Human Values and Ethics in the Workplace

Human Values and Ethics in the Workplace Improving Leadership and Performance in the Water Education, Supply and Sanitation Sectors RESOURCE PAPER Teaching Managers Human Values â€Å"Human Values and Ethics in the Workplace† is a capacity-building initiative developed in a collaborative effort between the Global Dharma Center (GDC) and UN-HABITAT, within the framework of the Human Values Water, Sanitation and Hygiene Education (HVWSHE) Initiative of the Water for African/Asian Cities Programmes. The purpose of the capacity-building is to improve leadership and performance in every aspect of the water education and water supply and sanitation sectors, and to help bring about a new ethic in water use and management.  © 2005 UN-HABITAT and Global Dharma Center For more information: www. globaldharma. org/hvew. htm 2 Teaching Managers Human Values by B. Gustavsson, School of Business, Stockholm University, Sweden; A. N. Tripathi, Institute of Technology, Banaras Hindu University, India; G. P. Rao, Department of Management Studies, Madurai Kamaraj University, India. Abstract The authors are convinced of the necessity in a human dimension in managerial decisionmaking. The problem is to define values in a human context. We have suggested a framework for understanding the origins and scope of human values. We trace values to theistic, humanistic and empirical origins, and connect these to individual, sociological and ecological levels of application. We have illustrated our framework with a case study of a systematic approach to teach human values to managers in India. While this approach is mainly using a theistic approach, we recommend that other approaches to values can be included in courses teaching human values to managers. Human values are necessary in today's management. Business is no longer confined to a national state but is really borderless. Hence business from the international viewpoint, cannot be regulated by governments unless international agreements can be reached. In this â€Å"lawless land† the responsibility of the executive is greater than ever. Which values does s/he promote in her/his actions and decisions? Which responsibility does s/he take? Only towards the bottom line or also towards the growth of mankind? On a national level we find similar concerns with ethics and values in management. Being a generator and facilitator of human material wealth, does her/his responsibility towards human values end there? We do believe that the manager of today has a wider responsibility than that. We believe that it is in the interest of the managers themselves to have a heightened awareness of the values of humankind and also to promote them. I. Human values: what are they? Like most basic areas of human knowledge and experience, the concept of human values defies definitions. Yet it can be instinctively felt, cognitively grasped, discussed as a shareable experience, and thus made a valid area of enquiry. This enquiry is a major under-current of the wisdom literature of all the ancient civilisations and of the later day philosophers, scholars and great leaders of social and political movements. The profusion of ideas, divergent approaches and intermixing of several strands of thought make the effort of conceptualising human values a daunting task for modern scholarship. However, for a clearer understanding of the scope, significance and interrelationship of these ideas it is necessary to have a conceptual framework for classifying them. In the following paragraphs we make a humble attempt at this difficult academic endeavour. Classical literature does not make a distinction between values and human values. Perhaps there was no need for it then. Philosophical ideas on value enquiry were directed towards finding the nature, meaning and purpose of human existence. In the present century search for a theory of values has become a separate branch of modern philosophy and has been called axiology. Although the different realms of this value enquiry cover all areas of human concern like ethics, religion, art, science, social science, law etc. , no separate or special significance is attached to the term human values. One main approach to this classical value enquiry we would like to call the ideal-normative approach. In the Western tradition it is represented by Plato's formulation of the absolute values of Truth, Goodness and Beauty. They are conceived as having independent existence of their own and are 3 used as ideal norms for value judgement at the relative level of human existence. In the Indian tradition absolute values are related to the absolute reality whose nature is described as Sat,Chit and Anand. Attainment of a state of eternal bliss by the realisation of identity of the individual self with the universal Self of this absolute reality is the highest and ultimate object of human striving. Closely related to this absolutist perception is the theistic view which may be called a sub-group of the idealistic-normative approach. It is based on a metaphysical belief system which accepts the reality of a divine cosmic order and faith in the authority of a creator God who is also the upholder of all values. The basis of all ethical, social and other human values is sought in the enduring truths, either revealed or obtained through super conscious insights of sages, contained in the sacred religious literature. Although differing in their belief systems, rituals and customs, the great world religions have a large area of agreement on the basic moral values, conceptions of personal virtues and social group behaviour based on humanistic values of love, brotherhood, caring and sharing. Many leaders of the Indian renaissance, e. g. Swami Vivekananda, Sri Aurobindo, Rabindranath Tagore and Mahatma Gandhi, were inspired by the absolutist-theistic value system and used it as the basis for their efforts towards the spiritual, social and political rejuvenation of the Indian society. In recent times the term ‘human values' has been used for this theistic approach to value system (Chakraborty, 1995a,b; Swami Ranganathanand, 1991). This is perhaps because of the need to highlight the universal humanistic aspects of this value approach, as against the merely speculative, mystical, or life-denying ascetic aspects. In the modern interpretation of theistic value approach the authors have shown its relevance and significance to the managers and other professionals. Another reason for the use of adjective ‘human' before these values may be to distinguish this value approach from the modern, so-called scientific, approach to human phenomena and associated values. Interpreted in its narrow sense this scientific approach robs man of the dignity of his divine association, his spiritual nature and reduces him to a biological organism of a random collection of atoms. It denies any meaning and purpose to life and rejects all considerations of faith, belief, feeling and intuitive religious perceptions. This mechanistic, deterministic interpretation makes man merely a malleable automaton, to be ‘programmed' to meet the demands of the existing socio-technological order, through manipulation of his lower order needs and desires. In the second sub-group of the idealistic-normative approach to human values we would like to place all the different strands of humanistic thoughts, ranging from love and compassion of Buddha to the radical humanism of Marx. Included in this sub-group are the ideas of humanists having varying degrees of theistic, non-theistic and atheistic leanings but attaching prime importance to man and to human values. As Fromm (1981, p. 148) points out â€Å"There is a remarkable kinship in the ideas of the Buddha, Eckhart, Marx, and Schweitzer: their radical demand for giving up the having orientation; their insistence on complete independence; their metaphysical skepticism; their godless religiosity, and their demand for social activity in the spirit of care and human solidarity† (emphasis added). These humanist ideas and movements developed as protests against oppressive constraints on human spirit of freedom, creativity and dignity, imposed by religious dogmas or by dehumanising social or technological orders at their day. They developed a new ethics of man based on interconnectedness of humankind, love and respect for life, the joy of sharing and caring, and the faith in man to shape his own destiny. They find deep reflections in the literary traditions of both the East and the West over the last few centuries (Bharati, 1990), and gave rise to different kinds of social and political theories, like liberalism and socialism, for the betterment of humankind, particularly of the oppressed and the exploited. In recent times it has led to the declaration of Universal Human Rights by the United Nations. The term human values has generally been understood in this context of humanistic thoughts. The second main approach to human values we would like to call the empirical-purposive approach adopted by modern psychologists and other social scientists like Rokeach (1973), Schwartz (1994) 4 and Mukherjee (1965). It views the of values as a distinct component of the total human personality, which guide or affect attitude and behaviour of the individual and social groups. In Schwartz's view values are â€Å"responses to three universal requirements with which all individuals and societies must cope: needs of individual biological organisms, requisites of coordinated social interaction and requirements for smooth functioning and survival of groups† (Schwartz, 1994, p. 21). This approach is non-normative and is not based on any religious, philosophical system of ideas or world view, nor on any social-political ideology. Identification of values, their classification, and search for interrelationships between them is based on empirical methods of observation, attitude surveys, statistical validation techniques etc. Conceptualisation of human values based on the findings of empirical research is fast becoming a distinct area of social science research. These empirical studies and researches on human values are not merely idealistic or intellectual exercises. They are purposive in the sense that the knowledge gained by them is sought to be utilised for practical purposes in diverse areas like, management science (leadership and team building, human resource development etc. , socio-political policy decisions (welfare programmes, race relations, positive action programmes for minorities, population control programmes, environmental policy etc. ). Hence the use of the term purposive in the descriptive title 'empirical-purposive' for this approach to human values. Another way of classifying the different approaches to human values could be in terms of the level of aggregation they focus their attention on. These levels may be called the individual, the sociological and the ecological. The first level focuses on the individual human being, taken as an independent entity. Some illustrative value terms referring to this level are survival values, character, personal virtues, aesthetic appreciation, human rights, salvation, self-realization, etc. At the second level individual values are subordinated to the sociological values. It is concerned with operation of values at the collective level of human society and includes values associated with family and other social institutions and professions; caring nd sharing, sense of social responsibility, social and economic justice, sarvodaya, values of humanity and human interconnectedness, etc. Similarly the ecological level subordinates the first two and consists of values from the standpoint of human beings as a part of the total ecological system. In the reports commissioned by the Club of Rome there is a concern for developing a â€Å"new world consciousness†¦ , a new ethic in the use of material resources, a new attitude towards nature, based on harmony rather than on conquest †¦ sense of identification with future generations† (Mesaroric, M. D. and Pestel, E. , 1974, p. 148) to avoid global catastrophe caused by unrestrained economic growth. â€Å"For the first time a demand is being made for an ethical change, not as a consequence of ethical belief but as the rational consequence of economic analysis† (Fromm, 1988, p. 149). Human values perceptions from this perspective focus on the inter-dependency of