Progression of Morality Essay

Throughout the centuries, morality has guided the beliefs and actions of families as well as societies. It has brought them together but it has also torn them apart. These beliefs continue to be a dominant force throughout many societies, affecting everything from what people wear to how they behave. The progression of morality has been a powerful basis for societies. The spectrum of greater access to the ideas and customs of different cultures, because of technology mass media and entertainment, especially television, has resulted in a diverse cultural blending. As cultural ideas move with people among cultures, some beliefs seem to have a greater effect than others. Blending of Morality In the 21st century, ideas from the West have been one of the dominant forces in shaping cultures in many parts of the world. The United States domination of the worldwide mass media has influenced different cultures significantly, leaving behind a legacy of western customs and ideas. The English language is also spoken globally, mainly because of Europe’s history of colonization in the Americas, Asia, and Africa. It has emerged as one of the premier international languages. English is the most common language used on the Internet and is responsible, in part, for the emergence of a dynamic global culture. Western business suits are standard uniforms among many people. McDonald’s hamburgers and Coca-Cola soft drinks can be purchased in many countries around the world. Many Disney characters are now commonly recognized because of Human World Views: HUM 360 Walt Disney theme park locations in Paris, Tokyo, and Hong Kong. These examples of common dress, food, and entertainment all originate from America and are incorporated into other cultures. Western influence has also affected ways of thinking as well in many cultures with the expansion of materialism. This American mindset of placing high value on acquiring material possessions seems to have been adopted by many people of different cultures. Conflicts of Morality There have also been many historical conflicts among people of different racial, national, linguistic, or cultural groups. Some ethnic or religious groups have had moral issues that reach back for decades and, in some, for centuries. Examples of such conflicts would be â€Å"the troubles† between Catholics and Protestants in Northern Ireland (McKittrick & McVea, 2002) and the hostilities between Palestinians and Jews in the Middle East. People caught in these conflicts, that have been characterized by terrible violence, sometimes suffered torture or massacres of their whole towns or villages. An exemplification of such extreme immoral behavior is the violence imposed on the Kurds, a nomadic group in southwest Asia. For decades, Kurds have wanted their own separate country. But because their traditional lands cross the borders of three nations, it’s been an unsettling issue (McDowall, 2004). The Turks have responded to the Kurdish nationalism by forbidding Kurds to speak their native language. The Iranians have also persecuted the Kurds, attacking them over religious issues. In the late 1980’s, the Iraqis used chemical weapons on the Kurds, known as the Halabja Massacre or Bloody Friday , killing around 5,000 people (Esteri, 2012). Throughout history and present day, morality has played an important role in bringing people together. It has also, at times, driven them apart. Morality guides the beliefs and behaviors of its members. Whatever emotions it prompts, morality remains one of the most powerful influential forces on mankind in the world. ?

Hamlet: Women of the Shakespearean Era

Hamlet: Women of the Shakespearean Era Women in Shakespeare’s plays are, for the most part, looked at as weak characters. There were only two main female roles in his famous play Hamlet. The two female roles in the play are Queen Gertrude, Hamlet’s mother, and Ophelia, Hamlet’s love and daughter of Polonius. These women are always being told what to say and do. They never speak up for themselves, and that creates trouble for them in the end. In William Shakespeare’s play, The Tragedy of Hamlet, Prince of Denmark the women are manipulated by the men, which causes Gertrude and Ophelia to die tragically.The double standards for women in this play are extremely common and many men everywhere use them. For example, the double standard that men can sleep around and women cannot. Laertes tells Ophelia that she should not give up her innocence to Hamlet because he has not saved himself for her and their love is not real, yet Laertes is not pure himself. This is ki nd of a ‘do as I say, not as I do† type of situation. Most double standards demonstrate that, males can do whatever they please and females get in trouble for most things.To be more specific, Gertrude and Ophelia were both told to talk to Hamlet so Polonius and Claudius could listen in and find out certain things about Hamlet. Ophelia was even forced to reject Hamlet when she loved him. Also, the women in the play are not free to marry whoever they desire. For example, when Gertrude married Claudius it was not really her choice to do so. The first time they disobey the men in this story is when things start to go bad. Ophelia ends up going crazy and drowning, and Gertrude drinks from a poisoned cup of wine and dies.David Bevington had quite a few things to say on the female roles in this play. He refers to Ophelia and Gertrude as â€Å"instruments through which Claudius attempts to spy on Hamlet† (Bevington 301). This is true because they listen to Claudius and do whatever he asks of them. Also, he says that Hamlet makes it known that the women are weak. Hamlet says, â€Å"frailty, thy name is woman† (I. ii. 146). This play shows that women have a manipulative side to them. Many forms of trickery occurred to Hamlet when he had not done anything wrong to the women.Ophelia makes it seem like she does not love Hamlet and gives him back his love letters to her at one point in the play. This entire play is just pure madness from the beginning all the way till the last act and scene. The females get caught up in the middle of the drama, and that is why they have the bad reputation we have. Joseph Campbell described to us in an interview about why women are portrayed how they are. He says that women have been seen as weak since the beginning of time.Most of the time it is because women are smaller and more fragile than the men are. You never see women doing anything for themselves, and if you do it is on a rare occasion. That is why women ar e portrayed and treated how they are. Work Cited Bevington, David. â€Å"Introduction to Hamlet. † Hamlet. William Shakespeare. Evanston: HarperCollins Publishers, Inc. , 1992. 301. Print. Campbell, Joseph. â€Å"The Hero’s Adventure. † The Power of Myth. Interview by Bill Moyers. Wellspring Media, Inc. , 2005. DVD. Shakespeare, William. Hamlet. Evanston: McDougal little, 1997. Print.

Critique of a research paper Essay Example | Topics and Well Written Essays - 2000 words

Critique of a research paper - Essay Example A clearly focused issue is similar to the research problem. Identifying a research problem is not always easy since every problem has compounding factors. Researchers, therefore, have to be keen when giving the exact problem being studied. This is why the researchers need a clear focus; a well-defined research question which can guide the research study. The clear focus eliminates frustration, confusion, wastage, and saves time (Blessing & Forister, 2013). In the report, a clear focus that would guide the research would be; â€Å"are nurse-led rheumatology clinics qualified for providing the same services offered by rheumatologist-led clinics?† The report is on a â€Å"Randomized controlled trial of a nurse-led rheumatology clinic for monitoring biological therapy† (Larsson et al., 2013, p. 164). The aim is to judge the nurse-led rheumatology clinic against rheumatologist-led clinic, in monitoring of biological therapy. It has focused on patients in remission or those w ith low disease activity, and are undergoing biological therapy. The main issue is that, there are nurse-led clinics that have previously been successful. In the UK, for example, some rheumatology nurse-led clinics showed a high level of effectiveness. It is due to such results that the researchers came up with the thought of a nurse-led intervention in Sweden. In Sweden, it is the rheumatologists who manage such clinics. Larsson and others assumed that there would be no significant differences in treatment consequences between the two interventions. . The results would provide evidence for practice and encourage the creation of nurse-led rheumatology clinics for the management of patients with stable chronic inflammatory arthritis, who are undergoing biological therapy. A clearly focused issue here is whether the nurse-led rheumatology clinics are suitable and qualified to manage patients. Randomized controlled trials are studies that make use of random assignment of study

Do not need to divide it Coursework Example | Topics and Well Written Essays - 3250 words

Do not need to divide it - Coursework Example (CVE-2003-0352, 2003) On knowing about the identification of this vulnerability in its primary product, Microsoft released a bulletin with a patch to plug the hole in the system. It did turn out to be successful and Microsoft released it through the "Microsoft Security Bulletin MS03-026†. On the release of it, Microsoft recommended all of its Windows users to immediately install the patch so that any further severe damage could be prohibited. The severity of the threat depends on the impact of the exploitation made on this vulnerability. (Microsoft Security Bulletin MS03-026 2003) The report details about the technical specifications of the vulnerability, its severity level if it is exploited in a Windows operating system, the methods and details about how it is exploited and the consequences that it could lead to a system. The report also aims to provide details on methods that could be used as mitigation processes in solving this vulnerability. ... (Reuvid 2004) The severity level of threats that could be experienced with this vulnerability was very critical. Most of the networking systems depended on the remote connectivity that was capable in Windows with the help of these interfaces. As a result, critical business functions that completely depended on Networking came under severe threat. The versions of Windows that were affected by this vulnerability includes 2000, NT, 2003 and even Windows XP. More severe consequences were faced by those systems, which did not have a proper firewall system. Before gaining details on the vulnerability and how it is exploited, it is mandatory to know about the protocols that have been used as the medium of access for the vulnerability exploiters. RPC and DCOM protocols RPC - Remote Procedure Call as defined by Microsoft is, "a protocol used by the Windows operating system. RPC provides an inter-process communication mechanism that allows a program running on one computer to seamlessly execut e code on a remote system. The protocol itself is derived from the Open Software Foundation (OSF) RPC protocol, but with the addition of some Microsoft specific extensions†. (Microsoft Security Bulletin MS03-026, 2003) The Distributed Component Object Model also called as the DCOM protocol allows for a seamless communication across several networks for multiple software accessories. The result of which is a direct communication which is uninterrupted and can be easily established across networks that are using different transport mediums. Examples of such network transport protocols include the universally accepted Hyper Text Transfer Protocol – HTTP.

