for that? Certainly not any deficit in ability, so what I have to conclude is that for some reason, there is just something about the pastime of skiing that doesnt appeal to the Negro community. And feel free to prove me wrong†¦ But youll have to show me where to find the skiing Negroes. Despite such small-minded sentiments, Karl believes himself to be progressive. After all, he supports the Jewish-owned grocery store in the neighborhood. Not to mention, his wife, Betsy, is deaf - and yet despite her differences, and despite the opinions of others, he married her. Unfortunately, his core motivation is economic. He believes that when non-white families move into an all-white neighborhood, the financial value decreases, and investments are ruined. Russ Gets Mad As Act One continues, tempers boil. Russ doesnt care who is moving into the house. He is extremely disappointed and angry at his community. After being discharged because of disgraceful conduct (it is implied that he killed civilians during the Korean War), Russ son could not find work. The neighborhood shunned him. Russ and Bev received no sympathy or compassion from the community. They felt abandoned by their neighbors. And so, Russ turns his back on Karl and the others. After Russ caustic monologue in which he claims I dont care if a hundred Ubangi tribesman with a bone through the nose overrun this goddamn place (Norris 92), Jim the minister responds by saying Maybe we should bow our heads for a second (Norris 92). Russ snaps and wants to punch Jim in the face. To calm things down, Albert places his hand on Russ shoulder. Russ whirls toward Albert and says: Putting your hands on me? No sir. Not in my house you dont (Norris 93). Before this moment, Russ seems apathetic about the issue of race. In the scene mentioned above, however, it seems Russ reveals his prejudice. Is he so upset because someone is touching his shoulder? Or is he outraged that a black man has dared to put hands on Russ, a white man? Bev Is Sad Act One ends after everyone (except Bev and Russ) leaves the house, all with various feelings of disappointment. Bev tries to give away a chafing dish to Albert and Francine, but Albert firmly yet politely explains, Maam, we dont want your things. Please. We got our own things. Once Bev and Russ are alone, their conversation feebly returns to small talk. Now that her son is dead and she will be leaving behind her old neighborhood, Bev wonders what she will do with all of the empty time. Russ suggests that she fill the time up with projects. The lights go down, and Act One reaches its somber conclusion.

Totalitarianism Essays - Forms Of Government, Political Philosophy

Totalitarianism Essays - Forms Of Government, Political Philosophy Totalitarianism According to the Encyclopedia Britannica, the definition of totalitarianism is a form of government that theoretically permits no individual freedom and that seeks to subordinate all aspects of the individual's life to the authority of the government (britannica.com/). Totalitarian governments are often believed to be a solution to political or economic problems in a country. Despite the brutality and lack of freedom, at its beginning, a totalitarian government often receives overwhelming support for its ideas and goals. History has proven that such governments have had a tremendous negative impact on their people and traditions. Totalitarian governments often emerge from developing countries that are trying to build their economy. They are also considered to be a solution for countries that have recently been through a social, economic or political downfall. At the beginning of their rule, these regimes tend to be very popular and have the support of most people in the country. This popularity is mostly due to the governments promises of an ideal society. A totalitarian administration also requires a charismatic leader and modern developments in transportation and communication to spread its message. In order for a totalitarian state to be built, the leader must have a tremendous will to transform the society into his version of utopia (uta.edu). A central concept in the totalitarian system is the attainment of a specific goal. This goal is the reason why a totalitarian government exists and is essential to keeping the regime in power (britannica.com/). In Hitlers case, his goals were the purification of the Aryan race and the expansion of his territory. In a totalitarian state, all of its

Historical and Modern Terrorist Groups by Type

Historical and Modern Terrorist Groups by Type While there is no universally agreed-upon or legally binding definition of a terrorist act, the U.S. gives it a good try in Title 22 Chapter 38 U.S. Code  § 2656f, by defining  terrorism as an act of premeditated, politically motivated violence perpetrated against noncombatant targets by subnational groups or clandestine agents.  Or, in brief, the use of violence or threat of violence in the pursuit of political, religious, ideological, or social objectives. What we do know is that terrorism is nothing new. Even a cursory glance over the centuries reveals a startling list of groups for whom some form of violence is justified to  achieve  social, political, and religious change. Terrorism in Early History Most of us think of terrorism as a modern phenomenon. After all, many of the terrorist groups listed below rely or have relied on the mass media to spread their message through non-stop coverage. However, there are some pre-modern groups who used terror to achieve their ends, and who are often considered precursors to modern terrorists. For instance, the Sicarii, organized in the first century in Judea to protest Roman rule or the Thugee cult of assassins in ancient India who wreaked havoc and destruction in the name of Kali. Socialist/Communist Many groups committed to socialist revolution or the establishment of socialist or communist states arose in the last half of the 20th century, and many are now defunct. The most prominent included: Baader-Meinhof Group  (Germany; renamed Red Army Faction but defunct as of 1998)  Popular Front for the Liberation of Palestine (PFLP)Red Brigades (Italy)Revolutionary Struggle (Greece)Shining Path (Peru)Weather Underground Organization (United States) National Liberation National liberation is historically among the most potent reasons that extremist groups turn to violence to achieve their aims. There are many of these groups, but they have included: ETA (Basque)Fatah (PLO) (Palestinian)Irgun (Zionist)IRA (Irish)(Kurdish)Tamil Tigers (Sri Lankan Tamils) Religious-Political There has been a rise in religiosity globally since the 1970s and, with it, a rise in what many analysts call religious terrorism. It would be more accurate to call groups such as Al Qaeda religious-political, or religious-nationalist. We call them religious because they use a religious idiom and shape their mandate in divine terms. Their goals, however, are political: recognition, power, territory, concessions from states, and the like. Historically, such groups have included: Al Qaeda (transnational, Islamist)Aum Shinrikyo (renamed Aleph; Japanese, with various influences, including Hindu and Buddhist)Ku Klux Klan (U.S.,  Christian)Abu Sayyaf  (Philippines,  Islamist)Egyptian Islamic JihadHamas (Palestinian,  Islamist) (Hamas is designated by the U.S. and other governments as a terrorist group, but it is also the elected government of the Palestinian Authority)Hezbollah (Hezbollah is designated as a terrorist organization by the U.S. and other governments, but others argue it should be considered a movement, rather than a terrorist group) State Terrorism Most states and transnational organizations (like the United Nations) define terrorists as non-state actors. This is often a highly contentious issue, and there are long-standing debates in the international sphere over a few states in particular. For instance, Iran and other Islamic states have long accused Israel of supporting terrorist acts in the surrounding settlements, Gaza, and elsewhere. Israel, on the other hand, contends it is fighting for its right to exist free of terror.  There are some states or state actions in history over which theres no dispute, though, such as in Nazi Germany or Stalinist Russia.

Human Resource Management Essay Example | Topics and Well Written Essays - 2750 words - 1

Human Resource Management - Essay Example 7 Diversity and Employee Retention †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Legal and ethical issues specific to strategic talent management †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9 Diversity issue at Cityside Financial Service- Case Summary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9 The legal issue †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 10 Ethical Issue †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Managing the legal and ethical issues of Diversity †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 References †¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 14 Introduction Successful management especially in today’s increasingly diverse workforce is one of the most important global challenges that human resource management and corporate leaders face. Immigration, employees’ migration and gender, class, religious and ethnic differences continue to dramatically impact the composition of workforce and hence corporate managers are unable to fully comprehend its dynamics and unleash the potential that is embedded in a multicultural working environment. Human capital for no doubt is the most valuable and powerful assets of an organization. Effectively managing the human resources is therefore extremely critical to the success of a firm to help it gain competitive advantages and achieve all other organizational goals. Managing diversity and business-success ar e closely related because, when diversity in an organization can be effectively managed, the outcome will be that the workforce will be very productive, highly satisfied, extremely happier of the working environment. Many of the large multinational companies depend on different types of staffing like ethnocentric, geo-centric and polycentric and all these approaches in turn create more diverse workforce making it harder to effectively manage it. This research paper explains general impacts of diversity on human resources management and organizational development. This paper will detail some specific issues that diversity in an organization can pose for hiring, management, retention and development etc and described legal as well as ethical issues in relation to the strategic talent management at City-side Financial Services. Managing Diversity There have been greater efforts to implement various programs and activities to be used in organizations as part of diversity management. Man aging diversity actually constitutes most important area of global corporate efforts and it can be considered as relatively new organizational paradigm. It encompasses innovative thoughts, evolution and knowledge that management can integrate and incorporate these elements for a better practice of diversity management (Ozbilgin and Syed 2010, p. 1). As Ciscio (2002, p. 121) stressed, managing diversity is establishing and developing a heterogeneous workforce so that employees’ potential can be performed in an equitable work environment, and a member or group of members gain no advantage or disadvantage over others. More specifically, people in an organization may belong to very different age, gender, class, religion, ethnicity, education, culture and social background. Human resource managers are expected to manage them all in equal consideration, as no one among them gains advantage over others. Managing diversity thus ensure equitable work-environment for all its people. Di versity

The purpose of the study is to observe whether proper methods and Case

The purpose of the is to observe whether proper methods and techniques of Financial Statements preparations are used in Mi - Case Study Example The Board may also pay specific attention to how well management is employing information to feedback about its operations, to propose new strategies and to make decisions. Operating and financial statements of MFI will report on a quarterly / monthly basis, including a set of carefully selected indicators for identifying progress against financial goals of the MFIs social objectives and operations plans. These financial and operating reports should give the top management of MFI an exhaustive and focused portrait of MFIs progress as regards to its triple bottom line. In this study, I will be analysing in detail about whether proper methods and techniques of Financial Statements preparations are used in Microfinance Institutions in order to help the CEOs with data pertinent to day-to-day operations and decision making. (Goldberg & Palladini 30) 2. â€Å"Purpose of the study â€Å" â€Å"The purpose of the study â€Å"is to observe whether proper methods and techniques of Financia l Statements preparations are used in Microfinance Institutions in order to help the CEOs with data pertinent to day-to-day operations and in decision making. Thus, the main aim of this research study is to make recommendations for appropriate financial standards, keeping in mind the professionals in the sector who may be required to have a preface to the implications and the depth of such financial standards. 3. ... This again corroborates that MFI should pay more attention to prepare its financial statements with the above specific requirements well within the time limit. (Ledgerwood & White 313). CAMEL system was first perused by the bank regulators in North America to assess the managerial and financial soundness of the commercial financial institutions in U.S.A. MFI are using the CAMEL appraisal norms and grade five provinces of managerial and financial performance. It includes the following Asset quality Capital Adequacy Management Liquidity management Earnings Employing the original CAMEL’s conceptual framework, â€Å"ACCION international structured its own apprising strategy.† â€Å"The ACCION CAMEL model assesses the analogues five provinces but the ratings and indicators mirror the conditions and challenges of the microfinance industry. â€Å"ACCION CAMEL methodology needs the MFI to offer the following information: Cashflow and budget projections Financial statements pr epared in accordance with GAAP Portfolio aging schedules Funding sources Operations and staffing Microeconomic data With the above information from the financial statements of MFI, the ACCION CAMEL makes the following fine-tuning: 1) loan write-offs, 2) loan loss provision 3) Impacts of inflation 4) explicit and implicit studies 5) accrued interest income . Further, it rates and analyses twenty-one major pointers with every pointer accorded with a separate weighting. (Goldberg & Palladini: 13). Management Information System (MIS) is one another area that is required to be fortified in the microfinance sector and Information Technology can make a huge difference in this province. Now, there are available IT solutions,

CARE international Research Paper Example | Topics and Well Written Essays - 1750 words

CARE international - Research Paper Example The agency also advocated at the local, state and global level for changes in policy as well as the freedoms of the people affected by poverty2. In all of these areas, CARE mainly deals with the empowerment and fulfilment of the prerequisites of women and girls as well as the promotion of gender equality. CARE International is a confederacy of thirteen National members as well as one affiliate member all of which are registered independently as non-profit NGO’s in the respective countries. CARE programs in developing countries are overseen by a country office even though the agency also supports projects and responds to emergencies in a number of countries where there is no full country office. According to its vision, CARE seeks a world that is filled with hope, tolerance as well as social justice that has been able to overcome poverty so that the people can live in a dignified and secure way. It seeks to be the partner of choice as far as the fight to end poverty in the worl d is concerned and wants to be recognised for its unshakeable pledge to the self-worth of the population. On the other hand, CARE has a mission of serving individuals and families in the communities that are hardest hit by poverty all over the globe. It draws strength from its worldwide diversity, resources as well as experience so that it can be able to promote solutions that that are innovative while advocating for responsibility at the global level.

