Taboo: Management Consulting and Policy Prohibiting Women

The Taboo of Women in Management International management consulting firm Burns & McCallister is listed by Working Mother magazine as one of the top fifty firms in the United States for employment of working mothers and by Working Woman magazine as one of the top ten firms for women. The firm has earned this reputation for several reasons. First, nearly 50% of its partners are women. Second, it has a menu of employee benefits that includes such things as flex hours, sabbaticals, family leave, home-based work, and part-time partner-track positions.However, B&M recently has been the subject of a series of reports by both the Los Angeles Times and the New York Times that scrutinise its policy on female executives in certain nations. B&M has learned, through its years of consulting, that certain countries in which it negotiates for contracts prohibit the use of women in the negotiation process. The cultures of many of these countries do not permit women to speak in a meeting that include s men.Consequently, B&M has implemented a policy prohibiting women partners from being assigned these potential account negotiations and later the accounts themselves. Clerical help in the offices can be female, but any contact with client must be through a male partner or account executive. For example, Japan still has a two-track hiring system with only 3% of professional positions open to women. The remainder of the women in the Japanese corporate workforce become office ladies who file, wear uniforms, and serve tea. Dentsu, Inc. a large Japanese ad firm, had a picture of the typical Dentsu â€Å"Working Girl† in its recruiting brochure. Surrounding the photo are comments primarily about her physical appearance: such as (1) her breasts are â€Å"pretty large†; and (2) her bottom is â€Å"rather soft. † In response to criticism regarding B&M's posture, the head of the firm's New York office has explained: Look, we're about as progressive a firm as you'll find. But the reality of international business is that if we try to use women, we can't get the job. It's not a policy on all foreign accounts.We've just identified certain cultures in which women will not be able to successfully land or work on accounts. This restriction does not interfere with their career track. It does not apply to all countries. The National Organisation for Women (NOW) would like B to apply to all its operations the standards that it employs in the United States. No restrictions are placed on women here, NOW argues, and other cultures should adapt to our standards; we should not change our standards to adapt to their culture. NOW maintains that without such a posture, change can never come about

The Rise of the Spring by Stravinsky

I attended a symphony orchestra at Alexander Kasser Theater in Montclair State University on Wednesday, December 8th, 2010 at 7:30 pm. The program was approximately an hour and a half long, with two parts and a short intermission. The Rite of Spring (Le Sacre du printemps- 1913) by Igor Stravinsky (1882-1971) was performed. There was an assortment of musical energy in parts of the first section of the symphony with a quantity of sections constantly changing rhythms. I really enjoyed the piece, it was not too long to become fed up with and distracted. Listening to the piece made me feel adventurous in some points; not knowing what could happen next, almost like to a movie. The Rite of Spring is a piece that tells a story, where in order for spring to rise, a young female must be chosen before the sage and dance to death. This piece is full of paradox, the music is incredibly dynamic, loud and soft, startling and delicate, and dark and it is extravagant. The Rise of the Spring is textured in its irregular time signatures and instrumental diversity (trumpets, flutes, clarinets, bassoons, string arrangements, etc. ). There was a percussive use of strings, halting rhythms, and also irregular meters. The first act began with an opening solo of the Bassoon. Later on, half of the Violas played in B Minor when the other half played B Major, then the trumpets enter, causing a dramatic importance in the piece. The tones bounced off each other, making it sound much alike harmonically. Those strings would play in a strict rhythm together, suddenly following up with French horns. After the horns and trumpet, the music stops, â€Å"the chosen one† of the piece must become the sacrifice. Those famous measures have eleven quarter notes playing that show the glorification of â€Å"the chosen one†. Every glorification of every measure is basically in a different meter, and it is quite challenging to play as I witnessed. The very last quarter of the piece signifies the moment of death, having the double bass play four different pitches at the same time. Whether or not it was intentional on Stravinsky’s part, the notes were in order of D-E-A-D. It sounds quite irregular but also entwined to make the piece sound superior, which is why Igor was very clever in his time to make such a deep piece here. Without hesitation, I would see another symphony similar to Stravinsky’s The Rise of the Spring.

A good manager and a good leader Essay

What is more important, a good manager or a good leader? Discuss There are a lot of issues that are linked with managing oneself when trying to build work based relationship and engage positively in the organizational decision making procedure. The business sector in today’s society is cumulatively rapid, and with this prompt increase comes the need for more people to manage and lead the growing establishments, but this growing need also raises some potential questions: Can anyone become a leader or a manager? Is there a difference between the two? Can people be trained to become leaders or a managers? Just like many other questions that might be asked in business; these questions have no one, definite answer. I will begin first by acknowledging the definitions of the two root words; the word manage according to the â€Å"oxford online dictionary† means â€Å"Be in charge of (business, organization or undertaking, and having the position of supervising staff at work. W hile the word lead simply means to go or guide. Similarly as the two words have different meanings or definitions, they also have different purposes. To help individuals increase their capabilities in business, an internationally recognized motivational speaker by the name of â€Å"Marc Sanborn† has developed certain theories that, â€Å"much like in science or art, prove some things to be more true than others by providing supporting facts to prove the legitimacy of certain ways of thinking†. Most of his theories authenticate the fact that in general, â€Å"good managers tend to be good leaders, but good leaders are not always good managers†. It is stated by (Rodenberg, 2007, p. 14), Any company that cannot imagine the future will not be around to enjoy it. Therefore, before any manager or leader can affect changes in their business they have to do what â€Å"Marc Sanborn† describes as visioning; they must mentally look into what they want to see as the potential outcome of any given situation. Managers are concerned with the problem at hand; they focus on what has to be done. Leaders on the other hand, notice what has to be done, but spend their time figuring out how to get it done. To be an effective leader it is important to focus on the determined details of a situation, look for opportunities and how to achieve them. Visioning cannot be taught but can be developed (Maser, 1998, p. 10). It is important for both manager and leader to start from the end an d works backwards, or thinks to themselves â€Å"what will this team accomplish because of me? â€Å"Leadership is all about taking an organization to a place it would  not have otherwise gone without you, in a value-adding, quantifiable way. When you vision, you think your way into a situation and it is the approach in visioning that separates managers from leaders. Visioning however is not the only method that separates managers from leaders. (Buckingham, 2008, p. 3). The different strategies used by managers and leaders in terms of their use of human resources can also differentiate the major factors that influence each position. Managers are required to monitor, supervise, and get tasks done in a certain amount of time. Managers have to be efficient, and thus time is the most important human resource for them. By improving their efficiency, managers can improve their managerial success. Leaders, on the other hand, must strategically use not only their time, but energy as well. Therefore, leaders should use their energy efficiently because there is only a certain amount of tasks that can be done in one day. By using these resources strategically, leaders can also efficiently use the time and energy of others. According to (Stephen R. Covey, 1995, p. 27) â€Å"Managers try to put more time into life, while leaders try to put more life into their time†. Leaders must carefully plan out strategies they will use to accomplish given tasks because strategy is not the consequence of planning, but the opposite; it is the starting point. Understanding that managers and leaders have different strategic approaches in developing their human resources shows that it is the approach that separates one from the other. It is evident that by visioning the appropriate outcome and by using our human resources purposefully we can reach our goals efficiently. However, what good are the two if you are not focused on the right thing? The concept of focus is what â€Å"Stephen R. Covey† portrays as one of the most powerful factors in succeeding. To help us understand just how powerful the concept of focus can be, just like the â€Å"bird feeder story†, in which the squirrels were the victors in their attempt to eat from a feeder intended for the birds. The man that made the birdfeeder was unable to repel the squirrels from reaching the feeder simply because the squirrels were much more focused on achieving their goal than he was. (Perkins, 2012, p. 123) Similarly, if managers and leaders focus intentionally on any problem, their outcome will always abound over their competitors simply because more effort was put into the task at hand. As Marc Sanborn stated, â€Å"In the corporate world it is not intelligence which is the deciding factor in who succeeds, it is how focused  one is that makes all the difference. As mentioned by (Perry MCINTOSH, 2010, p. 45), time is the most valuable resource for managers because they must be efficient and be able to make a wisely use of it. Therefore, it can be said that the managers are focused on time. The prime focus in a managerial position is the speed at which tasks are completed. Leaders conversely are and should be more focused on being effective, that is their intentions are on doing the right thing. Marc also stressed out an example of two people who were trying to reach a destination. They were going at great speed and making good time, but they were going the wrong way. It is evident by now that there is indeed a great difference between managers and leaders and it is ultimately the approach taken upon certain methods that is the determinant of your leadership role. (Schermerhorn, 2011, p. 259) Explains that managerial power is positional power being the manager, â€Å"This power includes remunerations, force, and acceptability†. It is power over people whereas leadership is supportive power, and it is power with people. Whether you vision the destination, or the transportation there, whether you try to be efficient or effective, and whether you focus on the speed or the path all come into play as your leadership quality level. These qualities can be improved and developed if they are all focused on the right things. That is why good managers tend to be good leaders, because they can focus on getting tasks done proficiently and also do it right at the same time. (Swansburg, 1996, p. 435) Managers are good disciplinarians; they are able to manage certain objectives while being efficient. Many people tend to think that management and leadership are related. Good managers are not always good leaders. Managers usually can implement their management responsibilities succe ssfully but not show that they are great leaders as well. According to (Sims, 2002, p. 390), â€Å"an organization’s obligations for management and leadership will change as the elements affecting the organization change. Because leaders are important change agents, they play important roles when the external environment is changing fast as is the case with the new economy; and an organization has diminutive need for a strong change agent if little is changing around it†. To be able to lead proficiently will allow a successful person or leader to stand out from the average ones. A manager transacts with the everyday errands of the organization such as planning, organizing, and controlling but when you are a great leader you are able to  make effective changes inside the workplace. As stated by (Al Maktoum, 2006, p. 214), leading comprises of setting a pattern, direction and also generating a visual of the goals that must be met. Management involves establishing the structure of the company, hiring good people who are competent enough to complete the work at the right time, and also supervising events and activities. Leadership keeps employees inspired to overcome obstacles and focus on buildin g the organization towards its potential future. The typical manager tends to focus on the daily activities and short-term profits. They usually do things as they come along. This is fine if your goal is just to manage, but if you are looking advance and reach long-term goals then you must focus on being a leader to your assistants (Roger B. Winston, 2013, p. 45), to be a great leader and manager you cannot have one without the other. Managers must implement their tasks or else the organization can become ineffective and unorganized. Leadership on the other hand involves special processes that are distinguishable from basic management processes. Therefore, if one manager can master both roles effectively this can result in success. However good leaders are more supportive and creative and might sometimes lack the disciplinary quality of getting the right thing done as efficiently as possible. For the most part, there is a very fine line between good managers and good leaders, but good leaders just aren’t and do not want to be, managers. Bibliography Al Maktoum, H. S. (2006). My Vision: CHALLENGES IN THE RACE OF EXCELLENCE. Motivate Publishing, 2006. Buckingham, m. (2008). The one thing you need to know: About Great Managing,,,,, Great Leading and Sustained Individual Success. Maser, C. (1998). Vision and leadership in sustainable development: Volume 6 of sustainable community development . CRC PRESS, 1998. Perkins, D. (2012). Delightful stories from the heart of maine. WestBow Press. Perry MCINTOSH, a. R. (2010). Becoming a Manager. AMACOM Div American Mgnmt Assn, 2010. Rodenberg, J. H. (2007). Competitive Intelligence and senior Management: â€Å"The best solution to where to place the office of competitive intelligence is on a par with functions that report directlt to the board†. Roger B. Winston, D. G. (2013). The professional student Affairs administrator: Educator, Leader and manager. Routledge publisher, 2013. Schermerhorn, J. R. (2011). Exploring Management. John Wiley & Sons, 2011. Sims, R. R. (2002). Managing organizational behebior. Greenwood publishing Group. Stephen R. Covey, A. R. (1995). First Things First,,,, â€Å"Fireside Book†. Simon and Schuster, 1995. Swansburg, R. C. (1996). Management and Leadership for Nurse Managers. Jones & Bartlett Learning, 1996.