Alexander Gorsky Russian Choreographer Essay Example | Topics and Well Written Essays - 1250 words

Alexander Gorsky Russian Choreographer - Essay Example The end of the 19th century and beginning of the 20th century were characterized by a recovery period of the arts in Moscow, only ballet didn't experience any advances. The Moscow Ballet suffered the longest decline in its history. The theatre didn't have a position of choreographer, even in the staff list; the popularity of the theater was so low that hall was seldom filled to a one-third, and the company of the theatre included only 70 dancers. The only functioning department of the Moscow Ballet was the ballet school, for the most part, due to the talents and enthusiasm of V. Tikhomirov and I. Nikitin. Nevertheless, the Moscow Ballet required strong manager-director to change the situation with attendance and the theater repertory.Alexander Gorsky started on the position of the Moscow Ballet' choreographer with famous ballet Don Quixote". Actually, it wasn't a new development but a revision of Petipa's version. Alexander Gorsky spent 18 months to prepare the ballet for staging. He invited the famous painters Korovin and Golovin to develop the design and produce scene settings and dressing for dancers. Gorsky managed to revive the atmosphere of Spain in the ballet. Although I must admit that Gorsky staging of Don Quixote" was quite different to Petipa's one, he left some sections without a change. Gorsky interpreted ballet as an instrument in understanding a unity of art and performance."Don Quixote" was staged in 1900 and it became the herald of the Moscow Ballet recovery.... Alexander Gorsky as a director. The end of the 19th century and beginning of the 20th century were characterized by a recovery period of the arts in Moscow, only ballet didn't experience any advances. The Moscow Ballet suffered the longest decline in its history. The theatre didn't have position of choreographer, even in the staff list; popularity of the theater was so low that hall was seldom filled to a one-third; and the company of the theatre included only 70 dancers. The only functioning department of the Moscow Ballet was the ballet school, for the most part due to the talents and enthusiasm of V. Tikhomirov and I. Nikitin. Nevertheless the Moscow Ballet required strong manager-director to change the situation with attendance and the theater repertory. Alexander Gorsky started on the position of the Moscow Ballet' choreographer with famous ballet Don Quixote". Actually it wasn't a new development but a revision of Petipa's version. Alexander Gorsky spent 18 months to prepare the ballet for staging. He invited the famous painters Korovin and Golovin to develop design and produce scene settings and dressing for dancers. Gorsky managed to revive atmosphere of Spain in the ballet. Although I must admit that Gorsky staging of Don Quixote" was quite different to Petipa's one, he left some sections without a change. Gorsky interpreted ballet as an instrument in understanding a unity of artistism and performance. Don Quixote" was staged in 1900 and it became the herald of the Moscow Ballet recovery. In spite of the mixed comments of ballets critics, the theatre attendance began to increase. The next great

Transportation in Manchester - Report Essay Example | Topics and Well Written Essays - 1500 words

Transportation in Manchester - Report - Essay Example The rural population moves to these urban cities for better opportunities of work, a chance of a better education; this influx of people is from foreign countries too. This human congestion leads to traffic congestion. Although, human influx helps these cities prosper in terms of human capital, intellectual capital and provision of labour; the paradox of traffic congestion comes into play (Smith, 1980). This report will highlight some of the issues that the city of Manchester faces due to traffic congestion. Also, some probable, implementable solutions to the problems will also be provided. Some of them may already be at work, however, can be implemented in a much better way. According to research in 2002, there are nearly half a million traffic jams in the Britain every year; this means that weekly there were about 10,000 congestion reports in a week. Surely, this figure has decreased in light of the initiatives taken by the transport authority; it still hasn’t completely solved the problem. The issues of traffic in Manchester are never-ending. These issues are likely to multiply if proper policy implementation and technology is not used to curtail the issues. Changing population demographics pose a threat to this deteriorating situation in the city. It is expected that by 2015, there will be multiple changes present in the size and of the city’s population; people will more to new places to work, with diverse backgrounds, increase in autonomy of the people in the policy system etc. The issue of hassle-free transportation has to be catered to on urgent basis and proper planning should be done, based on future projections and trends. One of the biggest issue that the people of Manchester faces considering the transport system is the traffic jams at rush hour. This is a pressing problem being faced all over the world. Traffic congestion at peak hours occurs as most of the vehicle owners start moving around the city. The

Critically analyse three different stylistic usages of English 1.The Essay

Critically analyse three different stylistic usages of English 1.The language of Poetry, 2.Journalese, 3.The language of Adverti - Essay Example Grammatical devices make ads closer to the audience, translating them from written into oral manner. In other words, written ads should be memorable for the audience as if they heard them every day. Grammatical simplicity (Example 4) and easy perception of ads is the right way to gain a wider audience (Bovee & Arens, 2006). Moreover, definite articles play an important semantic role in ads. They are widely used in ads and create ‘particularity of reference’ (Example 5). Of course, the usage of specific grammatical devices is not enough to reach success in advertising. Creative writing, such as usage of puns, polysemy, alliteration, metaphors etc is an integral part of a successful ad. For example, The flavour of a Quaver is never known to waver- rhyming American Home has an edifice complex- pun The more we progress, the better you advance- pun (Bovee & Arens, 2006). Aurally, the audience is attracted and thus memorizes ads. As a result, a vivid language of advertising ca n be also met in other social spheres of life. Political leaders use some methods of language of advertising in their promotional campaigns; journalists try to draw attention of the readers to their articles by the usage of creative writing and a high level of communication. Still, there are numerous techniques used by advertisers, but all of them are directed on showing perfectness and superiority of the advertised product. For example, the usage of ‘the weasel claim’ is directed on showing the audience superiority of the product. As it is known, â€Å"a weasel word is a modifier that practically negates the claim that follows. The expression "weasel word" is aptly named after the egg-eating habits of weasels†. This technique copies a weasel behavior inside an egg. It sucks out an egg from inside and casual observers can’t find anything inside. Therefore, â€Å"words or claims that appear substantial upon first look but disintegrate into hollow meaningle ssness on analysis are weasels† (Example 6). Another apt technique used to show the superiority of an advertised product is to use ‘we are different and unique’ claim. This technique is the most known to the audience (Example 7). The uniqueness of the product is communicated to the audience by the usage of word combinations, such as ‘there is nothing else like†¦Ã¢â‚¬â„¢, ‘there is no other†¦Ã¢â‚¬â„¢ and words ‘unique’, ‘extraordinary’, ‘different’ etc (Schrank). Therefore, language of advertising can be named a language of ‘public-colloquial discourse’, as it is stated by Leech. If to summarize stylistic devices used in advertising, we can create ad phrase: employ creativity and reach perfectibility. The language of poetry The language of poetry is a interesting stylistic phenomenon. On the one hand, this literature genre is used to entertain and amuse readers, but on the other hand, poetry transfers through its form deep emotional senses. Poetic texts are created for pleasure and amusement, for thinking and joy. A great arsenal of stylistic devices is the right way for embodiment of poetic images. Therefore, such devices as inversion (‘Yet know I how the heather looks’, Emily Diskinson from Collected Poems), repetition (‘IT tossed and tossed’, Ibid.) parallelism (‘Are her voice, and her hair, and eyes, and the dear red curve of her lips’ from Appendix II) are widely used. A poem â€Å"