human beings and nature and include expressive terms like respect for and harmony with nature, concept of Mother Earth, sustainability, conservation etc. We thus arrive at a two-dimensional matrix for the classification of human values concepts. One dimension of this matrix consists of the different approaches and the other of the three levels of aggregation, shown as the horizontal and the vertical columns of the table below. Approach Level Individual Sociological Ecological Table 1: Two-dimensional classification framework of human values IDEAL-NORMATIVE Theistic Humanistic x x x EMPIRICALPURPOSIVE x x x 5 It needs to be emphasised that the categories in this proposed classification scheme are far from being exclusive. In fact they very much overlap. For example many of the humanistic approaches have theistic foundations and many items of the empirical approach are reformulations of the idealistic approach. What is being implied in the classification is the identification of the main emphasis or main focus of the approach. The entries in the matrix indicate what we consider to be the main level(s) of aggregation which a particular approach focuses on. In our view the theistic approach focuses mainly on the individual level in its quest for making a â€Å"good† man, whereas the humanistic approach is concerned with both the â€Å"good† man and the â€Å"good† society. This is not to deny the sociological and ecological concerns of the theistic approach; however we feel that these concerns are secondary to that for the individual. On the other hand the different empirical approaches together cover all the three, individual, social and ecological levels. The progression in the above matrix, both in the vertical and the horizontal directions, has a chronological order. The earliest human value perceptions were related to the individual level. The growing complexities and tensions of the human societies enlarged the scope to include the sociological considerations as its second focus. And the disastrous impact of the rapid technological developments, coupled with the population explosion, of the present century has made ecological concern as the third focus. Once again this chronological flow has no exclusivity. The philosophical speculations and beliefs of the earliest civilisations, including the aboriginal civilisations in existence today, have remarkable sensitivity and insights about the nature and man's relation to it. However it is only in the recent times that the theme has acquired an urgency to prompt development of a concerted approach to human values in relation to ecology. Similarly many of the later day humanistic values have been traced to the earliest Upanishadic idealistic-theistic views on life and its value (Devaraj, 1988). Yet there is a general chronological flow from the absolutist, theistic view of human values to the humanist view and finally to the present day empirical view. II. Can human values be taught? The question of interest to us is if human values can be taught to modern managers in any systematic way and, if so, to what effectiveness. S. K. Chakraborty, Management Centre for Human Values, Indian Institute of Management, Calcutta, has since 1983 been giving workshops on the theme â€Å"Human Values† on an in-house basis in many companies and as open workshops for managers from different companies and academics, mainly from India, but also from abroad. The impetus for this development is said to have come from managers at various management development programmes given at Indian Institute of Management in Calcutta, asking for Indian insights that could be valuable for organizations and management. The objective of the workshops is to enhance in course participants the sensitivity to and sustenance of the value-system, which Chakraborty has distilled from what he calls â€Å"the Indian ethos†, based on studies of Buddhist, Vedantic and Yogic literature together with Indian epics and Pauranic literature. It is claimed that Indian values are found in the deep-structure of the Indian psyche, as reflected in these sources. The basic idea is purification of the mind, partly through a mind-stilling technique, and partly through practice of nourishing noble thoughts (e. g. compassion, friendliness, humbleness), and rejecting wicked ones (e. . greed, jealousy, arrogance). Such practice will reveal the â€Å"divine†, or â€Å"higher self†, within the individual and s/he will be able to perceive the same in others. The goal is that in a management setting these practices will have repercussions on business life, more specifically in respect of the individual, improve d cooperation, non-attachment to the selfish rewards of the work, increased creativity, service to the customer, improved quality, creating an ethico-moral soundness, cultivating self-discipline and self-restraint, and enhancing generosity (Chakraborty, 1991, pp. 9-20). 6 The content of the workshops varies according to the duration. There are three modules, the first one lasting three days and the next two lasting two days each. Each module elaborates on different principles. Module I, also called the â€Å"foundational module†, develops the basic concepts and practices. It is argued that managerial effectiveness is dependent on a sound values system, undergirding the superstructure of skills, which in turn emanates from a pure mind. The factors influencing a pure mind are discussed in terms of higher and lower self, disidentification and reidentification with the latter and the former respectively, the guna, karma, samskaras, nishkam karma and other theories. The first steps of the mind-stilling technique relating to these principles are given at this stage. Module II focuses on leadership and teamwork and elaborates on a number of principles from the Vedantic and Buddhist literature connected to the theme. Additional steps in the mind-stilling techinque are also introduced. Module III covers the topics stress, counselling and communication. The main issue here is to identify with one's innermost self, which is ananda, as the basic remedy for stress-generating influences. A few more steps are included in the mind-stilling process in this module. These modules can be taken separately or jointly. In the annual workshop at the Management Centre for Human Values all three modules are offered integrally. The workshops are promoted directly and indirectly: directly through mailing of pamphlets to selected companies, and indirectly through the network of previous course participants on the workshops. Initiatives to the in-house workshops can come from top management, HRD (personell) department, open workshop participants who want to bring in the workshop to the company, persons who have come in contact with Chakraborty's ideas, etc. The participation in the workshops are mostly on a voluntary basis, whereas there could be occasions when managers have been asked by the CEO or someone high up to attend the workshops. Following our categorization of human values above, these workshops would fall into the â€Å"idealnormative† approach, with theistic leanings. The source of the values taught at the workshops are derived from the sacred texts of Indian wisdom literature, and the values are claimed to have an eternal and universal character to a great extent. It is normative in the sense that the values are something people ought to have from the ideal perspective, not accepting certain values, or disvalues, just because people are having them. The basic foundation of values is taken to be divine, implying a theistic approach, whereas the humanistic elements are found in caring values, concern for others, love and compassion. The level of focus is mainly on the individual in terms of personal virtues. It is stated that in order to change the environment we must start with ourselves. Thus, more aggregated human levels (organizational, political, societal, ecological, global) are not neglected, but the starting point is the individual. III. Participant responses The participants are asked to submit on the last day of the workshop plans of action which they would like to implement in the six months to follow. We have such plans of actions from a total of 208 participants who attended seven in-house workshops and one Annual International Workshop, held between August 1995 and February 1996, as per the following particulars: 7 Serial No. 1 2 Workshop Tata Iron and Steel Company (TISCO) Tata Engineering and Locomotive Limited (TELCO I) Bokaro Steel Plant (BSP) Ordnance Factory Ambajhari (OFAJ) Tata Engineering and Locomotive Limited (TELCO II) Hindustan Aeronautics Limited (HAL) Indian Farmers and Fertilisers Company Limited ( IFFCO ) TOTAL No of participants 22 32 4 5 23 17 23 6 7 17 32 166 42 208 8 Annual International Workshop ( IIMC ) GRAND TOTAL Table 2: Workshops examined TISCO and TELCO belong to the well established and highly reputed Tata Group of Companies in India, while the others are leading public sector undertakings / government organisations. Managers belonging to senior and middle management cadre normally participate in these in-house workshops. The rank during the workshop s can vary; some are pure peer-groups and at some there can be a superior-subordinate relationship during the same workshop. The annual international workshop, on the other hand, attracts top and senior practitioners, owner-managers, academia, consultants, and government officials from India and abroad. The respondents whose plans of action would be analysed thus represent a cross section of highly educated,motivated and successful persons in their chosen spheres of activity. The responses/ data which constitute their plans of action, however, have certain built in limitations : 1. We can only make inferences from the immediate time at the end of the workshop; 2. We can only study the managers' responses to, and expectations of human values, not how they are reflected in their behaviour; 3. We do not know whether there has occured any changes in the managers' attitudes towards human values, as we don't have data from them prior to the workshop; 4. We do not know how honest their attitudes are due to perceived group pressure from peers, super/subordinates, from the course leader, desire to give a good (or bad) impression or other possible factors. 5. The answers are given spontaneously without forewarning and therefore may not be well thought out ideas. 8 The analysis of the plans of action meant to understand the intentions of the participants, and make inferences from their statements the extent to which these workshops have influenced human values in managers. The intended actions are analysed with reference to (a) the contents of the workshop, and (b) the purpose of, and the direction in, which they want to make use of the contents, inputs, knowledge and skills they have learnt from the workshops. A) Content Analysis A content analysis of the responses shows that the most frequent item figuring in almost all of the course participants' plan of action is the resolve to practice the mind-stilling and breathing exercises taught in the course as an essential experiential practice for Chitta-Shuddhi and for communion with the higher Self. Its enthusiastic reception may have also been prompted by the urgent need for maintaining a calm mind in the tension ridden life of practicing managers. The next most common resolve relates to the practice of a cluster of values and value-principles emphasised in the course. It includes, (i) cultivation of values related to higher self and suppression of disvalues associated with lower self, (ii) practice of nishkam karma (self-less action) in work-life as well as personal life, (iii) practice of giving model of life based on the concept of five fold debts (deva rin, rishi rin, pitririn, nri rin, and bhuta rin) (iv) cultivation of satwaguna over rajoguna, and (v) introspection to examine, and to rearrange one's career goals, life styles, attitudes and value systems in the light of the above noted paradigm of higher values. Some responses indicate a desire to propagate and share the ideas learnt in the course with members of the family as well as members of the work-group. A smaller number of responses show the desire to learn more about these ideas by reading the sacred wisdom literature of India, like Gita, Upanishhads, writings of Vivekanand, etc. One can conclude from this content analysis that the value concepts of Indian psycho-spiritual tradition have been well received. They have had a positive impact on the participants as indicated by their resolve to internalise them and to use them as a basis for self-development. B) Purpose/Direction Analysis A perusal of the plans of action indicated that the purpose of the participants was to apply the knowledge gained by them for development of the self, members of his/her workgroup, viz, superiors, colleagues, and subordinates, and of his/her family members and friends. They also wanted to transmit or communicate the knowledge they gained to the members of their workgroup, family and friends. The purpose thus was three-fold (development of self, workgroup members, and of family and friends): and, the direction two-fold (toward workgroup members, and toward his/her family and friends). Juxtaposing the purpose and direction, a table is prepared containing relevent particulars and percentage analysis. 