Discuss roles and responsibilities of a System Analyst and relation to Research Paper

Discuss roles and responsibilities of a System Analyst and relation to a project manager - Research Paper Example Master's in business administration is also required. However, some individuals are hired with a bachelor's degree in a technical field, as well as considerable on-the-job business training. This job requires one to possess strategic skills (technical and business) as well as ability to interact with professionals with variety of skills (Shelly, 12). A Systems Analyst must have good analytical skills, (to be able to analyze for the report) good communication skills, and experience in programming is a help also. Basic skills such as grammar, spelling, data entry and Microsoft office (Microsoft words, excel, PowerPoint and Microsoft outlook) skills are also required. Other skills needed are verbal communications and reading of comprehension. It is important for system analyst to be able to understand complex business process. System analyst need to understand business organizations and how they operate. It is important to understand how organizations are structured and managed (Shelly, 34). In addition to understanding the business, analyst must understand business functions such as accounting, human resource, finance and customer care. One should know the organization they are working in, their traditions and values, what it does, what makes it successful and most definitely their strategic plan. A system solution is tailored for specific needs of specific organization. They should also possess people skills and knowledge. This is because system analysts normally work on development teams with other employees (Niznik, 8). They need to understand a lot of people and possess many interpersonal skills. Analysts need to understand how people think, learn, react to change, communicate and work (Shelly, 17). System analyst mostly works in office or laboratory. Their work is more involving therefore most of the times they do overtime. This happens especially when designing a new system or one is being installed. One might be able to telecommunicate but most of their du ties are performed by themselves. System analyst can advance to a senior position such as senior or lead analyst or chief information officer. Most of system analyst after gaining experience, they choose to become independent consultants. Role and Responsibilities One role of systems analysts is to enable systems with different setups to communicate with each other on both hardware and software level (Mannetti, 9). Systems are more varied and advanced as tools such as wireless Smartphone and internet-based applications continue to replace the functions of a regular PC computer. As a result, individuals in these kinds of computer careers should stay abreast of the latest technologies. They are also more in demand to provide systems security as more and more confidential data is stored electronically on a network. Analysts are trusted with private information such as salary, health and job performance information. They should come up with a system that will protect the information fro m being hacked, leaking or tempered with (Mannetti, 4). They might also work with confidential corporate information about products, strategic plans, business tactics and security systems and process. If these kinds of information leak then the organization is doomed. System analysts play a major role especially in governments and security agents. System analyst designs complex systems that will accomplish goals of the business or organization. Design

The final project should be an integration of your scholarly study Essay

The final project should be an integration of your scholarly study during the semester and a personal reflection on your service experience - Essay Example The enduring purpose of the institution is to develop a love and fondness for God, service to others, self-knowledge and respect for all creation and these missions were overly significant in my development and also the connection I built with the students. I started on 2nd June, 2014, and my main work was to ensure that the children received their snacks and that they were doing what they were supposed to. I was also charged with taking them out to the playing ground during their play time and setting their beds up for a nap. At first, I used to feel nervous. However, Dr. Zukowski words always inspired me because I always recalled him telling me to try and get out of the box. At once, I noticed a group of children staring at me and one ran up to me and hugged me. I froze for a second then I said hi to all children. Even though, I still remained nervous the entire day, I hoped that it would change in the future. On 9th June, 2014, I learnt that children have a very good memory. When I walked into the class, all the children recalled my name and I had just told them once. It was a shock to me. From them onwards, I decided to try and know all the names of the students because this could also make them feel important. 9th June was also the graduation day for some of the students. Just seeing them getting ready to leave felt kind of sad even though I had not known them for long. I think it was more about me thinking that I am also graduating this year and it made me realize that going to miss the professors and friends I made at Felician College. But, on the other hand, I feel so proud of myself just as I felt proud of the children today. All the goals and mission stated at the beginning of this paper overly helped me in my service to the children, and I understood myself more after the work. We also had two birthday parties on that same day and we sang happy birthday songs as I helped pass out ice cream to all the

Discuss roles and responsibilities of a System Analyst and relation to Research Paper

Discuss roles and responsibilities of a System Analyst and relation to a project manager - Research Paper Example Master's in business administration is also required. However, some individuals are hired with a bachelor's degree in a technical field, as well as considerable on-the-job business training. This job requires one to possess strategic skills (technical and business) as well as ability to interact with professionals with variety of skills (Shelly, 12). A Systems Analyst must have good analytical skills, (to be able to analyze for the report) good communication skills, and experience in programming is a help also. Basic skills such as grammar, spelling, data entry and Microsoft office (Microsoft words, excel, PowerPoint and Microsoft outlook) skills are also required. Other skills needed are verbal communications and reading of comprehension. It is important for system analyst to be able to understand complex business process. System analyst need to understand business organizations and how they operate. It is important to understand how organizations are structured and managed (Shelly, 34). In addition to understanding the business, analyst must understand business functions such as accounting, human resource, finance and customer care. One should know the organization they are working in, their traditions and values, what it does, what makes it successful and most definitely their strategic plan. A system solution is tailored for specific needs of specific organization. They should also possess people skills and knowledge. This is because system analysts normally work on development teams with other employees (Niznik, 8). They need to understand a lot of people and possess many interpersonal skills. Analysts need to understand how people think, learn, react to change, communicate and work (Shelly, 17). System analyst mostly works in office or laboratory. Their work is more involving therefore most of the times they do overtime. This happens especially when designing a new system or one is being installed. One might be able to telecommunicate but most of their du ties are performed by themselves. System analyst can advance to a senior position such as senior or lead analyst or chief information officer. Most of system analyst after gaining experience, they choose to become independent consultants. Role and Responsibilities One role of systems analysts is to enable systems with different setups to communicate with each other on both hardware and software level (Mannetti, 9). Systems are more varied and advanced as tools such as wireless Smartphone and internet-based applications continue to replace the functions of a regular PC computer. As a result, individuals in these kinds of computer careers should stay abreast of the latest technologies. They are also more in demand to provide systems security as more and more confidential data is stored electronically on a network. Analysts are trusted with private information such as salary, health and job performance information. They should come up with a system that will protect the information fro m being hacked, leaking or tempered with (Mannetti, 4). They might also work with confidential corporate information about products, strategic plans, business tactics and security systems and process. If these kinds of information leak then the organization is doomed. System analysts play a major role especially in governments and security agents. System analyst designs complex systems that will accomplish goals of the business or organization. Design

Cost and Price Analysis for Interagency Agreements Article

Cost and Price Analysis for Interagency Agreements - Article Example In the first section of the article, the author describes details about the cost and pricing analysis, and the various aspects of its differentiation. The author clearly marks that price is the birds-eye view while cost can be understood as the element by element review. Alongside, the author also states that price analysis can be used singly while cost analysis has to always involve price analysis. The ultimate outcome, as the author states, is to have the justification of fairness and reasonability of the analyses. The author also puts forth the idea for the sources of objective data coming from Historical Costs/Prices, Catalog or Market prices, Cost Estimating Relationships (CERs), Government Estimates, and Government Costs/Prices. Alongside this, further information regarding the value and program value has been given that clarifies any thoughts of the utility of the cost and price program. This section of the article gives a very good idea of the importance associated with the c ost and price analysis. The second section of the article is very much specific to the cost and pricing activity and practices in the inter-agency agreements. The article states that it is a common practice to have the price divided into cost components and have each justified with a written statement. The generally and widely used cost components include personnel, travel, equipment, supplies, contractual, construction, other costs, and the indirect costs.

