Apply the concepts of the expectancy theory of motivation as an Essay - 1

Apply the concepts of the expectancy theory of motivation as an approach to improving performance in a given workplace situation - Essay Example This belief is founded on past experience, self-efficacy as well as the perceived difficulty of the performance standard. Secondly, instrumentality is based on the belief that if the set performance expectation is reached, then there is an accompanying reward for the work done. The reward can either be a promotion, a salary increment, a sense of accomplishment or even recognition. If the rewards are made to be similar for all irrespective of the individual performance, then instrumentality reduces. The individual’s instrumentality is based on trust, control, and policies. The perception that individuals have a control on how the rewards are distributed results to an increased instrumentality. Trust mainly comes from the leadership, if the individuals can trust their leader, then it means they will believe in whatever they are promised. Policies are also very important when it comes to instrumentality. The perception that a certain level of performance attracts certain rewards in accordance to the organizational policy will exponentially increase instrumentality (Vroom, 1964). The other component is valence. It basically deals with the value that a person gives to the rewards of an outcome. This value is founded on the basis of the person’s needs, values, preferences, sources of motivation and their goals. The potential valued outcome can range from promotions, recognition, pay rises, bonuses, intrinsic satisfaction based on validation of one’s abilities and skills, time off, new and interesting assignments, or it can also result from an intrinsic satisfaction based on the view that their efforts positively impacted others (Porter and Lawler,1968). The company in the case scenario can effectively adopt the expectancy motivation theory in order to improve the performance of its employees. There seems to be an attitude by the employees towards work,

Forgive Me Mother Essay Example for Free

Forgive Me Mother Essay Its strange how memories of the past can be so terrifying. The thoughts and the occurring dreams are always similar. I would remember longing for a summer where the summers light would beam on my body with the warmth of the sun. Winter was worse because I was terrified by the cold thick air that I would inhale inside my thin body until it feels I was shivering to death. The feeling of being alone , I couldn’t even sleep at night without being terrified; not because of being alone , but knowing my life would dwell with no hope for me for the future. I would see paranormal faces of my father. The haunting face would stare at me with such gentle eyes , yet sad. It’s like he was watching over me. Years ago when I had a family, loving yet annoyingly humorous in a family sense that I miss. We were having dinner with the family with just me , my mother and father. My mother was preparing the food and my father was coming home from work. However he never came back and my mother was worried and panicked. I was still too naà ¯ve to understand the situation fully back then. Hell I don’t even know how old I am anymore since I’ve lost track of time. I cried at first because my mother was always the strong type in the family. It was the first time I’ve seen her cry and the emotions inside of me wanted me to cry with her. He never came back and the authority’s told us he went missing. He was the provider of the family and we were financially unstable. My mother had to look for work , so she left to the city. She told me she would call me when she would be back. Once she left , the people who collects debt knocked on my door and seized the house. I had no place to go and so I left to find shelter and food. I got hired a job in a local newspaper agency to hand out flyers to neighbour streets. It was so cold but I never gave up hoping my mother would come back and take care of me. She couldn’t take me with her because she could only afford enough for herself to travel. We lived in a small town surrounded by snow somewhere in the upper regions of South Korea. One day while I was sleeping in the corner of the streets. A man walked pass with a white hat and apron with a grin on his cheeks. He looked at me for a couple of minutes. I was scared so I didn’t look back at him out of fear. I hear footsteps coming towards me and I was about to run. He asked â€Å"Why are you out in the streets alone at your age? , How old are you?†. I replied in a low voice ‘I don’t know†. He had a strange look on his face and asked me where my guardians was. I replied to him that I don’t know either. He asked me more questions which I all replied â€Å"I Don’t know†. I looked up and saw his face. He was a old man with a beard and had a stick on him which looked like it was supporting him move. It was a silent cold night and I’m not sure why he would be walking around at this time. He asked if I would like to work at his restaurant with cleaning and get paid for it. With nothing to lose I gladly accepted his offer. He took me to his place , it didn’t seem what he said it was. The restaurant looked like a dump and I only saw girls on the front door outside of the restaurant wearing what looked like beach clothing in cold weather. I was suspicious but I had nowhere to go and I didn’t know the way back from here. I followed the old man and he took me into a small room with 10 other children. At first I thought he was taking care of us until there was only girls in the room coming in and out one by one with a man. This isn’t a restaurant I suspected. I was disgusted and tried to leave but they didn’t let me leave. Pushing and crying to get out. They pulled me back , held both my hands and chucked me into a room by myself and locked the doors. Suddenly someone said *Calm down or they will punish you*. I stoped and looked for the source of the sound. The room had a little vent which leads to the other rooms. I whispered to the girl â€Å"What is this place† in a panicking voice. She told me it was a brothel where everyone gets kidnapped and rape for money by strangers. I asked her I was a male, â€Å"what do they want from me?† She told me she doesn’t know either. I didn’t want to find out , my life was already crumbling and now this. There was a medicine cabinet inside the room. I searched inside and found sleeping pills , I remember taking these when I lived with my parents. I could never sleep so the doctor prescribed me sleeping pills. I tried to sleep but I couldn’t out of the fear what was going to happen to me. I suggested to myself I should take these pills and ease things. I took the bottle of medicine from the cabinet. One wasn’t enough for me so I thought. I took more and more until I was feeling dizzy. I counted how many times and how much I’ve taken. But I lost count and started again. I needed more and I needed my peaceful slumber. I was scared to think what was going to happen and kept taking more and more pills until I could feel the bottom of the container. My body begins to weaken and I could no longer feel my fingers. My eyelids begin to shutdown. Soon darkness was all I could see , I felt a hollowing in a room with darkness and suspended in time. Forgive me mother I love you.

Marc Antony Essay -- Essays Papers

Marc Antony â€Å"Friends, Romans, countryman lend me your ears† (Shakespeare), this saying is what Mark Antony is probably most noted for. Antony’s life can be broken down into three parts. The first part would have to be the earlier years of his life before the death of Caesar. In the middle is Antony’s few years of success and power. The last part of his life is the downfall of him. Mark Antony was very powerful and successful for a short period in Ancient Rome. To begin, Mark Antony was born in 83 BC in Rome into a wealthy family (Laura). Mark Antony lived in Rome for the majority of his life. For a very short period, he was schooled in Greece (Encarta). Antony soon gained political and military power. From 58 to 56 BC he was the leader of the Roman Calvary (Encarta). Then in Gaul from 54 to 50 BC, he served in many offices (Encarta). Those offices include quaestor, augur, and the people’s tribune (Encarta). Antony did different jobs for his mentor, Julius Caesar. During the Battle of Pharsalus, which happened from 48 to 44 BC, Antony commanded the left wing of Caesar’s army (Encarta). â€Å"Antony, voluptuous, easy going, but capable of great effort, was unscrupulous and selfish. He sought power for his private ends, but his methods were casual and open† (Coolidge 73). Next, â€Å"After Caesar’s death, Antony maintained a very substantial military force for personal protection, including number centurions- and he accused Octavian of tampering with its loyalty†...