9 WORKSHOP NO. OF PRTICIPANTS WITH MAJOR FOCUS ON SELF DEVEL. OTHERS TOTAL NO. OF PLANS OF ACTION FOCUSING ON SELF OTHER PERSONS DEVEL. IN OUTSIDE ORG. 5 85 (75%) 89 (96%) 92 (80%) 29 (66%) 61 (90%) 37 (54%) 147 (96%) 540 (82%) 215 (87%) 755 (84%) 6 14 (12%) 3 (3%) 18 (16%) 11 (25%) 4 (6%) 25 (37%) 4 (2. 5%) 79 (12%) 21 (9%) 100 (11%) 7 15 (13%) 1 (1%) 5 (4%) 4 (9%) 3 (4%) 6 (9%) 2 (1. 5%) 36 (6%) 11 (4%) 47 (5%) TOTAL PLAN TO COMMUNICATE KNOWLEDGE TO OTHERS WITHIN ORGAN. 15 (52%) 2 (67%) 11 (48%) 7 (29%) 1 (100%) 15 (88%) 5 (63%) 56 (53%) 5 (38%) 61 (52%) OUTSIDE ORG. 10 14 (48%) 1 (33%) 12 (52%) 17 (71%) nil 2 (12%) 3 (37%) 49 (47%) 8 (62%) 57 (48%) TOTAL 1 1. TISCO (N=22) 2. TELCO (N=32) 3. BS P (N=23) 4. OFAJ (N=17) 5. TELCO (N=23) 6. HAL (N=17) 7. IFFCO (N=32) TOTAL 8. MCHV (N=42) GRAND TOTAL 2 11 (50%) 28 (87%) 11 (48%) 4 (24%) 18 (78%) 4 (24%) 31 (97%) 107 (65%) 37 (88%) 144 (69%) 3 11 (50%) 4 (13%) 12 (52%) 13 (76%) 5 (22%) 13 (76%) 1 (3%) 59 (35%) 5 (12%) 64 (31%) 4 22 32 23 17 23 17 32 166 42 208 8 114 93 115 44 68 68 153 655 247 902 11 29 3 23 24 1 17 8 105 13 118 Table 3: Analysis of plans of action from course participants on workshops for human values As stated, two values (percentages) have been calculated, viz. number of participants with 50% or more plans aimed at self-development; and, number of plans aiming at self-development as a percentage of total number. of plans. For example, in the first workshop included in the table (TISCO, N=22), 50% of participants had their plans aimed at self-development (column 2), while 75% of the total number of plans discernible from the statement of the participants of the workshop were meant for self-development (column 5). The most forceful and consistent finding from above relates to the self in terms of both the number of participants focussing on themselves, and also the number of plans made for their own development. In all, 69% of participants had 50% or more of their plans aimed at self-development (column 2) and 84% of the plans of actions envisaged related to self -development (column. 5) such as those discussed under the content analysis. The first three workshops in the first category, viz. the percentage of participants with focus on self, are IFFCO (97%), IIMC (88%) and TELCO-I (87%). TELCO-II, IFFCO, and TELCO-I workshops occupy the top three positions with 96, 96 and 90 percentages respectively in the second category, viz. the percentage of plans aimed at self-development. The remaining three workshops have corresponding percentages as follows: BSP (48% of participants, and 80% of plans being selforiented), OFAJ (24 and 66), and HAL (24 and 54). Even in the case of OFAJ and HAL workshops which have lowest percentage of participants with 24 each, also have more than 50 percent plans each (66 and 54%) aimed at self-development. It thus appears that self-orientation in terms of the percentages of participants and of plans of action cuts across, and permeates, all the eight workshops covered. The other finding deserving attention relates to the desire of the participants to use their knowledge gained through the workshops for the development of their workgroup members, i. e. superiors, 10 colleagues and subordinates of the participants. On the whole, 31% of participants had their plans primarily aimed at the deveopment of their workgroup members (column 3). Eleven percent of the plans of action were aimed at such development (column 6). However, the public sector organizations, OFAJ, HAL and BSP, show significantly higher interest in their workgroup members. This can bee seen in both the number of participants with major focus in their plans on others (76, 76 and 52 % respectively, column 3), and in the number of plans of action focusing on others persons in the organization (37, 25 and 16 %, column 6). The inferences are that the public sector managers perceive -as compared to their counterparts in private sector – higher need for training of others and lower need for themselves. This difference may be indicative of a different organizational behaviour and social thinking in these organizations with respect to individual and group focus. It may indicate that the managers in the governmental organizations consider themselves less needy in development than their subordinates (â€Å"I'm OK but you're not†). Or it may indicate a sincere concern of the managers in the governmental sector for their fellowmen. Such difference in organizational behaviour could stem from factors connected to the difference in ownership influencing the organizational culture. However, the responses in our data are too inconclusive for us to make any definite conclusion on this point. IV. Our conclusions Chakraborty's innovative approach to value education for practising managers is impressive. He has culled out selected psycho-spiritual values from the traditional wisdom literature of India, suitably reinterpreted them and woven them together to form a coherent theory of human values. This theory is then utilised to explain the problems and tensions of both personal and work life of modern professionals and to indicate the way for a better quality of life. That this approach finds deep resonance in the hearts and minds of Indian managers is evident from our observations of the course participants' enthusiastic, and at times deeply moving, articulations at the conclusion of the workshops. At the beginning of section II we raised the question whether human values can be taught and with what degree of effectiveness. Judging from the course participants responses, Chakraborty's approach seems to have met with mostly deep appreciation. Such response undoubtably provides a fertile soil for reexamining and developing one's human values. To that extent it is evident that the workshops have been effective in influencing the human values of the course participants. However, it is difficult to reach any conclusion as to what extent the course objectives have been interiorised by the course participants and the general learning effects of the workshops in the daily lives of the participants. What are the effects in the managers' work and family lives, and do their decisions reflect an increased awareness of human values? Neither can we draw any conclusions about the duration of the effects, i. e. whether it will last for a day or week and then vanish, or if the effects are stable and enduring. It is also evident from the responses and the stated objectives of the course that the main focus is on the self; self-awareness, self-analysis and self-development. It is consistent with the view that the individual is the cornerstone of all changes and transformations at the organizational as well as the societal levels. While the necessity of this self-development as a precondition for the value transformation in society may not be in doubt, the emphasis on it may convey the message that it is also sufficient for all the value problems of today's living. At the organizational level the difficulty may be posed in terms of two distinct, though related, categories of intra-personal and inter-personal values. The latter are of vital significance to managers' organizational role of a team leader, a change agent or a member of a work group. A heightened sensitivity to personal virtues, which is very effective t the intra-personal level, in itself may not be sufficient for values needed for effectiveness at the inter-personal level. Additional emphasis on humanistic values like human warmth, friendliness, acceptance of the other person as s/he is, trust, 11 empathy etc. , may help bring about a better value balance. As indicated in our study, the emphasis on the inter- and intra-personal levels, as also th e extent to which other approaches to human values should be emphasized, may have to be adjusted depending on the type of organization that is approached. The manager significantly affects, and is affected by, the value culture of the society, through the mediating agency of organizations and other social institutions. Proper appreciation of this value dynamics requires understanding, and interiorisation, of the operation of human values at the societal and ecological levels of our categorization. It is not clear as to what extent values at these levels can be developed and nourished through the present structure and approach of the human value workshops. An evaluation of the impact of the workshops, including long-term effects and effects on different levels of human values, may help clarify the position and lead to suggestions for expansions and alterations in the course contents as well as the methodology of the workshops. References Bharati, D. (1990). Mnav Mulya Aur Shitya (in Hindi; transl. : â€Å"Human Values and Literature†) Delhi, Bhartiya Jnanpith. Chakraborty, S. K. (1991). Management by Values. Delhi: Oxford University Books. Chakraborty, S. K. (1995a). Human Values for Managers. Delhi: Wheeler Publishing Co. Chakraborty, S. K. (1995b). Ethics in Management. Delhi: Oxford University Press. Devaraj, N. K. (1988). Humanism in Indian Thought. Delhi: Indus Publishing Co. Fromm, E. (1981). To Have or To Be. New York: Bantam Books. Mesaroric, M. D. and Pestel, E. (1974). Mankind at the Turning Point. New York: E. P. Dutton, quoted from Fromm, 1988, p. 148. Mukherjee, R. (1965). The Social Structure of Values. Delhi: S. Chand. Rokeach, M. (1973). The Nature of Human Values. New York: Free Press. Schwartz, S. H. (1994). â€Å"Are there universal aspects in the structure and conduct of human values? † Journal of Social Issues, 50, no. 4, 19-45. Swami Ranganathanand (1991). Human Values in Management. Delhi: Bharati Vidya Bhavan. Notes 1. The authors are grateful to professor S. K. Chakraborty, convenor of the Management Center for Human Values, Indian Institute of Management, Calcutta, India, for his collaboration, support and comments on this paper.  © Gustavsson, Tripathi & Rao 1996. No part of this work may be reprinted in any form, physical, electronic, or otherwise, without written consent from the author. About the authors B. Gustavsson graduated (civ. ek. ) 1975 from School of Business, Stockholm University, Sweden, and received his Ph. D. (Ekon. r. ) there in 1992. He is presently working as assistant professor at School of Business, Stockholm University. His latest project is a study on values transition in Indian management. A. N. Tripathi is a professor of electrical engineering at the Intstitute of Technology, Banaras Hindu University, India. He obtained his B. Sc engg (electrical) from Banaras Hindu University in 1 960, M. Tech (control systems) from Indian Institute of Technology, Karaghpur in 1965, and Ph. D. from University of Wales in 1971. He is presently working on a project called â€Å"Human Values in the Engineering Profession†. G. P. Rao is senior professor and head of the Department of Management Studies, Madurai Kamaraj University, Madurai, India. He has an M. A. in economics and postgraduate Diploma in Management 12 (PGDM) from Indian Institute of Management, Calcutta (IIMC). He has recently finalized a project called â€Å"Human Values in Industrial Organizations: A Feminine Perspective†. . 13 United Nations Human Settlements Programme (UN-HABITAT) P. O. Box 30030, Nairobi, KENYA www. unhabitat. org www. unwac. org Tel: +254-20-623060 Fax: +254-20-623588 Global Dharma Center (GDC) Dallas, Texas 75240 USA www. globaldharma. org Tel/Fax: +1-646-514-8260 14