Organizational Essay Example for Free

Organizational Essay Table of Contents Introduction Organizational culture is an important part of any organization, for this is the principles a company stand for. Without a strong, stable culture, an organization is sure to fail sooner than later. I will now discuss the subjects briefly mentioned in assignment 1. 1. The organizational culture of the organization where I work: 1. 1. A) Definition of Organizational culture and 4 types of cultures. Organizational culture refers to the shared values, norms, visions, symbols, beliefs, habit, working language between people sharing a working environment. There are, according to (Greenberg, 2011) four types of organizational cultures that exist. (Control) Hierarchy culture: These are typically large, bureaucratic corporations where smooth production, without wasted time is important. Stability, control, internal focus, standardization and integration are key principles to this system. Leaders in such a system should organize, monitor and coordinate the people and process thoroughly. (Compete) Market culture: These organizations are also concerned with stability and control, but rather than focusing on internal factors, they focus on external. This system is concerned with competition. They look at all the other organizations competing in the same market and then focus on their relationships- or transactions with suppliers, customers, contractors, unions, legislators, consultants, regulators etc. They believe that they’ll achieve success by focusing on effective relations (external). (Collaborate) Clan culture: Inward focus is important, same as the hierarchy system, however clan cultures emphasizes flexibility rather than control and rigidness. At such organizations, the well-being of workers comes first. It is said that people working in a clan-cultural environment feel related to their co-workers due to the warm, friendly nature. (Create) Adhocracy: This culture refers to the opposite of bureaucracy, focusing on flexibility and the external environment. It’s all about opportunities, problem-solving and outcome. These type of companies should always be up to date regarding development and technology. Typical example of such organizations is software-developing companies. The culture of the organization where I work: The organizational culture at my company is the Create or Adhocracy culture (defined above) According to Waterman’s theory (cited in Greenberg, 2011) an Adhocracy culture goes beyond the ordinary bureaucratic lines to capture opportunities, solve problems and get results. In my organization, we focus on innovation and creativity. Team work is essential, because software engineers have to split up the work due to the work-load. 2. How are new employees accommodated in the organization? Accommodation can refer to special needs of some employees or just taking account and respecting all members’ race, ethnic group, color, nationality, social origin, religion, age, marital status, sexual orientation, sex, opinions, family status and source of income. In my company, respect is a very important aspect, we accept every member the way they are. Supporting each other rather than rejecting. (Denison, 1990). In my organization, we use a process called â€Å"Onboarding†. Onboarding is the process whereby information, training, mentoring and coaching is provided to new members. This makes new members feel welcome and informed. This also increases productivity from the beginning, reduces costs due to flaws and saves co-workers training time. According to (Parker, 1993) this process includes four stages to let new employees â€Å"onboard†. Acquiring is the first step we use in the onboarding process: In this first step, newcomers will be introduced to co-workers. The group in which the employee will work is already decided before his/ her arrival. The employee will now get the opportunity to talk to other group members to create a mental picture of what the work will include. Accommodation is the next step, new employees are provided with all the necessary resources to make their working experience pleasant. In my company, new employees get a computer, which stays at the office at all times. This computer will have all the newest software on it, ensuring that the employee can do the tasks effectively without any discomfort. Assimilation is step 3 of onboarding. The intern will now be allocated to a more experienced member. This member will show the intern around, showing him where everything is and given him a crash-course about what will be expected of him. The intern can now shadow the person to get the hang of things. Please do note that the newcomer is expected to have all the skills needed to obtain this job. Like the necessary degrees etc. , which was considered before appointing the job to the person? Acceleration: In this stage, new members engage in their working tasks, still learning as they go, but now they are able to feel comfortable in their working environment. In this stage the results are brought to the table and fairly employees now have the chance to perform and show everybody what their made of. 3. How my organizational culture can be improved: Before discussing the stages I shall take to do so, there are a few core principles that should be in place. Values are the first, which means the core values and believes of the company should be spelled out very clearly. All employees should know what the company stands for. Second are goals. When everyone knows what the goals and milestones of the company are, they know what is expected of them. Consistency is the next fundamental point- keeping the standards and goals high. Communication, important in every aspect of life is also important to improve the culture in organizations. The last point is celebration- everybody needs some reward for good work done. This will motivate employees to work hard to reach the upcoming goals and having fun in the workplace is fundamental. (Denison , 1990). The above is not the strategies I will follow to improve my organizational culture, its important elements that forms the basis of a good organizational culture. The stages of improvement include strategies to spread the culture throughout the company and beyond the borders of the company and let everyone be aware of them. I believe through doing that, the culture will improve. Here follows 6 strategies Symbols: Symbols are, according to (Ornstein, 1986) those objects, not needing words to be described. The symbols of an organization can rest in the waiting room, the size of the building, the awards hanging around, the atmosphere when you walk into the doors etc. these symbols let you know what the company is all about. Thus, it spells out the organizational culture. Slogans- Phrases that summarize the organizational culture: Slogans are those catchy tunes or saying things unique to a certain company. The slogan can tell you a lot about the companies’ culture, because the companies â€Å"heart† is captures in a few phrases. Thus, the employees and public can grasp the essence of the organizations- whereas the culture is improved. Stories: These are the re-authoring of important and catchy moments in the company’s history. The telling of these stories can re-introduce important values to employees. (Martin, 1982). These stories might be told in a formal way (in a meeting) or informally (employees drinking coffee). These stories remind employees how â€Å"we use to do it around here† and indirectly creating some expectations or guidelines. Through this the employees get a clear understanding of what the company cherishes. Jargon: These are the everyday language used in the company. Companies may also create their own phrases or words, which are understood by each other. These jargons might become unique to this company, but may also spread out to the public, making the company â€Å"famous† for their unique words. According to (Carroll. 1993) Jargons are especially popular in the high-tech world (like my company is). Ceremonies: These special events celebrate whatever it is that it most essential to the company. By looking at the reason for celebration, you will get to know the core beliefs and values of a company. Therefore, by hosting ceremonies, the employees and public can see what is valued the most. This will strengthen the culture of the organization. Lastly is Statements of Principle: Defining culture through writing: This means bringing forward a statement of principle. In this statement lie the core values of your company, reinforcing and clarifying the qualities of the company. (Carroll, 1993). Bibliography Carroll, P. (1993). Big blues: The unmaking of IBM. New York: Crown. Denison, R (1990). Corporate culture and organizational effectiveness (3rd ed. ) Oxford, England: John Wiley Sons. Greenberg, J (2011). Behavior in Organizations. Martin, J. (1982). Stories and scripts in organizational settings. In A. Hastorf A. Isen (Eds. ), Cognitive social psychology (pp 255-306). New York: Elsevier-North Holland. Ornstein, S. L. (1986). Organizational symbols: A study of their meanings and influences on perceived psychological climate. In J. Greenberg, Behavior in Organizations (p 520). London: Pearson Publications. Parker, M (1993). Postmodernism and organizations. Sage Publications ltd.