Political Parties Essay Example | Topics and Well Written Essays - 1250 words - 1

Political Parties - Essay Example As a result, most of the citizens of the country prefer to have the branding as independent voters instead of being staunch republicans or devout democrats. The bad reputation of the political parties in the United States has led to the formation of other institutions that have taken over the functions designed for the political parties. The essay will analyze the various ways in which the major political parties in the United States have failed in their duties as political parties and how the other institutions have taken over those responsibilities. The analysis will have the inclination of also evaluating whether the result if the take-over by other institutions have led to a more or less democratic country of the United States. One of the major functions for the political parties in the United States is the provision of candidates to run for various government offices in the country during the elections. The running candidates come from the main political parties this helps the voters decide on which candidate to choose, and especially depending on the party that they represent. Another major function for the political parties is to inform the public on the major issues in the country. They take a stand on a variety of issues and offer alternative ways of tackling situations. They also have the responsibility of ensuring the ruling political party does not take over the complete control of the country. This is through ensuring that the president exercises his powers responsibly and in the benefit of the nation. The political parties also form the government and especially the legislature where they ensure that they have representatives for the policies and ideologies of the political party. The rise of the Independent voters in the United States is an indication of the loss of power, influence, and importance of the political parties in the country.

Information forwarded to your customer support section via e-mail Essay

Information forwarded to your customer support section via e-mail - Essay Example The war remained on the surface for four years, and soon became the major highlighting issue in the history of America. The main cause of the war occurred, when the African Americans took stand and refused to tolerate the slavery system any more. They wanted to be treated as the part of US society on equal basis. The blacks used to be treated so roughly and harshly in all the fields. They weren’t even allowed to take part in the US army.They used to be admitted in the army for the purpose of cooking, guards, and menservants. At the times of dangerous battles they used to be pushed in the front lines to face the hardships. Even the white society used to serve blacks as slaves. They used to consider them as weak and soulless. The rich whitepeople wanted to overrule the society. Slavery wasn’t the cause alone to drive the civil war. Another major cause was the high tariffs imposed on the Southern as compared to the Northern, on the goods and services brought into the country from the foreign countries. State’s Rights was another issue to cause the civil war, when the power of the Fe deral governments was changing. And the population of North was much increasing than the Southern. The Southern believed that state laws carried more weight than the Federal laws. African Americans were also served as slaves in the large plantations such as, cotton to perform the duties. Rich white Americans used to hire black slaves in their houses for the tasks like, sweeping, washing, cooking etc. Slaves were also used to be rented, traded or sold to pay the debts. The person containing the high number of slaves used to be treated with respect and obedience. Slaves were used as the property of individuals and businesses. Slavery was made as the destiny of Southern economy; no other option was left for them. Such enforcement of slavery system made the African American so tired and intolerable, which resulted in shape of civil

Individual assignment Example | Topics and Well Written Essays - 1500 words

Individual - Assignment Example ValackienÄâ€" and VirbickaitÄâ€" (2011) define a crisis is a sudden or unplanned phenomenon that may impede on its major product line, have negative implications on its financial performance, harm its consumers or negatively affect its employees’ well-being, or taint public trust or reputation of the organization. Crises are unknown threats to system survival, often characterised by limited time of reaction and response through human intervention. Crises faced by organisations may be environmental, financial or technological. Organisations experience different forms of crises in contemporary business situations. In response, organizations adopt strategies to monitor, rectify, and balance the situations in an attempt maintain public trust. A crisis may cause loss in legitimacy, which occurs in diverse forms depending on the nature of the problem (Coombs & Holladay, 2012). Crises threaten the social and cultural values including common beliefs of stakeholders and public trust in the organization’s business (Miller, 2014). An organisation is termed legal if its actions are appropriate and comply with the socially applied norms, values and beliefs within the social domain. Stakeholders perceive crises as a breach to the organisational norms and values, therefore, eroding the organisation’s reputation and legitimacy. Crisis always strikes when the management of an organization is uncertain or prepared for them. Swift action, therefore, is necessary to respond the situation before they escalate to the worst. An example is the April 20th 2010 BP oil spill crisis in the Mexican Gulf during deep water drilling activity (Freudenburg & Gramling, 2011). The deep-water drilling rig explosion caused massive contamination of the seawater by of millions of gallons of unprocessed. In addition, since BP was the principal and key contributor to the technology behind the deep-sea oil drilling and was solely

Author’s thesis Essay Example for Free

Author’s thesis Essay 1. Reviewer question: What is the author’s thesis? The author’s thesis revolves around the different ways wherein Carl can maximize his roles and capabilities in the profession he is associated with. Under this process, it requires an active communication of responsibilities and at the same time carefully understanding the planning and implementation process of his objective. This then helps strengthen his department and allows him to grow at the same time. 2. Reviewer question: Is the thesis clearly stated? If not, how would you help the writer restate it? Looking at the article, the thesis statement was not clearly stated within the introduction or beginning of the paper. Though the document was thorough in elaborating on ideas, the reader shall decipher relevant information in order for the main idea to be understood. If I was the writer, I would try to create one to two sentences wherein I will elaborate the central idea of my study and concern. Writer question: List the changes made based on this feedback. Also list those suggestions that were offered but that you did not make, and explain why you did not make the suggestions. Reviewer question: Does the essay’s body stick to the main topic? If not, where does it digress, and how could the writer revise the paper to make it stay more on the main topic? The essay main body does stick to the contention made by the author in the introduction. Though it lacks a clearly stated thesis statement, the succeeding paragraphs offer the readers a clear view of what are the (1) background, (2) prevalent problems, (3) what needs to be done and (4) recommendations for the issue. On the other hand, the writer must take a look at the transition and coherence of the paper. Sometimes there are different paragraphs that do not connect with the overall content and scope of the paper. Writer question: List the changes made based on this feedback. Also list those suggestions that were offered but that you did not make, and explain why you did not make the suggested changes. 4. Reviewer question: Does the paper contain any ambiguously-worded or confusing sentences? Please list them below and offer a suggested revision for each one you identify. The paper also contains several errors that need to be addressed. For example, the first sentence in the introduction seems confusing. The use of the word analysis was phrased incorrectly to address the idea. In here, the word analyze should be used instead. At the same time, under the key problems, the last sentence must also be looked into. The use of the word issues does not coincide with the succeeding phrase in the sentence. Either the word is changed to singular or plural form depending on the writer’s preference. Writer question: List the changes made based on this feedback. Also list those suggestions that were offered but that you did not make, and explain why you did not make the suggested changes. 5. Reviewer question: Which closing strategy did the writer use? Is the closing effective? Why or why not? Offer a revision suggestion for making the closing more effective. The strategy that the writer used revolves around providing a summary of what happened to the case of Carl. Analyzing this, it may prove to be effective on one point however this could have been changed to a more assumptive tone. This is because his case was already pointed out in the beginning and middle part of the paper. The readers already know what the consequences of his actions are and what it can provide to the company. One way to reinforce this study is by outlining in the closing further strategies Carl can do to maximize his potential and responsibilities. At the same time, it can also include new approaches and methods that can justify his position and further his role in addressing the current trends. Writer question: List the changes made based on this feedback. Also list those suggestions that were offered but that you did not make, and explain why you did not make the suggested changes? 6. Reviewer question: Please give the writer feedback regarding the essay’s effect on you. The essay was good in terms of providing information about the case and was able to outline the processes in a coherent manner. However, there needs to be changes in the way the thesis statement is presented, some grammatical considerations and the closing strategy. By trying to do these things, it can have further effect on readers because it can help them learn from the problems experienced by Carl and at the same time, understand the solutions and alternatives that are available in such conflict. Likewise, the use of simple words did help the reader further decipher the information and content and helped that ca cater to further comprehension of the topic. In the end, the writer should seek to address the proposed changes to help further the ideas surrounding the issue. Writer question: List the changes made based on this feedback. Also list those that were offered but that you did not make, and explain why you did not make the suggested changes.