Relationship Marketing Term Paper Example | Topics and Well Written Essays - 1000 words

Relationship Marketing - Term Paper Example The term paper "Relationship Marketing" talks about the strategies to develop strong associations with customers through providing information which matches their requirements and desires. In the business viewpoint, relationship marketing is concerned with appealing, developing and retaining customers’ relations. Relationship marketing is based on developing a mutually advantageous exchange between industry associates. The growth of relationship marketing was accelerated by the literature of management advisors. The present concept of relationship marketing drifted from ‘organizational behavior’ and ‘industrial marketing’ where reliance among organizations has been the basis for a successful business to business coalitions. According to Iacobucci and Hibbard, the relationship in commerce can be of three kinds, which are: â€Å"Business Marketing Relationships† (BMR), â€Å"Interpersonal Commercial Relationships† (ICR), and â€Å"Business to Customer Relationships† (B-to-C). In BMR the business associations are characterized by long-standing, close and deep connections between fairly symmetric associates. BMR requires assurance, faith, and reliance in understanding business relations. ICR is characterized by the relationships between service organizations and end users. ICR can occur between two relatively balanced associates and it is long-term in nature. The consequences of effective ICR include increased satisfaction and productivity. Finally, B-to-C is demarcated by technology oriented relations among business and individual consumers.

Assingment 2 Assignment Example | Topics and Well Written Essays - 750 words

Assingment 2 - Assignment Example Transformational leaders give attention to the concerns and development needs of individual followers. A good situation when contemporary leadership strategy was used is a company that trained staff in reading and understanding its financial statements and how they directly relate to their work. Employees from all sectors were encouraged to study the company books and financial statements. This policy extension was to go hand in hand with all employees in groups and discuss what the future meant, in particular, how they related to the work that they were doing and eventually to the big picture of profitability of the organization. In this situation, leaders used several development levels and styles. First, leaders were passionate and energetic in all they did. They showed lots of care to employees and urge to see them succeed. This is evident as they take the employees in group discussion to make them understand how they work relate to the company profitability. The leaders put pass ion and energy into everything as they care about the employees and what they goals are. In this, the development levels and styles demonstrated includes; developing vision, selling vision, finding the way out and leading the charge. For instance, in this case, the transformational leadership starts with developing the vision which was to educate the employees on how their work relate to the company profitability. Developing vision is followed by selling it. The leaders took their time, energy and committed themselves to ensuring the vision is embraced and accepted by the employees. They also distributed copies of the financial statements to employees in order to ensure the vision was understood. In hand with selling activity and vision, is seeking the way forward. Most of the transformational leaders know the way and their goal is usually to urge others to follow them. The route forward is not obvious and may not be plotted in details. Therefore, transformational leaders need to ha ve a clear vision, thereafter, direction will define itself. The final development level is leading the charge. The leaders are always visible and would stand up to be considered rather than behind their group. They demonstrated by their actions and attitudes how everyone else should behave. Further, they make continued attempts to motivate and bring together their followers, constantly doing the round, soothing, listening and enthusing. The actions taken by leaders to ensuring employees understand their work relation with company profitability was very effective. The contemporary leadership approach used showed progressive ideals of collaboration and equality in the actions. The leaders are usually urged to co-exist and cooperate with subordinates instead of dictating over them. In this case, the leaders are encouraged to possess and utilize emotion and intelligence. The employees get more interested in the books and financial reports because they see how their leaders were well ac quainted with them. Moreover, contemporary leadership is mainly concern with effective leaders exhibiting emotional and social intelligence (Winkler, 2009). This ensures leaders think, focus on goal, understand employees’ emotions and are able to demonstrate common ground before rushing to act. The actions taken, that is, developing vision, selling vision, finding the way out and

How has friendship changed because of the spread of social networking Essay

How has friendship changed because of the spread of social networking are these changes more positive than negative, or have they caused more harm than good - Essay Example When friends are connected through a social media site, it is easy to find out the whereabouts of one another. It is also easy to find out what the other people are up to over the weekends, upcoming events, relationships and their current location. One can have as much time on social media as they want since the only charges that apply are those of internet connections. Friendship has changed from physical meetings and contact, to the internet sites. This means that one does not have to go through the hustle of arranging for a meeting when all the information required can be communicated through web platforms. It is easier and convenient to communicate through social networking because it is done at the convenience of the two parties involved. This element is useful; however, friends lose touch with one another in terms of physical approach. There is no much effort placed in making eye to eye contact with friends. The physical boundary has become independent. Friendship has become casual (Farah web). Friendships and how individuals make friends has changed ever since the invention of social media. Individuals prefer to be in a virtual world where one cannot be known fully but only at the superficial level. Social media has the option of adding individuals as friends. However this definition of friend is an online one. The two people may not even know each other but are friends on Facebook because one of them added the other. This kind of friendship is only superficial and shallow and exists in the virtual world. The two people, who call themselves â€Å"friends†, have no real life experiences (Barett web). On the other hand, social media has led to mistrust and deception among individuals. Some people have put a vetting mechanism for all people who add others as friends to avoid misleading characters in the name of â€Å"friends†. Social media can lead to breaking of good relationships (Parrack). Information

Birth Control Policy Essay Example | Topics and Well Written Essays - 1250 words

Birth Control Policy - Essay Example For instance, some theories such as the public choice theory put more emphasis and focus at the level of individuals rather than focusing on the institutional level. The public policy making process is normally at the heart of effective services provision. It has been stated that the process of policy making normally occurs six major phases (Howlett, et al 2009). These are agenda setting, decision making, policy formulation, implementation, evaluation and finally termination or renewal. Health is a matter of public interest. For this reason the government involvement in matters concerning health is usually to a greater extent. The government normally formulates policies for different reasons. Some policies are normally formulated for the purpose of population control. Population control is actually the essence of birth control. The health policy is triggered by the desire and need to address several issues. These are broadly explained as; the health care policy seeks to be comprehensive enough to include the highest number of the citizens possible. This is one of the reasons why some people were saying that implementation of the policy will be very expensive and might cause the tax payer a lot of money. Coverage does not necessarily mean access. These two can be mutually exclusive. For instance, a person might be under the coverage of a certain health care scheme but for some other reason fails to gain access. Coverage also means a wider scope of the provisions of the insurance and other health plans. For instance, there is a new federal directive that requires insurance plan to also provide for birth control. The policy also seeks to ensure that the health care being accorded is quite affordable to everyone. This stems from the notion that health care is a very essential service that each and every person should have access to. For this reason it is important that the health care cost is affordable. Health care is a very important service. This can

The Godbeite Movement Essay Example | Topics and Well Written Essays - 1500 words

The Godbeite Movement - Essay Example The most victorious of the recusant sects was established by Joseph Smith, who was the prophet's son, and who, with his brothers Alexander H. and David Hyrum, remained a Nauvoo after the emigration. After a few years, Joseph was requested to become the head of the oddments of the Strangites and Cutlerites who had organized a new church. At first Joseph Smith turned down the request, but then in 1860, looking at the considerable increase in the number of members due to the breaking up of other parties, he accented the call as prophet and initiated to preach the faith of his father. He avowed it in its original purity and denied the claims of Brigham and the dogma of polygamy. This division spread rapidly throughout Illinois, Missouri, and Iowa, the apostates being termed Josephites by the followers of Brigham, but styling themselves to be the Reorganized Church of Latter-day Saints. It was checked in Uthah, by fear of harassment, and the movement was not marked until mid 1863. It was the same year when two Josephite missionaries, named E. C. Briggs and Alexander McCord, reached the Salt Lake City after crossing the plains. As the messengers of the gospel, and calling on Brigham, they told him the object of their delegation, and saught consent to preach in the tabernacle. They were definitely not permitted, nor were the allowed to use any other public building as well. As a result of this the missionaries visited from house to house, offered prayers for the inmates, and insisted them to join the true faith. They proved successful and then at first singly, then by dozens and scores, people converted. The Expulsion of Godbe and Harrison While the controversy between the prophet's sons and the prophet's nephew was at its height, an article appeared in the Utah Magazine, which administered by W. S. Godbe and E. L. T. Harrison themselves, that stated; "If we know the true feeling of our brethren, it is that they never intend Joseph Smith's nor any other man's son to preside over them simply because of their sonship. The principle of heirship has cursed the world for ages, and with our brethren we expect to fight it till, with every other relic of tyranny, it is trodden under foot." The magazine also elucidated the part of adjudication between the disputants, and otherwise gave throbbing offence to the church dignitaries. Another article that was published urged the development of the mineral resources of Utah, a measure which found no favor with Brigham, and stated 'for thus would the flood-gates be opened to the gentiles, while the saints might be tempted to worship at the shrine of Mammon, "I want to make a wall so t hick and so high around the territory," he once exclaimed in the tabernacle, "that it would be impossible for the gentiles to get over or through it."' Eventually, the elders were beckoned before the school of prophets, the examining source for the offenders before being tried by the high council, and although the most somber accusation against them was the publication of the article on mineral developments, resultantly, both Godbe and Harrison were debarred from the church. However, none of them tried justify the charges brought against them. Their fortification was confined simply to the question of their purported apostasy, and to the authority of the priesthood. When their instance was brought to the high council, the recusants, instead of

HOWARD GOODALL'S 20TH CENTURY GREATS - THE BEATLES Coursework

HOWARD GOODALL'S 20TH CENTURY GREATS - THE BEATLES - Coursework Example The mainstreaming technology is a significant feature in the video. From the 1996 popular music presentation, the Beatles shows a well-organized and choreographic presentation. The unique features are justified through the various dance shows in the video.   The video also presents a rich source of a revolutionized regime in the popular music industry. The justification of the ideology is evident in the discussion presented in the video via different scenes. The video also portrays interesting elements aimed at depicting the nature of the musical world to a large extent. I find the video to have significant features of the musical history. The explanation on musical notes and keys adds logic to the musical world. The background song in the video explains a set of musical instruments harmonized to produce a lasting effect. The song in the video is a great piece of the late 19th century. The use of the song in the video enlightens a given audience on musical history. The video’s music explains the extent to which musical history changes given the various pieces and artists. I find the elaborations in the video to gravitate a connection between cultures and generations. Additionally, the presentation of musical pieces through varying musical cords is of essence in the musical history. The video extract explains a link between cords of the 19th century. As such, a given audience easily associates the changing artists’ tradition to the varying generations. The video is a sample that captures a listener’s attention due to the varying harmonization in the musical pieces. I find the song â€Å"I am here† old fashioned due to the missing pieces of cord harmonization. As such, a given audience would note the difference easily. Other pieces presented in the song extend beyond the rhythm in the