Role Of Armed Forces During Disaster Relief

Role Of Armed Forces During Disaster Relief 1. Although the man has made extensive progress in his relatively short existence on earth, he is still virtually helpless in front of vagaries of nature. Natural disasters such as cyclones, flood and earthquakes ravage mans domain at will and cause much loss to life and property. Despite everyones concern for disasters and technological developments in the world, the response to disasters has been knee jerk and uncoordinated at international, national and state levels. The problem is more acute in developing countries rather than in developed ones. The United Nations and its specialised agencies have always had an interest in and commitment to disaster relief. Therefore, there are various disaster relief, preparedness, prevention and mitigation programmes being carried out by various United Nations Organisations  [1]  . 2. The trend of occurrence of disasters is increasing and will escalate in future. Disasters like tsunamis and earthquakes, which have been the most destructive, along with the floods and droughts that arise from extreme weather conditions, are expected to get worse due to adverse impact of climate change. In the 21st century, the 2001 Bhuj earthquake; the 2004 tsunami; the 2005 earthquake in Kashmir; heavy rainfall in Mumbai in 2006 when nearly 1 m rain fell in a single day; the 2008 Bihar Kosi disaster; the August 2010 cloud burst in Leh; and, most recently, the September 2011 Sikkim earthquake have seen the armed forces as first responders  [2]  . 3. In Indian context it is unlikely that the local civil administration will have the resources available immediately to deal with a major disaster such as the earthquake that occurred in Gujarat in 2001 or the Tsunami of 2004. Therefore, it is essential that the state governments prepare detail disaster management plans and keep the resources in terms of men and material ready for use at short notice. There is a need for civil administration at the district and state levels to organise disaster relief cells with a pool of reserve. At present due to the inability of local administration to deal with natural calamities, armed forces are invariably employed for disaster relief. 4. In spite of breakdown of communications and the absence of a major strength of troops and resources, the response of the armed forces has always been prompt and won the respect of all concerned. The mainstay and strength of the Armed forces vis-à  -vis civilian organisations has been the sense of discipline, training to respond to orders, adaptability, selfless dedication to the cause, genuine concern and focused action. These factors have always resulted in many individuals and NGOs wanting to route assistance through the Armed forces. Seeing the good work being done by the Armed forces, the government organisations, NGOs and civil agencies then join in the relief effort. This generates a spirit of cooperation. The mere presence of Armed forces troops instils a sense of security and gives solace to the affected people  [3]  . Disaster Response Activities 5. Disaster management, which involves assessment and response, can be seen in various activities. The following are various activities of emergency response. Warning. Search and Rescue. Evacuation and Migration. Response and Relief. Logistics and Supply. Communication and Information Management. Rehabilitation. Post-Disaster Assessment  [4]  . 6. Natural calamities impart lessons at a huge cost of life and property. But if these lessons do not lead us to learning, then the cost will seem even heavier. At the time recurrence of disaster, the failure to learn from the previous incidents hurts the most. The massive earthquake in Gujarat and the subsequent chaos were indicators of how important prior planning is in managing relief and rehabilitation during various disasters. The Kutchh region required massive immediate assistance , however civil administration was unprepared for such crisis. Indian armed forces were employed for the relief from the begining. This made the need for a proper disaster mitigation plan very apparent. Learning from experience is essential in building a knowledge resource which would help in being better prepared in the future. CHAPTER II METHODOLOGY 1. Hypothesis. A common thread in a countrys response to disaster situation is military support to civilian authorities. India disaster relief mechanism in the present form lacks the required synergy between civil and military organisations to facilitate a synergised response. 2. Statement of Problem. The civil administration often falls back on the armed forces for assistance in crisis situations. Efficient disaster management mechanism, therefore, should incorporate the armed forces at each stage. The formulated plans should specify the assistance likely to be required in disaster situations. The most efficient system will be to have seamless integration in operations, with an aim of core competency areas of each establishment giving its best in least time. The aim of the study is to examine the disaster relief mechanism existing in the country and analyze the interplay of various organizations in handling the disaster situation. Justification for the Study 3. Over the past few years, the Government has introduced a paradigm shift in the approach to disasters. Corner stone of this approach is the realisation that disaster management has to be multi-disciplinary and spanning across all the sectors of development. As calamities evoke extraordinary response, the civil authoritys reliance on the Armed Forces has also ever increased. Due to their quick response, Armed forces have become a mantra in the hands of the state to respond to such calamities spanning from Law and Order problems to large scale disasters. Despite our country being extremely vulnerable and prone to natural calamities, no detailed hazard and vulnerability assessments have been carried out either at the State or the National level  [5]  . 4. Is the country adequately prepared with infrastructure and strategy against various natural disasters? There are differences of opinion on this issue. According to some, there are certain limitations, but overall, the country is well equipped. Others, however point out that the country does not have detailed vulnerability assessments, forcing it to only respond to calamities and organise reconstruction  [6]  . It is in this context that this study assumes greater importance. It will analyse various facets of disaster preparedness, evaluate existing structures for disasters management and put forward its recommendations. 5. For the purpose of this study disasters related to war, civil disturbance and slow disasters (Like crop failure, famine etc) will be kept out. Natural disasters (Like floods, earthquake etc) and the response of armed forces in helping civil administration would be the focus of the study. The study is basically confined to the role of Armed forces, to include Air Force and Navy in providing assistance to the civil authorities in all natural calamities. 6. Method of Data Collection. Data and information has been collected from Military Papers, periodicals, newspapers and books. Disaster management setup of the country has been derived from NDMA 2005 Ministry of Home Affairs documents on disaster management. 7. Organisation of the Dissertation. The research paper is covered under the following Chapters :- (a) Introduction. (b) Methodology. (c) National policy on disaster management. (d) Role of armed forces. (e) International disaster relief system. (f) Current concerns and recommendations. CHAPTER III NATIONAL POLICY ON DISASTER MANAGEMENT As of now, the government has no concrete disaster management policy. Many disasters are first created by us and then crores of rupees are spent on rescue and relief operations. The government should focus more on a sustainable model of development which can avoid disasters. Sunder Lal Bhauguna 1. Evolution of Disaster Management in India. Disaster management in India has evolved from an activity-based reactive setup to a proactive institutionalized structure; from single faculty domain to a multi-stakeholder setup; and from a relief-based approach to a multi-dimensional pro-active holistic approach for reducing risk. The beginnings of an institutional structure for disaster management can be traced to the British period following the series of disasters such as famines of 1900, 1905, 1907 1943, and the Bihar-Nepal earthquake of 1937. Over the past century, the disaster management in India has undergone substantive changes in its composition, nature and policy  [7]  . 2. Emergence of Institutional Arrangement in India. A permanent and institutionalised setup began in the decade of 1990s with set up of a disaster management cell under the Ministry of Agriculture, following the declaration of the decade of1990 as the International Decade of Natural Disaster Reduction (IDNDR) by the UN General Assembly. Following series of disasters such as Latur Earthquake (1993), Malpa Landslide (1994),Orissa Super Cyclone (1999) and Bhuj Earthquake (2001), a high powered Committee under the Chairmanship of Mr. J.C. Pant, Secretary, Ministry of Agriculture was constituted for drawing up a systematic, comprehensive and holistic approach towards disasters  [8]  . There was a shift in policy from an approach of relief through financial aid to a holistic one for addressing disaster management. Consequently, the disaster management division was shifted under the Ministry of Home Affairs in 2002 and a hierarchical structure for disaster management evolved in India2. Organisation and Structure of Disaster Management 3. Disaster management division is headed by Joint Secretary in ministry of home affairs, who is assisted by three Directors, Under Secretaries, Section Officers, Technical Officer, Senior Economic Investigator consultants and other supporting staff. The upper echelon of the structure also consists of Secretary (Border Management), Home Secretary, Minister of State in charge and the Home Minister. 4. Shifting from the relief and response mode, disaster management structure in India started to address the issues of early warning systems, forecasting and monitoring setup for various weather related hazards. A structure for flow of information, in the form of warnings, alerts and updates about the oncoming hazard, also emerged in this framework. A high powered group was setup by involving representatives of different ministries and departments. Some of these ministries were also designated as nodal authorities for specific disasters3. Disaster Management Act, 2005 5. This Act provides for the effective management of disasters in the country. NDMA provides institutional mechanisms for formulating and monitoring the implementation of the disaster management. It also ensures measures by the various branches of the Government for prevention and mitigation of disasters and prompt response during any disaster situation. The Act provides for setting up of National Disaster Management Authority under Chairmanship of the Prime Minister, State Disaster Management Authorities under the Chairmanship of the Chief Ministers, District Disaster Management Authorities under the Chairmanship of Collectors/District Magistrates/Deputy Commissioners. 6. The Act further provides for the constitution of different Executive Committee at national and state levels. Under its aegis, the National Institute of Disaster Management (NIDM) for capacity building and National Disaster Response Force (NDRF) for response purpose have been set up. It also mandates the concerned Ministries and Departments to draw up their own plans in accordance with the National Plan. The Act further contains the provisions for financial mechanisms such as creation of funds for response, National Disaster Mitigation Fund and similar funds at the state and district levels for the purpose of disaster management. The Act also provides specific roles to local bodies in disaster management4. National Level Institutions 7. National Disaster Management Authority (NDMA). The National Disaster Management Authority (NDMA) was initially constituted on May 30, 2005 under the Chairmanship of Prime Minister. The NDMA has been mandated with laying down policies on disaster management and guidelines which would be followed by different ministries, departments of central government and state government in taking measures for disaster risk reduction. It has also laid down guidelines to be followed by the state government authorities in drawing up the State Plans and to take such measures for the management of disasters, Details of these responsibilities are given as under :- (a) Lay down policies on disaster management. (b) Approve the National Plan. (c) Approve plans prepared by various ministries or departments of the government of India in accordance with the National Plan for disaster management. (d) Lay down guidelines for the State Authorities in drawing up the State Plan. (e) Lay down guidelines for the different ministries or departments of the government for the purpose of integrating the measures for prevention of disasters and the mitigation of their effects in their development plans projects. (f) Coordinate the implementation of the policy and plan for disaster management within the country. (g) Recommend provision of funds for the purpose of disaster mitigation. (h) Provide support to other countries affected by disasters on the recommendation of Central Government. (j) Take other measures for the prevention of disaster, mitigation, preparedness and capacity building for dealing with the disaster situation . (k) Lay down policies and guidelines for functioning of the National Institute for Disaster Management  [9]  . 8. Composition of NDMA. Besides the nine members nominated by the Prime Minister, Chairperson of the Authority, the Organisational structure consists of a Secretary and five Joint Secretaries including one Financial Advisor. There are 10 posts of Joint Advisors and Directors, 14 Assistant Advisors, Under Secretaries and Assistant Financial Advisor and Duty Officer along with supporting staff  [10]  . 9. State Disaster Management Authority (SDMA). The Disaster Management Act, 2005 provides for constitution of SDMAs in all the states and UTs. The Act envisages establishment of State Executive Committee, to be headed by Chief Secretary of the state Government with four other Secretaries of such departments as the state Government may think fit. It has the responsibility for coordinating and monitoring the implementation of the National Policy, the National Plan and the State Plan. 10. District Disaster Management Authority (DDMA). NDMA provides for constitution of DDMA for every district of a state. The District Magistrate/ District Collector/Deputy Commissioner heads the Authority as Chairperson besides an elected representative of the local authority as Co-Chairperson. The District Authority is responsible for planning, coordination and implementation of disaster management and to take such measures for disaster management as provided in the guidelines. The District Authority also has the power to examine the construction in any area in the district to enforce the safety standards and also to arrange for relief measures and respond to the disaster at the district level. 11. National Institute of Disaster Management (NIDM). In the backdrop of the International decade of Natural Disaster Reduction (IDNDR), a National centre of disaster management has been established at the Indian Institute for Public Administration in 1995. The Centre was subsequently upgraded and designated as the National Institute of Disaster management on 16th October 2003. Disaster management act, 2005 entrusts the institute with various responsibilities, such as to develop the training modules, undertake research and documentation for disaster management, organise the training programmes, organise study courses, conferences, and seminars to promote disaster management. It is also responsible for publication of journals, research papers and books on disaster management  [11]  . 12. National Disaster Response Force. The National Disaster Response Force has been constituted under Disaster management act, 2005 by up-gradation/conversion of eight standard battalions of central para military forces i.e. two battalions each from Border Security Force, Indo-Tibetan Border Police, Central Industrial Security Force and Central Reserve Police Force to build them up as a specialist force to respond to disaster or disaster like situations. 13. The eight battalions of NDRF consist of 144 specialised teams trained in various types of natural, manmade and non-natural disasters.72 of such teams are designed to cater to the Chemical, Biological, Radiological and Nuclear(CBRN) calamities besides natural calamities. Each NDRF battalion consists of 1149 personnel organised in 18 teams comprising of 45 personnel, who are being equipped and trained for rendering effective response to any disaster situation, both natural and manmade. All these eight battalions are being trained in natural disasters while four of them are being additionally trained for handling CBRN disasters. Based on vulnerability profile of different regions of the country, these specialist battalions have been presently stationed at the following eight places:- Bhatinda. Gr. Noida. Vadodara. Pune (talegaon). Bhubaneshwar (mundali). Kolkata. Guwahati. Patna. Chennai (Arakkonam).  [12]   14. The Government of India has approved the raising of two additional battalions of National Disaster Response Force by up gradation and conversion of one battalion each of Border Security Force and Central Reserve Police Force to be located in the states of Bihar (Bihata, Patna) and Andhra Pradesh (Vijaywada) respectively. The administrative approval for raising the two battalions was issued on 13-10- 2010  [13]  . 15. State Disaster Response Force. The states/UTs have also been advised to set up their Specialist Response Force for responding to disasters on the lines of National Disaster Response Force by the Ministry of Home Affairs. The Central Government is providing assistance for training of trainers. The state governments have been also advised to utilise 10 percent of their State Disaster Response Fund and Capacity Building Grant for procuring the search and rescue equipment and for training purposes of the Response Force  [14]  . Civil Defence 16. Role of Civil Defence. During times of emergencies, the CD organisation has the vital role of mobilising the citizens and helping civil administration for saving life and property, minimising damage, and raising public morale. 225 towns have been nominated as CD towns. 17. Each town has nucleus of four Permanent Staff along with 400 CD Volunteers for a two lakh population. It is expected that each state will have one CD Training Institute with permanent strength of 36 personnel, five vehicles and other equipments. The District Magistrate is designated as a Controller for CD Towns. The present strength of CD volunteers is 5.72 lakhs, out of which 5.11 lakhs are already trained. The target strength of CD volunteers has been fixed at 13 lakhs based on the population of CD towns as per 2001 census  [15]  . National Crisis Management 18. For effective implementation of necessary relief measures in the wake of a natural disaster, the Cabinet has established a Committee. On the constitution of this committee of the cabinet, the concerned Secretary will provide all the necessary information and data to and seek directions of the cabinet committee in all the matters concerning disaster relief. In the absence of this cabinet Committee, all matters relating to disaster relief will be reported to the Cabinet Secretary. 19. National Crisis Management Committee. A National Crisis Management Committee (NCMC) has been constituted in the Cabinet Secretariat. The composition of the Committee is as under  [16]  :- (a) Cabinet Secretary Chairman. (b) Secretary to Prime Minister Member. (c) Secretary (MHA) Member. (d) Secretary (MOD) Member. (e) Director (IB) Member. (f) Secretary (RAW) Member. (g) Secretary (Agriculture) Co-opted Member. (h) An Officer of Cabinet Secretariat Convener. 20. Calamities Relief Fund. The government has earmarked two funds i.e. Calamities Relief Fund and National Fund for Calamities. The nodal agency for recommending release of these two funds is the Crisis Management Group in the Ministry of Agriculture, which is headed by Central Relief Commissioner. The allocation for the all the states under these funds is done by the Finance Commission for a duration of five years, based on the vulnerability of the states to Natural calamities and average expenditure. National Fund for Calamities is additional fund besides Calamities Relief Fund ; while 75 percent of CRF is contributed by the centre, the allocation under National Fund for Calamities is entirely by the centre and more or less discretionary  [17]  . Forecasting Warning 21. Forecasting about climate change is pre requisite for taking preparedness measure to respond to the disaster is the most important element of disaster management. The Ministry of Environment Forest , Ministry of Earth Sciences , Ministry of Science Technology, Ministry of Agriculture, Ministry of Water Resources, Ministry of Human Resource Development, Ministry of Non-conventional Energy, Defence Research Development Organization, Ministry of Defence, Ministry of Health and Family Welfare, Indian Space Research Organization and Indian Meteorological Department promote and undertake climate and climate change related research in the country  [18]  . (a) Atmosphere Watch Stations. A network of 10 Global Atmosphere Watch Stations consisting of Allahabad, Jodhpur, Kodaikanal, Minicoy, Mohanbari, Port Blair, Pune, Nagpur, Srinagar and Vishakhapatnam, is maintained by IMD as per WMO protocols and standards since 1974 to generate data and information on the exchange of trace materials between the atmosphere and the earths surface, making atmospheric turbidity and air quality measurements to quantify trends and acid rain threats. (b) Atmospheric monitoring. There are 25 types of atmospheric monitoring networks that are operated and coordinated by the IMD. This includes meteorological, climatologically, environment, air pollution and other specialized observation of atmospheric trace constituents. (c) Cyclone Warning. The IMD has established an observation network for detecting cyclones through 10 cyclone detection radars along the coasts. The detection range of these radars is 400 km. INSAT-1B satellite also monitors cyclonic movements. Ships and commercial radars are also utilized for cyclonic warnings. About 260 merchant ships have meteorological observation systems. (d) Flood Forecast. The Ministry of water resources has an effective flood forecast system with 157 flood forecasting centres covering 62 river basins. Along with IMD, they monitor rainfall water levels in the reservoirs. India has also developed radars which give accurate estimate of rainfall up to 200 km around the radar site. (e) Tsunami warning. Post tsunami dated 26th December, 2004, Ministry of Earth Sciences has established the Indian National Tsunami Warning System at Indian National Centre for Ocean Information Services (INCOIS), Hyderabad. The Tsunami Early Warning System (TEWS) was made operational on 15th Oct 2007. This agency has developed a protocol for issue for Tsunami Watch, Alert and Warnings. The Centre gives information to all responders about the origin, time, location of the epicentre, magnitude and depth of an earthquake inside the ocean and accordingly issues bulletins. (f) Avalanche Warning. DRDOs network of more than fifty laboratories is deeply engaged in developing Defence technologies. Centre for Snow and Avalanche Study Establishment (SASE) is one of the laboratories of the DRDO located at Chandigarh with its primary function to do research in the field of snow and avalanches and to provide avalanche control measures and forecasting support to Armed forces. Role of Voluntary Organisations 22. The role of voluntary organisations is to help people overcome the problems created by natural calamities by providing relief services to the people. They also works as the eyes and ears by acting as the intermediary between the masses and the government agencies to avoid duplication, ensure proper distribution of resources and organise vigilance groups for preventing of misuse of resources. 23. Some of the activities under taken by voluntary organisations are:- (a) Establishing free food distribution centres, distributing blankets, clothes and medicines to prevent epidemics. (b) Organising necessary relief camps, first aid centres, and immunisation camps. (c) Organisation relief teams and sending them to far-flung affected areas to provide relief and monitor relief programmes. (d) Organising awareness programmes about different relief activities initiated by Government and Non Government Organisations. (e) Generating employment opportunities in the affected areas. (f) Adoption of families of the affected areas. CHAPTER IV ROLE OF ARMED FORCES 1. The armed forces of any nation are probably best organised to provide support for establishing a various of public services like public works, communications, transport, medical services, search rescue, and support activities. They are able to react quickly in a self contained, self sufficient and mobile fashion. Armed forces personnel are well trained in the skills necessary to perform their professional activities and can function under an integrated / flexible management system. So there is an enormous potential inherent in them to provide enormous capability to restore emergency services. 2. During the natural calamities, when many parts of the country are affected by them and it is beyond the capability of local administration to organise the rescue and relief, armed forces may be called upon to provide / organise relief measures. Armed Forces may also be called upon to provide assistance to other friendly countries, in case this has been requested for. One such example is that of Bangladesh. In 1991, when it was hit by worst cyclone in the history of the country the US armed forces, carried out relief operations  [19]  . In addition Indian Air Force also sent six helicopters for airlifting relief material to the affected areas. 3. Each year Armed Forces are called upon on several occasions for rendering assistance to civil administration throughout the nation during monsoon season for providing rescue and relief during the floods. The role of the armed forces during relief, rescue operations after Uttarkashi earthquake, Latur earthquake in Maharashtra, Chamoli earthquake and Floods in Orissa are well known. 4. Assistance Provided by Armed Forces. The Armed Forces may be called upon to render following type of assistance during natural calamities  [20]  :- (a) Infrastructure for Command and Control. (b) Medical Aid. (c) Transportation of Relief Material. (d) Establishment of Relief Camps. (e) Construction and Repair of Roads and Bridges. (f) Maintenance of Essential Services. (g) Evacuation of People to Safer Areas. (h) Stage management of International Relief. 5. Since the civil administration remains ill equipped for undertaking quick response to major disasters, the armed forces has been the primary option. As one of the most dedicated, professional, and modern armed forces in the world, the Indian armed forces respond to any disastrous situation with all their might. It is due to their technical competence, trained manpower, and logistical capabilities that they are always ready to rapidly undertake any kind of disaster-related rescue and relief operations. 6. They are also located in most remote areas where natural calamities are frequent. For instance, when the tsunami hit the Indian coast on December 26, 2004, the Indian armed forces, co-coordinated by the Integrated Defence Staff (IDS), efficiently handled relief, rescue, and evacuation work under Operation Sea Wave, including extending aid to Sri Lanka and Maldives under Operation Rainbow and Operation Castor, respectively. 7. Whether, it was the Kashmir earthquake of 2005, the tropical cyclone in Bangladesh in, 2007, the fire at Burrabazar in Kolkata in 2008, the serial blasts at Bangalore and Ahmedabad in 2008, or the Mumbai attack of November 2008, the roles played by the armed forces are numerous. In August 2010, when Leh, was hit by flash floods which killed many people and left many other injured, the Indian Armed forcess resp