Links Between Hr Strategy/Policy and National/Organizational Culture

2. Explain the links between HR strategy/policy and national/organizational culture. Recent research suggests that the management of human resources has become increasingly important for business success. Employees are said to be one of the most valuable assets to an organization; as a result the effective management of these employees is essential. Management literature has had a tendency to associate human resource management (HRM) with firm performance. It is this link which has been the underlying cause for the abundance of research regarding HRM practices and their effects on a firm.However, there is a substantial debate within the literature that argues that HRM practices do not directly impact organizational performance (Boxall & Purcell, 2000), with claims that there is a missing link between the two. In regards to this ‘black box’ the concept of organizational culture has emerged. It is said that organizational culture is manifested in the behavior of its employ ees (Ngo & Loi, 2008), and is entrenched in the everyday working lives of cultural members (Martin, 2004).Culture is claimed to affect employee’s job attitudes, efficiency and productivity (Mahal, 2009), and can impact the ability to carry out an organizations plans and meet strategic goals (Chan, Shaffer & Snape, 2004). With these assertions, organizational culture could in fact influence a firm’s productivity and their overall performance. This paper examines the relationship between HRM, organizational culture and firm performance. The next section of this paper defines and explains the organizational culture concept.I then investigate the relationship between HRM and organizational culture by exploring the overarching themes which emerge from the literature regarding this link. Finally, I explore the relationship between HRM, organizational culture and firm performance. The Link between HRM and Organizational Culture Previous literature has identified and focused a round two common sources of organizational culture: (1) founders of the organization, and (2) national culture. Barney (1986) claimed that firms are historically bound. In line with Schein (2004) he argued that a firm’s culture reflects the unique personality of its founders.Along with these unique personalities a number of scholars have alleged that culture originates in the values and assumptions articulated by top management, which in turn, play an important role in shaping cultural views and employee’s behaviours (Chew & Sharma, 2005; Mahal, 2009). These values are then reinforced in a number of ways. Smircich (1983) articulated that top managers mould organizational cultures, and thus the values and beliefs held by employees, to suit their strategic ends; in turn the corporate culture should reflect the vision of the firm (Ngo & Loi, 2008).Values are also reiterated in hiring employees with similar priorities to top management as well as thoroughly socializing new employees to elicit those desired behaviours (Martin, 2004). Furthermore, national culture plays a prevailing role in shaping organizational culture. National culture refers to the culture specific to a national group (Chew & Sharma, 2005), and is entrenched deeply within individual’s everyday lives. These ingrained values will subconsciously affect how management practices are both carried out and received in an organization, and therefore how employee’s will behave within the firm (Chew & Sharma, 2005).Consequently, acompany’s culture is said to be linked to the founders of the organization and the values which they demonstrate, as well as the National culture in which the organization was first founded. A third relationship has begun to emerge out of management literature. There have been claims by a number of scholars (Bowen & Ostroff, 2004; Cabrera & Bonache, 1999; Lau & Ngo, 2004; Wilkins,1984) that organizational culture is related to HRM and the human r esource practices which are implemented by the organization.HRM has become an increasingly important activity within an organization. Its function is to attract, develop, motivate and retain employee’s who ensure the effective functioning of the organization (Jackson & Schuler, 1995). Relatively little is known about the link between organizational culture and HRM, as few empirical studies testing this relationship have been conducted (Platonova, 2005). However, a few overarching themes emerge from the literature regarding this HRM-culture relationship. HRM Practices Influence Organizational CultureWithin the HRM-organizational culture link lays a belief that firm’s HRM practices will motivate employees to adopt certain attitudes and behaviours, and will therefore elicit a certain corporate culture (Bowen & Ostroff, 2004; Cabrera & Bonache, 1999; Chow & Liu, 2009; Lau & Ngo, 2004; Ngo & Loi, 2008; Wilkins, 1984). One of the earliest views on this HRM-organizational cul ture link was from Peters (1978), who suggested that management systems (e. g. HRM systems) could be thought of as mechanisms to transmit values and beliefs of the organization which, as a result, help to shape its character.With organizational culture comprising a range of social phenomena there are certain situations in which organizational norms are not the result of shared values among employees; rather, they are determined by the rules and practices an organization implements (Cabrera & Bonache, 1999). Tichy (1983) thought that the way in which HRM systems are designed can communicate important and useful information about the organizations culture to employees. Schwartz & Davis (1981) also argued that HR practices provide information to employees.They convey standardized information to employees about expected patterns of activity and acceptable behaviours which allow the firm to achieve its objective. Lewicki (1981) argues that HRM practices answer three questions for employe es, providing information to staff about the acceptable behaviours: (1) what does the organization expect from its employees? (2) What kind of behaviour does the organization reward? And (3) what are the dos and don’ts of proper social conduct within the system? (p. 8). Ulrich (1984) iterates this view using an example of socialization programs.Her belief is that socialization and induction programs play a significant role in transmitting corporate culture to individuals entering into the organization. They ensure that acceptable behaviours and cultural norms are passed down to new employees, thus keeping organizational culture consistent. It is through this shared information as well as the experiences of employees that behavioural norms are established, thus becoming the means through which culture is created and sustained within the firm.Building on the HRM-organizational culture link, Ulrich (1984) advocates that procedures and practices implemented by HR executives becom e rituals within the company. Ulrich deems rituals to be customary and repeated actions within a firm. They take on a meaning within the organization. As we identified earlier, rituals are a symbolic tool in which values are manifested. These rituals, which include evaluation and reward procedures, help guide the behaviour of employee’s as they establish boundaries and behavioural norms within the firm.Wilkins (1984) asserts a different view; that HR systems can create career paths for employees as well as groupings of people who remain in the firm for a long enough time for a company culture to form. This outlook suggests that firms can implement HR practices that foster job security and internal career development in order to keep turnover low, and maintain those social phenomena that comprise organizational culture (values, beliefs, norms, assumptions) within the organization, and therefore forming a strong organizational culture.While a number of scholars claim that HRM p ractices lead to organizational culture, few studies have been conducted on the relationship. Lau and Ngo (2004) studied 332 firms HR and organizational development practices in Hong Kong. The board purpose of this study was to explore the link between culture, HR systems and outcomes. The research found that HR practices which emphasize training, performance based reward as well as team development help to create an organizational culture that promotes innovation.Organizational culture was said to play a mediation role between the HR system and the firm’s outcomes. That is, the HR practices implemented by the firm had an effect on the organizational culture, which in turn had a direct impact on employee’s behaviours and outcomes. This study demonstrated that a company’s culture was significant in affecting employee’s outcomes; regardless, the culture needs to be supported by an HR system that elicits those behaviours needed to achieve the desired outcome s.High Commitment Management Practices Influence Organizational Cultures Following on from the view that human resource practices can influence employee’s behaviour is an argument that only certain practices will be beneficial to an organization’s culture. Corporate culture will only be an advantage when it is seen as appropriate in order to achieve a certain objective or organizational goal (Chow & Liu, 2009); not all practices will elicit an appropriate culture.High Commitment Management (HCM), or best practice, is a theory that has outlined a number of HRM practices which are believed to help a firm achieve competitive success from its workforce (Pfeffer, 1995). It is a common held belief within the literature that â€Å"systems of high commitment HR practices increase organizational effectiveness by creating conditions where employees become highly involved in the organization and work hard to accomplish the organization’s goals (Whitener, 2001, p. 516).Pfe ffer (1998), the founder of best practice, believed that there were seven core practices which characterized the most successful organizations: employment security; selective hiring of new personnel; self managed teams; high compensation contingent on organizational performance; extensive training; reduced status distinction and barriers; and extensive sharing of information throughout the organization. When implemented these practices would lead to high levels of job satisfaction, retention and motivation of employee’s, which in turn influence a firm’s effectiveness and performance.It is thought that these HCM practices shape work force attitudes and values by framing employee’s perceptions of what the organization is like and help to influence their relationship with the organization. Employee behaviours and attitudes are said to reflect their perceptions and expectations about the organization; their behaviours respond to the treatment they receive from the f irm (Whitener, 2001). Accordingly, HCM practices are said to act as a culture embedding mechanism (Hartog & Verburg, 2004), playing an important role in reinforcing certain behaviours within employees and therefore shaping corporate culture.Kerr & Slocum (1987) demonstrate this relationship. They state that some organizations have cultures emphasizing the value of teamwork and security. These values foster loyalty to the organization and give employees a long term commitment. They iterate that other organizations consist of cultures which emphasize personal initiative and individual rewards. These values reinforce norms where organizational members do not promise loyalty and where the company does not provide job security. These authors point out that the practices, specifically HCM practices implemented by an organization, bring out certain behaviours from employees.For that reason, a firm can manipulate its culture by implementing practices which foster the behaviours they want to achieve from employees, and those behaviours that will help the company achieve their strategic goals. A small number of studies have been conducted exploring the relationship between certain best practices and organizational culture. In her study of 170 individuals views on compensation systems, Kuhn (2009) found that a bonus being rewarded on the basis of individual outcomes, compared to team or organizational performance led to the organizational culture being regarded as relatively more individualistic.Sheridan’s (1992) longitudinal study of 904 college graduates hired in six public accounting firms found that the firm’s organizational culture had a significant effect of the retention rates of these employees. Those firms that had a culture fostering the interpersonal relationship values of teams and respect for people stayed 14 months longer than those hired in firms whose culture emphasized the work task values of detail and stability. These two examples, in whi ch both show the implementation of HCM or best practice, illustrate that organizational culture is contingent upon the HRM practices implemented.Practices will elicit different behaviours from employees. In addition claims are made that these behaviours will facilitate or hinder performance and efficiency within a company. Strategy Shapes HRM Practices which in turn Shape Organizational Culture In accordance with the view that HRM/HCM practices influence organizational culture, employee’s behaviours are said to be indirectly affected through a company’s strategy (Bowen & Ostroff, 2004; Chow & Liu, 2009).The term Strategic Human Resource Management (SHRM) has emerged within recent management literature to cover the relationship between a firm’s strategy and their HRM system. This perspective of HRM is commonly seen as comprising integrated functions which are linked to organizational strategy (Macky, 2008). The guiding logic behind this view is that a firmâ€℠¢s human resource practices must, â€Å"develop employees’ skills, knowledge and motivation such that employees behave in ways that are instrumental to the implementation of a particular strategy† (Bowen & Ostroff, 2004, p. 05). Given a certain strategic goal, a set of HRM practices should be implemented to help the organization attain these goals. Different business strategies will therefore require the implementation of a varied set of HRM practices in order to elicit certain behaviours from employees’. Attention should be paid to designing an HR system that is best able to link the desired culture and business strategy. For innovation-oriented firms, HR must implement innovation-enhancing practices to obtain the desired behaviours associated with innovation (Lau & Ngo, 2004).With strategy affecting HRM practices, culture is indirectly affected. This culture will be an asset for an organization if it encourages the behaviours that support the organizations int ended strategy (Cabrera & Bonache, 1999). Organizational Cultures Influence HRM Practices There is a belief, held by a small number of scholars, which challenges the previous, more widely accepted view that HRM practices (and HCM practices) influence organizational culture. While this view appears within some industrial psychology literature, it is a less common perspective among management scholars.These scholars find that prominent core values within an organizational culture have a strong influence on management practices and in shaping HRM systems (Ferris et al. , 1998; Aycan, Kanungo, & Sinha, 1999). This view asserts that firstly values and other social phenomena form within the organization, while HRM practices occur because of the organizational culture already entrenched within the firm. The social context model, developed by Ferris et al. (1998) claims that the attitudes, beliefs, and values which make up the corporate culture drive the development of HRM policies, practic es, and systems.These scholars profess that a well-defined culture within a firm should drive the development of consistent HRM policies, as employees values are reflected in the formation of these policies. Furthermore, these policies should drive the design of a set of mutually supporting and integrated HRM practices which form a cooperative system. Bowen and Ostroff (2004) expand on this view. They allege that organizational assumptions and values shape HRM practices, which, in turn reinforce cultural norms and routines which shape individuals performance. Aycan et al. (1999) as well as Aycan et al. (2000) advocate the model of culture fit.This model contends that managers implement HRM practices based of their assumption about the nature and behaviour of employees. There needs to be a rationale behind the practices which HR implements; they do not evolve within a vacuum. For this reason HR practices are there to reinforce the values, behaviours and assumptions which already exis t within the organization, and to further develop these social phenomena. The Link between HRM, Organizational Culture and Performance Scholars have long asserted that the way in which an organization manages its employees can influence its performance (Delaney & Huselid, 1996).HRM is therefore an organizational issue which firms cannot afford to ignore. Much of previous HRM and organizational culture literature is based on this assertion that human resource practices and corporate culture are linked to organizational performance (Platonova, 2005). The underlying assumption of the link between HRM, organizational culture and performance is that HRM practices lead to employee knowledge, skills, and abilities, which in turn are said to influence firm performance at the collective level (Bowen & Ostroff, 2004).While a small number of empirical studies have tested the relationship between HRM and organizational culture a copious amount of research exists on the HRM-firm performance link . In addition, a number of empirical studies have also focused on the organizational culture-performance relationship. The relationship between comprehensive sets of HR practices and firm performance has been frequently demonstrated within the literature. Becker and Gerhart (1996) explain that HR decisions can influence organizational performance through increased efficiency or revenue growth.Barney (1986) notes that increased firm performance is often attributed to higher profitability, while Bowen and Ostroff (2004) argue that increased motivation from employees leads to higher firm performance. A large number of empirical studies have been conducted on the relationship between HRM practices and firm profitability. Pfeffer (1995) identified a certain set of best practices which companies can implement to manage their employees. He argues that these practices are universal in nature, and will have a positive effect on organizational performance.The implementation of HRM practices c an contribute to firm performance by motivating employees to adopt desired attitudes and behaviours. They tend to unify people around shared goals which will shape and guide employee behaviour. In addition HCM practices are said to create an internal atmosphere where employees become highly involved in the organization and work hard to accomplish goals the firm sets. In his study of steel minimills, Arthur (1994) found that reward systems provided considerable motivation for employees, which in turn contributed to an increase in productivity.His study also found that higher rewards contribute to a decrease in turnover among staff. Merit or incentive pay systems provide rewards for meeting specific goals; in turn employees will be motivated to achieve these goals (Delaney & Huselid, 1996). Koch and McGrath (1996) found that investment in recruitment and selection procedures was positively related to labour productivity. Their findings suggest that labour productivity is related to th ose proactive firms, those firms who plan for their future labour needs, and those that make investments in getting the ‘right’ people for the job.In addition a number of claims have been made alleging that HRM practices can influence performance by impacting employees’ knowledge, skills and abilities. Practices fostering extensive training can be considered a source of competitive advantage, as they involve keeping employee’s skills and knowledge up to date. Training is said to have a positive impact on performance (Delaney & Huselid, 1996) by impacting dimensions such as product quality. In their study of 590 firms, Delaney and Huselid (1996) found positive associations between practices such as training and firm performance measures.Pfeffer (1998) also conveys a link between training of employee’s and profits. Some scholars assert that HRM practices will lead to increased performance when there is a high level of fit between the practices and the organization’s strategy. This is commonly known as the configurational perspective of SHRM. This perspective maintains that an organization should implement HRM practices that are congruent with the firm’s strategy, and are consistent with one another. Two practices can work together to enhance each other’s effectiveness; consequently a powerful connection is formed (Delery, 1998).The implementation of firm specific training programs combined with highly selective staffing practices can work together to generate a talented pool of employees with high productivity. It is therefore thought that HR practices which complement each other and the firm’s strategy will have a positive effect on organizational performance (Lengnick- Hall, Lengnick-Hall, Andrade, & Drake, 2009). Overall, there is a strong view in the literature that certain HRM practices lead to increased organizational performance.However, studies on this relationship often differ as to the exten t a practice is likely to be positively or negatively related to performance (Becker & Gerhart, 1996). Some scholars also express concern regarding the causality between this relationship; do empirical studies actually prove that HRM practices cause increased performance? It has been said that HRM practices are not the only factor which could affect a firm’s performance; many other organizational and environment factors could in fact be attributed to performance (Boxall & Purcell, 2000).Barney (1986) developed the Resource Based View of the firm (RBV). He argued that certain organizational resources and capabilities can lead to a sustainable competitive advantage for the firm, and therefore can increase organizational performance through superior financial performance. Barney (1986) affirmed that a firm’s organizational culture can in fact be one of these resources. However, he asserts that not just any culture will lead to a competitive advantage; corporate culture mu st be valuable, rare, imperfectly imitable, and be of value to the entire organization.If a company’s organizational culture meets these four criteria it has a better opportunity to be a source of sustained competitive advantage. In addition an appropriate HRM system can create and develop organizational capabilities which themselves become sources of competitive advantage (Lau & Ngo, 2004). For example, one of America’s most successful retailers, Nordstrom, attributes their success to its culture of customer service. This culture is seen as a unique, valuable and hard to imitate resource and has become a source of competitive advantage for the company (Carmeli & Tishler, 2004).Since organizational cultures and HRM systems can be a valuable resource for companies they have a key role to play in the firm performance link. Conclusion This paper has focused around the concept of organizational culture. It has primarily explored the relationship and different views between HRM and culture. While a number of challenging views exist in regards to the HRM- culture link, it is commonly found that HRM practices influence organizational culture, by providing information to employee’s that impacts their assumptions, values and attitudes.In addition, certain HCM practices are said to shape work force attitudes by framing employee’s perceptions about the organization; in turn leading to higher levels of job satisfaction, retention and motivation; all of which influence a firm’s performance. Furthermore, an organization’s strategy has been alleged to influence corporate culture indirectly through the implementation of HRM practices that help the organization attain their goals. Organizational culture has been considered a valuable resource for companies and could in fact lead to a competitive advantage for the firm.While HRM has been argued to affect organizational culture, and in turn lead to firm performance we need to be wary of arguing that current evidence proves this relationship. There could, and probably are, a number of other organizational elements that provide a link between HRM and firm performance. More studies regarding the organizational culture and performance link need to be conducted before we can deduce this causality relationship. In saying this, organizational culture has been shown to be an important aspect of a firm, as it can, and does affect employee’s behaviours, motivation and value.