Dai Sijie’s book ‘Balzac and the Little Chinese Seamstress’ Essay

In Dai Sijie’s book, ‘Balzac and the Little Chinese Seamstress’, the two main characters are brought together to experience the hardships of re-education but even then they manage to stay ‘hopeful’. Dai Sijie focuses on the survival and the power of human spirit and imagination to endure of Luo and the narrator, Ma. The boys stay ‘hopeful’ by finding solutions to their problems during the re-education. Luo feels physically tired and so turns back the hands of the clock to get some extra sleep so he can get through the day. The Little Chinese Seamstress tries and cures Luo of his disease even though she doesn’t have the proper medical equipment. Four-Eyes on the other hand continues to try and impress the peasants by risking the chance of getting caught with all the banned books by leaving his door open just to display his trust in the peasants and by hiding away meat and pretending that he doesn’t eat meat to please them. The boys can be viewed as ‘hopeful’ in the ways in which they adapt to and find solutions to the hardships of re-education such as manipulating the start of the working day with the alarm clock. The boys confess a few days after getting to the mountain and carrying the buckets of shit up and down the mountain, ‘in the end we had changed the position of the hands so many times we had no idea what the time really was.’ The boys take advantage of the peasants’ ignorance of technology to cheat the village of their labor. But they are only doing this because of the harshness of re-education that led them to be this physically drained out. They were being forced to turn into cheaters but for them this wasn’t deceiving, it was merely how they believed they could bring their bodies back to normal and start adapting to the change. By saying losing track of ‘what the time really was’, Dai Sijie also symbolizes their fear of never returning to their families and leading their old lives. Besides Luo finding a solution to the hard working conditions during the re-education, the Little Chinese Seamstress found a solution to curing Luo’s malaria and stayed ‘hopeful’. Although during the time of the re-education, there were no proper medical care and due to that Luo may have suffered from malaria for a long time. On the way to the Little Chinese Seamstress’s house for the oral cinema in her town, another attack struck Luo and when they arrived at, Luo looked really sick so the Little Chinese Seamstress used a natural medicine on him and hoped that it worked. She didn’t panic and act irrationally. The remedy that used was a natural paste made of the leaves of a plant called ‘Broken-bowl-shards.’ This shows that the Seamstress believes in nature and tries her luck wherever she can. She says ‘In my opinion you can’t believe in them totally, but you can’t deny them either.’ This just proves that whethe r or not the results are going to be as desired, it is definitely worth a shot. Four-Eyes is a representation of a character who would do anything to escape re-education and his continuous tries are what make him seem ‘hopeful’ that one day he will succeed. Ever since he has been living on the mountain, he doesn’t lock the doors of his house. When the readers first hear from him about this he claims that he is ‘so anxious to demonstrate his trust in the revolutionary peasants that he never used to lock his doors.’ This just proves how desperate he is for their trust. He leaves his door unlocked even though he has a hidden suitcase of books that if found, can get him into serious troubles but he is willing to take that risk. He is also abstaining from meat. ‘He would spring to his feet, quickly hide the pan in a corner as if it were contraband, and put out a dish of marinated vegetables.’ This not only portrays his fear, but the use of the word ‘contraband’ by Dai Sijie is interesting as it brings up other suggestions. Contrabands are illegally smuggled goods and the comparison between the meat and the contraband shows how scared Four-Eyes is. To Four-Eyes, ‘eating meat struck him a crime typical of the bourgeois class to which his family belonged’ so he decided to sacrifice eating meat. Four-Eyes stops at nothing to gain his pleasures. This single-mindedness in the face of adversity (when he breaks his glasses and the boys find him trying to carry the rice sacks alone) could be viewed as a form of hopefulness. To conclude, I have to say that the boys need to be credited for having dealt with their situations so optimistically. They only had a ‘three in a thousand chance’ of returning home but even then they have stayed ‘hopeful’ through the novel and took things as they came their way. I believe that the characters’ main way of staying ‘hopeful’ is by finding solutions to the problems and hardships of their life currently during the re-education at the Phoenix Mountain. What the two boys have taken from this experience definitely has been the ability to be independent and solve situations they are faced with and most importantly learnt that success can be achieved by staying ‘hopeful’. Also the books and their passion for literature has indeed played a part in this as the books is what has kept them going for this long and they work so hard all day only knowing that later at night they have the book to go back to and relax. Their hope to keep them going through the day is the thought of knowing that this means they can go home to reading. Four-Eyes on the other hand has this obsessive pursuit of freedom and his hope is what is keeping that driving force in him going but in this battle, he has lost his temper and feels agitated as his results are not coming out positive.

My Home, My City Essay

My hometown, â€Å"The Windy City† as some may call it, is the third largest city in the United States. Where I call home some of the world’s biggest names do to, from Barack Obama, to organized crime boss Al Capone, down to one of the NBA’s best, Derrick Rose. The United Center is the home of the 2013 Stanley Cup Champions, the Blackhawks. For the sports fans of my city, we know that the last time the Blackhawks won the championship, the Bears went to Super Bowl XLI. The United Center is also home to the Bulls. Every year, every season, my city holds a host of specials events for the city, and sometimes people come from every part of the world just for that special event. In the middle of August, there is a free Air and Water Show held on the lakefront of North Avenue Beach. This is a time, when different types of planes from the Army, National Guard, and sometimes even Wars fly around the city and show off their tricks. 201 East Randolph Street, is the corner w here Millennium Park sits just off Michigan Ave. Millennium Park is filled with architecture, landscape design, and art that allows you to actually touch and feel the piece of work. During the year, held in this park, are cultural programs, concerts, tours, and family activities. It is the â€Å"Town Square† of my city, and a place where tourist come to see for themselves! Throughout the summer for a week, the downtown streets are blocked off for â€Å"The Taste†. â€Å"The Taste† is an outdoor festival with the diversity of the city’s dining community. The variety of food served is also enjoyed by music and exciting activities for the whole family. Our forms of public transportation, pertain to the CTA known as the â€Å"L†. The â€Å"L† is a train system that runs from the south, north, east, and west side of my city, and if you want to go a further distance, you would take the Metra. My city is an overall great city, but it’s not the safest.

PERSONAL AND PROFESSIONAL DEVELOPMENT Assignment

PERSONAL AND PROFESSIONAL DEVELOPMENT - Assignment Example Tutor Signature: Date: TABLE OF CONTENT Individual Development needs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 Ways to implement these plans and outcomes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Strength and Weaknesses (SWOT Analysis)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...5 Plan for future†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 Objectives and targets†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Opportunitie s in learning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...11 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..13 Appendices†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.14 Individual Development needs For succeeding in my career I found the importance of assessing my individual requirement through which I can move ahead. After completing my students, I got a job, where I experienced the difficulty in establishing my place within my team due to the big personalities present in the team. I felt that my contribution was not accept ed by the other team members and I feel de-motivated. As the project progressed I found that I was able to fulfill some important roles in my team. I was appointed the role of an organizer. I got this role because I pay attention towards the duty and check the work before its submission in order to know whether it is of high standard or not. When I got the individual work I complete it according to my set standards, and within the time frame, but whenever I get the work within the group I face the problem. I assess the while working in a group I faced many problems and challenges. But there was some positive points like team members motivate me to move ahead and do my best in the team when the situations become tedious. While working with the team I learn that team spirit is the important factor, as it is essential in working on a group task. I analyze that at some places I don’t get motivated by others, so I found that I need to be motivated by the other team members during the session of the project (Bergan and Damian 2010). While working in a group I analyzed that I have the peace maker capabilities in order to reduce the conflicting situations that usually occur when people work in a group. Conflicts usually create hindrance in the productivity. At the time of conflict I analyze that I become the mediator and try to bring the things at smoother level. I use my peace maker characteristics in reducing the conflicts that affect the team member at different angles. Ways to implement these plans and outcomes Personal action plans make the things easier and gives the way of handling the problems. I made my action plan throughout that define my present state of the problem, and for that I set some objectives, which will help me in planning my actions. I have allotted this time, so that I could manage my problem within the time limit. In my personal action plan, I define my three problems, such as lack of innovative ideas, managing difficult projects, and p roblem of changing the plans. I reviewed that through some course I can revise my concepts, which help me in generating new ideas for improving my professional life. I was allotted the time of 2 months, as I believe that my course would complete within 2 months. In my higher education, I

Discussion of six thinking caps Essay Example | Topics and Well Written Essays - 750 words

Discussion of six thinking caps - Essay Example The prognosis of Marianne could be derived from brain specialists and neuro-surgeons, close relatives and surrogates who are attending to her needs in the hospital or health care center wherein she is presently receiving treatment. There are only two options left in the case of Marianne: Firstly, either to undergo surgery and face its consequences, beneficial or favorable, or Secondly, allow things to remain status quo, i.e. doing nothing much to save her life, except perhaps, putting her on life support systems that could offer residual life support. However, there are inherent risks with regard to the second option. In this case, she might suddenly go into a comatose state and slip into unconsciousness, never to return to normalcy. Surgery could be a good option as it would prevent health concerns at a later stage but her advancing age and poor health are major barriers against surgery at this stage. Besides, the surgeons are quite apprehensive about the fact that even if a successive surgery is done on the patient to diffuse and resolve the clot, she may not be able to lead a normal life later. â€Å"However, with constructive advancement in medical technology it is possible for her â€Å"to benefit from the improvements in time and accuracy offered by the new imaging approach.† (Advances in medical imaging: Improving epilepsy surgery, 2010, para.4). Marianne would still require life support systems which are being presently used. This is perhaps the reason why her family members and close relatives are averse to the proposed surgery since there aren’t any major benefits in terms of amelioration of the patient’s health. In a major surgery consideration as in the case of Marianne, the informed consent of the patient is very much necessary. â€Å"To encourage voluntariness, the physician can make clear to the patient that he is

Role of NGO's Research Paper Example | Topics and Well Written Essays - 250 words

Role of NGO's - Research Paper Example With respect to this, this paper will hypothesize that NGOs in Haiti and Cambodia have been unable to achieve their objectives because most of the funds that they received from the donors are mismanaged. Many analysts have maintained that the systems that administer NGOs in Cambodia are ineffective, especially because the NGOs do not have ownership, but again others have recommended that their system can be constituted to look like a design of a project. To verify this proposition, this paper will hypothesize that NGOs that are integrated into a decision-making process or those that have a design of a program are more efficient than those that operate in a conventional structure. Finally, some authors, for example, Schuller (2007), have postulated that NGOs have failed to implement their projects on time because the donors fail to release funds on time since they impose stringent restrictions to ensure accountability. In effect, this paper will hypothesize that most of the NGOs do not achieve their goals because the funds that they get from foreign donors are usually string