Situations and styles of leadership | Free essay | Management essays

Situations and styles of leadership | Free essay | Management essays Introduction Leadership has been the topic of discussion and research in the Organizational Behavior literature. A great collection of different theoretical framework has been developed to make out elements of leadership. Incessant self assessment, learning, guidance, experience and never ending process of self-study develops good leaders in a society. Many companies are facing high turnover, absenteeism, low morale among employees and many other such issues related to the job environment. For all these problems companies need proper effective leadership. The purpose of this paper is to have an in-depth insight on the major research findings of an effective leadership styles and situations and their role in organizational performance by reviewing the research literature. In this review paper organizational performance is being judged by the motivational level of the employees and job satisfaction factor. So this review paper gives a clear insight concerning (the theories of leadership) factors that boost leadership among employees which is then linked with organizational performance. This review paper will help managers to look at the major concerns which lead to great leadership and how to handle challenges and unexpected situations occurring in an organization. Effective leadership can be expressed where leaders influence group members, followers or subordinates in a way that this will help them to achieve common goals. Leadership and its Meaning: As this world is changing so is the definition of leadership. Over the years leadership has been described according to the circumstances. Effective leader is the one who is able to match his level of skills to the maturity of the subordinates. The word has been defined in so many terms that giving a single definition will not be justified. In order to understand the true meaning of leadership one has to study the topic itself thoroughly. Todays world is so complex and fast changing that we cannot just stick to one definition of the leadership. As the competition from the other firms comes in the organization so the ideas, so they broaden the meaning of what leadership is. As described by Thomas B. Allen (1988); the word leadership refers to a process of social influence, in which one person can enlist the aid and support of others in the accomplishment of a common task. A more apt and inclusive definition with regard to followers comes from Robert J. House (1996) who states that lea dership is ultimately about creating a way for people to contribute to making something extraordinary happen. Another definition comes from literature which states that effective leadership is the ability to successfully integrate and maximize available resources within the internal and external environment for the attainment of organizational or societal goals. Kirkpatrick Locke (1991) suggested through their study that effective leader is an individual with the capacity to consistently succeed in a given condition and be recognized as meeting the expectations of an organization or society. The analysis suggests that effective leadership can have positive impact on overall performance. Effective leadership can be described as giving a vision to the team-members and developing the path for the followers to achieve the maximum output. In order to gain high level of organizational performance leaders have to adopt new, innovative and challenging techniques to guide, motivate and manage the subordinates. Leadership is all about performance of the subordinates, groups, and organizations; good leadership promotes valuable group performance which in turn leads to high growth and expansion of a firm. A leaders background, life experiences, and daily communications define his or her leadership style. The difference between a good leader and a great leader is his or her ability to adapt to change. In an organization usually leaders and subordinates work together to understand the behavior of each other and try to manage their behavior to produce more beneficial results, Davis RV Tim Luthans. F (1979). According to Avery, G.C. Jing F.F. (2008) due to the complexity of leadership it is broken into five different perspectives: competency, behavioral, contingency, transformational, and implicit. Leadership is a method by which an individual persuades other people in a group to achieve an objective and leads the organization in a way that makes the team members interconnected and coherent. Bass (1989 1990) explains three types of theories of leadership. According to him there is a trait theory which states that in some people have in born traits which lead them to become a leader. Se cond theory is great event theory which is related to the crisis or important event. It states that sometimes some major events or crisis leave their marks on an individual personality which may bring out leadership qualities in an ordinary person, making him an extraordinary leader. Third is Transformational leadership theory which is most widely accepted theory of recent years. In it people by choice prefer the path of becoming leaders through learning and proper education. Leadership has certain set attributes like values, ethics, belief, knowledge and skill etc., which if followed properly can make an individual a good leader. Robert D. Rossel (1970) in his paper argued that there are two kinds of orientations, instrumental and expressive, attached to the effective leadership in an organization. According to him, leadership orientation depends on the nature of organization. Different organizations require different kind of leadership orientation among supervisors and managers. He further stated, if we take an example of organizations like mental hospitals, prisons etc where the environment is more segregated and isolated, the most successful leadership will be informal and expressive. Whereas formal and instrumental leadership will be required in organizations dealing in production and service side. Author explained the instrumental orientation to leadership as one which is more task oriented, the main focus of such type of leadership in an organization is to motivate team members, to maintain product quality. While, expressive orientation to leadership is all about getting along with the group members and the conduct of perverseness, and inattentiveness in leadership may interfere with the goals of organization. Author stated that the orientation to leadership also vary depending upon the labor commitment required for any particular organization. According to the findings of this paper, this can be affirmed that organizations where there is a high labor commitment demonstrate a very definite instrumental orientation in top management (F-Ratio 2.39, Mean 1.25) and an expressive orientation in lower supervisors (Mean -0.17). In terms of superior performance, effective leadership leads to people who find fulfillment in their jobs, work with enthusiasm passion, and perform quality work, with innovation and creativity. Effective leaders need to be able to endorse ideas and concepts as well as promote ideologies. Another quality seen in efficient leaders is how they can shift their groups attention towards the goals and objectives at hand by providing strategies regarding how to achieve the desired goals. They not only provide the physical resources required for the job such as tools and administrative or technical assistance, but also the psychological ones such as motivation, education and understanding. The most efficient leaders can also adapt to different environments according to the need of the hour and provide their workers with all the support and attention they require in order to successfully fulfill the task at hand. Hogan Kaiser (2005) defined leadership as a process of team building in which every member work well according to the set rules defined by the leader to outperform the competition. They further elaborated regarding the conventional definition of leadership over time, which defined leadership as the person who has the ability to influence others can be a leader but according to the author group performance should be the measure of leadership. They stated that in order to judge and assess the leadership one should look at the team performance. Three implications of this view should be noted. First, leadership involves influencing individuals willingly to contribute to the good of the group. Second, leadership requires coordinating and the guiding group (by adopting the most appropriate way) to achieve its goals. Finally, goals vary by organization and their life cycles. Leadership is the most essential item required for creating a team out of a group of individuals. One of the most im perative qualities of a good leader is that they can make individuals on team a single unit leading to synergy. Effective leaders can convince their team members to concentrate on their role within the team rather than their individual goals. An indicator regarding the success of a leader is the success of his or her followers. The key difference in explaining the long term performances of the firms is mostly attributed to an exceptional leadership. Superior performance is achieved when an organization is generating the maximum level of profitability possible with the help of three key determinants; efficiency, adaptations, and human resources. A business environment is more likely to succeed when it has people with high levels of skills, commitment and mutual trusts. Many times leaders performance is constrained with respect to the nature and size of an organization. Each leader performs within the set limits of an organization, which actually hinder the real outcomes. In other wor ds, the structure and size of a firm basically depicts the extent of leaders performance. Organizational Performance In order to understand the meaning of organizational performance first we have to look at the definition of organization. Aldrich (1979) in his book organizations and environment explained organization in three ways a) goal oriented; b) boundary maintaining, and c) activity system. By goal directed he means that the end objective of all organizations is to earn profit and to maximize the wealth of shares holders. Members of an organization behaves as if they have some defined goal, all of them work to achieve some specified purpose. This means members of an organization are task-oriented do not merely work for social interaction. Goal-directed behavior and deliberate design of activity systems distinguish organizations from other groups, such as families, friendship circles, audiences and mass publics. By boundary maintain he meant that organizations have defined