The Ethnic Conflicts

Recent changes in American society have resulted in increasing number of minority students enrolling in colleges and universities. Differing views among these ethnic groups can sometimes cause conflicts for students of all races (Cozic 249). Some argue that students and universities benefit from these ethnic conflicts. Same time others believe that increasing racial diversity in American colleges and university has led to a decrease in the quality of education. People who support multiculturalism in universities believe that â€Å"students who can resolve conflict in racially diverse universities will be better prepared to succeed than students at universities that are more homogeneous†(Cozic 249). Conflict is expected, perhaps even healthy, in a social situation where people have different interests and compete for scarce resources (Duster 251). Some American schools are racially integrated, so â€Å"it is not surprising that students experience shock and tension when they arrive at their first experience of multiculturalism†(251). But shocks like this maybe a good preparation for future life. According to Duster, nowadays students are â€Å"far more competent, far more eligible, far more prepared than when this [Berkley] was an all-white university in 1950†³(252). Back in 1960s , when the campus was mainly white, almost every eligible student who applied to Berkley was admitted (252). But â€Å"when the United States changed its immigration laws in the 1970s, well-qualified candidates from China, Hong Kong, and Korea swelled the pool of applicants†(252). Suddenly, not everyone who was eligible could get in (252). The increasing number of minorities applying to universities created â€Å"increasingly ferocious competition at the same-sized admissions gate†(252). The media, so far has chosen to emphasize the beleaguered white student who has to adjust to affirmative action (252). Isn†t it a shame, stories imply, that these students are feeling uncomfortable in an environment that used to be their university (252). It isn†t theirs anymore (252). Since the demographics of the United States are changing at a fast rate, â€Å"shouldn†t the university population and curriculum reflect more of this new reality? â€Å"(252 – 53). Meanwhile, the quality of students at universities is only getting better. Duster implies that affirmative action exists because, â€Å"over the past two hundred years, blacks and Latinos have had a difficult time entering higher education, and that legacy hasn†t gone away†(253). There are economic barriers that restrict access to college for minorities. And these barriers aren†t disappearing. The smartest among them [Berkley students] also see that in a globalized economy, Berkley†s multiculturalism can make them better leaders†¦. (254). The opponents of cultural diversity believe that â€Å"affirmative action favors minorities whose average academic performance is unacceptably below university standards†(Cozic 257). D†Souza argues that the question is not whether universities should seek diversity but what kind of diversity. It seems that the primary form of diversity which universities should try to foster is diversity of mind (D†Souza 258). He says that â€Å"such diversity would enrich academic discourse, widen its parameters, multiply its objects of inquiry, and increase the probability of obscure and unlikely terrain being investigated†(258). According to D†Souza, the problem begins with a deep sense of embarrassment over the small number of minorities – blacks in particular – on campuses. University officials speak of themselves as more enlightened and progressive than the general population, so they feel guilty if the proportion of minorities at their institution is smaller than in surrounding society (259). As a consequence, universities agree to make herculean efforts to attract as many blacks, Hispanics, and other certified minorities as possible to their institutions (259). The number of minority applicants who would normally qualify for acceptance at selective universities is very small; therefore, in order to meet ambitious recruitment targets, affirmative action must entail fairly drastic compromises in admissions requirements (259). University leaders are willing to use unjust means to achieve their goal of equal representation, says D†Souza. For example, â€Å"the California legislature is considering measures to require all state colleges to accept black, Hispanic, white, and Asian students in proportion with their level in the population, regardless of disparity in academic preparation or qualifications among such groups† (259). Many selective universities are so famished for minority students that they will accept virtually anyone of the right color (260). For minority students, who struggled through high school, the courtship of selective universities comes as a welcome surprise. During their freshman year, many minority students discover that they are not prepared to the college work load and it is hard to keep up with another students. For minority students, especially those from disadvantaged backgrounds, these problems are often complicated by a difficult personal adjustment to a new environment (261). University leaders have discovered how displaced and unsettled minority freshmen can be, and typically respond by setting up counseling services and remedial education programs intended to assure blacks and Hispanics that they do belong, and that they can â€Å"catch up† with other students (261). For many minority undergraduates the university†s quest for racial equality produces a conspicuous academic inequality (261). In the minds of minority students, affirmative action is not a cause of their academic difficulties, but an excuse for white racism which is the real source of their problems (263).