Public policy 1000 Essay Example | Topics and Well Written Essays - 1000 words

Public policy 1000 - Essay Example nterest in the public. Furthermore, efficiency is also considered a factor that seeks to establish the appropriateness in utilization of resources in achievement of policy objectives and implementation. Consistency of the instrument is considered a factor focusing on level of alignment in terms objectives, strategies of the government, legislative, constitutional and regulatory administration. The other factor is reflective of the policy instrument, which focuses on the values of the society and community such as liberty, sanctuary, confidentiality and communality. All these factors are focused on issues that resonate around choosing effective instruments. However, study in the process that involves implementation of various policies has led to the interests of analyzing the relevance of instruments and assessment of effective that is established. There are situation when deficiencies of various tools requires selection of new instruments; thus, this leads to pragmatic objective of t aking alternative to usual instruments or designing meta-instruments. In fact, this enables and facilitates coordination of conventional instruments (Bernelmans-Videc, Rist & Vedung, 1998, 34). Nonetheless, instrumentation is significant way of reflection, given that it produces its effects; thus, it entails a device, which is technical and social. In addition, it is considered a certain form of institution, which technical device with aims of undertaking concrete concepts of relationship between politics and society, which need to be sustained. Application of concept in choosing policy instruments offers a basis of focusing past functionalist approaches, thereby perceiving public policy from the dimension of these instruments, which structures policies. Moreover, this method of selection is a replacement of the classical approach through policy substance based on assessment and analysis form the perception towards these instruments. On the other hand, this focuses on deconstruction via instruments with a focus on understanding the instrumentation approach that permits addressing of dimensions of public policy, which might be invisible. In addition, understanding of policy instrumentation requires a focus assessing sets of problems, which require choice and applicability of certain form of policy instruments (Hood, Rothstein & Baldwin, 2001, 89). Therefore, this enables the government to make policies that are functional and material. Choices of policy instruments focus on innovation, which is associated with a period that has high interest on democracy; in fact, this perspective is considered based on ideas of political supply. Therefore, establishment of policy instrument offers a way of revealing an insightful revolution in the meaning of policy through cognitive and normative framework. Therefore, this calls for a need to focus on prominence institutional reasons for obstacles based on the alteration and tendencies

The Government System of the State of Nebraska Term Paper

The Government System of the State of Nebraska - Term Paper Example Politically, the agitation for statehood was largely by Republicans who were also behind the drafting of the constitution. Early amendments were undertaken such that the most formal definition of the Nebraska Constitution is the document written and approved in 1875, which makes it the 17th oldest state constitution (Miewald, Longo and Schultz, 2010). Â  A good number of changes have been made to the constitution of the state of Nebraska such that it is nearly unrecognizable from the 1966 draft as it has been amended 228 times (Gless, 2008). Throughout its timeline and amendments, perhaps, the most notable and significant moment is the conversion of the state's legislature to unicameral one in 1934. After 68 years of traditional bicameral-senate and house of representatives-legislature, the people of Nebraska voted in the unicameral legislature with the first session being held in 1937. The change took effect after observing on-goings in Queensland Australia, which had itself adopted the unicameral legislature ten years earlier. The proponents in Nebraska observed that the bicameral legislature was based on the British system where there is the presence of the House of Lords, which was deemed as undemocratic. To date, Nebraska remains the only state in the USA with a single-house legislature (Foran, 2002). Â  This consists of six officers, a number of departments, several governmental agencies and several state bodies (Heineman, 2010). The six executive officers are the governor, lieutenant governor, secretary of state, auditor of public accounts, treasurer and the attorney-general. The supreme executive power of the state is vested in the governor, with their duty being to ensure the constitution is protected, and the state is run efficiently.

Analysis of the Lyrics of Where is the Love by Black Eyed Peas Term Paper

Analysis of the Lyrics of Where is the Love by Black Eyed Peas - Term Paper Example Hip hop style was mainly popular on the East Coast having been popularized by groups such as The Roots. Given it’s preferences for performing with a live band, the group was mainly considered to be an alternative hip hop group before embracing other musical genres such as RnB, dance and Pop Music exerting a great influence in the music industry in the recent years. Most of their works have had a lot of influence from electronic music which was mainly used on the group’s most recent album, The E.N.D. A bulk of the group’s production is handled by Will.i.am. Despite being formed in 1995, the group rose to prominence in 2003 with their critically acclaimed album, Elephunk. This was the group’s third album and which saw them find an international following as well as achieving massive success from the huge album sales. The group has maintained the spotlight ever since then and according to Nielsen SoundScan, the group has the second best sales for downloaded t racks in the US. The single â€Å"Where is the love?† was released in 2003 as the lead single from their Elephunk album. Upon its release, the single topped charts in thirteen countries across Europe and the US, including in the UK where it remained at number one for seven weeks and went on to be the best selling single in Britain in 2003. The song â€Å"where is the love?† was written by the Black Eyed Peas with significant support from John Fair and Justin Timberlake, who also sun the chorus to the song although he neither appears in the song’s video nor is he acknowledged as a guest artist. Justin Timberlake remained as a â€Å"Ghost writer† for the song because his record company did not want this song to interfere with the sales of his album, Justified, that had just been released. He is rumored to have written the chorus of the song after listening to the song via a phone. The idea for the song came to Will.i.am after he had heard so much about nega tive things in the society such as discrimination, hypocrisy, gang violence, and terrorism. The song has been noted for its social commentary and its positive message, issues with lack in most songs played on the radio these days. The song invites people to critically think about the ills that are happening in the society and urges people to take up more responsibility for their own lives. The lyrics of the song plead for societal healing and speak against misinformation and displaying negative images in the media. â€Å"Where is the love?† addresses issues of social injustice and lack of social cohesion in the American society as a result of racism and discrimination. The song insinuates that the cause of all these negativity in the society is a result of a lack of love among people, hence the question Where is the love? Process The song consists of three verses performed by rappers Will.i.am, Taboo and Apl.de.ap with additional vocals from singer Stacy Ferguson, widely know n by her stage name ‘Fergie’. The song’s hook repeats after every verse and is performed by Fergie. The hook is made up of three parts; the first part begins with the lyrics â€Å"People killin', people dyin', Children hurt and you hear them cryin', Can you practice what you preach, and would you turn the other cheek.†This part talks about violence that has led to many people dying, children becoming victims and also addresses issues

The Philosophy of the Enlightenment Research Paper

The Philosophy of the Enlightenment - Research Paper Example It is safe to say that every aspect of life is dependent upon history. It is through history that one is able to make predictions, give valid evaluations, connect forms of life with another, creates programs and strategies as they relate to success and continuity. History helps to revolutionize the thinking processes. The different experiences help to prepare a generation of people for a new age and a new era. The level to which they use the knowledge to steer away from the mistakes of the past should not solely be the responsibility of history and historians. The consequences are related to the attitudes, will, and direction of events at any given time. History is responsible for producing new schools of evidence and debate. In the different explanations of the creation story, for example, there are opposing sides as to how the earth was generated. In the absence of the concrete record that can withstand the scrutiny of scientists and other scholars, history provides a medium throug h which religion, philosophy, sociology, and psychology can equally share and contribute to the different explanations.  One must admit that although history is essential and indispensable there exist many doubts and uncertainties. In many prominent universities such as the University of Oxford, while subjects such as theology, law, music among others were included in the curriculum of the university for many years it was not until 1850 that history was added to the program of studies. It could not be described as having claims to a wealth of truth and there was a lack of systematic knowledge.