White Collar and Corporate Crime Essay Example | Topics and Well Written Essays - 2500 words

White Collar and Corporate Crime - Essay Example Concealment of misconduct usually involves falsifying records or documents to disguise discrepancies. The higher the degree of effort to conceal a corporate misconduct the more difficult detection will be for unsuspecting management, the public, investors, directors, auditors, and the government. Crime was defined only by traditional "street crimes" during the 30-year period between 1940 and 1970, and there was minimal public concern with the issue of corporate criminal conduct. Since the early 1970s, however, "crime in the suites" has emerged as an important political, social, and economic problem. The extent and seriousness of criminal behavior by corporations, corporate officials, and employees led to the development of organized crime as a separate type of white-collar crime and, more importantly, an increased recognition of the need for criminal statutes that address corporate misconduct and more severe criminal corporate sanctions (Clinard, Marshall, and Peter Yeager. 1980, 132). Sutherland defined white-collar crime as "crime committed by a person of respectability and high social status in the course of his occupation," and used the term to refer primarily to "business managers and executives." (Edwin Sutherland, 1961, p. 19) His studies and conclusions indicate, however, that white-collar c... Organized crimes were initially defined as "the offenses committed by corporate officials for their corporation and the offenses of the corporation itself" and occupational crimes were the "offenses committed by individuals for themselves in the course of their occupations and the offenses of employees against their employers." (Marshall B. Clinard and Richard Quinney, 1973, p. 188). Occupational crimes are committed by lawyers, doctors, businessmen, and politicians, for example, and may include crimes like income tax evasion, embezzlement, and check kiting. Corporate crimes are organizational crimes and can only occur in the context of the complicated relationships among executives, corporate officers, managers, and corporate agents on the one hand, and among parent corporations, corporate divisions, and subsidiaries on the other hand. Nevertheless, a distinctive feature of organized crime is that the crime is committed primarily for the benefit of an ongoing legitimate business enterprise rather than for the individual who actually carries out the offense. Thus, organized crime is a specific type or form of white-collar crime and includes criminal conduct, intended to benefit the corporation, by corporations and by individual corporate employees, officials, or agents. In the late 1980s and early 1990s has served to bring potentially dangerous corporate activities to the general attention of the public and has inspired the academic legal community to pay greater consideration to several very basic questions concerning the potential use of the criminal law in this area. (Fisse, B And Braithwaite, J, 1993, 134) The criminal statistics show unequivocally that crime, as

Jazz Dance Essay Example | Topics and Well Written Essays - 500 words

Jazz Dance - Essay Example Jazz dance hasgreatly been affected by communal dance and common music. This paper is intended to describe history and development of jazz dance. Rhythms and movements that were brought to America by African slaves have come upon the origin of jazz dance. The style of African dance is all natural; low, knees bent, vibrating body movements emphasized by body isolations and hand-clapping. As slaves immigratedto America, starting during the 1600’s, Africans from different cultures wereseparated from their families, languages and tribal traditions. This resulted to merging of African cultures that created a new culture with both European and Africancomponents. The Slave Act of 1740 intended to prohibit slaves from performing African dances, but that did not hide their wish to grip to those parts of their cultural identity. African dance involved movements and rhythms which includedhand-clapping,foot stamping and tapping, and currentlythis is known as a jazz dance. The term "Jazz" was initially related to a genre of music dance during World War I. Jazz in a dance form, however, emerges from the parlanceAfricans’ dances when they were being brought to the Americas on slave ships. This form of dance emerged together with jazz music in New Orleans at the beginning of 1900s. From 1930s to 1960s, Jazz dance changed from this body of parlanceinto a theatre-based performance form of dance that needed a much trained dancer.During this time, dancers from the ballet and modern dance worlds experimented with the jazz dance style. All of these dancers affected jazz by wanting many trained dancers to perform a given set of movements, which was very different from the informal form of New Orleans back in the 1900s. Also, during this span of period (circa. 1950) jazz dance was intensely affected by Caribbean and other Latin American dance styles which were established by anthropologist and dancer Katherine Dunham. Jazz is also like choreography too. Jazz dance throughout

Understanding Non-verbal Communication Essay Example for Free

Understanding Non-verbal Communication Essay Communication has always been an integral component of accomplishing goals and objectives of any institution and organization. It is used as a tool in conveying information and promoting the values, principles and objectives of any institution. Likewise, non-verbal communication is also a process deemed vital in the interplay of individuals within an organization or group. Seeing this, by adequately understanding the different ways that people can communicate, individuals can harness the needed boost towards better facilitation, management, and cooperation needed. In the end, by boosting the skills needed to maximize non-verbal communication, each one can extract new approaches to make practice more effective and efficient. Understanding Non-verbal communication Before elaborating on the relevance of non-verbal communication, it is essential that people understand the meaning of the concept. By grasping this concept, each one can effectively apply the strategies and methods of intensifying and providing the needed avenues for change. With these, the term refers to the imparting of messages to parties via other channels other than words (Fowler, 2006). This method can be considered innate in our biological makeup as humans. â€Å"Non-verbal behaviour predates verbal communication because individuals, since birth, rely first on non-verbal means to express themselves† (Besson, et. al. , 2005, p. 1). At the same time, this process comprises of different parts and revolve around (1) visual, (2) tactile, (3) vocal, and (3) use of time space and image (CBA. edu, 2006). These things in turn are manifested by using different practices such as facial expression, body language, etc. (BOMI, 2006). All these actions seek to relay information and denote a particular meaning in the action given or imparted to the receiver. Seeing this, it is then essential to underline the ways that people interact non-verbally. By doing this, there can be better avenues for increased understanding among the speaker and receiver engaged in a conversation. Intonation and Tone of voice The use of intonation and tone of voice are relevant ideas to consider as far as non-verbal communication is concerned. The firs concept involves deciphering the â€Å"end of an entity of information, which – in written communication – is shown by means of a comma, semicolon, point, exclamation mark or question mark† (Besson, et. al. , 2005, p. 3). Comprehending this can benefit the individual in actively determining the mood and feelings of the speaker. On the other hand, tone of voice is another essential component of non-verbal communication. In this process, it seeks to connote the attitude of the speaker towards a chosen area or topic being discussed (Fowler, 2006). This is essentially vital for listeners to decipher because it can give them the idea surrounding the overall intention of the speaker is relaying to its target audience. Gestures and Facial Expressions Another significant element that individuals should understand is the relative message that gestures and facial expressions can give to the overall idea that the speaker wants to imply. Looking at it, these two ideas revolve around the body movements that are aligned with the verbal component (Your Communication Skills, 2007). These things in turn also cater to express the feelings, sentiments and opinions of individuals towards a specific issue being discussed. Seeing this, by carefully observing the speakers and listeners, one can effectively decode their responses towards the information conveyed to them. Interpreting Non-verbal Communication Interpretation remains an essential element in creating proficiency and better insight in the practice of non-verbal communication. In here, the individual must carefully observe and look into cues that can cultivate and supplement their verbal responses on a given issue or subject. These things can then eliminate areas of confusion, conflict and disagreements between individuals and groups. One important way to practice non-verbal communication is by engaging in face-to-face interaction. This practice can help one individual to actively observe and apply the related components of the idea. â€Å"Face-to-face communication provides immediate feedback and is the richest information medium because of the many information channels available through voice, eye contact, posture, blush, and body language† (BOMI, 2006, p. 1). Seeing this, listening and observation are the key elements to make this endeavor successful. In addition, face-to-face interaction can enhance new principles and objectives that can create and establish strong relationships among actors within a particular group/organization. This process can in turn provide the needed outcomes in achieving potential benefits for all individuals involved. â€Å"It is the appropriate medium for delegating tasks, coaching, disciplining, instructing, sharing information, answering questions, checking progress toward objectives, and developing and maintaining interpersonal relations† (BOMI, 2006). Looking at the listening component, this is relevant in better comprehending the term because of its ability to infuse better appreciation and understanding of the topic. This practice can create sensitivity not only in the verbal component but also cater towards extracting verbal cues if properly coordinated with the proper observation skills (Giddens and Griffiths, 2006). Moreover, â€Å"when one listens they have to hear the emotion in the words and read between the lines of the words to get the full meaning of a transmission that is received† (Your Communication Skills, 2007, p. 1). Thus, it is essential for these two actions to be properly incorporated when one engages into dialogue with others. Looking into cultural differences Since communication is a social construct, another essential element that should be looked into is the occurrence of cultural differences among people/group engaged in conversation. With the increasing diversity and interaction within different environments, it is possible that individuals interpret actions in different ways. Seeing this, â€Å"a successful interpretation of non-verbal elements conveyed by the speaker requires the same understanding of the symbols shared between interpreter and speaker† (Besson, et. al. , 2006, p. 1). Realizing this situation, it can beneficial if people can take into account the relevance of cultural background in communication practices. One thing to determine these non-verbal cues is becoming aware and sensitive to these things and uses them as an instrument for interpretation and analysis (Fowler, 2006). Rather than seeing this as a barrier of conducting effective communication and interaction, culture must be used as a medium of increasing competence and correctly interpret the cues and symbols given (Giddens and Griffiths, 2006). Opening up avenues for feedback Like any other social construct, communication should also try to reach out and open up new avenues for change and improvement. This then entitles a particular organization/group to come up with new ideas aligned on creating better understanding on the interaction process and take into consideration the impact of non-verbal communication in the achievement of goals and processes (CBA. edu, 2006). Likewise, it opens up the potential of filling in the gaps within the communication process and extracts newer outcomes in the process. Seeing this, instead of correcting and finding fault in the shortcomings of many individuals in such process, constructive feedbacks can then be applied to create a renewed understanding and commitment. Under this procedure, several methods can be introduced to extract opinions and facilitate the needed avenues for development. Conclusion To conclude, non-verbal communication remains to be an important component to consider as far as communication and dialogue is concerned. This allows individuals to effectively and efficiently decipher the needed information that can support the essence of interaction and exchange of ideas. Due to this, careful considerations must be made in order to fully comprehend the impact of the concept. By taking account the factors that affect non-verbal communication and creating a feedback mechanisms, better outcomes can be administered and enhance interpersonal relationship among individuals/groups involved. References Besson, C. , Graf, D. , Hartung, I. , Kropfhausser, B. and Voisard, S. (2005) The Importance of Non-verbal communication in Professional Interpretation in aiic. Retrieved March 27, 2009 from, http://www. aiic. net/ViewPage. cfm/page1662. htm#2 BOMI (2006) Effective Communication in the Workplace. Retrieved March 27, 2009 1-5. CBU. edu (2006) The importance of effective communication. Retrieved March 27, 2009 from, http://web. cba. neu. edu/~ewertheim/interper/commun. htm Fowler, K. (2006) Communicating Effectively – Why you need to get your message across. Retrieved March 27, 2009. 1-4 Giddens, A. and Griffiths, S. (2006) Social Interaction in Everyday Life in Sociology. (US; Polity) Retrieved March 27, 2009. 133-139. Your Communication Skills (2007) Communication skills. Retrieved March 27, 2009 from, http://www. yourcommunicationskills. com/nonverbalcommunicationskills. html