President Trumans decision about dropping the bombs on Japan Essay Example

President Trumans decision about dropping the bombs on Japan Essay Example President Trumans decision about dropping the bombs on Japan Paper President Trumans decision about dropping the bombs on Japan Paper President Trumans decision to drop the bombs on Japan was justified As the twentieth century slowly dawned upon the world, there were many predicaments that lay ahead of the people of the United States; one of which was the Second World War. With the rise of communism and fascism, dictators like Adolf Hitler, Benito Mussolini, and Joseph Stalin gained power and threatened the well being of the people by ruling with an iron fist. Although not considered a dictator, Hideki Tojo of Japan also participated in such cruelties by attacking nations without properly declaring war. These leaders and autocratic rules killed thousands and millions of innocent people and embarked on a campaign to rule the entire world. Luckily for the Americans, these totalitarian leaders ruled in the nations of Europe and Asia, not directly affecting the United States. However, on December 7, 1941, as President Roosevelt put it, a date which will live in infamy, Japan’s greed in conquering the world got out of control and affected America. Japan bombed Pearl Harbor, killing thousands of people and injuring many more. Although President Roosevelt had knowledge of what will happen if America were to enter the war, he had no choice but to enter the war on behalf of the Allies to avenge the deaths of thousands of Americans. The European campaign for the allies were very largely successful and the only thing left for the Allies to deal with was the Pacific Campaign into Japan. Unfortunately, in the midst of this chaos, President Roosevelt passed away and President Harry Truman was inaugurated into office. During this time, the American government researched and quickly harnessed the world’s most powerful weapon, the Atomic Bomb. Truman knew the consequences of dropping the bombs on Japan and thoroughly examined the positives and negatives of the bomb. In consideration of all this, the positives outweighed the negatives and the bombs were finally dropped on Hiroshima and Nagasaki, two cities in Japan. President Truman had every right to drop the bombs on Japan in order to save lives and better America’s future as a world power. The bombs were dropped with a desire to save lives, nothing more and nothing less. The costs would have been innumerable and would have been crippling to the Americans if President Truman didn’t make the decision in dropping the bombs. One of the many costs that the Americans would have to pay would be the significant number of casualties that would have occurred if Americans were to have entered Japan and fight a war face to face. Some may consider the United States to be nothing more than coward for doing this, but it is far better than losing thousands of lives in war. The Japanese began to draft its entire population, including children and women. If the Americans were to have come face to face in combat with these soldiers, America would have suffered great losses; losses that would be impossible to fully recover from. Furthermore, sending troops into Japan and dropping a bomb on Japan is essentially almost the same concept; both are to decimate Japan into rubbles in order for the nation to surrender. So, why not choose the option of dropping bombs in Japan when it is much safer and more efficient than sending troops into Japan? With the attack of Pearl Harbor, Japan and the United States were officially in a state of war between each other. In a state of war, the main focus is to decimate the enemy by any means possible. This meaning, deploying troops into enemy territories creating blockades, and even dropping bombs on the enemy is perfectly legal. President Truman was entirely justified in deciding to drop the Atomic Bombs on Japan. In any war, opposing nations killed enemy troops, decimated enemy cities into rubbles, and dropped bombs. Droppings bombs and deploying troops to kill enemy troops are one and the same; both result in the death of many. In any war, the point of war is to win. When it comes to war, the moral thoughts that govern society are not the same morals that govern the military. When in a state of war, the goal is to defeat your enemy, and keep your own men alive, so during the war, the lives of American soldiers were far more important to America than the lives of the Japanese; that was America’s goal- to take Japanese lives. Considering all this, why is it in then in this case that it is so controversial to take the lives of the Japanese population? Japan violated American territories, killed Americans, and caused a number of other problems for the United States; America suffered losses and to prevent further loss, President Truman had every right to make a decision in dropping the bombs over Japan. Considering the consequences of American entry in to the war, the United States closely scrutinized the results of war. President Roosevelt and Truman carefully examined the positives and negatives. In the case of Japan, President Truman believed dropping the bombs on Japan was a definite positive for America. Dropping the bombs on Japan helped better the future of America by preventing a large number of casualties in battles. The only initiative in dropping the bomb is to help quicken the ending of the war and save lives, not to cause pain and agony; thus, making Truman’s decision in dropping the bomb justified. Truman was also justified according to legal international laws. America and Japan were in a state of war and in a state of war, there is only one victor. The point of war is to win and the only way to do so is to decimate the opposing side by any means possible. Deploying troops, creating blockades, and dropping bombs are all one and the same; they all result in death. The reason in deploying troops is to kill enemy troops. The reason in creating a blockade is to block shipment into enemy nations; thus, causing a dearth in goods and food, causing starvation and eventual death. The reason in dropping bombs is to decimate cities into rubbles and demonstrate power. Thus, if all these result in death, why is it so controversial for President Truman to make a decision in bombing Japan? A bomb is a bomb; whether it is an A, B, or C bomb, they are all one and the same. Bombs were made to decimate cities and kill people. In war, saving lives and winning are the top priorities in war. President Truman decided to bomb Japan in order to save lives and to win the war; thus, President Truman was totally justified in making the decision in dropping the bombs.