clearly among the members of an organizations and non-members. And all members of an organization work collectively under the supervision of some authority to obtain defined goals. Activity system can be described as a system in an organization where all members are assigned some activities to achieve some predefined goals within boundary of an organization. The major component of effective organization is having a talent management team, which will be headed by a leader. Organizational performance need to be studied in relation to the status of employee satisfaction to assess how good the firm is doing in the market. In order to evaluate the effectiveness and efficiency of an Organization one has to look at the performance of the workers. Employees perform best when they are highly motivated resulting in increased number of customers and high growth rate. Thomas. B. Alan. (1988) entailed through his study that organizational performance is highly variable term. He further argued that organizational performance depends on various kinds of factors such as leaders styles and behavior, leader-subordinate relation, firm size etc. which definitely has a great impact on the performance of a firm. One of the main reason behind this is that assets like leadership behaviors, organization culture, skill and know-how, and motivation are seen as the most important factors of strength in those firms which involve group, procedures and organizational performance, Avery, G.C. Jing F.F. (2008). Therefore, leaders and their leadership style influence both their subordinates and organizational outcomes. Organizational performance increases if the employees are highly motivated and satisfied with team leader and their work. As per Ohio State University research successful leadership has two behavioral dimensions which play very important role, a. Consideration: in this kind of behavior leader of a group is concerned about the team members. This aspect of leadership is linked with leadership traits of kindliness, discussion with subordinates, appreciation and respect of team members and supportiveness, b. Initiating Structure: this type of leaders behavior is more towards work done. They are more concerned about work and task. Leaders who fall into this category of style are much planned, coordinated, and clear about their goals, criticize poor work, and always pressurize subordinates to work more effectively. Leadership Styles Effective leadership involves the study of different styles of leaders. The literature suggests that some types of leadership styles are preferred over others. This is especially true under different working conditions as well as the subordinates relation with the leader. Rotemberg. J.J Saloner. G. (1993) concluded through their study that leadership style of a firm is selected by the stakeholders to maximize the ex ante profits. According to their study the leader of the group (team Manager) exercises his power in different ways. They considered leadership styles as; a) Locus of control, internal locus of control in which leader feels whatever happens is because of their own strategies and actions, external locus of control in which they feel environment is responsible for whatever happening in their lives, b) Flexibility, few leaders are flexible and they are open to new ideas and thoughts, whereas some leaders have been identified as rigid. CEOs whose style is more rigid tend to lead firms with fewer innovations and do not delegate easily. Leadership style includes not only motivating and providing direction to the people but also implementing the plans. The needs of the employees play an important role in identifying the approach that a leader uses. An often overlooked quality within leaders is helpfulness. They not only need to encourage teamwork but also provide all sorts of support required to their team members. Studies also suggest that there is evidence that states considerate leaders tend to perform better. Leaders need to use multiple approaches while dealing with their subordinates, some of which include relationship development, training and professionalism of subordinates and time allotments. The three well known styles of leaderships are authoritative, participative and delegating, James D. Boulgarides William A. Cohen (2001). Authoritative: This is a style where the leader is in complete control and orders his subordinates regarding their duties without any consultation from them. This style is not very popular with the subordinates and is only effective if the leader has complete knowledge regarding the subject as well as definitive plans regarding how to execute the project. This style is looked down upon and should only be practiced on the rarest of occasions when time is of the essence. It can be used within certain limits if the subordinate is unfamiliar with the job in order to guide them more effectively. Participative: This is the suggested style of leadership within organizations as it makes sure all the involved parties are taken into account while making decisions. It is used when the leader knows about the final goal but wants to discuss the different options regarding procedures required to complete the goals. In this style the subordinates are informed of the goal by the leader and then an interactive discussion is carried out regarding how to achieve the stated goals. Even though all the subordinates are taken into consideration the leader remains in firm control and is the one who determines the plan of action based on the input provided by the subordinates. This style is mutually beneficial and ensures an environment of teamwork which leads to better performance. Delegating: This is when the leader leaves the decision up to the subordinates. This style is usually used when the employees are more informed regarding the subject than the leader and can analyze the situation better and come up with a better plan regarding what needs to be done. Even though the employee is the one taking the decision, it is still the leaders responsibility. The leader still has to delegate tasks in this style. This style is only suggested when the leader has complete confidence in the ability of his subordinates. Davis. R.V.Tim Luthans. F. (1979) envisioned a model consisting of four basic styles called the decision style model. These styles included Directive, Analytic, Behavioral and Conceptual. Directive: This is an autocratic style which is usually adopted when the leader has a need for power. Such kind of leadership style is more effective in situations where subordinates are ill informed or ill equipped for the task at hand. The model focuses on technical decisions and leaders do not consult and take very less advice from the subordinates. The leaders who practice this style are very performance oriented and therefore they operate with a lot of control. They tend to be aggressive and tend to achieve their desired results by hook or by crook. They also tend to have very dominating personalities. Analytic: This type of leader is a lot less authoritative than the directive type of leader and has more tolerance for ambiguity. They also tend to have more approachable attitude as they tend to want input from everywhere before reaching a decision. This style is best suited for the ability to cope with new situations which is why this system is an efficient problem solver. These leaders are usually not too hasty with decisions and take their time in evaluating all their options. Conceptual: This style uses data from various sources and analyzes all possible solutions with great details and looks at each and every alternative. It is quite similar to the behavioral style. The relationship between the leader and his team is one of openness and trust. The leaders are usually idealists therefore ethics and values play a key role. They have a long range focus and have high amounts of organizational commitment. They are usually understanding towards their team and adapt well according to different situations. They tend to like to have less control and tend to encourage a team effort and participation on an equal level. They want to see their team develop as a whole and even though they are achievement oriented they value independence as well. Behavioral: The managers who practice this style of leadership are highly concerned with their workers well being and tend to be a great source of support for their employees as they are highly people oriented. They are very open and easy to communicate with. They are also willing to compromise more and can be persuaded and welcome suggestions. All these qualities show that they tend to have lost control. They aim to be accepted and liked and avoid conflicts. They have a low data input. Hunt. J. G. (1971) discovered through his study that an ineffective leader leads to conflicts on multiple levels as well as a highly uninviting work environment both of which lead to organizational inefficiency. The overall environment becomes negative as employees do not take their managers seriously and through study it can be concluded that leadership requirement at different levels of management may vary markedly. It seems likely that when a leader has enough knowledge of two different types of management level then they perform better as compare to managers who have knowledge of only one management level, but definite kind of knowledge is likely to be dependent on various kinds of situations. Many managers use penalties which instill fear of mistakes within the employees. Authoritative leaders may cut days off, yell and demean their workers and abuse their power. They feel that intimidating their employees and increasing their authority will lead to more productivity however wha t happens is that there is more tension, employees become scared, morale falls and the organizational performance is affected. The autocratic style of leadership is greatly discouraged within organizations and should only be used when dealing with new employees who are unfamiliar with the organizational culture as it does not work well with the more experienced employees as suggested by research. A separate style of leadership is a laissez-fare style in which the leader does not manage his employees and only guides them. This happens only when the employees themselves select an informal leader for guidance. All these different styles of leaderships are suited to different environments. A behavioral style might be very successful in a certain environment yet might fail abysmally in another so a good leader adapts to these different environments with different styles. Therefore not all leaders are successful in all environments which is why certain leaders are chosen for certain situations. Spillane. J.P., Halverson R Diamond. B. J (2004) proposed this approach is not a viable option