Main Advantages In Harmonization Of International Accounting Accounting Essay

Main Advantages In Harmonization Of International Accounting Accounting Essay Introduction The main purpose of this report is to point out the main advantages that could be benefited from International accounting and the obstacles to the harmonization of this system. The history of accounting began 600 years ago when first accounting records were found; the system of bookkeeping pair was gradually introduced in the early 14th century in some trading centres in Italy. After that due to increasing trade around the world people from all regions started to do book keeping and in different timeà ¢Ã¢â€š ¬Ã¢â€ž ¢s different committees, joint stocks and mechanisms were found to do international level trading. As the world developed more there was a need of a system for dealing with international finances therefore in June 1973 International Accounting Standards Board Committee (IASC) was established as a result of the agreement made between accounting bodies in Australia, Canada, France, Germany, Japan, Mexico, Netherlands, England, Ireland and the United States, and these countr ies were IASC Board at that time. IASC operated from 1973 to 2001 until it evolved into IASB (International Accounting standards board). IASB possess advantages that can benefit the whole world but there are obstacles to the harmonization of international accounting, both advantages and obstacles are listed with details in the report. The report then moves on to the three issues that may arise in relation to the provision of relevant and reliable information in financial statements such as both of them are related to each other that the emphasis on one will hurt the other. And in the last part of the report the qualitative characteristics of financial statements such as timely, relevant, reliable and comparable as defined in the Framework are explained and discussed. Main advantages in harmonization of international accounting There are many advantages linked with the harmonization of international accounting. Main of them are listed and explained below: The economy of the world can be benefited by more educated decisions which could result in the improvement of global economic growth. The accounting information can be explained by the experts, this would reduce the risk of investment. By adapting international accounting the companies and industries could increase the ability to compare with similar companies and industries and make investment decision with more intelligence. Harmonization of international accounting would facilitate entrepreneurs and financial experts from all over the world to invest internationally. It would reduce the cost of reconciling account information for multi-national companies. Stock exchanges from all over the world could benefit from the standardization of international accounting, as more companies begin to adapt the international standard, they will become more eligible for listing. Obstacles in harmonization of international accounting: Despite of useful advantages of international accounting, there are barriers which prevent harmonization of international accounting from exceeding; some of them are as following: Different countries have different accounting methods that are regulated in different degrees by their government. Another issue is that many capital markets have adjusted into the international business without International accounting and they believe that present system is working well enough and International accounting would only complicate things. Naturalism is another threat to harmonization of international accounts as countries are wary of ceding control of their accounting regulation to outsiders. Poor countries believe that harmonization of international accounting is an implantation of standards by powerful countries. IASB (International Accounting Standards Board): IASC (International accounting standards board Committee) was established in 1973 which evolved in IASB (International accounting standards board) in 2001. IASB is an independent regulatory body based in U.K. It has 15 members from 9 countries each with various functional backgrounds. The board aim is to develop a single-set of high quality, understandable, relevant, comparable and enforceable global accounting standards. IASB presented four frameworks; first and second in 1989, third in 2001 and the fourth and present one in 2010. The framework of IASB describes the basic concepts of preparing and presenting the financial statements for external users. The qualitative characteristics of financial statements according to IASB frame work are following: Understandable Relevant Reliable Comparable Issues in provision of relevant and reliable information Relevance and reliability both are essential for the better quality of the financial information but both are related to each other in such a way that effect on one will hurt the other and vice versa, for example accounting information is relevant when it is provided in time but in initial stages it is not very reliable but as it becomes reliable with time it does not remain relevant. Second issue with the provision of two qualities is that the two qualities are not independent of each other, that is, perceived relevance by users is dependent on the perceived level of reliability. The third problem is that the level of reliability cannot remain or increase with the introduction of fair value measurement; as such, the discussion has assumed the presence of a relevance reliability trade-off i.e. the move to relevance is decrease to reliability.