Organizational Behavior Mid Term Essay Example

Organizational Behavior Mid Term Essay Example Organizational Behavior Mid Term Essay Organizational Behavior Mid Term Essay ASSIGNMENT FRONT COVER used: 1471 | | Table of Contents Question 1: Understanding Human Behavior is critical to organizations – discuss the benefits of self evaluation/self assessment as it relates to leaders today . †¦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‚¬ ¦ 3 Question 2: Prejudice can be hurtful and destructive – discuss how you can personally reduce prejudice in your workplace – please provide an example †¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 References and Bibliography†¦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‚¬ ¦ 6 Question 1: Understanding Human Behavior is critic al to organizations – discuss the benefits of self evaluation/self assessment as it relates to leaders today In today’s ever changing environment, organizations need to continuously adapt and transform, not only in order to succeed but even just to survive. While it takes a capable manager to efficiently run a business in steady-state, it takes a leader to successfully drive an organization through change (Kotter in Robbins and Judge, 2009: 385). Dealing with technology, economic and legislation changes isn’t new for organizations. The speed of change has however substantially increased in the last few decades as has the disruptive nature of these changes. Leaders today are faced with challenges such as globalization and instant communication that were not present until recently. The words and actions of leaders are broadcasted across the globe within seconds and are heard and seen by individuals who will perceive and interpret them through the filter of their own values, assumptions, beliefs and expectations. In this accelerated environment, effective leaders need to be able to swiftly read trends and anticipate change, adapt to new situations, fine-tune their actions and continuously inspire others towards the pursuit of a compelling vision. In order to do so, they need to be perceptive of the environment around them and detect when discrepancies between their assumptions and reality arise (Clawson, 2001: 14). An example of business failure due to the mismatch between leader’s assumptions and environmental reality is Polaroid. When in 1977 Polaroid launched its instant-video product Polavision (an innovative instant movie camera that used an additive process to generate color), it experienced the first of several product failures that eventually forced the company into bankruptcy. The mistake that Polaroid’s Leader Edwin H. Land made was to assume that the market-follows-technology approach that had been successful for the previous 40 years was unchangeably valid (Lefler, 2010), despite the skepticism expressed by many within the company. Simpler and cheaper videocassette based alternatives were released at the same time by Kodak and other competitors. These â€Å"non-instant† products responded to markets’ trends better than Polaroid’s ground breaking instant-video solution, condemning Polavision to irrelevance and Polaroid to massive losses (Giambarba, 1977). I think Polavision is the story of a self awareness lacking leader, failing to identify his blind spots and driving the organization to failure. In my opinion Mr. Land failed to question his assumption in a changing marketplace and to openly listen to others, consequently ignoring precious feedback. Had Mr. Land listened to the concerns expressed by others around him, including Polaroid’s president Bill McCune, things could have possibly gone differently. Self evaluation is what allows individuals to identify those blind spots and weaknesses and to put measures in place to compensate them (Musselwhite, C. 2007). Through self evaluation, self awareness is achieved. The benefits of self evaluation and self awareness for a leader in today’s organizations are significant. By understanding your strengths, efforts can be focused on them, hence developing a greater potential for success (Roberts at all, 2005: 1). By recognizing your weaknesses you are in a better position to a ccept them and deal with them effectively. In the case of Polavision, Mr Land’s product and technology strengths were overshadowed by his marketing weakness. For his leadership to be effective, Mr. Land should have commissioned a market research to validate his assumption that the public was ready and willing to consume the product he was developing. Self awareness is the basis of self management and social awareness (Goleman, 2000; 80). The ability to read and manage your emotions, reactions and feelings, helps seeing yourself and the world under a different light. This in turns enables you to shift your point of view and identify opportunities and solutions that were otherwise impossible to imagine (Covey, 1989: 86). In the case of Polaroid a more socially aware Mr. Land would have valued the input of the Polavision skeptics and maybe redirected his creativity towards developing a product more in line with current market trends. Moreover, acknowledging your limits and not hiding them induces trust. You are perceived as human and people relate to you better. When trusted, you become a more effective leader as people feel safe when they follow your direction. Your behavior remains consistent in different situations and the influence of the environment on your actions is weakened. You develop charisma. You become authentic (George, B. et all, 2007: 7). Self evaluation implies asking for feedback and actively listening to what you hear. As you learn from asking questions, people around you also feel more comfortable doing so. This ignites a virtuous learning circle that drives personal growth. The biggest asset of organizations is their human capital. An engaged, motivated and virtuous human capital is the engine behind organizations’ success. In particular, by developing an environment where it is OK to ask questions, to challenge status-quo, to try new things and to make mistakes, innovation forces are unleashed (Musselwhite, C. , 2007). Conclusion Self Evaluation develops self awareness. Self awareness promotes personal growth and enables behaviors that are associated with charismatic leadership. Charisma is what inspires others to follow the leader. They trust her, share her vision and feel empowered and motivated to work towards a common goal. Charisma is a crucial element of effective leadership, but it is often not sufficient to drive organizations, particularly large ones, to sustainable success (Nadler and Tushman, 1990: 85). Self awareness developed through self evaluation, allows a leader to also understand and address this. By recognizing her limits, a self aware leader will develop an organizational structure that complements her strengths and, through alignment, effectively works towards the set vision. The most prominent benefits of self assessment for leaders today in my opinion are therefore the enablement of charismatic and institutional leadership, both of which are necessary to effectively guide an organization. Question 2: Prejudice can be hurtful and destructive – discuss how you can personally reduce prejudice in your workplace – please provide an example Prejudice (prior judgment[1]) implies forming an opinion about the personality traits, expected behavior, skills and capability of a person, without that opinion being backed by empirical evidence. These pre-formed opinions are often very strong, deriving from values and beliefs that are deeply embedded in our psyche. As such they are hard to remove. We may even unconsciously reject evidence negating the pre-judgment in a self affirming effort to confirm our assumptions. The end result is a diminished ability to appreciate the full range of qualities and the potential of the impacted individual. Prejudice and the corresponding discriminatory behavior, including institutional prejudice, are major issues for organizations today. Increasing cultural diversity in the workforce and the global reach of markets require organizations to actively strive for integration rather than assimilation or differentiation (Thomas Ely, 1996: 1). In my opinion, the onus of promoting an effort in that direction lies mostly on managers. As a manager I have a moral and professional duty to address prejudice in my organization and I have taken specific steps in that sense. I started with doing introspection to identify my own prejudices. I focused on my upbringing: who were the most influential figures in my childhood? What messaging did I receive from them and from the environment around me? What stereotypes derived from this? Being of white, catholic and Italian origin, I could immediately identify how anything outside of that archetype, was subject to some degree of prejudice, even if involuntarily. The good news is that â€Å"Prejudice is externally sourced† and â€Å"since it s learned, it can be unlearned† (Clawson, J. G. Smith, B. , 1990: 5-6). I then realized that most likely everyone in my work environment have similar preconceptions. For example, some people talk to me with the typical Italian-American mafia accent from The Sopranos[2] probably thinking it is hilarious. It doesn’t bother me, but I can definitely see how it could be bothersome to other Italians. I made treasure of these realizations and determined that these are ignorance-based preconceptions that can be resolved by increasing inter-cultural knowledge. I therefore resolved to take steps to encourage people from different backgrounds and cultures to interact with each other. For example, recently I included two international team members (Bryan the reporting manager who is Chinese and Manish the systems analyst who is Indian) in a 4 person project team based in the US Midwest, dealing with the integration of systems and processes from our Company’s latest acquisition. I personally facilitated the first few meetings and encouraged open participation by listening to and publicly valuing everyone’s contribution. I then assigned tasks in a way that required interaction and cooperation. The effort paid off and the team succeeded. The system and process integration was completed in record time, with wide consensus and to the smallest details. References and Bibliography Books Robbins, S. P. Judge, T. A. (2009). Organizational Behavior. 13th Edition. New Jersey: Pearson Prentice Hall. Covey, S. R. (1989). The 7 habits of highly effective people. USA: Free Press. Internet Resources Lefler, P. (2010). Polavision Polaroids disruptive innovation failure. [Webpage] Available from: spruancegroup. com/blog/bid/32860/Polavision-Polaroid-s-disruptive-innovation-failure [Accessed on Wednesday, November 7th 2012]. Giambarba, P. (1977). [Webpage] Available from: http://en. wikipedia. org/wiki/Polavision [Accessed on Wednesday, November 7th 2012]. Musselwhite, C. (2007). Self Awareness and the Effective Leader. [Webpage] Available from: inc. com/resources/leadership/articles/20071001/musselwhite. html [Accessed on Wednesday, November 7th 2012]. The Online Etymology Dictionary, word search: prejudice. [Webpage] Available from: etymonline. com/index. php? term=prejudice [Accessed on Thursday, November 8th 2012]. Wikipedia, word search: the sopranos. [Webpage] Available from: http://en. wikipedia. org/wiki/The_Sopranos [Accessed on Friday, November 9th 2012]. Journal Articles and Written Course Material Roberts, L. M. , Spreitzer, G. , Dutton, J. , Quinn, R. , Heaphy, E. , and Barker, B. (2005), â€Å"How to Play to Your Strenghts†, Harvard Business Review, January 2005. Goleman, D, (2000), â€Å"Leadership that gets results†, Harvard Business Review, March-April 2000. Clawson, J. G. 2001) UVA-OB-0652 Leadership and Intelligence, Charlottesville: University of Virginia Darden School Foundation. George, B. , Sims, P. , McLean, A. N. , and Mayer, D. (2007), â€Å"Discovering Your Authentic Leadership†, Harvard Business Review, February 2007. Nadler, D. A. , Tushman, M. L. , (1990) CMR-024 Beyond the Charismatic Leader: Leadership and Organizational Change, California Manag ement Review, Harvard Business School Publishing. Clawson, J. G. Smith, B. (1990) UVA-OB-0381 Prejudice in Organizations, Charlottesville: University of Virginia Darden School Foundation. Thomas, D. A. Ely, R. J. (1996), â€Å"Making Differences Matter†, Harvard Business Review, September-October 1996. [1] See the â€Å"Online Etymology Dictionary† ( etymonline. com/index. php? term=prejudice) [2] From Wikipedia (http://en. wikipedia. org/wiki/The_Sopranos): The Sopranos is an American television drama created by David Chase that revolves around the New Jersey-based Italian-American mobster Tony Soprano (James Gandolfini) and the difficulties he faces as he tries to balance the conflicting requirements of his home life and the criminal organization he heads.