The Catcher In The Rye :: Salinger, Literary Analysis

Although The Catcher in the Rye caused considerable controversy when it was first published in 1951, the book—the account of three disoriented days in the life of a troubled sixteen-year-old boy—was an instant hit. Within two weeks after its release, it was listed number one on The New York Times best-seller list, and it stayed there for thirty weeks. It remained immensely popular for many years, especially among teenagers and young adults, largely because of its fresh, brash style and anti-establishment attitudes—typical attributes of many people emerging from the physical and psychological turmoil of adolescence. It also was the bane of many parents, who objected to the main character's obscene language, erratic behavior, and antisocial attitudes. Responding to the irate protests, numerous school and public libraries and bookstores removed the book from their shelves. Holden simply was not a good role model for the youth of the 1950s, in the view of many conservative adults. Said J. D. Salinger himself, in a rare published comment, "I'm aware that many of my friends will be saddened and shocked, or shock-saddened, over some of the chapters in The Catcher in the Rye. Some of my best friends are children. In fact, all my best friends are children. It's almost unbearable for me to realize that my book will be kept on a shelf out of their reach." The clamor over the book undoubtedly contributed to its popularity among the young: It became the forbidden fruit in the garden of literature. For some reason—perhaps because of the swirling controversies over his written works—Sa linger retreated from the New York literary scene in the 1960s to a bucolic

Comparing Jack and Macbeth

Comparing Jack and Macbeth Jack is an authoritative boy whose leadership attributes was used to manipulate the others rather than provide order. He wants complete control, by using his superiority and savage-Like ways. When the tribe was created, It works out of fear, but It Is this tribe that prevails. When Jack can no longer control his urge for leadership, the tribe Is created, which has a negative influence on all the boys. Through this character, Gilding shows how the evil side of society prospers.While the savages were thriving while the few who remained civilized were suffering from extreme famine, and taught. Jack seems to be a power-hungry individual. Jack rapidly gets in charge of the hunters that had to gather the meat for the whole group. Their enthusiasm decides to hunt a pig, and this is when Jack shows his savage personality. Before starting to hunt a pig Jack orders the hunters to paint their own faces with clay in a native manner. This all foreshadows the savage that is about to corrupt the island. Jack shows an attitude towards life that is shown by the people that succeed in the world.With his salvage attitude he Is encouraging aggressiveness, and maintaining his ewer and respect from the rest of the group. He becomes paranoid that Ralph and Piggy are against him and feeds misinformation to his tribe, so as to keep them on his side. Jack Is the complete opposite, representing the evil that lies In the hearts of all mankind. He progressively grows more sadistic and evil as the story goes on, eventually orchestrating the death of Simon and Piggy. Macbeth is also similar because he turned evil by listening to the raging ambition within his own personality.Macbeth let himself be manipulated by the three witches, and allowing him to be influenced by his wife's equally raging ambition, this caused many problems like a guilty conscience. It was due to the evil within him and his wife, as well as evil personified in the three witches that Macbeth kil led his own king, two guards who just tried to do their Job of protecting the king, his best friend Banquet, and Macadam's defenseless family. Additionally, that evil led him to bring pain and suffering on a mass scale to the entire Scottish nation.In conclusion Macbeth evilness was caused by their ambitions to be leaders, and disappearance of rational thinking, which caused problems with themselves internally, and affected other people. Macbeth is a very egocentric, power-hungry leader. He starts off by being a loyal follower to his king, hesitant to act against Duncan. Macbeth has the ambition but lacks the drive to do what is necessary. However, after he becomes king, this attitude changes greatly. He becomes like a dictator. Had Macbeth been a good, able leader, the revolt against him by Macadam, would not have been so fierce.Macbeth becomes very proud, because of his false prophecies. He degrades those who express fear or concern, and e waves off important Information given to him. His whole concern is keeping his power at all cost. He's so self-involved and ready to compromise his morals to get ahead. Macbeth knows that Macadam Is trying to oppose him so he hires people to kill Macadam's family. No democratic leader would do that, so Macbeth Is demonstrate that he will not have mercy on those who try to oppose him, Leadership Increases for Macbeth because not only he was successful in killing the king but he got the throne. N authoritative leadership approach. Macbeth kill others that can become a threat o him which shows that he is capable of doing much more than he seemed, but can't trust people. He killed Macadam's family to show his initiative. Macbeth is more determined to accomplish his goals and make decisions on his own. Macbeth is being a leader by making his own decision, but he does not listening to anyone else's input which can make his decision one-sided. This type of leadership can ultimately be destructive because of bad decisions, and his initiative has led to an evil path. He is much more assertive than before.Macbeth did exemplify more determination and energy; however a true leader is not Just powerful and strong. Macbeth did seem to be more courageous when he said that he does not fear anyone and shall kill anyone that stands in his way. When he says this he seems to be more arrogant than confident. Macbeth shows a lack in confidence because he feels that to be safe he has to murder everyone. If he were confident then he would not feel the need to harm anyone. Despite everything, he continues to stay positive and is determined to do whatever he needs to do; in order to maintain his leadership.Macbeth on the there hand shows leadership, however in a much more negative way. Jack on the other hand is similar to Macbeth because Jack is an autocratic tyrant. He beats a boy for no reason other than to exert his power over the boys. He realizes what it takes to get power and to keep power. He rules through fear and int imidation, Jack is also a good manipulator. He knows what the boys both fear and want to hear. Unlike Ralph who desires a constructive society, Jack prays on the boys' destructive primal instincts.The boys want to be told what to do rather than simply pitch in together; hey feel the need to live in fear under a leader that they perceive as a powerful protector. In this sense Jack is certainly a more effective leader than Ralph. Jack can be controlling. One example is when Ralph asked his hunters to take care of the fire but Jack didn't want that and he took the hunters to hunt because that's what he wanted them to do. Another example is when he takes a vote for the next chief. No one votes for him but he sets up his own tribe nonetheless. Jack's litany of evil is pretty impressive. He leads the brutal slaughter of a pigs, and Simon.