Scope of Communications Methods Essay Example for Free

Scope of Communications Methods Essay 1. Introduction Contracts are in anywhere. Contracts = â€Å"Intention†, â€Å"Agreement† and â€Å"Consideration†. The rule of Contracts will establish when offeree is accepted the offeror’s offer. â€Å"Agreement† is one important term in Contract. â€Å"Agreement† is â€Å"Offer† and â€Å"Acceptance†. Today our topic is The Postal Acceptance Rule which only applies to â€Å"Acceptance†. Hence we focus on â€Å"Acceptance† and assume that if â€Å"Acceptance† is valid, and the contract will valid too. The general rule is formed contract acceptance is actually communicated to the offeror. But The Postal Acceptance Rule is an exception of this rule. Today is the electronic world, communication is not only by postal service also use by electronic transaction. Now we will discuss The Postal Acceptance Rule is its rationale, effect, should it continue to be applied and compare to Electronic Transactions Act (ETA) for determining the timing of acceptance sent by fax and email. Also we will talk about expanding or restricting the types of modern communication methods affected by this rule. 2. History and Background of the Postal Acceptance Rule The Postal Acceptance Rule is the fifth and the last of the relevant sub-rules affecting communication of acceptance. The Rule maybe summarized in this way In 19th Century England, there only 2 method of communication between offeror and offeree deal in person or by mail. The courts had to decide the moment of contract formation by this 2 method. If the negotiating parties are deal in person, they do not face the problem of delay and failure of information transmission. If offeree accept the offer to offeror by mail, there will be a substantial delay in delivery of the letter or even totally lost in the course of post. Adams v Lindsell[1] is the case of delay acceptance and The Postal Acceptance Rule was established by this case. In Case we saw that negotiating parties were not sure the precise time of acceptance had been communicated. This created timing of the acceptance problem and led to the formation of rule. Hence the court determined the acceptance is valid when the letter of acceptance is posted. 3. Case of the Postal Acceptance Rule 3.1 Application case of the Postal Acceptance Rule According to Household Fire Carriage Accident Insurance Co (Ltd) v Grant[2], Grant applied by a letter for shares in the Household Fire and Carriage Accident Insurance Company Ltd. The shares were allotted to him and the letter was sent to him at the address given by him. But Grant never received this letter. Later the company went bankrupt, Grant is asking for the outstanding payments. In this case, Grant is offeror, Household Fire and Carriage Accident Insurance Company Ltd is offeree and the offer is buy the shares. By the Postal Acceptance Rule, the acceptance is valid when the letter of acceptance is posted no matter that the offeror is received it or not. Now the offer is accepted by offeree and offeree posted the acceptance to offeror. Hence Grant is legally bound to pay the outstanding payments. Further to case Dunlop v Higgins[3], is in same situation, Dunlop send to offer to Higgins. In the communication delay time, Dunlop’s good prices have increased. Higgins has posted the letter of acceptance when he received the offer from Dunlop. Dunlop’s won’t to supply the goods to Higgins with old prices. By Postal Acceptance Rule, hence Dunlop must comply with their offer supply the goods to Higgins with old prices. 3.2 Exclusion case of the Postal Acceptance Rule The Postal Acceptance Rule does not apply in every case. Even if the negotiating parties involved consider the postal service is an acceptable means of communication. According to Byrne v. Van Tienhoven[4], the Postal Acceptance Rule cannot accept offeror revocation their posted acceptance. In this case, Van Tienhoven had been sent out the acceptance to Byrne. But Van Tienhoven withdrawal offer and sent out the new one to Byrne before Byrne received the old offer. The court determined Van Tienhoven is not allowing to revocation of posted acceptance. The withdrawal of the offer was not effective until negotiating parties was communicated. Another case Holwell Securities Ltd v Hughes[5], the grantee must comply strictly with the conditions stipulated for exercise by the offeror. If not, the acceptance will not be valid although negotiating parties even they have telephone conversation. The Postal Acceptance Rule cannot apply when there are express terms in the offer specifying that acc eptance must reach the offeror. 4. Electronic Transactions Act ETA[6] was enacted by the Federal Government. And it creates a regulatory regime for using electronic communications transactions. It attempts to remove existing legal impediments that may prevent a person using electronic communications to satisfy legal obligations under Commonwealth law. For the purposes of a law of the Commonwealth, ETA provides criteria for determining the time and place of the dispatch and receipt of an electronic communication. The following requirements imposed under a law of the Commonwealth can be met in electronic form (a) Requirement to give information in writing (b) Requirement to provide a signature (c) Requirement to produce a document (d) Requirement to record information (e) Requirement to retain a document (ELECTRONIC TRANSACTIONS BILL 1999[7]) 5. Conclusion 5.1 Rationale of the Postal Acceptance Rule Contract is formed at the time and place an acceptance is communicated to the offeror. Time of acceptance communicated is very important. Because it will affect the contract’s content. After contract established, every terms added in this contract was invalid. The Postal Acceptance Rule is established for the court to determining attempt to provide some degree of certainty to an offeree accepting an offer by post. In case of Dunlop v Higgins[8], the parties can not sure the precise time of acceptance when using postal service. It had a substantial delay in delivery of the acceptance or even totally lost in the course of post. This created a number of problems and has led to a formulation of the rule. Hence the Postal Acceptance Rule would complementary with Contract Acceptance for ensure the precise time of acceptance. 5.2 Effect of the Postal Acceptance Rule The effect of the Postal Acceptance Rule is that the offerees acceptance will be valid when the moment the acceptance is correctly posted and it is not relevant whether the acceptance is delayed or even totally lost in the course of post. It means if the Postal Acceptance Rule is applied, establish contract have two more problem to be consideration â€Å"Time† and â€Å"Location†. Indeed, the courts have been concerned with locating the place of formation of a contract in the majority of cases which have considered the applicability of the Postal Acceptance Rule. 5.3 The Postal Acceptance Rule in currently applies circumstances Today, the Postal Acceptance Rule in currently applies circumstance is business convenience. It most frequently cited rationalization for retention of the rule. For example, the Company (offeror) sends the promotion letter (offer) to person (offeree) and the person accepts the offer and sends back the acceptance to correctly address. By Postal Acceptance Rule, the contract between company and person was established when the acceptance was posted. If acceptance is complete upon proper posting, this effectively allows the offeree to structure his affairs on the basis. And the binding contract is formed on postage. 5.4 The Postal Acceptance Rule and ETA In instantaneous communication most likely to applied ETA or general rule of â€Å"Acceptance†, For example, offeree accept website acceptance or telephone acceptance even though the parties are not in physical proximity of one another. This is no delayed time between the offer and the acceptance. In non-instantaneous communication most likely to applied the Postal Acceptance Rule. This had delayed time between the offer and the acceptance. Postal Acceptance Rule is handle the argued of moment of contract formation and ETA is imposed under a law of the Commonwealth can be met in electronic form. Both of the rule and are they complementary with each other. If technical delay or human error, there are no universal rule can be applied and it is needed to reference to the intentions of both parties. 5.5 Rules used for acceptance sent by Fax and Email We know that there are two types of communication, instantaneous and non-instantaneous. Instantaneous communication is no delay time between sent and received and non-instantaneous communication had delay time between sent and received. Fax is the instantaneous communication. This is because Fax transmits is same as telephone transmits. It is direct transmission from fax machines to other fax machines, transmission between sent and received is in same time. Hence Fax is instantaneous communication it most likely to applied ETA or general rules of â€Å"Acceptance†. How about of the Email? Some articles expressed that Email is instantaneous communication. Because the legislation deals a default rule for the time that Email (electronic communications) is sent and when it is received. But this is wrong, in fact according to Email transmits, it along the internet may involve travelling across the world with correctly Email address. That’s mean after click â€Å"SEND† button the transmission may be immediacy, may be takes a moment, sometimes used a few minutes or even over an hours that’s base on the network connection until the recipient received the message. The e-mail transmission through the network depends completely on the viability of the ISP[9] for the offeree and the offeror. Now we have millions of internet user, delays in e-mail communication is very normal situation. The communication may have delay and they are not sent and when it is received. We can study the case Chwee Kin Keong v Digilandmall.com Pte Ltd[10] in Singapore. Hence Email is non-instantaneous communication it most likely to applied the Postal Acceptance Rule, but Email also under the ETA. 5.6 Keeping Postal Acceptance Rule in part of Australian contract law? It must be â€Å"YES†, the Postal Acceptance Rule should continue to be applied. In application level, we know that the general acceptance principle depends on whether the method of communication is instantaneous or â€Å"non-instantaneous†. From the above discussion, Email could be considered as a non-instantaneous communication. Analyze the moment of contract formation is an essential point for the court to apply the Postal Rule of Acceptance in the context for e-mail transmission. As the method of communication is improving, some problem may be created. If the problem is relevant the moment of contract formation and the communication is defend as a non-instantaneous communication. The Postal Acceptance Rule is most likely applied on it, and the concept of the rule is not outdated. Another basic reason for keeping Postal Acceptance Rule is the electronic communication could not fully replaced the postal service. Maybe in laggard or destitute country, the postal service is the only way for the communication. In content level, the Postal Acceptance Rule was not allowed the offeror withdrawal the offer when offeror posted the offer to offeree (Byrne v. Van Tienhoven[11]). If Postal Acceptance Rule was abolished, the offeror choses he can always make the formation of the contract, until he is receive any reply. If the offeror doesn’t receive any reply from the offeree he can always make inquiries to the offeree about the offer. If the contract is not concluded there would be considerable delay in transactions and the acceptor would never be safe until he has received notice that his letter of acceptance had reached its destination[12]. In the Australian legal system which want to make the fair rule to negotiating parties. In case if Postal Acceptance Rule was abolished, the offeree was in unsafe situation. Because there are unfair to the offeree and offeree don’t get any protect by the Australian legal system. Hence the Postal Acceptance Rule should keeping in part of the Australian contract law. BIBLIOGRAPHY: 1. Peter Gillies, ‘Business Law 12th Edition’, 2. David Parker and Gerald Box, Business Law for Business Students 2008 3. Kathryn O’Shea and Kylie Skeahan (1997) Acceptance of offer by E-Mail How Far Should the Postal Acceptance Rule Extend 4. Australasian Legal Information Institute http://www.austlii.edu.au/ 5. Dave Stott, Australian Law Students Association Should The Postal Acceptance Rule be Applied to E-Mail? 6. Sharon Christensen, Vol 1 No 1 QUTLJJ Formation of Contracts by Email – Is it Just the Same as the Post? 7. Electronic Transactions Act 8. Holwell Securities Ltd v Hughes [1974] 1 WLR 155 9. Exclusion of the postal acceptance rule http://www.austlii.edu.au/au/journals/QUTLawJl/1997/18.pdf 10. Exclusion of Postal Acceptance Rule 11. Chwee Kin Keong v Digilandmall.com Pte Ltd ([2005]SGCA 2) 12. Adams v Lindsell (1818) 106 ER 250. 13. Byrne v Van Tienhoven (1880) LR 5 CPD 344 14. Dunlop v Higgins [(1848) 1 H.L.C. 381] 15. Holwell Securities Ltd v Hughes [1974] 1 WLR 155 16. 17. [pic] [1] Adams v Lindsell (1818) 106 ER 250. [2] Household Fire Carriage Accident Insurance Co (Ltd) v Grant (1879) LR ExD 216 [3] Dunlop v Higgins [(1848) 1 H.L.C. 381] [4] Byrne v. Van Tienhoven, [1880] 5 CPD 344 [5] Holwell Securities Ltd v Hughes [1974] 1 WLR 155 [6] Electronic Transactions Act [7] http://www.comlaw.gov.au/Details/C2004B00505/Revised%20Explanatory%20Memorandum/Text [8] Dunlop v Higgins [(1848) 1 H.L.C. 381] [9] Internet Service Provider [10] Chwee Kin Keong v Digilandmall.com Pte Ltd ([2005]SGCA 2) [11] Byrne v. Van Tienhoven, [1880] 5 CPD 344 [12] Kathryn O’Shea and Kylie Skeahan (1997) Acceptance of offer by E-Mail How Far Should the Postal Acceptance Rule Extend