in the current day scenario as there is constant change. He suggests that leaders should now be chosen for their ability to deal with a wide range of tactics and that leaders should become more efficient in applying tactics rather than approaching different styles of leaderships. He also states that extremes of flexibility and rigidity are the least efficient styles. According to Fielder (1967) almost anything is easier to change than a managers style which is why a leader should not pretend to be something they are not. Leaders who act as facilitators are most liked among the followers and are most easy to understand. Flexible leaders also tend to adapt more easily to new situations compared to rigid ones. Efficient Flexibility doesnt mean a change in personality, all it is, is a change in tactics. Situational Leadership The objective of this review paper is to explain effective leadership in different situations and its role in a firm. It is essential to elaborate few theories which have substantial importance in Organizational Behavior literature. Situational leaders are those who can coordinate, guide, handle and direct his team members in all kinds of known and unknown situations (situational factors). There are few aspects which lead to situational decisions such as motivation and capability of followers. This, in turn, is affected by factors within the particular situation. Another factor which may affect leaders behavior is the relationship shared between followers and leader. According to the situational theory purposed by Hersey and Blanchard (1969) leader should be able to motivate his followers in order to make them perform their task efficiently and effectively. Leaders should work in a way that they will motivate their followers and increase their development level. On the basis of these lines they have come up with four leadership styles that are consistent with the four development levels for followers. 1) S1: Telling / directing: when in a team followers are unable to understand the task and afraid to perform their duties then the leader will guide and coordinate them properly. Leaders in this situation identify the real problem occurring to the follower and try to solve it. Leaders uphold the position of boss so that all assignments will be done properly within time. 2) S2: Selling / coaching: when the follower is able to understand his task to some extent and he looks confident in this, then telling him will be equal to discouraging them. So in this type of situations leaders have to guide his team members very carefully and instead of telling, the leaders have to sell the techniques of working, explaining and clarifying decisions. First two styles are more leader oriented. 3) S3: Participating / supporting: when followers can perform and they dont show the results then leaders have to be very patient and deal this situation with expertise. Leaders should find out different ways to motivate the followers and if reasons of not showing performance would have been found then leaders should tackle them properly. 4) S4: Delegating / Observing: in this type of situations followers know their jobs and they dont need any guidance but still its important for leaders to keep a check on the performance of the followers in order to ensure that everything moving according to the set plan. Bruno Leo F.C. (2006) explained the profile of leadership styles of Brazilian supervisors or CEO based on the situational leadership styles purposed by Hersey et al (1969). In his paper he elucidated that results showed that most of the executives are seen accepting the styles S2 (48.29% frequency distribution) and S3 (28.60% frequency distribution). So this shows that they have capabilities of working with followers of average level of willingness. Though they sometimes face problems regarding discipline and work with groups. Management theorists of the past tried to discover the best form of leadership for all situations however modern day researchers have realized that different environments lead to a significant impact on the effectiveness of a leader. Fielder (1967) carried out extensive research regarding how different situations affect leadership effectiveness. According to his research the relations motivated manager is most effective where the leader doesnt need much power whereas the task related manager performs well when his relations with his employees are good and when he has a strong control. In an unfavorable condition neither of the leaders would be effective so an alternative solution would be to replace the leader. In order to provide a solution for the style-situation issue Vroom Jago, Arthur. G (2007) found an approach that dealt with the interaction between the leader and his subordinates. The model suggested that situation played a great role for a style to be effective. It also concluded that subordinate motivation and technical effectiveness play a key role in sharing of leader power and if neither of these are important than the leader himself takes the decision. If motivation is low but technical difficulties are still important then the leader tries to gain more information and if technical difficulty is not important and motivation is high then delegation might be the answer. Lastly if the problem level is high and a need for acceptance is present then the decision is shared within the group. This shows that there is a consistency in the behavior in different situations. Sometimes interpersonal behavioral patterns are also transferred when work performances change in order to meet ne w requirements. Different task demands also lead to changes in leaders. Another point of view regarding styles of leaders is one of Fiedler (1974). Fenwick F Jing, Avery, G.C. (2008) found out trough their research that it is very difficult to define the relationship of leadership-performance. After doing concentrated research they accepted the four leadership paradigms as a tool of measuring the concept of leadership, (visionary, transactional, classical and organic paradigms).Avery (2001) identified 13 indices to measure these above mentioned leadership paradigms out of which 9 were used in the research of Fenwick F Jing, Avery, G.C. (2008). Many researchers who are constantly working on defining the leadership concept in groups have been able to link it with functional approach. In functional approach the main target of a leader is to get the job done and increase the level of performance. Thus, in such kind of approach leader ensures that every task should be completed in time. All team members actively participate in order to accomplish the task. The main objective of a leader behind this approach is to complete the functio ns, while leadership can be categorized as a way of problem solving achieved by common responses to social problems. In order to understand the functions four broad types of functions have been identified: 1) well informed and structured team, 2) proper use of information in hand to solve the problems, 3) managing and control human resources, and 4) proper usage of resources. Burke, C. S., Stagl, K. C., Klein, C., Goodwin, G. F., Salas, E., Halpin, S. M. (2006). Several studies show that the leader faces few obstacles regarding the organizational life cycle. There are five different stages of an organization and the changes which include, changes in management focus, organizational structure, top management style, control system and reward emphasis. Things that added to these changes and made the decision process harder included the size and age of the organization, its stage of evolution and the growth rate of the industry. Substantial numbers of management scholars have debated the effectiveness of leadership styles, behaviors and situations when selecting measurements of performance there is a correlation between financial performance and customer satisfaction. Several reasons indicate that there should be a relationship between leadership and performance. The first reason relates to practice. Todays intensive, dynamic markets feature innovation-based competition, price/performance rivalry, decreasing returns, and the creative destruction of existing competencies therefore effective leadership behaviors can facilitate the improvement of performance when organizations face these new challenges. Lumijà ¤rvi.I. (2007). Understanding the effects of leadership on performance is also important because leadership is viewed as one of the key driving forces for improving a firms performance. The Contingency Model of Leadership Effectiveness In this section contingency theory has been described which was actually originated by Fiedler. Fiedler. E. Fred (1972). Contingency theory helps executives and leaders to motivate and guide their followers in order to get better results for an organization. This theory is all about how leaders lead their groups in different situations, which predict followers capabilities and behaviors. There are few similarities between Contingency theory and situational theory. Former deals with the ability of leaders and see how they handle their followers to achieve high organizational performance in all kinds of situations. Also there is an important difference between the two theories. Situational Theory is more focused towards the behavior of the leader, depending upon the situations (often about follower behavior); whereas contingency theory talks about the bigger picture and it embraces group aspects about leader competence and other variables within the situation. This model was purposed by Fiedler in (1964) and (1974). According to this model they have explained two categories of motivational oriented leaders i.e. one is the task-motivated leaders and second category is relationship- motivated leaders. Author described that whenever some unexpected situation occurs in an organization both types of leaders react or respond to the situation differently. Many researchers have worked on this model and proves that leaders with task-motivated orientation mostly perform effectively in all types of situations, whereas leaders which fall into the second category (relationship-motivated) perform best in situations in which their control and influence is moderate. They further elaborated that leaders performance is l Management Leadership Styles: Tesco Management Leadership Styles: Tesco Executive Summary The retail organisation whose management and leadership styles will be investigated is ‘Tesco PLC. One will be analysing the management and leadership styles that are currently used by Tesco and whether these styles are effective, and also recommend if they could change or adopt any new styles which may be of more benefit to them. 1.0 Introduction Tesco PLC is one of the leading retailers in the United Kingdom and one of the largest food retailers in the world. Tesco has diversified by also selling non-food goods, such as electrical and also clothes in their stores. The initial size of the company indicates that the types of management and leadership styles and the way these are handled are crucial for the success of this firm. Similar to most companies, the management and leadership styles adopted within Tesco are likely to have continuously been adapted in correlation with the growth of the company over the years. Although the current management style has evidently been successful here in the UK, it is highly likely that they would not be able to use this same management style in certain countries overseas, namely Japan and China. The primary reason for this is due to the different cultures and values which have been adopted by these respective countries and this is something that will be taken into account. The management and leadership styles analysed below, are approaches which are likely to be implemented by Tesco. 