Management and Leadership Models Essay

As Regional Director for Happy Face Frozen Foods (HFFF), I hold a great responsibility to meet sales projection levels at each of my sales districts. Hitting goal is not just a numbers game- it’s a task of managing people within the culture of the organization. My ultimate goal for District IV and district manager Tony’s performance deficiency is to diagnosis issues and problem areas. Multiple management/leadership models and concepts are needed in order to shift this district to become profitable and successful. PERFORMANCE MODEL Skills, Abilities, Traits Tony appears to have a lack of effort, despite being young, aggressive, talkative, appears to be intelligent, and was a top sales representative. I questioned his work ethic capabilities, but the Myer Briggs Type Indicator says we are polar personality opposites as he is an ISTJ and I am an ENFP. In general, his type explains why his apparent lack of effort is actually  his â€Å"introverted† and â€Å"sensing† personality; Tony self-reflects, works alone, thinks before acting, keeps energy inside, is hard to read, and verbalizes well though out ideas, concern for present and practical matters, likes things to be precise and clear, and wants step-by-step approaches. I had promoted him despite of his tendencies towards coercion and party reputation, which seemed to be a lack of cooperation skills and professionalism. Again, his type explains these traits of Tony’s â€Å"thinking† and â€Å"judging† personality; he finds it easy to be firm-minded and give criticism, brief, concise and impersonal, uses pros and cons lists, doesn’t like surprises, resist or does not notice change, and wants advanced warning. As a top manager his thinking process is great for following rules and procedures, but as a leader of his district he needs to improve all traits involving interaction with people. In order to compliment Tony’s personality traits with my own, I must reduce perceptual errors with a self-understanding of how our opposing traits interact. Tony’s sensing type needs intuitive types at work to see possibilities, deal with complex issues, explain other intuitives, and spark innovation. His thinking type needs intuitive types at work to persuade, smooth feathers, teach and coach, and anticipate reactions. Tony has several of the Kirkpatrick and Locke Leadership Traits to facilitate success, which include drive, self-confidence, cognitive ability, and knowledge of the business, but Tony’s sales team is hesitant to discuss his performance as a manager. A person does not become a leader by virtue of the possession of some combination of traits; therefore, with proper action Tony can transform those traits toward becoming a successful leader. Tony has three factor categories of leadership to accomplish, which include managing skills, vision, and implementation. I can provide Tony with specific guidelines for goals, objectives, and situations so he will have the managing skills for decision-making and problem solving. To improve his vision of the company, I can train him in the importance of the Big Five personality traits to become extraverted, conscientious, open, less neurotic, and agreeable. I can teach Tony how to apply the MBTI types among  his subordinates and myself, so he can properly implement his vision to the team through team building, motivation, and training. His efforts will increase their trust in his abilities and be more likely to give proper feedback in the future. Role Perceptions Inappropriate behavior concerns in Tony’s district arise from sexual harassment complaints, unwanted nicknames, mixture of work and personal relationships, and name calling shows that action for ethical conduct is lacking. Because Tony is involved in some of the unethical action, a quick response is needed at the management and subordinate level. Nielson’s guidelines for changing unethical organizational behaviors are not easy, but start with an intervention strategy implemented by corporate guidelines and myself. Caution should be used as I could be misled on details, and do not want to damage relationships and hurt the organization unnecessarily. The advantage of leading an ethical change increases incremental performance, but must include Tony in the process of establishing ethical rules and procedures in order to implement long-term. Rallying others to agree for the good of the organization takes consensus building through patience and relationship building, and can happen with ability and courage. Tony perceives his abilities for his own â€Å"book of business† as a successful sales person to be a major part of his job requirement. As a superior, my perception of his skills and traits lack the ability to manage his people, and his personal success makes me doubt his capabilities even more as he ignores his job requirements to train and coach his sales team, especially the two brand new employees. Tony needs to understand the importance of socialization practices, and appreciate the problem of transitioning a new employee. To prepare Tony in the training of his team, helpful mechanisms to utilize change are found in the elements of Schein’s organization socialization, which include basic goals, preferred means the goals are to be attained, basic responsibilities of the members, behavior patterns required for effective performance, and a set of rules to maintaining identity and integrity. New entrant should have multiple sources, whether official literature,  examples set by Tony and other employees, direct instruction, rewards and punishment system, and experimenting with new values and behavior. Success of socializing techniques depends on the initial entry of the organization and what Tony does to keep them. He must build commitment and loyalty early in the socialization process by investing time and effort into the new members, and since the two new hires have already been introduced to a laissez-faire style of management, Tony’s efforts need to be well prepared. Establishing socialization is included through training opportunities to Tony to train his sales team, giving Tony a formal role definition and the guidelines to defining his subordinates roles (which he will appreciate as an ISTJ), giving Tony a performance appraisal and future personal goals to improve, and to coach Tony the norms of a successful manager. The Determinant of Person Perception describes Tony’s situation as an ineffective leader based on the perception of his subordinates, which is influenced from the mixture of Tony’s and the subordinate’s characteristics. His ineffective leadership mixed with the subordinates lack of direction has created an Organizational Citizenship Behavior that allows discretionary behaviors based on personal choice within the workforce; several of the current norms that are being utilized and promoted under Tony’s supervision include tardiness, teasing, competitiveness, ignorance of complaints and concerns, inclusion of personal life and work, and individuality. These structureless norms and values are dangerous to the well being of Tony’s district as he does not understand his role as a leader to structure right and wrong norms, pivotal norms and values should be made clear in order to survive. The norms and values that should be implemented include trust, honesty, integrity, empathy, respect, teamwork, separation of life from professional work, and the total changes should keep 60-70% of operations stable in order to keep the organization running smoothly. The Simple Change Process has three phases to implement desired norms and values; the Unfreezing Phase includes immediate action between myself and Tony to establish how he wants the team to operate, create rules and procedures to follow, and to reprimand actions that are breaking current rules. The Moving Phase includes actions  for Tony to model new norms, train and educate the rest of the team, and provide incentives for following the new behaviors. The final process in the Refreezing Phase involves more rewards systems, standardization, and implementation of the new structures. Even if the perception of Tony’s lack of effort is a symptom of his set characteristic traits, I also need to understand as his supervisor the Self-Concept Theory of Motivation. The idea that humans are self-expressive, motivated to maintain and enhance self-esteem and self-worth, self-concepts are composed in part of identities, and this behavior isn’t always related to clear expectations or to immediate or specific goals. Tony is no different and also holds inner motivations that are not easily seen, I need to get to know him better before the districts sales meeting next month to understand his motives and actions. His current performance has demonstrated low results for the higher expectations I demand; if Tony does not have some expectation to work for, meeting my expectations is difficult and is a lose-lose situation. To give Tony direction, we can practice the Goal Theory to link Tony to specific and challenging goals with appropriate feedback for Tony to know ho w much effort to contribute in order to achieve increased task performance, and to understand what expectations to meet. Any theory or concept Tony learns can be applied to relationships with his subordinates, but will be difficult to implement with the current presence of Learned Helplessness. Tony has set such high expectations for performance and punished employees both by disregarding and berating employees publicly; his employees have become passive from repeat failures and will most likely remain passive even after changes are made. Organizationally Induced Helplessness is evident as the attribution to failure leads to behavioral influences, and Tony’s subordinate, Britni, is clearly suffering from substance abuse and practices it in the workplace openly. Because the negative environment has forced employees to shut down mentally, the operation of Self-Fulfilling Prophecy is not in effect here as Tony places high expectations, and they are not performing better because of these expectations. The factor missing in order to for the prophecy to work in Tony’s environment is more input from Tony to teach his subordinates to  reach the expectations he sets. To stop influencing negative behavior and start influencing positive attributions, organizational goals need to be easier to obtain and set clearly by Tony, because subordinates who stopped trying have already decided goals are impossible to reach such as the case with Melanie who was forced to structure her sales route by herself. Minimizing OIH can be done through multiple strategies: immunization that sets specific levels of success can begin with the new norms and values that will be set through the Simple Change Process, rewarding those who follow quickly. Attribution Training will direct failure away from internal fault and toward external conditions, and Ego Defense will develop attributes so if Tony continues to berate his employees, they will learn to not let it threaten their self-esteem. Performance Goals Tony punishes Big Ron’s performance for not getting the product out ahead of schedule is an example of Tony’s need for the Goal-Setting Concept, which assigns employees a specific task, quota, performance standard, or deadline. The use of punishment to affect behavior has negative consequences of modifying an employees behavior, such as a short-term effect, resentment of the punisher, negative aftereffects, doesn’t reinforce desired heavier, and creates an atmosphere of fear. Tony may punish too soon because of lack of training on my part, not aware of alternatives, looking for quick solutions, personal gratification, out of frustration, or believe it is the best way to change behavior. The misunderstanding of the product schedule time between Big Ron and Tony is directly attributed to miscommunication and a lack of goals. Big Ron perceives his goals to be only within the processing plant, Tony communicates his goals to be overseeing Big Ron’s operations and delivering the product. A helpful mechanism would for both to work together as a team and manage by objectives from each side. Tony and Big Ron need to use Participative Goal Setting and set specific and difficult goals together to lead to higher performance and relationship building. Merely telling Big Ron to â€Å"do his best† and to be supportive would be sufficient, but the best gain  comes from a set standard. They can also hold Management By Objectives â€Å"assignment† sessions to discuss what each side’s efforts will include. If Big Ron knows why Tony wants the products early, he can then communicate that status knowing Tony really needs that information. If Tony knows why Big Ron can’t get the products out sooner, he can then exert efforts to help Big Ron. When the task is done, a final performance appraisal feedback session will give each side a chance to voice actions that worked, need changing for future projects, and to give constructive feedback for the other person. This will build a climate of trust, and shows an acceptance of goal failure. Based on head quality control engineer Daniella’s visit with the sales force informal leader Bill Gates, is uninvolved with his job at HFFF with multiple side interests. Bill needs to get involved, and since he is in a leadership position can be given roles to support the sales force and himself by taking their performance under his accountability. If workers have a chance to participate in setting goals, they will be more committed to attaining those goals. If larger goals are broken down into short-term goals, workers will receive more frequent feedback about goal accomplishment and, thus, strive harder to meet those goals. A list of good goals similar to what Bill can make could include setting specific short and long term sales goal quotas, to create friendly competitions within the sales team, for individuals to talk to a certain number of clients or make a certain number of presentations, to meet with each sales rep individually to hear progress reports, and many more. The SMARTFIC model is a good checklist to prepare Bill to present Tony a plan of action within the sales force team. To start, Bill rates himself on scale of 1-5 on each goal setting area: specific, measurable, attainable, realistic/rewarded, timely, feedback, integrated/intermediate, and challenging/clear. He can keep or change the specificity or attainability of each goal based on the scale results, and once the goals are presented and approved by Tony, Bill can implement among the team. Intrinsic and Extrinsic Rewards Along with Bill’s goal setting for the sales team, rewarding Bill and team members based on bonuses and commission compensation will motivate the implementation to be successful. Tony could also be motivated to perform better if he was given a bonus for getting positive evaluations, as a demonstrator at a recent training program recently evaluated him negatively. To pinpoint the best reward system for Tony, I can use the Modifying On-The-Job Behavior concept to first identify target behavior, such as his need for procedure. The second step is to perform an Antecedent, Behavior, and Consequence (ABC) functional analysis to identify Tony’s trigger for needing procedure and when he uses this behavior. The third step arranges antecedents by removing obstacles, providing opportunities, appropriately scheduled consequences, such as unexpected events that cannot be controlled or sporadic behavior from others. The fourth and final