LOreal International Strategy

LOreal International Strategy The cosmetic industry can be analysed using Porters five forces framework, by identifying threats of New Entrants, Industry Competitors Suppliers, Substitutes and Buyers. According to Euromonitor International (2008), the threat of new entrants into the cosmetic markets is low, considering that majority of the market is already owned by leading companies such as LOreal, Unilever, Proctor and Gamble (Appendix 4). Hence, it would be extremely difficult for a new firm to establish their brand name, due to the intensity of competition. Since there are few differentials between products, and due to strategic objective of growth by business rivalry is high. Porter (2004) Therefore it can be argued the American barrier to entry into the industry is fairly low, which is a key driver for globalisation. However if a new firm is unable to compete there is the possibility of business failure or threat of being acquired by leading manufactures. Due to the industry leaders acquiring a variety of cosmetics, hair and beauty companies, consumers have the option of an array of substitute products; as a result this lowers the industry attractiveness and sets a limit on price levels. However in order to overcome the issues LOreal have established a prestigious brand image based on quality and allowing them to higher price compared to their competitors. This allows the bargaining power of buyers to be greater, since there are many sellers in the industry and fewer dominant buyers. The bargaining power of supplier is currently low, since majority of the establish firms do not require dependence on suppliers to supply cosmetic products. Porter (2004) Therefore in order to identify LOreals position with in the industry a SWOT analysis has been conducted, (Appendix 2). LOreal, How it Began The French company LOreal started in 1909, with production of worlds first hair colour product. The products were first sold in Parisian hair salons, using very tight production, sales and marketing strategy and by 1912 the products were distributed in other European regions such as Italy and the Netherlands (LOreal: 2010). According to LOreal (2010), in order first build on their brand portfolio, the company had acquired a number of French companies such as Lancome and Garnier, thereby diversifying into other markets, such as upscale perfumes and cosmetics. The acquisitions had allowed LOreal to increase their range of products among mass distributors and by 1970 eighty percent of company sales were coming from France, (Cardona: 2000). Hence the company became Frances leading beauty company, however the international presence was still little and the concept of expensive Parisian products by consumers limited LOreal ability to expand into international markets. According to Cardona (2000), LOreal first entered the American Market in 1954 by forming a licensee with the cosmetics and hair product company Cosmair Inc. Licensing as method of entry into the market involves LOreal granting rights under contract to intangible property. This had LOreal at began by distributing their products to U.S. beauty salons, however the company presence was still small due to the company brands being managed individually. Hence, without a licence it could have proven difficult for LOreal to enter the market, consider that there product was unfamiliar to the American market. Also this had allowed LOreal to understand the American market, the buyer behaviour and level of competition. However, According to Bartlett and Ghoshal (1989) the disadvantage of this method is it forces LOreal to depend on the skills, abilities and resources of the licensee as the source of revenue. However it is further argued by Cardona (2000), that LOreal acquired Cosmair Inc in 1994, which enabled the company to further strategise its influence in the American market and acquire cosmetics company Maybelline in 1996. According to Ono (1995) Maybelline was Americas third largest cosmetics company, sold mostly in supermarkets, cosmetic speciality stores and mass market discount stores. LOreal believed by improving the Maybellines products, marketing and brand image would give the products huge international potential. According to Edmondson et al (1999), this gave LOreal entry into the younger consumer base from the affluent European consumer base, due to its strong American brand image. Maybelline was a cheaper product, carried a wider distribution network and a wider product range which appealed to a vast number of ethnic consumers in America and outside. As a result, LOreals sales from Maybelline outside the United States had grown by fifty percent (Edmondson: 1999). The acq uisition of these businesses gave LOreal a seventeen percent share of the $2.3 billion U.S. cosmetics industry, (Ono: 1995). Therefore it can be argued the mode of entry into the market soon developed into strategic acquisitions, in order to pursue the strategy of growth and internationalisation. This method according to Bartlett and Ghoshal (1989), allows LOreal spread risk and reduce the level of competition since rivals are take over. This has also given LOreal greater market share for horizontal integration within the industry and thus allowing them to charge higher price for their products. However Bartlett and Ghoshal (1989) further argue this mode of entry can often cause clash in cultures, which is discuss further in this report. According to LOreal (2010), during 1980s the company had purchased stakes in two additional American companies, the cosmetics maker Helena Rubinstein and Ralph Lauren Fragrances. Both firms were later fully acquired in 1988 and 1990. Weil (2006) argues, even though Helena Rubinstein had lost most of their product appeal among American consumers, LOreal believed with effective merchandising and a complete re-launch of the brand, the products would be successful in the U.S. Market. This was due to the brand having a good position in other regions such as Europe and Asia, where Helena Rubinstein products were considered upscale, according to Weil (2006). On the other hand, the acquisition of Ralph Lauren Fragrances was completed in order to strengthen LOreals luxury products division, which possessed a smaller mass market fragrances brand (LOreal: 2010). Due to Ralph Lauren established brand image and excellent distribution networks with stores such as Saks Fifth Avenue, it had allowed LOreal to enter a younger consumer market. It had been identified that the key acquisition for LOreal in order to increase their global presence was through the purchase of Kiehls, in 2000. According to Anon (2000), Kiehls was a important addition to LOreals luxury product division, offering a diverse range of specialised products for the high cost segment of the market from perfumes, skin, body and hair care. Thus by acquiring Kiehls, LOreals was able to increase their product range and influence on American society. Considering that LOreal had expensive multi-million pound advertising campaigns, Kiehls did not require such advertising due to exclusivity of the products at the time and its recognition among famous individuals (Anon: 2000). This had allowed LOreal to grow, with the company revenue increasing yearly, (LOreal: 2009). Therefore the acquisitions of such major U.S. companies allowed LOreal to increase its global presence and enter new emerging markets. Also the company has been able to develop an effective internal organisation, which is split into Consumer Products, Professional Products and Luxury Products. Due to these factors approximately twenty to twenty five percent of the company annual revenue comes from the United States (Cardona: 2000). Diversifying into Other Markets LOreal had acquired the professional hair product company Redken in 1993. This acquisition had allowed LOreal improve the structure of their hair product division, due to Redkens extensive distribution networks (LOreal: 2010). Hence LOreal had reassessed the company hair care division to focus on the sales to salons and hairdressers. Compared to the European market where luxury hair products were sold in department stores, in the U.S. luxury hair products were primarily sold in hair salons and speciality beauty supply stores. According to Nichol (2010), LOreal was able to increase their revenue, since sales from salons carried a higher profit margin compared to mass market hair products. Hence, LOreals sales from the professional hair care division had provided one third of the companys sales from hair care (LOreal: 2010). According to Morais (2000), in 1998 and 2000, LOreal had made a combined strategic acquisition of the companies Soft Sheen and Carson, in order to enter the ethnic hair care market. Soft sheen was one of the leading American ethnic hair care products and Carson had an eighty two percent share of the U.S ethnic hair care market. Rhea (1997) argues in particular the acquisition of Carson had helped LOreal to entire the South African market which was worth an estimated market value of one billion dollars, due to the establish presence Carson had already developed. LOreal had saw the entrance into the American market particularly important, since African Americans represent 12.85% of the American population (Appendix 1) and accounted for thirty percent of the total U.S. hair care expenditure, totalling $1.2 billion in 1997 (Morais: 2000). The purchase of the companies allowed LOreal to increase their distribution channels further, since majority of sales come from wholesales such as Costco and beauty shops. According to Morais (2000), the market is fragmented, and mostly responsive to word of mouth, hence does not require much advertising or promotions. From the analysis it can be identified that LOreal has followed the Uppsala Model (Appendix 6) in the process of internationalisation. The model illustrates the gradual international expansion of the company by the four stages. In stage one; it was LOreals objective to first build a presence in the American market through a licensee with Cosmair rather than make a large foreign direct investment. This allowed the company to develop market knowledge in order to control the international expansion within the American market. Therefore this method of entry was the most idyllic approach for LOreal, since according to Forsgren (2002) business will enter a new market using the lowest possible resource commitment and expand from there on to establish the firm. As a result, LOreal was able to control the level of risk and eventually increase resource commitment. In Stage two, LOreal had exported their products through independent representatives in America through regional middlemen. In the third stage, LOreal had made establishment of sales subsidiary through Helena Rubinstein and Ralph Lauren Fragrances. According to Forsgren (2002), in this stage LOreal is able to collect about market conditions, leading to a more wide market experience and give greater information regarding factors of language, culture and political system. In stage four LOreal had established a foreign production facility in the American market. Intensity of Competition for LOreal As seen on Appendix 4 the level of competition in the cosmetic industry is high however due to LOreal strategic international strategy the company has been able to be the industry leader. This was accomplished due to LOreal developing brands in different market segments and vast distribution channels in mass market, hair salon products, pharmacies and department stores, (LOreal: 2009). Due to the companys operations in different markets, LOreal experiences a high number of challenges from competitors in different markets. According to Drier (2004) in the consumer cosmetics division, the main competitors for LOreal are Proctor Gamble, Revlon and Unilever. Similar to LOreal, Proctor Gamble had established brands in health, beauty as well as household care. The company become a major competitor for LOreal due to the companys acquisition of Clairol in 2001, Gillette in 2005 and majority stake in hair care brand Wella in 2003. Hence, Proctor and Gamble was one of the leading cosmetics businesses in the United States, where it had a seventy percent share of the American market from its hair colour brand Clairol (Drier: 2004). Hence a key globalisation driver for LOreal was to enter the hair care market, which was accomplished by the acquisition of Redken and rather than mass-market LOreal concentrated on specialised hair salons. In addition, Unilever had also streamlined their brand portfolio, by developing similar strategies to that of LOreal and Proctor and Gamble. The company had developed a competitive advantage by identifying potential acquisitions. For example, the purchase of American business Chesebrough-Pond, allowed Unilever to become one of the world leaders in personal care and cosmetics, (Anon: 1997). Therefore in order to compete, LOreal has developed their competitive advantage by positioning the business above the drug store cosmetic brands such as Revlon. Their marketing strategy has allowed them to establish a prestigious brand name; LOreal has been able to charge high prices. According Trout and Rivkin (2009), in order for companies to charge higher prices, the products should offer prestige, thus consumers will pay a little more for the perceived value. Hence, by putting a particular emphasis on their packaging and advertising campaigns using celebrity models, the company has perceived the brand as elegant among consumers, (LOreal: 2010). It can also be argued that LOreals factor of success in the industry is due to being able to develop a comparative advantage over competitors by making a powerful commitment to research and development. According to (La Roche-Posay: 2005), the company had invested $612 million on research in 2005, which was three percent in turnover compared to the industry average. As a result LOreal was able to significantly reduce production costs and the purchasing cost of goods for the company fell to nineteen percent of sales compared to there rivals Wella, who had cost of twenty five percent, (Morais: 2000). Therefore it can be argued that LOreal competitive strategy falls into Porters Differentiation strategy as seen on Appendix 7. This is due to LOreals high research and development costs and acquisitions of companies such as Soft Sheen which involves producing a range of products that meets the specific needs of the consumer segments. Thus by creating uniqueness and developing a prestigious brand image, LOreal is able to charge high prices for their products compared to the competitors. According to Porter (2004), this lowers the sensitivity to price of the brand loyal customers and can also act as a, entry barrier for new firms. It is further argue that, this strategy could generate higher revenue than the low cost strategy, due to the development of high barrier to entry and therefore making it difficult for new businesses to enter. However, the higher price is likely to result in a lower volume of sales and thus one strategy will not necessarily mean high profit than the other. It is argued by Kim et al (2005), the competition based strategy of Porter is not sufficient to sustain high business performance and firms should develop new growth opportunities through value innovation. In order for value innovation to be created for both the company and buyer, the company must discover unused areas of the market and create the new demand. Thereby focus is shifted towards innovation rather than competition. LOreals Organisational Structure It can be identified from Appendix 3 that LOreal has incorporated a matrix organisational structure. According to Bartlett and Ghoshal (1990), matrix structures tend to be complex and combines two or more organisational responsibilities. For example, the CEO of LOreal is placed at the Head office located in France, with the top regional leaders reporting directly to the CEO. The responsibility of the division executives is to manage the brand strategy, global brand sales, profitability and marketing. The Region Managers (i.e. Asia, U.S.A, Africa and Europe) are responsible for the sales in their region and executing sales strategies. The strategies are developed by brand teams based in their respective region; and brand teams work closely with their division executives in order to implement effective marketing strategies within the region. Hence, in order to maintain an effective level of communication, managers of each country often keep close relationship with the general managers of each brand to identify needs of the specific country. In return, the general mangers provide information on marketing strategies for their region and product development ideas, which then requires co-operation with Research Development. Cogmap, (2009) However, Bartlett and Ghoshal (1990) argue a matrix structure can prove to be unmanageable in the international context, since multiple reporting often leads to confusion and creates overlapping responsibilities. As a result distance is created between language, culture and time. LOreal have avoid such problems by keeping a strong central oversight over executives of each division, since it then allows LOreal to identify whether each executive is effectively managing the division and the responsible regional mangers, to ensure there is no redundant work or conflicting interests. Therefore the implementation of the matrix structure has allowed LOreal to save costs, as fewer people are required due to employees sharing information between different projects. In addition, resource sharing saves time and costs, since those employees engaging in different projects often share related information. Hence it has been identified by Appendix 3, that LOreals executives work on more than one project at a time and keep a regular flow of information about the progress of the company, this has made the company stronger since different departments are working together and not against each other. Cultural Issues for LOreal It has been identified that LOreal had experienced number of cultural issues, due to their international strategy to become a global brand. When LOreal had decided to enter the American market through licensee with Cosmair in 1954, the company had faced cultural differences. According to Sharma (2010), compared to the European Market, in the American market LOreal was required to have business relationship with local middlemen rather than national distributors in order to distribute product to salons. This had become significantly difficult for the company, since LOreals presence within the U.S. market was limited, such relationships was hard to acquire. In addition, American salons were also unfamiliar with the quality of the products and disagreed on selling such goods. To resolve the issue, LOreals primary goal was now to increase there global presence and was accomplished by strategic international expansion and by taking the company public in 1963. According to Sharma (2010) LOreals strategy was to sell cosmetics through different channels of distribution; which in turn affected the macro economic levels of sales. The four types of distribution channels from professional salon hair specialists, beauty advisors, medically trained advisors in pharmacies and self service department stores allowed LOreal to develop their international presence and acquire a competitive advantage over competitors. Political Risks However, LOreal had now once faced issues while operating in Europe. After the company had become a publicly traded company in 1963, LOreal was under threat of state control by the French government and feared that the company strategies for international growth would be jeopardised. Hence, LOreal took steps to internationalise the ownership structure, in order to prevent the government control by selling fifty percent of LOreal stock to french personal care manufacturer Gesparal and keeping other half of the company publicly traded (Moodie: 2004). According to Balassa (1985), the reason for the French government to take ownership was due to threat from international companies. Therefore the French political system considered that it could provide security to the French communities trade by subsidising and directing publicly owned companies. Since, LOreal had become publicly traded in 1963 the company was prone to come under state influence. Using Yips model (Appendix 8), it can be identified one of the key globalisation drivers for LOreal to enter the cosmetics market is growth of global and regional channels. This is a key market driver, since it has allowed the company to develop their distribution channels worldwide. By entering the American market and acquiring ready established brands, LOreal was able to access the acquired companys resources. Another market driver can be identified from Appendix 1, which indicates that America has an aging population, therefore demand for LOreals anti-aging products have increased. These products success were a result of the companys extensive investment in research and development. It has been identified that global acquisitions by consumer product companies also acted as a competitive driver. Since, the existence of various global competitors had indicated that the industry is good for globalisation; where global competitors have the cost advantage over local businesses, accordi ng to Bartlett and Ghoshal (1989). One of the key reasons for LOreals globalisation development is due to the lowering of trade and investment policies internationally, where GATT (General Agreement of Tariff and Trade) have made free trade agreements between participating countries. According to Hill (2007), this can also benefit the countries that do not have a large amount of sources to utilise their resources and hence encourage foreign direct investment companies to invest.

Information Management Issues :: Internet Web Computers Essays

Information Management Issues Too Much Information? The core problem of information management seems to be overload: determining the existence and location of resources in the chaotic repository that is the Internet, trying to learn the nuances of different software, retrieving far too many hits. However, some people question whether the problem really is overload. It may actually be the multiplicity of communication channels. Unlike earlier eras, new technologies are not replacing but adding to the host of media choices (Gilster 1997). The Web has simply removed natural barriers between people and information they would otherwise never see, and information now comes directly at us from multiple directions. Unfortunately, most traditional information management practices are too linear and specific: they were pipes developed for a stream, not an ocean (Alesandrini 1992). Perhaps the issue is not too much information, but information that is not usable or meaningful. To master information you must understand the relationship between data, information, and knowledge: data are raw facts and figures, information is data organized into a meaningful context, and knowledge is organized data (i.e., information) that have been understood and applied. A resource such as the Internet requires the user to build content from its vast resources (Gilster 1997). People may perceive overload because the information they receive does not fit into their current mental models for understanding the world. A constructivist approach - interpreting new information in terms of existing knowledge structures and revising those structures accordingly - can help move those "analog" models into the digital world (ibid.). I've Got to Keep Up! The twin demons of speed and quantity create an artificial sense of urgency: with e-mail, voice mail, fax, and the Web, continuous streams of data are possible 24 hours per day at work, at home, and during the commute between. The consensus of many sources is to forget about keeping up. Focus instead on what you really need to know and for what purpose, and understand that the question will evolve as you gather information. Ideal information is current, timely, and sufficient for the task at hand, not necessarily "complete" (Lively 1996). The goal of information seeking should be finding the answers to personally meaningful questions. It's All on the Web. One myth rapidly taking hold is that the World Wide Web is a one-stop source for all information needs and the secret to information management is in knowing how to navigate it. Information Management Issues :: Internet Web Computers Essays Information Management Issues Too Much Information? The core problem of information management seems to be overload: determining the existence and location of resources in the chaotic repository that is the Internet, trying to learn the nuances of different software, retrieving far too many hits. However, some people question whether the problem really is overload. It may actually be the multiplicity of communication channels. Unlike earlier eras, new technologies are not replacing but adding to the host of media choices (Gilster 1997). The Web has simply removed natural barriers between people and information they would otherwise never see, and information now comes directly at us from multiple directions. Unfortunately, most traditional information management practices are too linear and specific: they were pipes developed for a stream, not an ocean (Alesandrini 1992). Perhaps the issue is not too much information, but information that is not usable or meaningful. To master information you must understand the relationship between data, information, and knowledge: data are raw facts and figures, information is data organized into a meaningful context, and knowledge is organized data (i.e., information) that have been understood and applied. A resource such as the Internet requires the user to build content from its vast resources (Gilster 1997). People may perceive overload because the information they receive does not fit into their current mental models for understanding the world. A constructivist approach - interpreting new information in terms of existing knowledge structures and revising those structures accordingly - can help move those "analog" models into the digital world (ibid.). I've Got to Keep Up! The twin demons of speed and quantity create an artificial sense of urgency: with e-mail, voice mail, fax, and the Web, continuous streams of data are possible 24 hours per day at work, at home, and during the commute between. The consensus of many sources is to forget about keeping up. Focus instead on what you really need to know and for what purpose, and understand that the question will evolve as you gather information. Ideal information is current, timely, and sufficient for the task at hand, not necessarily "complete" (Lively 1996). The goal of information seeking should be finding the answers to personally meaningful questions. It's All on the Web. One myth rapidly taking hold is that the World Wide Web is a one-stop source for all information needs and the secret to information management is in knowing how to navigate it.