2.0 Management Leadership definition Management is the organisational process that includes strategic planning, setting; objectives, managing recourses, deploying the human and financial assets needed to achieve objectives, and measuring results (Stuhlman Management Consultants, 2007). Boddy (2005) defines management as ‘the activity of getting things done with the aid of people and other recourses. Mintzberg (1973) makes this definition even simpler by stating, ‘if you ask a manager what he does, he they will most likely tell you that he plans, organizes, coordinates and controls Hannagan (1995) states that ‘Leadership can be seen as performing the influencing function of management, largely involved with establishing goals and motivating people to help achieve them. Leaders decide ‘where we are going rather than describe ‘how we are going to get there. House (2004) states that leadership is ‘the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members. For a manager to make his/her subordinates work effectively, the have to be motivated. Motivation is a key factor that must be held by a manager or a leader because; a de-motivated workforce leads to lower productivity. A manager keeping his workforce motivated is ensuring that his/her subordinates are working at a high level of productivity. Masterson and Pickton (2004) define motivation as ‘†¦the complex relationship between needs, drives and goals†¦ It is therefore ideal for a manager or leader to identify the needs, find out what drives workers, and subsequently, set them goals. 3.0 McGregors Theory X and Y One of the most influential theories on the understanding of leadership is created by the work of Douglas McGregor (1960) in developing theories X and Y. He believed that managers took two different views of their subordinates and conducted practices that would best suit their assumption of the workers they were in charge of. Theory X managers, take the thinking that people dislike work, and only work as it is a necessity for survival. They perceive workers to be lazy people who want to avoid responsibility, who lack ambition and would prefer to be directed, rather then use initiative to take roles of responsibility. Mainly, these managers believe people want security from there jobs, therefore the managers take a very directive approach to leadership and are very strict and controlling with their subordinates. Organisational goals already established and workers are pushed in a certain direction so that these goals can be fully achieved. On the other hand, Theory Y managers take an immensely different view to the theory X style of management. Theory Y managers believe that people see work as a daily occurrence and actually accept and strive to have some responsibility. They believe that if workers are in the right conditions, they will work hard their own will, helping the organization achieve the set out goals, and in return, being rewarded for this hard work and effort. In this scenario, managers will work together with subordinates, deciding work objectives and by developing strategies designed to achieve these goals. They will encourage team working and also delegate decision making when and were possible. In relation to Tesco, the management are likely to take a theory X approach in running their organisation. Due to the enormity of the number of subordinates a manager is likely to be in supervision of, it would be almost impossible to use the latter approach. Furthermore, the tasks needed to be carried out by workers do not require many skills, for example shop floor duties such as shelf stacking, checkouts and sales assistants carry out basic duties. As a result, these workers would need constant supervision and direction to ensure consistency and continuity in order to achieve the firms goals. Therefore, for Tesco, a theory X approach to management in their stores is the most effective management style. 4.0 Ohio State University Model The initiating structure is the pattern of leadership behaviour that emphasises the performance of the work in hand and the achievement of production or service goals. Boddy (2005) states ‘This behaviour involves the managers concern for directing subordinates in order to achieve production targets. It is a task-oriented approach, where managers tend to be highly directive and emphasise completing a task according to plan. This behavioural approach to leadership relates to Tesco in that, managers at Tesco are more concerned with getting the job done and reaching store targets rather then taking a ‘consideration dimension which involves more the concern for people. Boddy (2005) states that typical behaviours included: Allocating subordinates to specific tasks Establishing standards of job performance Informing subordinates of the requirements of the job Scheduling work to be done by subordinates Encouraging the use of uniform procedures 5.0 Blake and Moutons Management Grid ‘The management grid identifies a range of management behaviours based on various ways that task-oriented and employee-orientated styles can interact with each other. When looking at Appendix 1, in relation to Tesco, the management would identify themselves mostly to an Authoritarian management style (also known as produce or perish style), which has a high concern for production and efficiency and concentrates less on people. They take a task oriented approach which takes in hand the needs of the task in hand rather then the wants of subordinates. This is again, similar again to the Theory X approach stated approach, and is effective to Tesco where there is a larger amount of lower-skilled employees. 6.0 Herzberg Two Factor Theory Herzberg was interested in discovering how need satisfaction occurs in a workplace and the impact of motivation on behaviours and attitudes. Fincham and Rhodes (2005) stated that Herzbergs two factor theory involved, firstly the ‘motivators and secondly the ‘hygiene factors. Hygiene factors involved supervision, salary, work environment, company policies and relationship with colleagues. The absences of these were seen as dissatisfying aspects of a job which can affect the morale of workers. Herzberg stated that this is followed by several motivators, which include; responsibility, achievement, promotion and recognition. In relation to Tesco, subordinates of the managers such as shop floor employees, are unlikely to achieve the motivators stated by Herzberg, therefore are likely to be dissatisfied and de-motivated in their jobs. This can be very negative for a firm like Tesco as a de-motivated workforce is obviously more unproductive then a motivated workforce. Taking thi s into thought, it is vital for managers to tackle motivational issues of the workforce and see that the hygiene factors of employees are met, making it an effective approach to adopt. 7.0 Conclusion and Recommendations All in all, the evident success of Tesco shows that the management and leadership styles they are using are immensely successful. Management styles used such as the Theory X approach and authoritarian management are undoubtedly operating well. However, a 2007 DataMonitor Company report based on Tesco states that Tesco are looking to diversify into foreign countries such as Japan and China, and as a result, they may well have to reconsider the management and leadership strategies which they have in place. The reason for this is that the world of work differs in Japan and China compared to that of the UK as they place a large amount of emphasis on Total Quality Management (TQM), also know as Kaizen. This is a well renowned strategy in these countries and has become some what of a norm for workers there. As a result, it maybe wise for Tesco to implement a similar strategy to adopt and emulate already successful strategies used in Japan and China. Total Quality Management ‘is an op erational philosophy that stresses commitment to customer satisfaction and continuous improvement, TQM is committed to quality and excellence and to being the best in all functions. Hunger Wheelen (2003) state that in order for TQM to succeed in a company, ‘the program usually involves a significant change in corporate culture, requiring strong leadership from top management, employee training, empowerment of lower level employees (giving people more control over their work), and teamwork. In order for Tesco to implement such a strategy, they may have to discard the autocratic management approach and may have adopt a more democratic style of management, in which the ‘wishes and suggestions of the members are incorporated into those of the leader, as stated by Huczynski and Buchanan (1991). Although it may be hard to change from a management style which has been ever so successful for the firm, it may be crucial to adopt a new strategy in order for Tesco to be successful in their foreign ventures. 8.0 References Academic Textbooks Boddy, D (2005). Management: An Introduction. 3rd Edition. Essex: FT Prentice Hall. House, R; Hanges, P; Javidan, M; Dorfman, P; Gupta, V. (2004) Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies, SAGE Publications, Thousand Oaks Hannagan, T (1995). Management Concepts and Practices. 2nd Edition. London: Pitman Publishing. Hunger, J; Wheelen, T (2005). Essentials of Strategic Management. 3rd Edition. Essex: Pearson Education Inc. Huczynski, A; Buchanan, D (1991). Organizational Behaviour. 2nd Edition. Hertfordshire, Cambridge University Press. Fincham, R; Rhodes, P (2005). Principles of Organisational Behaviour. 4th Edition, Oxford, Oxford University Press Mintzberg, H. (1973) The Nature of Managerial Work, Harper and Row, New York Masterson, R; Pickton, D (2004) Principles of Marketing, Berkshire, McGraw Hill Lecture Notes Meyer, M: CORP 2463, Week 4 Lecture Notes: Leadership, Influence and Power (2007), De Montfort University