step evaluates the results to find how to imple ment more procedure-based structure within Tony’s environment and utilize his best behaviors. This analysis also needs to be implemented by Tony onto his employees so they see that he appreciates their well being and can develop trust with him on other issues. Hertzberg’s Motivation Theory says if there is job dissatisfaction, the hygiene factors must be addressed before motivating employees. Tony’s team holds many hygiene factors in their workforce situation, including inappropriate subordinate work and personal relationships initiated by Tony, personal life issues addressed at work with Britni and Bill, poor supervisor relations among everyone, laissez-faire work conditions, and a lack of organization policy. Once they work through the hygiene factors, Tony can then motivate his team by setting goals for achievement, recognizing their achievements and efforts, giving them responsibilities, and chances for growth to contribute to their job satisfaction. The better the team is satisfied, the better job they can all provide. Tony created tension in his district when he hired his college buddies based on their personal relationship, and will have to overcome judgment and the tension by making his sale rep friends work hard to e arn their keep. In order to do so, Tony needs a standardized set of job dimensions and outcomes to give them, as outlined in the Job Characteristics Model. This concept gives core job  dimensions that can include skill variety, task identity, and significance to specify the sales reps various duties ranked by importance, levels of autonomy to make informed and unforced decisions on their own, and proper feedback in the form of evaluations from other subordinates or myself, instead of Tony because of their personal relationship. These dimensions lead to critical psychological states that provide experienced meaningfulness of the sales reps work, responsibility for their own works outcomes, and knowledge of their actual results. The process finally leads to personal and work outcomes that result in high internal work motivation that produces quality work performance and satisfaction, and proves their worth of working with the other subordinates while holding respect for Tony despite his initial favo ritism. Melanie complains that nobody, especially Tony, listens to her concerns, and is frustrated with the competitive and inefficient environment. While she may just be a complainer, Tony can quickly implement One Minute Praising to praise Melanie immediately when she should be appreciated, be specific about her finding an inefficiency in the training programs, share feelings of how her ideas could impact the team, and encourage her to find ways to make training programs more productive. This could help Melanie to not feel so ignored, especially if she is praised for something that is obviously a concern for her. When she begins to be more positive, her negativity will change in front of other employees and they wont ignore her as much. Tony can easily use this on all employees and voice his support for positivity to encourage the concepts use amongst the subordinates. If Melanie continues her complaining and negativity, Tony can use the One Minute Reprimanding to reprimand the complaining immediately, be specific about what she has said, share feelings of how the complaining affects the team, and remind her how good of a person she still is. The concept assists Melanie to realize how her complaining affects her coworkers, and will end the behavior. Tony needs to fix his working relationship with Big Ron quickly in order to address the possible ecoli breakout issue that Big Ron had on the health inspector visit. Not only is the health risk an ethical issue concerning consumers, Big Ron’s action plan to blackmail the inspector is an alarming  example of a lack of internal procedures. To address both of these issues and to prepare for future situations, Tony needs a Contingency Plan to manage risk that could have catastrophic consequences. Contingency Strategies are a result of the contingency plan and are devised for a specific situation where things could go wrong, although they cannot predict future outcomes. Tony’s strategies need to include procedures for situations that can happen within the management office, at the warehouses, and other facilities and need to include the managers at each location for input of specific internal details. These strategies prepare the organization or the person for anything that could happen in future and are back up plans that support the organization when the actual plan fails. For positive reinforcement for the behavior to increase, Tony must apply the strategy AND reward for something desirable or pleasant. The reward need to be individual-based in order to encourage employees to act ethically and receive personal recognition for their actions. Tony’s intricate involvement in Britni’s personal dating life and his friends looking for a good time is an example of negative reinforcement within the workplace. This involvement and his personal relationship with human resource manager, Margaret, are behaviors that need to be eliminated. I need to use the Coaching and Reinforcement Concept to tell Tony what to do to cease his involvement, show him how to change through role-play practice, then let him try to implement within the situations. I’ll observe his performance, and either praise his progress or redirect if it fails. A weakness in Tony’s relationship with his subordinates is a major issue in the balance of work performance. If the subordinates do not respond to Tony and he makes no initiative to manage his people, the district is at risk of failing and ruining sales figures. To create a trusting and open work environment, the PRICE System from Putting the One Minute Manager to Work says to pinpoint the performance area of interest, such as the subordinate/management relationship, then record and measure the current performance level on a graph. We must involve everyone to agree on  performance goals and strategies for coaching and evaluation, with extravert personalities on the team in charge of coaching, observing performance, and reporting to Tony to manage consequences. Tony and the team must then evaluate, track performance progress, and determine future strategies. The results of successful implementation of this system will strengthen the relationships between Tony and his subordin ates and eliminate the â€Å"fear† that is prevalent throughout the organization. Human resource specialist, Mary Ann, is enthusiastic about work-family balance and schedules of reinforcement concepts, but Daniella tuned her out during a recent visit. If employees and reporting superiors dismiss constructive ideas, the company may miss out on great progress opportunities and the employees who value change. The Reinforcement Appropriate Behaviors concept encourages hard working employees; if workers receive immediate reinforcement for their hard work, they will work harder than if their reinforcement is delayed. Frequent reinforcement of positive behavior and infrequent reinforcement of negative behavior results in higher performance. Workers will work harder if their reinforcements for work are somewhat random in either a variable interval or ratio. Mary Ann’s interest in Performance Model theories can be rewarded in the future based on this concept through praise and the responsibility to help host internal training sessions if we specifically provide her the proper way to relate them to her workforce. Her success could lead to creating reward programs and working with Tony to think of reward opportunities. Kerr’s Common Management Reward Follies says we hope for long-term growth, teamwork, challenging objectives, restructuring, and commitment to total quality, but we often reward quarterly earnings, individual effort, making the numbers, adding staff, and less than quality. Relatedly, Tony is reluctant to take charge of the sales team, but from afar demands higher levels of productivity. Tony is seeking simple quantifiable standards to measure but some aspects are highly visible and most aren’t, so a lacking view of performance factors and results doesn’t help break out of old ways of thinking. Since current rewards systems hardly exist, Tony must explore what types of behavior are currently being rewarded to positively reinforce  desired behavior. Equity Model The disturbing story of a possible kickback program involving sales manager, Jeff Daniels, and his stress related behavior is symptoms of the Equity Theory and Justice: The Concept of Fairness says Jeff must believe his is being treated fairly or his motivation will wane. Employees must evaluate their inputs in relation to their outcomes as compared to the inputs and outcomes of others to determine fairness, and inputs of employees on the job include enthusiasm, knowledge, innovation, and skills, while outputs include salary, satisfaction, recognition, and training opportunities. If the outputs of Jeff’s efforts are not equal to his inputs, he will find a way to make that mental equation balanced. If balancing to him means receiving under-the-table funds and lashing out on others as a consequence of a work-stress overload, then his promotion to International Protocol Specialist will only reward his unethical behavior and actions. Although the action of Mary Ann and Nelson arriving late to meeting with Danielle seems minor, this action sends the message that other business etiquettes are not important and will not represent the company at its best. The Reinforcement and Rewards concept says part of Tony’s job is to direct the behaviors of employees by providing appropriate rewards to reinforce the desired behaviors that lead to organizational effectiveness and success. Reinforcement stimuli Tony could incorporate for not only tardiness, but other common courtesies, include attendance awards and office-wide recognition, employee of the month awards with reasons attached to the award, and spontaneous cash awards for sighted acts of kindness. Effort-Reward Probability Although the ultimate Performance goals are nowhere near to be reached, there are good opportunities to reward good effort. The Effort-Reward Probability concept produces effort and follows Vroom in that abilities and traits can also multiply to determine performance. Examples have been provided with other models, but Steve Stricker aka â€Å"Mr. Insensitivity† deserves credit for his enthusiasm and attempt to correct a bad situation in the most efficient way possible. While his handling of the situation was not  the most desired, he still holds my respect enough to want him to supervise Tony’s district. The more good efforts we can multiply with good rewards, the better the performance the organization will gain. Satisfaction and V = Valence The majority of Tony’s workforce chooses to remain silent about most incidents that happen at work because the consequences of speaking up are higher. The Valence outcome of the Expectancy Theory model needs to be changed the most for this team as their value of rewards based on their needs and goals are low. The current valence level that I provide Tony, and Tony provides his subordinates can be rated a â€Å"0† as indifferent to the outcome of rewards, which is very much my fault for not encouraging a reward system to my own subordinate and setting the right example. I can start from my own practices to implement a rewards system specifically for Tony, and various programs for him to relay down to his team. COMMUNICATIONS Tony needs to improve his communication with subordinates in order to convey and receive information, gain acceptance for his ideas, maintain relationships with coworkers, establish trust, keep people involved in a project, to produce action or change. The change should include the climate of the workplace, as it is defensive, in the sense of the amount of control and superiority that is exerted from Tony’s competitive nature. In order to create a supportive climate, while allowing a friendlier competitive environment, Tony needs to encourage equality among the team and to practice empathy. He will also appear more reasonable if he learns to admit when he doesn’t know an answer, admits when he is wrong, and asks for help. When Tony ignores his employee’s requests for help and suggestions, his unrelated and tangential responses levels of listening serve as punishment to his employees for speaking. To display listening in the workplace, Tony must stop talking, show he wants to listen, empathize, go easy with arguments and criticisms, and again stop talking. He will encourage future interactions when he develops their trust. To practice the three elements of trust, Tony needs to show an inclination towards charity through  benevolence, practice integrity through a consistency of actions, values, methods, measures, principles, expectations, and outcomes. In ethics, integrity is regarded as the honesty of one’s actions and the ability to lead his team. To develop trust, he must demonstrate concern for others well-being and needs, be willing to see other peoples point of view, correspond between his words and deeds, and not be afraid to show emotion. When Tony received negative feedback from the recent training program, he most likely felt embarrassed and defensive. Tony needs effective feedback, he will not listen to the training program if we assume he should know what to do, evaluative, late, negative only, and punishing in the face of others at the program. In order for him to learn, it needs to be descriptive, specific, timely, and positive with the negative, and he needs to listen, check, clarify, and ask the feedback of others. There will be situations in the future similar to the miscommunication with Big Ron that will frustrate Tony, but he needs to make himself clear even if he is upset by managing from the HEART to convey his message to others: to be heard and understood, if disagreed with to not be made wrong, to be acknowledged for good, to look for right intentions, and to be told the truth with compassion. If he can correctly convey this message throughout a disagreement, relationships will be saved and solutions can be found. Tony should also remember to listen; two ears, one tongue, DM’s who don’t listen have less information for making sound decisions. Gibbs describes communication as a people process. The more supportive a climate is, the less defensive a person has read into distortion and can respond productively. A supportive climates in Tony’s relation with Big Ron can include descriptions of updates at the facility, problem orientation to seek mutual solutions to get products out early, with no hidden agenda from fear of reprimand, empathy for each other’s position, equality in interaction, and provisionalism of always seeking new information outside of personal knowledge. LEADERSHIP Traits Approach My perceptual distortion of Tony’s capabilities can be further discussed through Leadership Traits, which can describe Tony’s drive, personalized leadership motivation to be in charge, honesty and integrity, self-confidence, cognitive ability, and knowledge of the business. These are great leadership traits to have, but he needs to apply them in order to be an effective manager. The fatal flaws of leaders who derail, which also apply to Tony’s traits, include insensitivity of others, aloof and arrogant, overly ambitious and managing, and inability to adapt to