Characteristics of Psychopathic Personalities

Characteristics of Psychopathic Personalities Psychopaths are incapable of feeling guilt, remorse, or empathy for their actions or the objects of their actions. They are generally cunning and manipulative. They know the difference between right and wrong but dont believe the rules apply to them. First Encounter With a Psychopath On first impression, psychopaths generally appear charming, engaged, caring, friendly, logical, and reasonable, with well thought-out goals. They give the impression that they can reason, that they know the consequences for antisocial and unlawful behavior and will  react appropriately. They appear capable of self-examination and will criticize  themselves for mistakes. Under clinical evaluation, psychopaths dont show  common symptoms associated with neurotic behavior: nervousness, high anxiety, hysteria, mood swings,  extreme fatigue, and headaches. In situations that most normal people would find upsetting, psychopaths appear calm and void of fear and anxiety. An About-Face Initially,  psychopaths appear  reliable, devoted, and trustworthy, but, suddenly and without provocation, become unreliable, with no regard for how their actions affect the situation, regardless of its importance. Once viewed as honest and sincere, they do a sudden about-face and begin lying without concern, even in small matters when there is no benefit in lying. Because psychopaths have mastered the art of deception, those around them are slow to accept the abrupt change. When psychopaths are confronted with their lack of responsibility, honesty or loyalty, it generally has no impact on their attitude or future performance. They are unable to perceive that other people value  truthfulness and integrity. Cant Accept Responsibility for Failure Psychopaths turn into performers who can mimic normal human emotions that they have never felt. This holds true when theyre faced with failure. If they appear to be humble and own up to their mistakes, their true goal is to be perceived as the martyr or sacrificial lamb willing to accept blame so others dont have to. If the ploy fails and they are blamed, they will emphatically deny any responsibility and, without feeling shame, turn to lies, manipulation, and finger-pointing. When psychopaths cant convince others that they are innocent, they fume and obsess over it, often murmuring sarcastic comments and plotting revenge. Risky  Behavior With No Gain Antisocial behavior- cheating, lying, robbing, stealing, agitating, fighting, committing adultery, killing- appeals to psychopaths, whether or not they reap any rewards.  They appear drawn to high-risk antisocial behavior that has no apparent goal. Some experts theorize that psychopaths like to put themselves into dangerous situations because of the  adrenaline rush they experience. Because psychopaths generally dont feel many emotions that normal people do, any extreme sensation feels good. Others believe that they do it to reinforce their sense of superiority and to prove that they are smarter than everyone, including the police. Horrible Judgment Although psychopaths are logical thinkers and view themselves as highly intelligent, they consistently exhibit bad judgment. Faced with two paths, one to gold and the other to ashes, the psychopath will take the latter. Because psychopaths cant learn from their experiences, they are prone to taking the same path again and again. Egocentric and Unable to Love Psychopaths are highly egomaniacal, to the point that a  normal person has difficulty comprehending it. Their  self-centeredness  is so deeply rooted that it renders them incapable of loving others, including parents, spouses, and their own children. The only time psychopaths show an ordinary response to kindness or special treatment by others is when it can be used to their advantage. For example,  a psychopathic father still loved by his children despite the deep  suffering he has caused them  may put on a show of appreciation so that they continue to put money into his prison account or pay his legal fees. Conventional Treatment Empowers Psychopaths Most studies indicate that there are no conventional methods to cure psychopathic behavior. When conventional methods have been used, psychopaths become empowered  and react by improving their cunning, manipulative methods and their ability to conceal their true personality, even from trained eyes. Difference Between Psychopaths and Sociopaths Psychopaths and sociopaths share a diagnosis as having antisocial personality disorder and similar traits, but there are significant differences. Psychopaths are more deceptive and manipulative and maintain more control over their outward personas. They are able to lead what appear to be normal lives, sometimes throughout their lifetime. When psychopaths become criminals they believe they are smarter than the average person and invincible. Sociopaths often let their inner rage surface with violent episodes, verbally and physically. They become reckless and spontaneous and have little control over what they say or how they act. Because they are impulse driven, they rarely consider the consequences of their actions. It is difficult for sociopaths to live normal lives, and because of their imprudence many of them drop out of school, cant hold jobs, turn to crime, and end up in prison. Which Is More Dangerous? Sociopaths have a difficult time hiding their disorder, while psychopaths pride themselves on their manipulative abilities. Psychopaths are masters of disassociation and less likely to feel guilt or remorse for their actions or for the pain that they cause others. Because of this, psychopaths are considered to be more dangerous than sociopaths. Source:  The Mask of Sanity,  by  Hervey M. Cleckley

Android Essay Example | Topics and Well Written Essays - 1500 words

Android - Essay Example No computer system can be thought of a complete system without an operating system .Many pioneers in this field have taken the operating system concept to a new dimension. Out of all the operating system pioneers in the field, each of these has a common objective between them and that is to facilitate the common user in a better way, improve the experience of operating system and computer usage and take it to a further improved level. Background: The modern times are categorized by digital era. Computer has been a ubiquitous entity and has engulfed us in all dimensions. This expansion has changed the overall outlook of the world and its activities. This all started in the seventies decade when the operating systems and computing world took a new shape in form of personal computers. Since then the journey has been a continuous one has never stopped. The present day existence is a result of the journey covered in form of different operating systems and different companies contributing in their own right towards what we term as a digitally equipped 21st century. The introduction of smart phones and tablets have given a new dimension to the world of computing and thereby further expanded the market of digital devices with focus of customers on portable devices and their better services. History of Android Operating systems: Android operating system is one of the big names in the field of computing and operating system. It might not be as old as its compatriots that are in the field for over multiple decades, still it has made a name and is amongst the top operating systems and entities that are being sought after by the users. As of present the Android operating system enjoys an established position amongst the top three to five operating systems in the field of computing world. This has been made possible through the services, functionalities and features that it provides. The ultimate aim behind Android operating system has been to make the experience of computer usage most friendly and entertaining. Its origin: Android operating system came into its infancy not so long ago, and it was an endeavor and craftsmanship of two individuals named Nick Sears and Andy Rubin. Even they would have never thought that their product would go to an international level and would end up between amongst the top three operating systems in the world of computers. They designed the product with the motto of mobile devices that are smarter in their functionality and facilitate its users in terms of their choices and locations. What started off as an amateur venture by the two individuals, in few years time it caught the attention of Google Inc, and Google inc decided to purchase it, the case grew further strong when Open Handheld Alliance (O.H.A) incorporated Android operating system into its systems and services. O.H.A itself is a giant entity that has over 80 international brands under its umbrella all working in the field of communication, computers and servi ces. These include H.T.C, Samsung to name a few. The O.H.A and android together aim to provide a new medium to the users in form of enriched mobile phones as well as computing operating system which is designed with due consideration of the customers’ needs and requirements(Steele, et al 2011). Scope of Android: Android systems do not only facilitate the operating system clients and markets, rather they have number of other services to provide which are in form of application

Emergency Technologies Essay Example | Topics and Well Written Essays - 500 words

Emergency Technologies - Essay Example Additionally, the discussion delves on the disadvantages of the same technologies in abetting crimes such as hacking and phising. There are various advantages of computers and the use of computer technology in investigations. For instance, in the determination of crimes, it is essential to conduct forensic investigations. This is to identify their authenticity in order to unearth the evidence. However, despite the numerous benefits of forensics, it also has its disadvantages. On that note, the prevention of crimes such as corporate fraud, intellectual property disputes, phising and contravention of the contract would most likely apply computer technology such as forensics to find the truth. For instance, computer technology through forensics enables the investigators to search and examine hug amount of data fast and efficiently (Moore, 2010). In other words, such technology uses search keywords stored in a hard drive found in different languages. Additionally, computer technology mit igates on cyber crimes because they occur in the internet. Alternatively, the use of forensics is making it easy to recover valuable data that was previously lost and deleted especially in a court of law.

Strategic marketing or Branding Strategic Essay Example | Topics and Well Written Essays - 750 words - 1

Strategic marketing or Branding Strategic - Essay Example st personal computing experience to students, educators, creative professionals and consumers around the world through its innovative hardware, software and Internet offerings.(http://www.appleomputers.com/ourcompany/index.html) Visited on 22/04/2008. Each Apple computer has a digital rights management (DRM) code inside each computer. This prevents non-Ipod users to access iTunes. According to Steve Jobs, the laptop has an aluminium case and rounded edges add to its slick looks. It is extremely fast and the latest version of Apples operating system runs very well. High-definition videos are particularly clear. One must plug in a separate drive to watch DVDs. However, the 80Gb hard drive is enough to storeseveral downloaded films. The large trackpad also lets users navigate around pictures and otherprogrammes using their fingers in the same way they do on an iPhone. The large trackpad also lets users navigate around pictures and otherprogrammes using their fingers in the same way they do on an iPhone Moreover, the new MacBook Air functions as a digital hub in that it can be connected to digital cameras, digital camcorders, MP3 players, digital organizers, television sets, and more. "You can watch your own movies on an airplane if your model has the DVD drive. Setting up a video chat with the people next door or across the globe is simple. On a Mac, one can have a four-way video chat in a full-screen window with amazing clarity and special effects. This laptop has the widest range of applicability with other computer and computer-related devices. Many computer devices and cameras works with Mac — one just plugs it in. A Mac has USB drivers for printers, external drives, digital cameras, input devices, iPod, and more. It can see Bluetooth cell phones and headsets, as well as FireWire camera. Apple’s strong internal focus of massive research and development efforts and increasing the laptop’s functionality and multiple uses such as applications and music have

The Use of Computer to Ones Advantage Essay Example | Topics and Well Written Essays - 1000 words

The Use of Computer to Ones Advantage - Essay Example The essay expresses the idea that computers are playing a dominant role in our today’s life. Modern technology has made a lot of jobs easier nowadays. Machines are now used to carry heavy burdens enabling fast constructions of buildings, roads, bridges and the like. These machines improved with the use of computers to manipulate them. The effects of modern technology are not just limited in such burdensome works but have affected travel and communication as well. Transportation has greatly improved from the carts pulled by horses to the manual cars, buses and trains and now, the computer-operated vehicles. This improvement brought ease and comfort in everyday travels that the world has literally become smaller. Another extent that computers have affected is the communication process. A person on the far end of the world is now able to know what is happening on the other end through television, cell phone or computer. Looking around, most people use these technologies not only to be updated with what is happening around the world but also to keep in touch with families, work and entertain themselves. Computers have become an essential part of everyday life that one cannot imagine being able to survive a day without them. Every move of the modern man now seems to be dependent on computers, from the use of alarm clocks to wake him up to the use of cell phones or computers and the internet to accomplish paper works, send and receive money as well as information, hire employees and many others.