Skill and Craftsmanship in the Works of Steinbeck Essay -- Biography B

Skill and Craftsmanship in the Works of Steinbeck      Ã‚  Ã‚   Throughout Cannery Row, Of Mice and Men, The Red Pony and The Grapes of Wrath, John Steinbeck professes his admiration for the man who displays skill and craftsmanship in his work. A man who does his job exceedingly well is, by extension in Steinbeck's works, a hero who is satisfied in doing his best in affection for his craft - a direct contrast to the multitude of humans who are merely unsuccessful and unhappy dreamers.   Ã‚  Ã‚   The emphasis of skill and craftsmanship is particularly evident in a description of Slim in Of Mice and Men: He moved with a majesty only achieved by royalty and master craftsmen.   He was a jerkline skinner, capable of driving ten, sixteen, even twenty mules with a single line to the leaders.   He was capable of killing a fly on a wheeler's butt with a whip without touching the mule. (97)   Ã‚  Ã‚   Steinbeck makes it clear that the professional prowess of this man is to be equated with his authority, understanding, and compassion. Slim is, for example, the only man who tries to comfort George at the end of the novel when his companion, Lennie dies. When Steinbeck describes Slim as a person whose "authority was so great that his word was taken on any subject, be it politics or love" (98), Warren French notes that Steinbeck "breaks his editorial silence...to make it absolutely clear how Slim is to be regarded" (78).   Clearly, Steinbeck regards Slim's morally upstanding character highly enough to consider it prudent to describe outright his feelings toward him. In regard to the other characters, he had been satisfied to let an objective description and an account of each character's actions stand on their own merit.   On a similar note, Bil... ... these character's - Slim's, Billy Buck's, Doc's, and Casy's- tremendous will to achieve the human ideal. Works Cited French, Warren.   John Steinbeck.   New York: Twayne, 1961. . ----------   John Steinbeck.   Boston: Twayne, 1975. Heiney, Donald W.   Essentials of Contemporary Literature.  New York:  Barron's, 1958. Lisca, Peter.   The Wide World of John Steinbeck.   New Brunswick, New  Jersey: Rutgers  Ã‚   University,1958. Mintner, David.   "The Fate of Writing during the Great Depression".   A Cultural History Of the American Novel. http://ocean.st.usm.edu/ ~wsimkins/minter.html>. 19 June 1997.   (5 May 1999). Steinbeck, John.   Cannery Row.   New York: Bantam, 1945. ----------  Ã‚   The Grapes of Wrath.   New York:   Compass, 1958. ----------.   Of Mice and Men.   New York: Bantam, 1955. ----------.   The Red Pony.   New York: Bantam, 1948.

A League of Their Own

The movie also makes It easier to understand the different ethical systems by relating each system to a character portrayed In It. During the duration of World War II, the players of major league baseball were drafted. As a result, the ML used females to fill the teams to keep the American pastime alive. This essay will analyze some of the main characters of A League of Their Own from an ethical stand point. The main character, Dotted Hanson, played by Agene Davis, is the catcher of theRockford Peaches. Dotted Hanson best relates to utilitarianism. Throughout the movie, Dotted was constantly striving to do the right thing, not necessarily thinking about the outcome, but just wanted to be an all-around good person. For example, she wanted to show off as much as possible to reporters and the media in order to keep the women's league around much longer after the war ended so many of the players could keep their jobs. The other mall character, Jimmy Dugan, played by actor Tom Hanks, was the manager of the Rockford Peaches.Although he was portrayed early on as rude and arrogant, he eventually had a change of heart. With that In mind, Jimmy Dugan can be mostly associated with the ethics of virtue because this system is not based on one's actions, but the moral character of that person. We can see that deep down, he is a very caring person. However, sometimes his actions do not display the truth of his personal moral character. Next is Doris Murphy, who is played by Rosier O'Donnell. This character best portrays ethical formalism because f the constant intent to do good deeds.For the most part, she would conduct herself in a positive way to everyone. For example, when her teammate, Mae, was upset because of the proposal of shutting down the female league, Doris stood up for her friend and defended her, not for appraise, but because she knew it should be done. Doris' teammate, Mae Mortal was played by Madonna. Mae best describes natural law because of her moral princip les. When the possibility off league shut-down came about, Mae stayed firm In her beliefs of not wanting to go ace to her former life of dancing provocatively.Natural law can apply to anyone who continually keep their principles upheld. The recruiter of the players, Ernie Caption, was played by Jon Loving. Although a smaller role, he is portrayed as an arrogant and self-centered, thinking mainly of himself. For this reason, he best illustrates the egoism system. When Kit and Dotted were willing to stay behind for Marl, Ernie made it clear he was there specifically to finish his job, whether that would be with or without the girls.Air Loneliness, played by David Stratum, is one character who really tries to keep the league going for everyone involved. In this case, this character can relate to the ethics of care. Although Air is not motherly Like some may associate this system with, he Is still caring enough and emotionally Invested In the girls to fight to keep the league alive. Eac h of these roles helped explain a different system of ethics. Overall, A League of Their Own was enjoyable to watch and interesting to see how each character A League of their Own Through the movie â€Å"A League of their Own,† one can see how the more sexist views of the culture of this time in America permeated throughout this account of the Girls Professional Baseball League which existed from 1943 until 1954.â€Å"A League of their Own† is a snapshot of what was once the â€Å"All-American Girls Professional Baseball League† that was formed when many young men were active in World War II. Philip Wrigley, chewing gum mogul and MLB owner feared the major leagues would disband so he created the girls professional baseball league.One of the obvious cultural views during the time this movie depicts is that of feminizing the baseball players to make them more acceptable to that culture at the time. Although they wore shorts under their baseball skirts, the fact that they were to wear skirts that were very short for this time while playing the athletic sport of baseball is just one of the clues to how the â€Å"All-American Girls Baseball Le ague† was to be as much about show as it was about talent.In one part of â€Å"A League of their Own,† the scout Ernie Capadino intends on passing up the player Marla Hooch who is unattractive yet proves to be a great switch-hitting slugger. Capadino was told to find girls who play ball well and are equally as attractive.Another argument supporting the existent and greater acceptance of sexism represented when putting this â€Å"All-American girls team† togehter was that the female professional baseball players were at least in the beginning of this venture considered more seriously as princesses rather than as serious baseball players in this era, as we hear the announcer comment, â€Å"After the first month of league play, the shine still isn’t off these â€Å"diamond† gals.Alice â€Å"Skeeter† Gaspers says legging out a triple is no reason to let your nose get shiny—Betty Grable has nothing on these gals. Helen Haley has not only b een a member of several championship amateur teams, she is also an accomplished coffee maker† (Marshall, 1992).Even the radio program that is played during the tryouts at Harvey Field makes fun of the idea of a woman’s baseball team. During the radio program, the girls baseball team is referred to as the â€Å"masculinization of women.†The female baseball players have mandatory etiquette classes they must attend to portray a â€Å"lady-like† image. Even some of the names given to these female baseball teams at this time rings of   what we would today consider sexist in its lowest such as â€Å"Rockford Peaches,† â€Å"Racine Belles,† â€Å"Milwaukee Chicks,† â€Å"Fort Wayne Daisies† and â€Å"Muskegon Lassies.†Of course then you hear the announcer say things like: â€Å"Then there’s pretty Dottie Henon, who plays like Gehrig, and looks like Garbo. Uh-uh, fellas, keep your mitts to yourself; she’s married . And there’s her kid sister Kit, who’s as single as they come.Enough concentrated oomph for a whole carload of Hollywood starlets† (Marshall, 1992), today’s announcer need protect their heads if they were to utter such remarks.I think most of us would be thankful that announcers today couldn’t get away with trivializing the talents of those female baseball players, only to make the main focus their various levels of attractiveness and unattractiveness. This we know has never been something acceptable to do to professional male baseball players.Viewing the female as the care taker of the alcoholic baseball manager some can interpret as another female stereotype revealed in the movie and more accurate to the depiction of its acceptability during this time period. The character Dottie Hinson provides a maternal, care-taking role many times for baseball manager Jimmy Dugan, the often drunk manager of her team.Another part of the movie that would be con sidered very inappropriate real life behavior today versus the time incorporated in this film would be when the drunken Dugan relieves himself in the clubhouse. His female baseball players he is supposed to be managing are standing near awaiting instructions to play the game as he completes his task. Today, that would make the evening news along with being connected to legal repercussions.Today, unlike then, one has learned to be a lot more careful of how things one says can be monitored and reported. Even the humorous little prayer where Dugan says:â€Å"Uh, Lord, hallowed be Thy name. May our feet be swift; may our bats be mighty; may our balls†¦ be plentiful. Lord, I'd just like to thank you for that waitress in South Bend. You know who she is — she kept calling your name. And God, these are good girls, and they work hard. Just help them see it all the way through. Okay, that's it† (Marshall, 1992).Whether one sees it as a positive or negative or a little of bo th, one would just have to watch more carefully things they say like that today than one did then.When Jimmy Dugan was attempting to convince Dottie Hinson to stay with the team, he yells at her, â€Å"If you want to go back to Oregon and make a hundred babies, great† (Marshall, 1992). This again, wouldn’t be something any professional could spout out to another, including a female player he manages, without the strong possibility of suffering professional or legal repercussions in today’s society at least in America.While I’m at this point in the movie, the fact that Dottie feels she must make a choice between her marriage and that of playing professional baseball or any professional sport is another noticeable difference. There are many great professional and non-professional married female athletes today. One could just watch the 2008 Olympics and observe the obvious signs of that.

To what extent can motivation be used as a leadership tool?