situations. Fortunately Tony’s fatal flaws can be improved with the Emotional Intelligence at Work concept, which highlights Tony finding self-awareness through assessing his current position, self-regulation to determine whether he seems trustworthy, holds integrity, and is openness to change). Tony does hold motivation for a strong drive to achieve, but can improve on optimism organizational commitment in management. Empathy is his biggest weakness and can improve on expertise in building and retaining talent and being sensitive to others, and his efforts to build social skills in his effectiveness in leading change, persuasiveness, and expertise in building and leading teams will ultimately change his workforce to trust his judgment and commit to the organization. Another trait-based approach for improving skills is the Three-Skill Approach, which suggests Tony’s effective administration to depend on three basic personal skills: technical knowledge about work and specialization, human ability to work with people, and conceptual ability to work with ideas and concepts. Tony’s knowledge of the company is very strong as he was a top sales rep and can work with set concepts that use step-by-step approaches. When Tony improves his ability to work with ideas and people, he will increase the effectiveness of his leadership. Power Approach Tony has an element of fear within his relationship with subordinates, and Big Ron was treated so meanly because of a miscommunication. The Power Approach explains good sources of power are legitimate and reward, but bad sources of power that Tony is guilty of include coercive and charismatic. According to Yukl and Taber, Tony identifies as an authority power and  effective leaders are expert and referent. Subordinates will comply with his orders, but do not accept his goals, although he is in position to get possible commitment, and just as easily to get possible resistance. Tony can enhance his authority power by making polite requests, not demands, requests made in clear and simple language, checking to make sure subordinate understand and giving reason for the request if necessary, and following up to verify they have complied. Overall to appear more personable and less powerful, Tony needs compassion. People don’t care how much you know until they know how much you care, top power tools that Tony’s subordinates will respond to are patience, gentleness, teachableness, acceptance, kindness, openness, consistency, and integrity, which all are in line with compassion. Situational Leadership Model Situational Leadership says it’s not so much what you are, as what you do. I find many things to change of Tony’s relations with his subordinates, when my own leading of his development is lacking, and my leadership style should combine directive and supportive behaviors. I can institute directive behavior by clearly telling Tony what, how, where, and when to do something, then closely supervising their performance. I can increase supportive behavior by engaging in two-way communication on a more frequent basis, listening to his concerns, providing support and encouragement, facilitating the interaction, and involving him strongly in decision-making. I need to give Tony more Directing as a manager and leader, even through he only needed Delegating as a salesman. Tony, in turn, needs to apply the same concept of Directing to many of his new salesman and Coaching for the rest of the employees. Understanding the effectiveness of situational leadership and communicating thi s understanding with Tony will enhance our relationships at all levels, and reduce the perception of Tony lacking training duties. Effective leaders are those who can recognize what employees need and then adapt their own style to meet those needs. Path Goal Theory Tony is lacking in leadership behaviors according to the Path Goal Theory in  helping subordinates to shape their tasks. The idea is to define goals, clarify path, remove obstacles, and provide support, and Tony is achievement oriented based on the leadership behaviors as he challenges subordinates to perform work at the highest level possible, a high standard of excellence. To help subordinates meet Tony’s standards, he needs to provide guidance of how to obtain excellence. Leaders Member Exchange Theory Tony should form an individualized working relationship with each of his subordinates, and the exchanges in content and process should be dyadic with unique characteristics. High quality leader-member exchanges produced less employee turnover, and exchanges can be in-group or out-group. Tony has created a tight in-group from hiring his college friends as salesmen, but still doesn’t hold the qualities of a true in-group that has mutual trust, respect, liking, and reciprocal influence. Out-groups are based on job a description, which is the relationship Tony holds with his team, and even I hold with him as a superior. Tony is in Phase 1 Stranger, the phase in leadership making that is directed toward self-interest rather than toward the good of the group; roles with the team are scripted, influences are one way from Tony to subordinates, exchanges are low quality, and interests are for self. Transformational Leadership and The Leadership Challenge Tony’s aggressive leadership style is unwanted by many of his subordinates, the Leadership Challenge can help him implement carry out significant changes, which include to challenge the process, inspire a shared vision and enlisting others, enable others to act to foster collaboration and strengthen others, model the way and set the example and encourage the heart by recognizing individual contribution and celebrate accomplishments. Tony is currently a Laissez-Faire Leadership style, hands-off, let-things-ride approach that gives little effort to help followers satisfy their needs. Out of the four I’s he is most lacking â€Å"individualized consideration† to provide a supportive climate, listen carefully, and act as coaches. If Tony adopts any of the transactional leadership factors to perform a better job, the Contingent Reward to obtain agreements from followers on what must be done and what the payoffs will be. Servant Leadership One of the biggest struggles Tony will have is in following Servant Leadership by putting followers first, supporting personal development, honesty, treating fairly, share power, and enabling others. The antecedent conditions are strong as the culture, leader attributes, and follower receptivity to wanting a leader. The core of the process is weakest in conceptualizing the organization, emotional healing in sensitivity to others, putting followers first, helping followers grow, behaving ethically, empowering, and creating community value. The outcomes cannot happen until the core of the process is successful, but include follower growth and performance, organizational performance, and societal impact. Tony can improve with training in empathy, compassion, and listening. Once his team sees his efforts to be a better person, they will respect his position better. CONFLICT Conflict will always be part of an organization, whether to be avoided as described by the traditional view or necessary for a group to perform effectively as described by the interactionist view. Because Tony and I will be making many changes to the organization and our personalities differ so much, we should practice integrative bargaining through goals by expanding the pie so both parties are satisfied, motivation with win-win solutions, focus by showing interest, interests being congruent, information sharing being high, and the duration of the relationship being long term. Tony has been a Shark in terms of conflict: he is forceful towards his subordinates to achieve his goals at all costs, and overpowers others to win conflicts. He needs to become more of a Fox, and be more concerned with goals and the relationship, willing to give up something for the common good, and resolve conflict by finding middle ground. To use the Problem Solving Approach to Conflict Resolution between Tony and I’s interactions, we must identify the problem, set a goal or objective, generate and evaluate solutions, and create an action plan. Because Tony most likely does not want to deal with the personal relationship issues within the organization, especially since he is directly  involved, the Hill’s Model for Team Leadership is an easy tool to aid leadership problem solving and to clarify its complex nature. My leadership decision is to take action for the task needs of the group and intervene for the internal task force. My next action will managing the conflicts of interest, external alliances of corporate human resources, and to receive the desired outcome of team satisfactory for future development. PERCEPTION In my expectations from hiring I did not take into account the function of Tony’s personality and the management environment he would work in, especially since his MBTI traits are ISTJ and I am ENFP. The Halo Effect is in full swing on my part as I held a cognitive bias in the judgment of Tony’s character, which influenced my overall impression of him. Tony’s perception is also flawed in using projection as a defensive mechanism to place his own actions on other people, such as the late shipment of product onto Big Ron, and the failing sales numbers onto his salesmen. He has used projection to improve his own self-image and have a reason for failures. When Tony teases Chris, he sends a very strong message to his subordinates, as it is in verbal form, a face-to-face channel, toward immediate subordinates, it’s a high channel richness that is allowing multiple cues from Tony’s words, and tone of voice which strengthens the message of his unintended te asing. When Melanie complains about the long training classes, she is dealing with Primacy Effects, as the listener is more likely to start off paying attention then drift off when the subject gets boring or the listener is internally processing data. Our company does not want ineffective training sessions, therefore if we want information to stand out in a person’s mind we must use it at the beginning of a conversation or a written list and not let it get lost in the middle. Repeating messages consecutively several times through messages after the training sessions will embed it in their minds. When Tony ignores Melanie’s complaints, he believes in Theory Y but leaves her be. He lacks empathy for this situation, a perceptual error that can be reduced with conscious empathizing for her feelings. When Tony is given backhanded compliments for helping Britni get dates, she has received an area of self-consciousness of her ability to date. To reduce perceptual errors in this situation, self-acceptance involves self-understanding, a realistic, albeit subjective, awareness of her strengths and weaknesses, she can then feel about herself that she is of â€Å"unique worth†. When Tony misunderstood Big Ron, he became defensive from constructive criticism, and sometimes when actions or motives for the action are questioned, it is best to just explain. Interpersonal attributions happen when the causes of the events involve two or more individuals, and it is likely that one will always want to present oneself in the most positive light in interpersonal attributions, which is what Tony did. Tony creates perceptual defense in being angry instead of remaining neutral. Tony should communicate his needs and practice better listening skills so the miscommunication doesn’t happen again. TEAM PERFORMANCE: Meeting in Orlando Before the team meeting, I want to spend quality time with Tony and let him know what my concerns are and the pros and cons to the issues. I want to hear his side and be able to work together on some misconceptions since we are in direct rank and contact with each other. I need to keep him on my team if he is going to follow any changes I want to make. At the team meeting I plan to merely observe the group in their natural state, then as I am included, congratulate the team on aspects of the meeting that went well and motivate them based on those positives. Topics of improving performance, ethics, and setting goals, and making plans for future collaboration. Nothing can be completely fixed within this one meeting, but is a start for positive change. The golf game is where I will begin to gather more details of the group’s dysfunctions and look for contradictions in what Tony and other members have relayed to me. The biggest aspect of team functioning I want to discuss with the golfing group a and improve are relational of the ethical concerns and team dynamics. Any process I decide will involve teams of people, so I will be able to rally subordinates to work with Tony and I through this  rapport-building game. Already, I see the reasons for team failures to occur from degrading employees, inequities in reward system, an aggressive leadership style, a weak team leadership, and a fear of the leader. I expect particular behaviors from the Role Nomination Form to be lacking which include task-oriented behavior like initiating activity, seeking/giving information and opinions, elaborating, testing workability, and group-oriented behavior such as encouraging, expressing group feelings, harmonizing, gate-keeping, and setting standards, and what may occur from these lacking behaviors which include anti-group behavior such as resistance, recognition seekers, dominators, and avoiders. Janis says groupthink happens when members of decision-making groups become motivated to avoid being too harsh in their judgments of the leaders or their colleagues ideas. Some Groupthink symptoms are present in this situation, including members who have doubts or differing points of view seek to avoid deviating from what appears to be group consensus by keeping silent about misgivings and even minimizing to themselves the importance of their doubts, and there’s an illusion of unanimity- if someone doesn’t speak, it’s assumed they are in full accord. Tony could be leading his subordinates in groupthink by constantly voicing his beliefs and reprimanding anyone who opposes or wants to report higher than him. Victims avoid deviating, and keep silent about their misgivings and even minimize to themselves the importance of their doubts. To fix this issue, the leader should assign he role of critical evaluator to each member to air objections and doubt, adopt impartial stances in the beginning, monitoring group size by splitting up into smaller teams, then coming back together with results, and appointing a devil’s advocate to always look at the other side of things. Effective teams have adequate resources, effective leadership, climate of trust, a performance evaluation, and reward system that reflect team contributions. The team effectiveness model for this group needs leadership structure and a climate of trust, a composition of allocating roles and finding abilities of members, and a process that has specific goals and  common purposes. Overall, every model and concept discussed for this situation has a solution that can be used to address problems when I attend the monthly directors meeting with Tony. The most important aspect of all these concepts is being able to apply them within myself in my relationship with Tony, as he is my partner to making his district profitable. Open communication, trust, and mutual problem solving with his team should help me land the international assignment and leave Tony skilled and ready to continue great performance after I am gone.