Reflective learning log Essay Example | Topics and Well Written Essays - 2000 words

Reflective learning log - Essay Example 62). The first part of the article talks about how to put culture into context and is largely based on the work created by Geert Hofstede, described as a "Dutch academic". Hofstede believed that culture is "learned and not inherited" and that it is "somewhere between an individuals unique personality and human nature" (p. 63). Hofstede saw that there were several layers where culture is related to other people in a "mental programming activity". He describes the inner layer as the organization where an individual works, and an outer layer that is the countries or country where an individual lives or has lived. These factors create the first aspects of how people will get along in a leadership capacity. Social class, gender, age, ethnicity and religion are factors that will influence leadership in addition to the others. From this standpoint, the chapter begins to define "organizational culture" and how peel are more apt to define this as "the way we do things around here." (p. 64). There are several theories within this process. Schien suggests that leadership is responsible for the creation, management and sometimes destruction of organizational culture (p. 65). This section of the chapter describes how organizational culture is molded and shaped by different leaders as they also explore culture in the context of what Hofstede sees culture and they attempt to merge the two. The next part of the chapter explores the concept of how organizational culture relates to individuals versus groups in lieu of their own ethnic culture. They begin with a study of individualism and collectivism that explains the difference between groups who only are concerned with the individual versus those who are more socially oriented. They suggest that they way that these two differ may be due to how an individual or group perceives

The Use of Computer to Ones Advantage Essay Example | Topics and Well Written Essays - 1000 words

The Use of Computer to Ones Advantage - Essay Example The essay expresses the idea that computers are playing a dominant role in our today’s life. Modern technology has made a lot of jobs easier nowadays. Machines are now used to carry heavy burdens enabling fast constructions of buildings, roads, bridges and the like. These machines improved with the use of computers to manipulate them. The effects of modern technology are not just limited in such burdensome works but have affected travel and communication as well. Transportation has greatly improved from the carts pulled by horses to the manual cars, buses and trains and now, the computer-operated vehicles. This improvement brought ease and comfort in everyday travels that the world has literally become smaller. Another extent that computers have affected is the communication process. A person on the far end of the world is now able to know what is happening on the other end through television, cell phone or computer. Looking around, most people use these technologies not only to be updated with what is happening around the world but also to keep in touch with families, work and entertain themselves. Computers have become an essential part of everyday life that one cannot imagine being able to survive a day without them. Every move of the modern man now seems to be dependent on computers, from the use of alarm clocks to wake him up to the use of cell phones or computers and the internet to accomplish paper works, send and receive money as well as information, hire employees and many others.

What are the most significant factors affecting Foreign Direct Essay

What are the most significant factors affecting Foreign Direct Investment in China - Essay Example China has been a major FDI attraction since it experimented in 1980 and opened up to foreign investment is a few coastal cities and specialized industry parks and economic zones. Since the initial admittance of the first foreign enterprise into China in the early 1980s, the accumulated FDI inflows have reached and outstanding $ 1160.11Billion as of December 2011 . In the early 1992 when Deng was touring in the southern region of china, the quantity of FDI inflows made China become the world’s largest recipient of FDI among the developing nations and the second largest worldwide with the United States taking the lead although China was the leading recipient of FDI worldwide in the year 2002. This move has increased China’s overall economic reforms thus making China more integrated into the world economy which continues to promote the confidence of more foreign investors to attract even more FDI inflows towards China. As the reforms and changes of China’s economic structure have been induced by the large amounts of FDI inflows the evidence is exhibited by the significant changes of comparative advantage in it trade which is continuously increasing in terms of technology intensive, labour intensive and capital intensive productions. As a result, the factor bequest of China has even much stronger complementariness with the world meaning that even more factors influencing FDI in china are increasingly immerging and growing stronger over time (Sheng-xian and Hua 2012). China’s rise into its current position was mainly driven by the foreign direct investors who flocked into the country when it adopted the openness policy to allow FDI inflows into the country and has continued to grow due to its efforts in promoting FDI inflows (Sheng-xian and Hua 2012). This paper covers the most significant factors influencing FDI inflows into China while answering the questions why

Katniss Everdeen and Michelle Obama’s relation Essay Example for Free

Katniss Everdeen and Michelle Obama’s relation Essay What a makes a person who they are is not what clothes they wear or the car they drive. A person’s true identity lies within their mind, the way they think and how they chose to act upon those thoughts. Katniss Everdeen the brave young woman that fights for her sister in the book, The Hunger Games, is much like our first lady, Michelle Obama. Michelle fights by her husband day in and day out for this country for the good of the people. Katniss strives tooth and nail in the hunger games to save her dystopian society and her younger sister. Katniss Everdeen, a courageous, beautiful and talented young women that could have the world at her fingertips. She lives in the future where hope is hard to come by along with many other things such as food, water, and a home. The district she lives in, district 12, is what is referred to as a dystopian society. Every year a boy and a girl’s name (12-18 years old), from every district, is drawn to participate in the hunger games where they will fight to death and one will be left to be named victorious. Being the stand up lady she is she takes her sister’s place so she does not have to participate. Katniss lives in a time where everything is challenging, people look up to her, and everyone is watching her every move. Michelle shares much of the same qualities as Katniss does. Michelle Obama, the first lady, is highly intelligent and incredibly influential. Her husband was elected president and from that point forward she has been an outstanding first lady. Her duties in her position require much more than what meets the eye. She has to be on her toes, alert, witty, a role model and many other things to be considered a successful first lady. Throughout the past 4 years seeing Michelle Obama work as the first lady has been a joy and watching her work harder and harder everyday has been inspirational. Michelle Obama and Katniss Everdeen share a courageous, inspirational spirit that light up the room they stand in. Whether real or fictional; people have to have someone to look up to. Katniss may not live in the actual world that we do today, but it is a matter of symbolism and how the message of her character can relate to real life. Role models and representing something greater is very important. Michelle Obama is a real life example of an extraordinary role model. She has shown young women and men all over the world how to live an outstanding life. Katniss and Michelle share an incredible amount of great characteristics. It just goes to show that a person does not need to be real to relate to them. Katniss Everdeen and Michelle Obama may come from two completely different worlds, but they can relate to one another on an entirely different level. These two outstanding characters shine among many and prove to others that they are amazing role models. Katniss lives in a post apocalyptic world while Michelle does not, they are parallel in a sense that each of their worlds are cut throat. Whether they fight to their death, or fight for their country both of these young women are strivers and amazing citizens.