AbstractNumerous investigations kick in linked establish psychological supremacy to legal drawing cards. The situation that tipers put forward stimulate as well as observe and evaluation of the supply in an brass instrument they provide a link amid the urinateations objectives and the needs of the provide. redeeming(prenominal) leading should tick twain the administration and the mental faculty be satisfied with the burden of the dishes and operations of the agreement. This paper conk bring outd the importance of victimisation motivating and a leading scratch and its application in the soldiery. penury is an cardinal prognosis of effective leading since it non tho guarantees mathematical surgical procedure inside an organization save too ensures sustained lastingness of the mental faculty. The depth psychology of this factor out as a leading tool was we bed establish on literature review of various sources that shew formational ne ed processes and practices that be relevant in army environment. The main theories of pauperism identified to bend leadinghip with appreciate to armament environment were Humanistic speculation of demand, Incentive schema, Drive supposition, and Cognitive variance guess. loving incentives keep been identified in the paper to play an alpha manipulation in leading mastery of a army musical ar threadment. This is mainly ascrib competent to the fact that they convey the inborn motivation that moulds the realizeers super productive. Generally, genial intelligence, collaboration, genius belongings and productiveness and reinforcing the corporate grow argon the neighborly incentives that sight be utilise to strike troops officers. More so, friendship at the fieldplace should be upheld as it fosters cultivation among the regulateers and it also gathers it scant(p) to identify miserable problems at the prune place.The paper concludes by asse rting that in the case of soldiers prepare together in iodine country, the use of the renderd motivation tools are butt to enhance the trains of leadership efficiency. As much(prenominal), motivation should all be widen to societal realisation, collaboration, talents retention and productiveness and reinforcing the corporate coating.IntroductionLeadership is non a captivating soulality that results due to mogul to charm and talk nicely. uncomplete is leadership be by the competency to enchant and make friends. These are annul qualities of leadership that rouse be viewed as flattery. Leadership is qualification an man-to-man lurch his/her vision to hire takes, raising an various(prenominal)istics war machine operation, and building a curious own(prenominal)ity that inspires the fol woefulers (Foti, 2007) this are rattling(prenominal) essential particles of effective leadership in host units. All these aspects of leadership revolve almost mot ivation of the pursual. motivation is amplyly soulfulnessised and mixed and lavatory be achieved physically, psychologically, instinctively, and fewtimes unconsciously (Eccles & Wigfield, 2002). In many a(prenominal) giving medications, motivation is an consequential factor that toils per remainsance and innovations. It is communally agreed that once an ace-on-one is prompt he/she gets productive because work comes passion. Therefore, motivation is the intrinsic desire that jabbings an item-by-item(a) to conduct his/her scoop up at work. The level of relatedness of leadership and motivation among the followers places motivational tools at a cardinal spotlight in achieving asserty leadership.The approach to leadership in the armed services is a intricate amalgamation of directive, coaching and delegating leadership dashs, where rectify is the universal rule (Horn & Walker, 2008). It is common knowledge that whenever an order has been given out, it is a mu st for the junior officer in that ranking to act immediately. The fact that discipline requires motivation in order to deem it at spunkyest standards the legions leadership are compulsory to develop approaches that lavatory ensure the officers are super incite. This paper intents to analyse the concept of motivation as a leadership tool and its application by the array to enhance leadership.Theories of MotivationMotivation is an important aspect in organizational leadership in that is utilise in ensuring the staff are mission set upd (Eccles & Wigfield, 2002). Approaches used to find motivation s consecrate from one administration to an separate depending on the nature and rules of the capriole. There are quaternity common theories of motivation that fork over been used by many re look to studies into the issues revolving around staff and employee motivation. These accommodate Humanistic opening of Motivation, Incentive theory, Drive theory, and Cognitive stocha sticity theory (Deci, Koestner, & Ryan, 1999).Humanistic Theory of MotivationThis theory is root on the fact that most renovationman beingnesss are rational and anything done by anybody is placen by primer coat (Hoffmann, 2007). This example of motivation is realised all with a push and pull mystify or ego carry condition (Eccles & Wigfield, 2002). compel and pull is used to create extraneous motivation while the self control is emotional intelligences that give an several(prenominal) the get out to perform a task without being requiteed. This theory is well illustrated by the noneworthy Maslows Hierarchy of needs which has change integrity motivation into various levels with numerous reasons that heighten the performance of the affected proceedings (Hoffmann, 2007). In a military environment, the soldiers contribute be motivated by providing the staff a reason to why they should be motivated to conduct the stated task.Incentive TheoryThis theory proposes that motivation and behavior are influenced by beliefs or engagements that are profitable to the individual (Guay et al., 2010). This theory is found on recognize establishment is the major(ip) concenter of motivation because it is prevalently believed that by attaching a reward to an action, in that location is a liable(predicate) chance that the alike(p) action ordain be repeated (Guay et al., 2010). However, since it is coined from the take to be of a reward, the time taken to give the reward is an important driver of the motivation. Additionally, nonstop rewarding is a catalyst for a pro wideed behavior towards achieving the target. Conversely, the incentive theory focuses on the rein militaryment principle as the fundamental m everyplace of motivation because it determines the behaviour in the future. For example, if an individual is rewarded for an action, go oning the same behaviour requires a pledge of an opposite(a) reward. This federal agency, the contract is a absolute reinforcement of the action. Contrastingly, if in that location is no clear plan for the succeeding(a) reward that person would not maintain the same behaviour because of interdict reinforcement.Drive TheoryA drive is an individual aspect that causes a behavioral change much(prenominal) that the individual is surefooted of observeing the objective (Eccles, & Wigfield, 2002). The desire, which acts as the drive for attaining the last flock either be orthogonal or internal indoors the person. For instance, during starving a person is compelled by the force of being hungry to seek food. The drive go out only be relaxed later on the individual has accessed food and he or she is no eight-day hungry. Another vertical illustration of the drive is the desire for sex, which is a biological push that is found in all animals because it is a hormonal controlled system in the body. Depending on the hormonal level in the animal, the drive would either be surfeit or low. This shows that the drive theory proposes that intrinsic factors are the major forces that make motivation possible. Therefore, the drive theory is grow in the escapism and seeking models because it is what develops the drive in a person (Guay, et al., 2010). This theory heap be analysed from a military point where the main drive is search for peace where an individual is motivated not to stop functioning at his/her best until peace is realised (Horn & Walker, 2008).Cognitive Dissonance TheoryThis theory proposes that cognitive dissonance results after an individual becomes uncomfortable based on the confidence of volume around him and what he /she believes in (Eccles, & Wigfield, 2002). For example, when a consumer buys an full point, it is common knowledge that the item provides him/her the sought after satisfaction. However, if the consumer prefers another item for the same place shows that the value of that item is not consistent with the view of the consumer. Cons equently, this theory highlights that people are forced to become motivated in the hope to reducing dissonance. This apprize be achieved by changing their attitudes, beliefs, mitigating, blaming, rejecting or actions in fear of cladding the inconsistencies resulting from mental strain (Guay, et al., 2010).Intrinsic and Extrinsic MotivationBased on the analysis of the preceding(prenominal) theories, motivation can either be internal or outdoor(a) depending on how and where it is applied. Intrinsic motivation is a intention to perform in an individual that is drive by private interest or enjoyment of the subprogram given. It forms an important element of cognitive, societal and physical cultivation of a person in the formation (Deci, Koestner, & Ryan, 1999). In this regard, intrinsic motivation does not trust on external factors or reward for it to be nurtured in an individual. This is a very important form of motivation in the military since it gives them a sense of pur pose correct when the situation they are facing is life curseening (Horn & Walker, 2008).On the other hand, external motivation also cognize as extrinsic motivation is a private instructorial tool whereby a indisputable activity is performed with an aim to realise a desirable impression. Thus, it is a dependant of the external factors that would drive the desire to become a will with giving reward or other forms of incentives (Eccles, & Wigfield, 2002). Competition is call backed a major ingredient in developing extrinsic motivation among a concourse of people. Competition in the military can be cultivated through development of reward system which can be in monetary form or grade (Eccles, & Wigfield, 2002). The disadvantage of embracing this form of motivation is that it whitethorn lead to over justification, which has a devastating effect to the boilers suit intrinsic motivation level created in an individual (Deci, Koestner, & Ryan, 1999). Furtherto a greater extent , external motivation in the military can be created through threats. This is common during military teach where, only those who display the big businessman to train grave and pass all the hurdles commence to become soldiers. For the case of those who are reluctant, they are punished by being dropped from the graduating lot. As a result, all the recruits strive to attain the requirements to qualify for graduation.Leadership and heed in the militaryLeadership is a sociable ability that a person uses to influence others in a community or an fundamental law (Bonnie, 2008). Through the genial ability, the person is able to win the support of the majority. When an individual assumes the leadership of a group or an musical arrangement, he becomes responsible for attaining a desired goal. There are several forms of leadership that does not depend on the positive education of a person. However, leadership can also be natural or acquired. The major role of a leader as in the case o f the military is to give electric charges on certain matters modify a group so as to avoid conflict among its members (Bonnie, 2008).The only relation amongst a music director and a leader is that they are both(prenominal) tasked with ensuring the advantage of an organisation (Udge, 2002). The manager is responsible for presidentship while a leader creates ideas. Therefore, a manager can be do, but a leadership is natural. Managers are alleged(a) to fulfil all the structures while a leader is more concerned with its constituents. Managers are more concerned with systems while to a leader the constituents are given the kickoff priority. A new economy manager is tasked with nurturing the skills of workers and motivating the workers to produce results, but a leader is ensures that in that location is efficiency (Udge, 2002). From this analysis, it is manifest that military organizations operate with leaders and not managers due to the uniqueness of the military work env ironment (Horn & Walker, 2008).Furthermore, the differences between a manager and a leader can be reconciled through defining the roles of separately person (Foti, 2007). The difference between a manager and a leader has do many people think of leadership as the ability to deliver results. When a manager is able to handle his workers right on, and so the result is a trusty performance of the organisation. Also, a leaders victory is measured on how he/she is able to change the well- being of his constituents. Therefore, both leadership and anxiety is measured in harm of success.Qualities of an effective leader in a military organisationA scholarship organisation is a setup that pull aheads a continuous state of acquiring knowledge and skills within an organisation (Shannon, 2002). The learning process can be both beneficial and disastrous depending on the learning program itself. However, in other cases an individual can learn, but drop to interpenetrate this training t o others in the organisation. As such, the basis to which learning can be promoted depends on the leadership skills and capabilities. Learning is a process that involves the move out of data, and it greatly depends on whoever is mandated with disseminating the information (Foti, 2007). The first effective select of a military leader is to shoot bang-up communication skills. A good communicator will enable learning because the information will be relayed to the desired audition properly.Another prime(a) of an effective military leader is the ability to embrace team upwork (Foti, 2007). The team spirit is the determining factor for the success of learning because through teamwork it is possible to intend both the strength and weakness of an individual military officer. More so, a good military leader should be able to anticipate change in the organisation to facilitate the process. In addition, other important qualities of an effective military leader include knowledge about organising meetings, interest, a positive attitude, commitment, the ability to maintain confidentiality, the ability to hold and function in times of uncertainty, the ability to plan and set goals effectively, honesty, a high character, enthusiasm, patience, and logic (Cromwell, 2004).Leadership strategies and Organizational LearningLeadership strategies are an important tool in organisational learning because it ensures the direction adopted by an organization will ensure full realization of the organizations objectives. Military heads need to develop effective leadership strategies that will form a framework to realising positive outcomes during the learning process. The most important leadership strategies in promoting staff motivation are organisational culture and leadership movement (Cromwell, 2004).Organisational culture is a supposition that exists between staff and leaders in a military organisation that help to attain positive organizational performance (Shannon, 2002). It is a leadership dodging because it outlines the state of an officer in the military institution. For instance, if the organisational culture is meshed with high sociability and high solidarity, then it will facilitate teamwork this gives the organisational learning a positive outcome because the information will be portiond amongst the members (Shannon, 2002). On the other hand, if the culture is fragmented with low solidarity, then it encourages individualism hence it can lead to forbid outcomes because there is no sharing of information (Shannon, 2002). Therefore, the leadership look adopted by the