Riordan Manufacturing Financial Ratios Essay Example for Free

Riordan Manufacturing Financial Ratios Essay

Business Plan for Startup SME Company

Business Plan for Startup SME Company Business Plan for QW Consultancy Situation Analysis SME and Start Up Companies Operating from Cambridge UK and  Relational Competitor Analysis between QW Consultancy and Potential Competitors in Cambridge The situation analysis will primarily address the strengths, weaknesses, opportunities and threats this new company could face in the transition from a theoretical construct to being a viable operative capable of mounting credible competition with other companies willing to offer similar consultancy services, or similar services within the generic and holistic framework of complete corporate consultancy services. The focus will be a relational comparison between Cambridge, UK, where the new company will be based and the rest of the UK, the EU and the international community. This analysis will be devoted to the analysis of these strengths, weaknesses; opportunities and threats (the classic SWOT analysis formulation) specifically within this geographical context. In a lot of ways the vulnerability of SMEs and Start-Up companies is a major strength and opportunity for QW, as the service that QW wish to provide will specifically target small businesses in order to give them consultancy advice in relation to the issues which will be relevant in terms of initial start up processes. Therefore a more complete understanding of the business, economic and social environment that small businesses typically operate in, in regional towns like Cambridge is paramount in building the business acumen necessary to mount and sustain an effective business operation. As Reid (1995) explains: ‘The typical firm†¦.is surrounded by some rivals with regional markets (25 per cent) and others with no more than local markets (20 per cent). A few (2 per cent) operate internationally. The typical firm†¦.can readily distinguish major from minor competitors and has about three of each. Its principal product is a mildly differentiated commodity which it would characterize as ‘similar’ to that of its rivals. Its customers vary in the extent to which they are well-informed. The typical customer is well-informed, and has a least some familiarity with the technical features of the products, and some experience, directly or indirectly, of consuming them†¦.[1]’. It is clear therefore, that QW will rely heavily upon the local economy in Cambridge, a relatively moderately populated location (the population of Cambridge as counted in the last census is represented in diagrammatic form[2] in the schedule attached[3]). Accordingly the success of QW is likely to mainly be contingent upon local factors, which in turn will be heavily affected by local competitors. Also, particularly in light of Reid’s analysis above, QW needs to understand that although it is a novel concept for a consultancy firm to provide consultancy services specifically to the small business sector, and although, according to the business plan it is anticipated that this will fill a gap in the market, QW must not over estimate the uniqueness of their idea. Their idea essentially involves a singular focus on the SME and start-up business sectors in terms of delivering consultancy services. However, if one examines Diagram One ((which gives a breakdown of the main companie s that offers similar consultancy services in Cambridge, UK, and therefore represents the potential main competitors which QW would encounter if they set up in Cambridge, UK) and which the writer has attached in the Diagrams Section, at the end of this document), it is integral to note that a significant percentage of the largest companies offering consultancy services in Cambridge target the same publics that QW propose to i.e. the start-up business sector and the SME sector. Also, it is important for QW to be aware that these competitors, (while they have got a range of services, only one element of which is usually targeted at the start-up and SME sector), still represent a major threat to the economic success of QW. Indeed, this situation will be a major threat to (and weakness of) QW along with the usual threats faced by fledgling companies. Anderson et al. (1993) give us an insight into these more generic threats: ‘Typically†¦business is forced to operate in market niches.These niches are often market segments which are relatively small in size and may be lacking in adequate growth or profitability opportunities, unless skilfully exploited. Limited physical, financial and human resources, a lack of industrial experience and of business acumen on the part of owner-managers†¦.are frequently to blame for poor exploitation of these fragile niches. Nevertheless, if a†¦(business)†¦.is to grow and prosper, rather than simply to survive, over a non-trivial period of time (say more than three years), it must properly identify, develop and implement the requisite business strategy†¦[4]’. Therefore specifically in terms of Cambridge, UK, QW should consider setting up a presence alongside their competitors, with a strong focus on what makes their service unique (including exclusive pricing policies). As these SME and start up company specific services, and similar ones are offered by their main competitors such as Ernst and Young, PriceWaterhouseCoopers and Oakland, and because consultancy itself is such a fluid concept which is often misinterpreted or misunderstood by the end user of the service, QW need to keep two things in mind. Firstly, their planned marketing efforts should be targeted to establish their presence alongside that of their competitors, which will help to differentiate the service QW have to offer. Therefore, QW may wish to consider advertising in the Yellow Pages. Secondly, QW should consider using the voluntary and government sponsored sector within Cambridge to assist them to advertise their service. Therefore, they should potentially consider doing leaflet drops with agencies such as the East of England Regional Development Centre which is responsible for offering assistance to SMEs and Start-Up companies in Cambridge. Also, a similar initiative could be targeted at the St Johns Innovation Centre, in Cambridge which has a similar function. In this way, QW may be able to take advantage of inexpensive advertising for their new company and they will get a high level of exposure to desired publics. QW may also wish to set up a website, as many of their competitors listed in Diagram One have. Also, in terms of safeguarding the unique idea that their proposed company is based upon, QW may wish to consider registering this in order to secure intellectual property rights in their concept, as is their right in light of the developments the law has made in terms of offering intellectual property security. Pietrobelli, C. and Sverrisson, A. (2003) have pointed to the importance of taking such measures and they have also outlined the reasons why a company or product is vulnerable in the absence of such measures: ‘†¦the increase in research and development (RD) costs, the shortening of the life-cycle of products, difficulties of appropriating RD results, particularly in the field of easy-to-copy new technologies (such as computer programs), and the shift toward a global, knowledge-based economy, prompted a far-reaching reform of the intellectual property system (Correa 1994; David 1993)†¦..[5]’. In conclusion therefore, this document has looked at the position of QW in light of their business plan proposals. The piece has been demographically and geographically evaluated with reference to QW’s intentions to locate in Cambridge. Accordingly, the piece has looked at the competitors QW would be likely to encounter in this location and has examined how related factors may impact upon the likely success of QW. An analysis of the generic threats a business may face was looked at as a prelude to the more detailed study of how QW may operate within Cambridge, UK. Bibliography Books Anderson, M., Jacobsen, L. and Reid, G. (1993). Profiles in Small Business: A Competitive Strategy Approach. Publisher: Routledge. Place of Publication: New York. Pietrobelli, C. and Sverrisson, A. (2003) Linking Local and Global Economies: The Ties That Bind. Publisher: Routledge. Place of Publication: New York. Reid, G. (1995) Small Business Enterprise: An Economic Analysis. Publisher: Routledge. Place of Publication: New York. Website http://www.statistics.gov.uk/census2001/pyramids/pages/12ub.asp >>. DIAGRAMS SCHEDULE DIAGRAM ONE QW’S MAIN COMPETITORS OPERATING IN CAMBRIDGE WHAT SERVICES DO THEY OFFER? Apto Consulting Limited Strategic and Business Planning Consultancy Performance Improvement Decision Support Services. Axiom-e Consultancy Financial Management Strategic and Business Planning Consultancy Performance Improvement Decision Support Services. Cambridge Enterprise Business Advice and mentoring for SMEs Funding Advice Financial Planning Cambridge Enterprise Technology Club Networking forum Cambridge Hi-Tech Association of Small Enterprises (CHASE) Networking Group for Entrepreneurs and SMEs Cambridge Strategic Management Research and other Consultancy Manufacturing and Service advice Training Strategic and Business Planning Consultancy Performance Improvement Decision Support Services. Ernst Young Audits and assurance consultancy, Taxation, Business and financial services. Business expansion consultancy Oakland Technical and Market Research Strategic Consultancy Strategic and Business Planning Consultancy Performance Improvement Decision Support Services. Peters Elworthy Moore Auditing and Accounting Tax Consultancy, Business Recovery, IT, Human Resources Recruitment. Price Bailey Forensic Accountancy Taxation Audit and Accounting Services Business Consultancy and Change Management, Financial Planning, PricewaterhouseCoopers Assurance and Regulatory Consultancy Tax services and Actuarial services Risk Management Business Recovery Rapier Management Consultants Corporate Strategy Strategic and Business Planning Consultancy Performance Improvement Decision Support Services. RWA Accountants Tax planning Ecommerce Consultancy Strategic and Business Planning Consultancy Performance Improvement Decision Support Services. Shelford Business Consultants Ltd Business Consultancy Services, Audit and Accounting Services Business Consultancy and Change Management, Financial Planning, DIAGRAM TWO Cambridge The percentages on the pyramid represent the percentage of all males (to the left) and the percentage of all females (to the right) that are in that age group. Age Range Total Males Females 0 – 4 5123 2599 2524 5 – 9 4799 2504 2295 10 – 14 5080 2650 2430 15 – 19 8807 4395 4412 20 – 24 16892 8705 8187 25 – 29 10853 5889 4964 30 – 34 8931 4653 4278 35 – 39 7534 3966 3568 40 – 44 6141 3098 3043 45 – 49 5843 2876 2967 50 – 54 5726 2820 2906 55 – 59 4798 2314 2484 60 – 64 3975 1944 2031 65 – 69 3489 1640 1849 70 – 74 3376 1575 1801 75 – 79 3064 1273 1791 80 – 84 2259 826 1433 85 – 89 1464 431 1033 90 and over 709 158 551 Totals 108863 54316 54547 This page printed from National Statistics Website. Crown Copyright applies unless otherwise stated. 1 Footnotes [1] P52. Reid, G. (1995) Small Business Enterprise: An Economic Analysis. Publisher: Routledge. Place of Publication: New York. [2] Available at: http://www.statistics.gov.uk/census2001/pyramids/pages/12ub.asp >>. [3] This diagram also denotes how many adults this population contains. [4] P121. Anderson, M., Jacobsen, L. and Reid, G. (1993). Profiles in Small Business: A Competitive Strategy Approach. Publisher: Routledge. Place of Publication: New York. [5] P220. Pietrobelli, C. and Sverrisson, A. (2003) Linking Local and Global Economies: The Ties That Bind. Publisher: Routledge. Place of Publication: New York.