Servant Leadership Transformational And Transactional Theories Management Essay

Servant Leadership Transformational And Transactional Theories Management Essay Executive summary: Purpose of this study is to examine the similarities of Servant leadership, transformational and transactional theories and also examine the Contribution those theories make to the understanding of leadership. Introduction: Leadership has a major role in 21st century in all sectors. Here I am going to discuss about understanding of what leadership is, is there any similarities among three theorists on what fine or valuable leadership ought to be. Expectation, in the 21st Century leader should be moral, social and ethical responsible. What is leadership? Leadership is a process of influencing the people to obtain the desired goal. There are many authors giving different definition. Goleman (2000): ‘A leaders singular job is to get results. House et al (2004): ‘Leadership is the ability to motivate, influence and enable individuals To contribute to the objectives of organizations of which they are members. Stogdill (1974): ‘Leadership is an influencing process aimed at goal achievement. Johns T (2008) says: ‘A leader takes people where they want to go. A great leader takes people where they dont necessarily want to be, but ought to be.There are a number of types of leaders who adopt different leadership styles According to Richard Bolden (2004), Different leadership theories were revealed and classified. And also only few leadership theories reached to people. They are: Great Man Trait Contingency Situational Behavioral Participative Management ( transactional leadership theory ) Relationship (transformation , servant and team leadership) Now I am going to discuss about transformational, transactional and servant leadership. T ransformational leadership: James Macgregor Burns was the first person who forward concept of transforming Leadership. Burns (1978) states, â€Å"Transforming leadership as a process where leaders and followers raise one another to higher levels of morality and motivation(p.20). Transforming leadership can answer in a relationship of mutual Stimulation and elevation that converts followers into leaders and may convert Leaders into moral agents(p. 4) and then bass b.m was developed the transformation leadership. Bass (1996), Transformational headship happens when a Leader encourage followers to share a vision, allowing them to achieve the vision, and providing the opportunity to develop their individual potential. covey (1992) says, The goal of transformational leadership is to transform people and organizations in a literal sense, to change them in mind and heart; enlarge vision, insight and understanding; clarify purposes; Make behavior congruent with beliefs, principles, or values; and bring about changes that are permanent, self-perpetuating, and momentum building(p.287).Transformatio nal leaders serve as role models , and also (Kelly, 2003) mentioning about how transformational leadership motivates its followers by following Maslows hierarchy. Transformational leader raise people from low levels of need (food, water, etc) to higher levels (self actualization). Components of transformational leadership : â€Å"Four common Is are, 1. Idealized influence : (II) Transformational leaders behave in ways that result in their being role models for their followers. The leaders are admired, respected, and trusted. 2.Inspirational motivation .(IM) Transformational leaders act in ways that inspire and encourage those around them by providing sense able and challenge to their followers, work. Team spirit is aroused. The leader gives clear information about mission, vision and expectations that followers want to meet and also show dedicationtowards goals and the shared long term plan. 3. Intellectual stimulation. (IS) Leaders encourage their followers hard work to be inventive and new, modern by questing assumptions, reframing the troubles, and approaching mature situations in new or different ways. Creativity is encouraged. Followers are encouraged to try new approach and are not criticized because they differ from leaders idea. 4. Individualized consideration .(IC) Transformational leaders pay special focus to each individuals needs and to help them achieve their higher level needs. Trace over individual talents. Being a coacher and mentor to his followers and colleagues are developed to consecutively higher levels of potential. Source: (Kelly, 2003) Characteristics of transformational leader : According to (Tichy and Devanna, 1986), they have seven characteristics to inspire their followers to achieve beyond the expectation. They visibly see themselves as change agents They are brave They believe in people They are driven by a strong set of values They are life-long learners They can cope with complexity, uncertainty and ambiguity They are visionaries Example of successful transformation leadership: There are many leaders succeed in the way transformational leadership qualities. Mahatma Gandhi is Transformational leader representing charismatic qualities. Lou Gerstner is a transformational leader retired Chairman and CEO of IBM (1993 to 2002). He entered in IBM when it was in $8.1 billion loss in 1993 after recognizing the companys problem are wrong validation, only looking for results and values. IBM had become small-minded and nonflexible (Sheppard, 2002). Lou Gerstner entirely transformed organizational culture. For example, shut down infamous IBMs dress code to reproduce better the clothing of their customers (Sheppard, 2002). Another example for transformational leader is Lee Iacocca , who is accredited with saving the Chrysler Corporation (1980-1992). Chrysler Corporation when it was on the edge of bankruptcy. He taken responsibility and he set about transforming the principles to his contiguous subordinates. He began to restructure the corporations culture. Because a tran sformational leader gives confidence to others to become transformational leaders, soon the whole organization was packed with successful leaders (Kelly, 2003). Transactional leadership: Transactional leadership emphasizes Social transaction or exchange between followers and a leader that involves involves a number of transactions based on reward. The transactional leader makes clear what he want, Performance expectations, goals, link between goals and rewards. The leader also watches followers performance And if any mistakes occurring towards the goal, the leader appear to correct (Burns 1978). In practice, these leaders use more closed and leading questions (Randell, 1997). Components of transactional leadership : (Bass Avolio, 1994) 1. Contingent rewards : It refers to a prearranged agreement : If you do as we agreed then † it specifies expectation and sets goals. 2. Active management-by-exception : It refers to behavior where the leader is actively monitoring a follower: I am seeing to it that you (do not) † the leader is strongly supervising and has specified corrective actions for mistakes. 3. Passive management-by-exception : It occurs when the leader is passively monitoring a follower: If I happen to notice that you (did not) ; the leader takes corrective action in the case of mistakes if these are found out. All these behaviors work on the principles of expectancy of reward and fear of punishment , related to needs that are lower on Maslows hierarchy Characteristics of transactional leadership: according to Marcbowles (2003), They setting a clear goal. They create targets for each individual and the team They spot performance gaps. They wont trust their followers, they monitor their performance. They take corrective actions when necessary. They gaining promise to performance and tasks through pay, reward, appreciation and honor. Example of successful transactional leadership: Transactional leadership is mostly follow by managers and CEO in many organizations in 21st century. Ezine (2010) mentioning about Steve Jobs chairman and CEO Apple inc.he got award best CEO OF 2009 by TIMES. Heis the famous transactional leader. Steve Jobs was famous for his down to world and job oriented nature of his leadership in apple computer. http://ezinearticles.com/?Leadership-StylesTransactional-Leadershipid=4262945 Servant leadership: Servant leadership sights a leader as a servant. Servant leadership was developed by green leaf in 1970, he said that The servant-leader is servant first. â€Å"It begins with the natural emotion or feelings that one wants to serve, to serve first. Then mindful choice brings one to aspire to lead. Such a person is sharply different from one who is Leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions.† (Greenleaf et al, 1998). Katzenbach and Smith (1993) highlights The importance of leaders knowing when to follow The importance of the leader acting as supportive person to their followers to achieve task rather than just directing. They propose that the leader should ask questions rather than giving answers; provide opportunities for others to lead them; Components of servant leadership: According to (Laub, 1999) cited in (Smith et al, 2004), Servant leadership has six distinct components: Respecting people Rising people Building society Displaying legitimacy offering leadership shared leadership Characteristics of servant leadership: They Serve others needs before their needs They believe in people They are very simple and caring personalities They Provide opportunities to learn and grow They create Strong interpersonal relationships divide power and release control divide status and promote others Example of Successful servant leadership: Maxwell j (2007) add the new law in The 21 Irrefutable Laws of Leadership Leaders Add Value by Serving Others, he described about serving others ,can make huge values(profit) in the organization. Adding Profits by Adding Value Costcos CEO, Jim Sinegal , believes the success of Costco comes from treating his employees well. Transactional versus Transformational leadership: According to Bass (1985) transactional leader motivates subordinates by exchanging rewards for services provided. Transactional Leader mainly focused on goal. Leader has been gaining promise to performance and goals through pay, reward, recognition and praise. Transformational leaders, on the other hand, motivate subordinates to perform beyond expectations.. Bass argued that such performance cannot be achieved through transactional leadership alone. A Comparison of Transactional and Transformational Leadership: Leithwood and Jantzi (2000) end that transactional leader more generally apply teleological principles (teleology is the study of goals, ends and purposes.) Where as transformational leaders deploy deontological ethics. Servant Leadership versus Transactional Leadership: Servant leadership and transactional leadership are evident in a number of ways. Servant leaders emphasize activities that fans of well-being, while transactional leaders focus on the activities of routine maintenance and resource allocation followers of monitoring and management to achieve organizational goals. Contrary to the chief servants who influence followers through personal development and empowerment, the transactional leader influences followers through the use of rewards, sanctions, and formal authority and position to induce behavior consistent. According to Blanchard and Johnson (1985), transactional leaders create strong expectations about the behavior of employees, as well as clear guidance on employees receive rewards for meeting the expectations of transactional leader.Li Thus, leaders use transactional contingent reward behavior to implement transactions with followers to achieve work goals (Bass, 1985). Servant Leadership versus Transactional Leadership: According to the stone and his colleague point of view servant leadership and transformational leadership, both models incorporate characteristics such as value, vision, power, molding, belief, honesty, and designation (Stone et al., 2003).Transformational leadership and servant leadership have similar qualities such as individualized appreciation and consideration of followers. A Comparative Model: Servant a nd Transformational Leadership The Servant Leader model , the leaders motivation to lead occurs from a fundamental attitude of social equality. The servant leaders system believes that He or she is no better than those headed. The All associates of the organization have equal privileges to vision, value, and information. The leaders role is to make easy the appearance of a community within the organization. According to (Laub, 1999), the key inventiveness for Servant leadership is importance of people, rising people, structuring community, displaying legitimacy and sharing management†. Possible impacts of these drivers could be: higher capable people, more moral people, better negotiator, well-built interpersonal relationships, establishment of shared visions, and clear tasks. It is discussed here that these results in combination with the leader initiatives that produce them to form a spiritual generative culture. T ransformational leader model , the key initiatives for the transformational leader is II or charisma behavior, IM, IS and IC. These Components lead to: role modeling, high moral standards, caring about others needs requirements, communication of hope, shared visions, innovations, risk taking, and quizzical of practices and systems. Servant leadership tends to develop a more fixed method to the exterior environment than transformational leadership. The transformational leaders motivation is aimed at for more toward achieving targets for the organization, which will reveal on his/her capabilities, and the success of these leaders is calculated by the level to which they acquire organizational rewards. The Servant leaders motivation is mainly focus on its follower the personal growth, thus the servant leaders achievement is calculated by the level to which the follower moves on the way to self actualization. CONCLUSION Leadership is attitude not a role. Leadership in Leadership, It seems, is increasingly becoming the universal remedy of the 21st Century and its emphasis is turning towards the moral, social and ethical responsibilities of leaders. Transformational leadership is suitable for dynamic organization and servant leadership suitable for static organization such as church, non-profit organization, non-government organization. Most of leader using transactional leadership theory while they using transformational leadership.    â€Å"There is nothing as practical as a good theory† (Lewin, 1935). So Todays leaders need to be skilled in change management to adopt in any situation CHRISTINA OSBORNE (2008).

Don DeLillos White Noise :: Free Essay Writer

Don DeLillo's White Noise WHITE NOISE is probably Don DeLillo's most popular novel, largely because most readers see it as DeLillo's warmest and most human book. In this story, the ideas that seem to captivate DeLillo are fleshed out in real life in a way that none of his other books quite achieves. Of course, there are a few stubborn souls (like me) who still feel THE NAMES, or one of his other books is better. But I think everyone agrees, WHITE NOISE is a winner. It won DeLillo the National Book Award in 1985, and it also won a larger reading audience for a great American writer. DeLillo has said that Ernest Becker's THE DENIAL OF DEATH was a book that influenced him at the time he wrote WHITE NOISE. There's certainly no denying that death, and the many things we do to avoid facing it, is a major focus of DeLillo's novel. Becker's book, which won the Pulitzer Prize for General Nonfiction in 1974, has as it's thesis the assertion that "the idea of death, the fear of it, haunts the human animal like nothing else; it is a mainspring of human activity---activity designed largely to avoid the fatality of death, to overcome it by denying in some way that it is the final destiny for man." Becker's point is that this is *the* driving force in the human psyche today...which I think is overstating the matter a bit...but it certainly is a reality that all of us face in some way, sooner or later. As I looked through Becker's book last month, I was surprised to discover that it's actually an exposition of the work of Otto Rank. Rank was the third of the three famous defectors from Freud's inner psychoanalytic circle early this century (the others being Alder and Jung), and he's known in the literary world to a certain extent because of his intimate involvement with Anais Nin. Like Jung, Rank developed a psychology of mythology and religion...and, in particular, Rank's emphasis was "The Hero" motif. This is what Jung called "the puer aeternus" (or the female "puella")---the eternal youth...who never ages...who never dies...to whom death is nothing. In psychology, this idea is linked closely with that of narcissism, which is considered prevalent in society today. Just look at all the things we do to avoid the appearance of aging! Jack Gladney is, at best, an unlikely Hero, I think.