management determines the metier of a military organization. A vogue that is all inclusive is likely to lead to a positive performance outcome because it allows brainstorming and sharing of information. However, segregated leadership style is likely to result to negative performance outcomes in an organization because the followers do not interact with the leaders limiting t he level of motivation in the organization.Qualities a leader exhibits that may keep the learning process in a military organizationThe success of the learning process depends on the qualities of the military leader in that the qualities may promote or delay the learning process (Horn & Walker, 2008). There are several qualities of a leader that may hinder learning, including despicable communication skills, negative attitude, lack of interest, failure to maintain confidentiality, artifice and an impatient leader (Cromwell, 2004). It is worth identifying the deductive reasonings of these qualities for a leader in the process of cultivating a learning environment in an organization. low-down communication may result in a situation whereby the leader cannot disseminate the correct information effectively. As such, either the information is misrepresented or mis to a lower placestood. Having a negative attitude towards something makes an individual to become less committed to the learning process (Cromwell, 2004). A good leader should be fully committed to the activities involved in learning at all be to ensure that all information is disseminated properly to the intended persons as it is a major tool that promotes motivation among military personnel. The organisation information requires a lot of confidentiality. For example, some members of a military unit may find it hard to learn in a team especially on professional issues. This information should be case-hardened as confidential by the leader so as not to intermit such persons.The role of ethics in the finale- qualification process in military organizationsEthics is personal attribute that helps an individual to effectively suffice his responsibilities in a unified way (Shannon, 2002). conclusiveness making is an inevitable aspect of leadership that ensures the smooth running of processes within a military organization. A poor finish making process leads to undesired results that may have detri mental make to the organisation (Cromwell, 2004). Therefore, ethics play a role in critical mentation to ensure that conclusions made effective and ethically acceptable in the organization. Since ethics is an individual belief, it determines the way an individual would respond to a certain situation because it gives the basis through which the thought will be propagated. concord to Shannon (2002), moral philosophy can be summed up in three approaches materialism, utilitarianism, and deontology (p. 271). Therefore, the decision making capability of an individual depends on the moral approach. In decision making, an individuals personal ethics can deter making substantive decisions even where there are options available. For instance, sometimes leaders are forced to a make decision whose impacts greatly satisfy their self-interest. halt the example of a politico who promises to implement safety rules in the passenger service vehicles. As much as this is a decision that would affec t the entire universe positively, ethical issues may arise if the politician makes it mandatory to buy safety belts from a stipulate company for his/her own vested interests.Effects of employ a systems perspective in decisions makingDecisions in a military organisation can be both constructive and destructive. Therefore, the decision making process should be bound by organisational and leadership systems that limit the bound to which the decision can be adapted with regard to the organizational objectives, vision and culture (Shannon, 2002). When a decision is not made on a system perceptive, it is likely to lead to conflicts within the organisation. For instance, members of a military organisation are bound by the culture and objectives of the organisation that are peculiar(prenominal) to that organisation (Horn & Walker, 2008). Most military organizations have an calculate machine for decision making that ensure that all the interests of the stakeholders are considered in t he decision.More so, organizational decision making mechanism serves as a control measure that ensures the decisions made by the leadership do not promote self interests, but the objectives of the organisation in general (Cromwell, 2004). Conflicts will always develop in cases where decisions are made without abiding to the organizations systems perspective. This is a major demotivating factor in military settings (Horn & Walker, 2008). This occurs mainly when a leader makes a decision that is based on his self interest. For example, tendering is a bouncy exercise within a military organisation that is affected by decision making. Individuals holding power in such an organisation have the ability to influence the tendering process in their favour. In such a case, the tender may be awarded to a bidder who does not meet the required qualifications specified in the systems perspective. This would lead to a situation where the work done is shoddy, or the organisation pays more for low quality services. craft dealingship and its application in the military settingThe term handicraft- consanguinity is permutable with others when describing aspects of the general descent between the leaders and the staff in an organization. concord to Kaufman (2004), this relationship fundamentally describes the exchange of work by employees for pay from employers. The role of a well defined and productive appointment relationship is to equitably lead the various employer worker relationships in an organisation and resolve conflicts within the organisation (Kaufman, 2004). As such, several employees have create a psychological contract with their employers. Breaching the create psychological contract has negative implication to the business because loyalty, motivation and commitment of the workers is greatly reduced (Hodgkinson, 2003).The goal of most military organizations is to developing an effective production mechanism to promote the output level. This is achieved if there is an elaborate employment relationship within such an organisation. Most successful organizations have a well established Human pick Management department which is in charge of the employment relationship. This department has been obliged with the state of monitoring the employment relationship and both internal and external factors that affect it. gibe to Gospel and Palmer (1993), employment relationship is an economic, kindly and semipolitical association in which employees provide labour for an accepted reward by the employer. Thus, a successful employment relationship must be formulated development a psychological contract that is developed in the mutual agreement between the employer and the employee. On the other hand, Lewis and his colleagues (2003) define employment relationship as an economic, legal, social, psychological and political relationship where employees dedicate their time and expertness experience to the best interest of the employer in exchange of a varied range of rewards in harm of personal financial and non-financial gains. Therefore, the application of effective employee relationship management in the military context as a motivational tool requires in-depth analysis of the employee to ensure hi/she is exceedingly motivated.Social incentives and motivation in the militaryThe workplace bliss is one of the major factors that contribute largely to the success of a leader. Every leader has a unique role to play in order to ensure that all the staff is happy at the workplace so that they can become productive. David (2012) found out that workers productiveness is significantly higher when an employee is addicted to friends who are more able. Perks, monetary rewards and social incentives have been widely used as approaches of enhancing workplace enjoyment and hence staff motivation (David, 2012). However, the perks and monetary rewards have an unnoticeable effect in promoting motivation in the current organizational env ironment (Deci et al., 1999). According to the Harvard business review, perks and monetary rewards do not promote happiness, but instead they promote a culture of entitlement (David, 2012). However, monetary terms can be used for those workers under the piece rate terms as a social incentive. This results to a complex situation when analysing leadership approaches that are founded on followers motivation.Social recognition is a leadership tool where positive relationship is maintained at the workplace through acknowledging and rewarding employees achievements (David, 2012). This is an important tool because it enables employees to restrain their success thus improving their work experience. There is a social wring created among the employees when he or she is given book of facts of an outstanding work. Additionally, other workers are also forced to compete for the social recognition thus promoting productivity. The idea of social recognition sets to bring about the intrinsic moti vation aspect that makes the worker productive. Moreover, it helps the workers build a corporate culture and advance personal legacy (Robison, 2006). Once the culture is developed at the workplace, then it becomes a long term solution to promoting happiness. As a result, social recognition is a sizeable leadership tool in promoting the happiness that can be used as a motivational tool in the military. This can be achieved through boost collaboration, increasing talent retention and productivity and reinforcing the corporate culture of the military organisation (Rath & Clifton, 2004).collaboration at the workplace is a sure way of motivating the workers because it satisfies the social recognition of that particular worker. This can be achieved through allowing cheers and recognition to become public at the workplace so that those who are praised feel appreciated (Nahapiet & Ghoshal, 1998). Perks and monetary enumerations do not promote happiness because they do not promote the int rinsic factors that spur subject areament. A worker would only work to get into the next job group to get the enumeration, but this does not mean he or she is contented. Collaboration rewards the best out of a pond of workers thus making the individual merry because it creates friendship within the departments. On the other hand, collaboration can be used to facilitate the distribution of workers ability that has a positive effect to the firms aggregate performance. Thus, the use social incentives by the management promotes sustained productivity as opposed to monetary motivational packages which have limits.Furthermore, staff motivation can be realized through increasing talent retention and productivity (Robison, 2006). Different employees have different capabilities, and those with the best abilities should be well-kept as much as possible. This is because such employees work hard for the company to realise its goals. The productivity level of such workers becomes get out wh en they are offered an fortune to enhance their ability and realise their full potential. Additionally, talent retention saves the organization extra cost of recruiting and training new employees. Moreover, the morale of workers is maintained at high levels in an institution where workers with good talents are retained for a longer period (Rath & Clifton, 2004). This is because such workers feel recognised and happy about their role at the workplace. Tapping into the talent and ability of an individual is a motivational aspect that makes the employee work more to obtain innovations. In this way, the employee sets to gain in developing the career and monetary incentives where talent has led to important innovations.Additionally, motivation can be realised through reinforcing the military operational culture because it gives the workers an opportunity to share the success story within the organisation (Horn & Walker, 2008). Success is not automatically addicted to organizational in frastructure, but the extent of the human being capital. This is evaluated in terms of how comfortable and content the staff is as they are more productive when contented with the work and the environment. Therefore, leaders have the indebtedness of motivating the workers, and this can be achieved through establishing peer-peer programs that develop a divided culture (Robison, 2006). A unbendable culture will give the workers an opportunity to become more productive in their duties. More so, culture develops a network that is capable of attracting competent employees across the hop on to improve the performance and effectiveness of an organization in general (Nahapiet & Ghoshal, 1998).Leadership way and staff Motivation in the militaryLeadership style is significant to determine the level of motivation to the staff in the military. This is because during the entire life of a person, his or her ambitions keep on changing depending on the needs and the environment (Shannon, 200 2). Therefore, the leadership style under which an individual works is a clear catalyst of motivation because it provides the social incentive as well as environmental settings that define the ambitions of the followers. Further, it has been realised that command-and-control leadership reduces ambition while worker responsibility increases ambition. As such, the leadership style should focus on developing ambition because it is a major motivating factor for specified job requirements (Udge, 2002) such as the military job. For instance, a military leadership style that is based on minimal watchfulness enables the staff to be motivated to trust their decisions. In this case, the workers have decision making responsibilities which make the whole team to be motivated to work. Consequently, where the leadership style offers both limited supervision and worker responsibility in decision making, the leader should consider goal, reward and recognition as motivation (Lewis et al., 2003). On the contrast, where the leadership style is highly supervised and command-and- control, there should be peer, authority, threat or fear motivation. Here, the motivation will be to be like others, bond certificate to policy and resist change. This means that there is high status quo dependency, and obviously the leadership style focuses on resisting change. As such, there is low efficiency as compared to the other forms of leadership.ConclusionMotivation is a central aspect of effective military leadership since it not only guarantees performance within a military organization but also ensures sustained effectiveness of the staff (Horn & Walker, 2008). Social incentives play an important role in leadership success in an organisation. It develops the intrinsic motivation that makes the military officers highly productive. Where monetary incentives are used, maintaining motivation among the staff becomes hard since they work towards increasing their income. Social recognition, colla boration, talent retention and productivity and reinforcing the shared culture are the social incentives that can be used to motivate military personnel. However, friendship at the workplace should be upheld as it fosters learning among the officers and it also makes it easy to identify small problems at the work place. Therefore, in the case of military training together in one country, there is a need for leadership efficiency. As such, motivation should only be increase to social recognition, collaboration, talent retention and productivity and reinforcing the shared culture. ReferencesBonnie, G., 2008. The Oxford Encyclopedia of Women in land History. Oxford, UK Oxford University Press.Cromwell, S., 2004. An examination of work-environment support factors affecting transfer of supervisory skills training to the workplace. Human imagination Development Quarterly, 15(4), 449-71.David, B., 2012. 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