Mentoring Essay -- essays research papers

Managing People Individual Assessment Managing Mentoring With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from mentors in the past, such as being emotionally sensitive and sometimes employing diversity mentoring and culture mentoring skills. The term Mentor is derived from Greece. Levinson et al defined the mentor as â€Å"someone who is ordinarily several years older, a person of greater experience seniority in the world the young man is entering† This shows that not all mentoring takes place on an organisational level and in many instances is less organic and more mechanic within organisations. Mentoring also differs depending on the organisation the mentee is entering and the capacity that they are entering that organisation, mentoring is extremely prevalent in the education and training of young people in this context Murray and Owen define it as â€Å"a supportive relationship between a youth or young adult and someone who offers support, guidance and concrete assistance† The is an interesting shift in emphasis when organisational mentoring takes the place educational mentoring the focus changes from the personal nature of the mentor and the mentee to the structure and the processes within that relationship. Which really begs the question â€Å"which mentoring style brings about the best results?† but in order to answer that we must analyse what exactly we want to achieve from the mentoring?†. What facilitated mentoring does is set out to encapsulate the relationships and influence that develop in informal mentoring and transfer it to the organisational framework. One of the reasons organisations influence mentoring because it is a cost effective way training and developing, mentors relive the line managers of the responsibility of training... ... of information over the internet will lead to the emergence of more personal relationships being formed on a work related basis. Mentors and mentoring have been part of organisational culture in some capacity since humans started to organise things. It has survived several shifts in the context it was viewed in and how it was and is applied in the organisation. The challenge for organisations of the day be mindful of these constant changes and aim to be responsive not reactive for them. To diagnose exactly what, when and how mentoring should take place and challenge more staff to aspire to be mentors of the future. Referencing Brian Gay - What is Mentoring? Education + Training Vol.36 No.5 1994 pp 4 –7 Linda Holbeche – Peer Mentoring: the challenges and opportunities Career Development International Vol. 1 No. 7 pp 24 – 27 Leonora Kane - Mentoring For Black Students Education + Training Vol.36 No.8 1994 pp 18 –24 Clutterbuck and Megginson – Mentoring Executive and Directors Butterworth-Heinemann, Oxford Ragins B.R.- Mentor functions and outcomes: a comparison of men and women in formal and informal mentoring relationships Journal of Applied Psychology Vol.84 No.4 pp529 550

Resistance of a Wire :: Papers

Resistance of a Wire Introduction Resistance is the opposition a material offers to the flow of electricity. The electrical resistance of an object is not only by what material it's made of, but also by its shape. A very thin copper wire has more resistance than a thick copper wire of the same length. A very long copper wire has more resistance than a short one of the same thickness. Resistance is measured in Ohms. Variables There were three variables that our group was able to choose from; the length of the wire, the area of the wires cross section (thickness) or the type of wire (constantan or nichrome). All of these variables are able to change the resistance of the wire. Here are my thoughts and predictions on what would happen to the resistance of the wire as you change the variables. I think that if you change the length of the wire then the resistance would increase as the length increased but the current would decrease. If you changed the thickness of the wire then the resistance would decrease as the wire got thicker but the current would increase. If you change the type of wire then you will receive different results, as there may be more or less resistance between types of wire. To study the resistance or wire we experimented on changing the length of nichrome wire. We measured the volts and amps over 1 metre; I worked out the resistance using my calculator. We carried out this experiment 5 times to make the results fair. We let the wire cool down a bit between doing the experiments, as its temperature did tend to increase as we got to the end of each experiment. Analysis We took a set of practice results before starting the experiment. Here they are. Wire Volts Amps Ohms 10cm 2.63 2.53 1.04 50cm 4.16 0.82 5.

Poor Communications and Conflict Essay -- Functions of Communication

Is most conflict in an organisation is caused by poor communication? If we had perfect communication would conflict cease? Consider for example, an e-mail asking for some information â€Å"yesterday† to stress how important this request is. The sender thinks e-mails are great as they travel at the speed of light and spell things out in black & white. The recipient may consider that if its in a e-mail then it can’t be that urgent because servers can loose, misdirect or delay an e-mails transmission. They may also consider that as the information was wanted â€Å"yesterday† its already too late to be effectively utilised. Both parties saw the same communiquà ©, neither read the same message. Each will blame the other for failing to communicate properly and conflict may result. E-mail flame wars are a high tech twist on whispering campaigns. And like the system of claims & loyalties in a feudal states the smallest e-mail spat can spiral out of control with careless use of the C.C. and B.C.C functions. Drucker (1977)says that there are four fundamentals of communication: communication is perception of the recipient not the utterance of the instigator communication is expectation in that recipients will heed only what they are expecting to hear communication makes demands of the recipient that they become someone, do or believe something communication and information are different and largely opposite - yet interdependent Employees need to know a number of things such as what is expected of them, how they are performing and how can they advance. If these are not communicated, on a regular basis, then role or expectation conflict will develop and motivation decline as the employee is berated for failing to meet the goals their superiors [are convinced they] assigned them. But if this is all the communication they receive they may begin to feel like machines. According to Pearson & Thomas there are three levels of communication that employees need, these being: Must know discussed above. Should know which includes significant staff changes and company/market developments. Then could know which although having no operational impact makes life more interesting. Office gossip is only a could know but probably the communication that really binds a company together. Barring security, legal and share price sensitive data everyone should... ...’s healthy. If people fight each other openly in your presence for what they believe in that’s healthy. But keep all the conflict eyeball to eyeball [as opposed to back stabbing] Towsend,R Orders flow down a company hierarchy. Communication of the understanding of such flows upwards. Crosswise people share information on getting things done often in contravention of policies Employees need direction, information and entertainment accurately and truthfully delivered by both the formal and informal company chains of communication. References DRUCKER, P (1977) People and Performance The best of Peter Drucker on Management: Heinemann. DRUCKER, P (1974) Management Tasks, Responsibilities, Practices: Butterworth. PEARSON, B & THOMAS, N (1991) The Shorter MBA: HarperCollins TOWSEND, R (1988) Further up the Organisation: Harper & Row Bibliography BUHLER, PM(1999) Supervision, Vol. 60 Issue 2, p16, 3p KREITNER, R et al (1993) Organizational Behaviour: McGrawHill PUGH, DS (1971) Organization Theory: Pelican PUGH, DS & HICKSON, DJ (1964) Writers on Organisations: Penguin THOMAS, AB (1993) Controversies in Management: Routledge

Angela’s Ashes: Respond

It was never clear in the story if the McCourt family become successful in fighting against poverty. It ended when Frank left Limerick for America and he saw the American Dream he had, long before he set his feet on that ship. Thus, the question if the family survived the shortcomings they experienced althroughout that era was left hanging. Whether the family survived after Frank left Limerick was never mentioned except that he, Frank, promised to go back to his family and he will find his success in America, the place where he was born. When I look back on my childhood, I wonder how I survived at all. It was, of course a miserable childhood: the happy children is hardly worth your while. Worse than the ordinary miserable childhood is the miserable Irish childhood and worse you get is the Irish Catholic Childhood. (McCourt, n. pag) These lines opened the novel and right after these lines, the author did not narrate his story with bitterness excpet humor. He was objective in all that he includes in his story and there is no trace of self pity in his words. Thus, these lines summarized the grief he had when he was very young and how hard it was to live a life wherein you are not accepted by the people and the neighborhhod surrounding you chooses to laugh rather than to help. Your Name 2 I know when dad does the bad. I know when he drinks the dole money and Mam is desperate and has to beg†¦ but I don't want to back away from him and run to Mam. How can I do that when I'm up with him early every morning with the whole world asleep. (McCourt, n. pag) In these words, Frank tries to put together his love and respect for his father despite his anger in his wrong doings especially when Malachy uses his wage or the dole money in his dringking habbit. Despite the grief that his mother is experiencing, Frank can't hate his father. In this texts found in the 8th chapter of the book, he mentioned that although his father is bad at some point especially in using the money that was supposed to be used for the children and the family, he adores his father so much and loves him like he loves his mother. In other parts of the novel, he mentioned the following statement: I think my father is like the Holy Trinity with three people in him, the one in the morning with the paper, the one at night with the stories and prayers, and then the one who does the bad thing and comes home with the smell of whiskey and wants us to die for Ireland. (McCourt, n. pag) In these lines, Frank stated his adoration for his father that despite of being a drunkard, he can't let go of the moments that he was the one drinks tea with him during the morning and the person who cares to tell a story every night and have a prayer with him. Although he dislikes his vice, he never did condemned his father in being that way and he continue admiring and loving him despite his incapacity to support their family. The other side of Malachy's personality captured Frank's heart as a child. In that way, he can't hate his father but, he still understands how his mother feels. Your Name 3 Mam turns toward the dead ashes in the fire and sucks at the last bit of goodness in the woodbire butt caught between the brown thumb and the burnt middle finger. Michael†¦ wants to know if were having fish and chips tonight because he's hungry. Mam says next week, love and he goes back out to play in the lane. (McCourt, n. pag) Frank's description of Angela is full of symbolism. The ashes that he mentioned symbolizes Angela's dead dreams and hopes in her life while the answer she gave to Michael regarding the food, to Frank, it is not mature bacause he knows that it will never happen because they don't have money and their father were not sending any money to them but despite of this, Frank learns to fight for his survival and poverty. I’m on deck the dawn we sail into New York. I’m sure I’m in a film, that it will end and lights will come up in the Lyric Cinema. . . . Rich Americans in top hats white ties and tails must be going home to bed with the gorgeous women with white teeth. The rest are going to work in warm comfortable offices and no one has a care in the world. (McCourt, n. pag) The last qoutation was mainly about Frank's dream that was supposed to be just a dream. In the end, he managed to fulfill this dream as he stepped his feet on that ship and sailed to America. Frank thought that America is a free country and going to that place will make hima free man. Free from the judgment of the people in Limerick and he can be the person he wanted to be Although there was no confirmation on what happened to the family, their struggle during the past years to survive is one good example of surviving the unfriendly neighborhood and the catholic church which was described as oppressive authoritarians. Your Name 4 The mere fact that the family remained intact even without the father is somehow convincing that they found a way in escaping the poverty line at some point in their life. Most of all, the reality that they were able to continue their life despite the odds is quite a big success already. The question: Is the McCourt family successful despite its obvious shortcomings? the answer is yes. The framily was brave enough to beg and ask for anything around them even coal. Even if they learned to do mischiefs in their yuounger years, the McCourt childrem aimed high to escape the pverty life and fight against their oppressors. Even if Frank hated the Catholic Church, his faith in God and his strong belief that he will succeed brought him success and he will bring this success to his family.