FedEx Turnover Rate and Human Resource Strategies

FedEx Turnover Rate and Human Resource Strategies In a recent literature, Bohlander and Snell (2009, PP.93) argued that Employee turnover (rate) or turnover (rate) refers simply to the movement of employees out of an organisation. Actually, it described how long employees tend to stay or the rate of traffic through the revolving door. Low turnover (rate) is helpful to the organisations, which indicated organisations retain employees by different HR programmes (Phillips and Connell, 2003, PP.2). As a common problem, high or low turnover (rate) can be caused by following reasons. 2.2 HR Programs in FedEx 2.2.1 Peer Recruiter Reichert (2010) has written and demonstrated that, in the whole country (U.S.), there are 25 National Recruitment Centers which are developed by FedEx to provide its mangers a much qualified employees during the interview process. Under the direction of regional personnel offices, these centers play the function of screening all applicants. A program called Peer Recruiter was introduced at each of these centers, helping to conduct a professional recruit and to screen applicants. The name of Peer Pecruiter has indicated that the peer recruiters will have a relative working recruit experience when doing an interview for applicants. In this way, the program can not only help select proper recruits, but also provide a chance for applicants to learn more about the expectation of the FedEx and their positions. The retention of FedEx is related with employee relations and recruitment. FedEx really cares about employee and FedEx begins its retention efforts through centralizing the recruitment performance. There are many recruitment centers of FedEx around the world and it develop centers for the managers that with a better qualitied applicant to interview. The recruite program can play the role to help screen applicants and professional recruiters process. 2.2.2 People Service Profits A successful recruitment is certainly important for a company, but the problem is how to retain those applicants. In the opinion of Smith (2009) who is the CEO of FedEx, he said that FedEx has the simple managerial concepts and effective translation them into action. He called them as People-First Philosophy. This philosophy understood by FedEx from these concepts can be defined as People Service Profits which is Purple Promise,- a simple corporate philosophy . FedEx emphasizes that people comes the first, because they believe people make good business sense and the abilities of people are the basic for everything good of FedEx. Therefore, the secret of FedExs success and employees loyalty can be explained as its Employee Friendly HR Practices. (FedEx Express, 2002) 2.3 Programs help to reduce the turnover (rate) 2.3.1 The Recognition and Reward Programs (Motivating Employees) FedEx believes that career advancement is not the only way to increase the growth, and the recognition and reward programs can also work well to reinforce desired behaviour, such as customer focus and quality. Besides, as effective approaches, those programs also keep their employees motivated and to deliver high-quality service. FedEx is willing to acknowledge the efforts of their employees. Because the important function of acknowledgment can motivate and satisfy workforce, as well as stimulate new ideas and cultivate better performance and team spirit. (Global HR, 2008) The Bravo Zulu Program is one of the recognition and reward programs with this goal, recognizing the performance of its employees when they surpass their normal job responsibilities. There are wide recognition approaches, including nonfinancial Bravo Zulu appreciation letters, cash appreciation or noncash awards presented by management, etc. (Shetty, 2011) Shetty (2011) stated that The Suggestion Awards Program is another recognition and reward program in FedEx. Just as the name of the program has implies, employees are encouraged to put forwards ideas to improve companys operations. Of course, those ideas should be about productivity improvement, revenues increasing, lowering cost or promotion of safer working conditions, etc. In FedExs reward process, one of the nice things is that the customer, who has voice in selecting outstanding service, is involved in the process. If the full-time employees have fulfilled service to their customers with full hearts at any time, they will win The Golden Falcon Award. The basis for these awards nominations are consisted of unsolicited internal and external customer letters citing outstanding performance. Every month, the winners of these awards will be announced by company video programs and publications and will receive shares of stock as well as an award. The Five Star Award is FedExs highest award which is given to individuals with outstanding performances. These performances always can materially contribute to profitability, corporation enhancement, and teamwork. Officers, managing directors, managers or senior managers, and non-managerial employees are eligible for the award. (Reichert, 2010 Trimble, 1993) 2.3.2 The Communication Programs The Communication Programs Concepts Open Door Procedure A process for dealing with employee questions or complaints regarding corporate policy Guaranteed Fair Treatment Procedure An employee appeal process for having an issue or complaint heard Survey Feedback Action A key employees relations and satisfaction program Table 3: The Employee Communication Programs The candid communication with the employees has contributed a lot to the successful relationship and retention in FedEx. Smith (2009) emphasized on the thinking of finding the resolution of a problem. He pointed out that enormous times will be spent in dealing with the internal employee response program by FedEx. The most important point in this program is an Open Door Procedure. In the open situation, employees will be encouraged to freely say out and find out solutions to the controversial, disagreeable or contrary problems existing in the current policy. (Reichert, 2010) In Reichert (2010) study, he stated that a relevant fair and open solution to the complaint of the FedExs employees is the Guaranteed Fair Treatment Procedure which involves three basic steps. The first comes to the management review which will have the result within seven days, employees should submit a writer complaint letter to the members of management to describe the issue. Then, the members of management check all the information related to the issue, grasp the facts, make a fair decision and hold an individual meeting or telephone conference to discuss the decision. Finally, the management review will open the decision by writing it in paper, letting the complainant and personnel office know the result. (Reichert, 2010) The second step comes to the officer review. A vice president or a senior vice president of a division is the major conductor. After the result of the first step has came out, the complainants will have seven days to submit a written complaint letter to the officer review, if they disagree about the decision made by the first step. (Reichert, 2010) The last step is the executive review. The complainants can submit their complaints to the Employee Relation Department within seven days. Then the department will investigate, prepare and establish a GFTP case file to the Appeals Board. The Appeals Board reviews all information related to the issues again and makes a decision of supporting or overturning. The Appeals Board will respond to the complainant by written and copy a same one to personnel. As a result, the complainant and company will be bind on the final decision made by Appeals Board. (Reichert, 2010) The Survey Feedback Action (SFA) Program which evaluates the employees relations and satisfaction. From the beginning of the manual survey to online survey, the pattern has been changing. However, there is an important thing which has not changed. Employees participated in this survey, through gathering the results to develop and implement managers corrective action. With the continuous improvement of employee satisfaction, FedEx retains the employees, as a result, the turnover rate will lower. (Trimble, 1993) 2.4 Advantages of the HR programs for employees and FedEx 2.4.1 Advantages of the HR programs for employees Tangible evidence can be found in FedEx, the employees have the chance to know what they will obtain. FedEx strictly insists on a promotion procedure within its policy and career advancement policy. Every employee can be informed the opportunities by the On-Line Computer Job Posting System(Job Change Applicant Tracking System), the notices will be posted throughout the company if the position is open, making everyone see the position demand. The open position is generally taken up by the employee who works inside the company. Unless there are truly no qualified applicants inside, the company will begin to search outside. Therefore, employees have sufficient opportunities to advance in FedEx. Besides, Tuition Refund Program is another popular career advancement tool for employees. With the program, employees who go for further study or training will be reimbursed by company. Many students are employed by the company in the main hub and other locations. (Reichert, 2010) According to the IBS Center for Management Research website (2003), FedEx believes that the employee retention and relation have much to do with the employees development, communication and motivation. Keeping looking for approaches to improve their employee training, FedEx carried out an Interactive Video Instruction (IVI) in 1986. The new information training and test preparation are applying to IVI which contains job knowledge tests for employees twice a year. The most important advantage of this program is that employees can use their spare time to learn and train themselves. Each employee can formulate his or her own learning pace and the training can be repeated as many times as their need. FedEx notes that IVI makes 60% of the training time to be reduced and information to be standardized. The employee compensation is organized to stimulate new ideas, acknowledge individual effort, promote teamwork and encourage outstanding performance. The compensation programs are the blend of benefit plans, pay programs, and quality of the work programs. FedEx Express gives these types of programs with regard to both full time and part time employees, that enable the arrangement of employee can be flexible and support them to have more time with their familises. The most important element attributing to the success is the action. As Smith (2009) said, many local part time jobs are employed by the company as local full time jobs. However, the employees who are senior and from the outside local region will oppress them and hinder the chances for the part timers to advance. A program is set up by FedEx to solve the problem and keep high value employees. Under the program, the part timers will gain credit for local service. 2.4.2 Advantages of the HR programs for FedEx FedEx should implement the People Service Profits Philosophy. The question like what your expectation on me, and what do you expect me to do? always comes first. FedEx uses the Extensive Orientation Program to explain its values to employees and tries to spend sufficient time to answer that question. For FedEx, Smith (2009) thought there are three important things: carrying cargo, letting employees to know its plans and making sure employees to learn that besides earning salary. There must be some ulterior reasons or some higher-level goals of working. It is necessary for employees to set up their goals and receive rewards for their job well done. In addition, employees can also influence the contents which they have done and methods with which they done. (Trimble, 1993) There are two programs used by FedEx to help its employees fit their jobs. The first is Leadership Evaluation and Awareness Process Program which gives a opportunity of the non-managerial employees to seek managerial positions which can help them to learn more about the management job. Besides, the Job Change Applicant Tracking System (JCATS) is also applied to help post job in FedEx, by which employees can know what jobs are open in time. (Shetty, 2011) In 2010, New York Times claimed that the Fortune magazine has recognized the FedEx Corporation as one of the 100 Best Companies to Work For of America. It is the only shipping company that list on the top 100 in Fortune and it has been maintain the position for 10 times in the past 11years. From the analysis, some positive trends emerge, which can be regarded as an interactive functions that are the HR department is doing good things with the purpose of keeping their employees happy, and in turn the satisfied employees are doing better to make profits for FedEx in PSP philosophy. The HRM creates great atmosphere, which brings a competitive advantage and a numerous qualify people into FedEx to make their good contribution to the company. FedExs HRM performance is beyond all of competitors. It is known as a company with very friendly employment system. In addition, 3% of FedExs total expense is put in training programs, which is six times more than other companies, such as Executive Education Programs and so on. Because of those training programs, FedEx can keep its turnover rate at a lower levle than its opponents. (Trimble, 1993) The FedEx survey or action or feedback program is a survey of employee attitudes to act as the GFTP and other communication tools. In order to improve its department ability, management applies the survey to decide their next actions. However, the survey is anonymous for maintaining the fairness of attitudes. In the past 13 years, every group and work unit in FedEx can see the survey in public and management never receive any individual responses. The reason is that all managers must meet, discuss and settle the problems that the employees have been put forwards, in less than six weeks. The manager whose feedback score is low should take the corrective actions to develop and improve themselves to be better. FedEx believes that people may actively involve themselves into the matters of company if they feel their influence to act on the real things.

First and Second Language Acquisition Essay -- Biology Essays Research

First and Second Language Acquisition In our everyday lives, the origin of our ability to communicate is usually not often taken into consideration. One doesn't think about how every person has, or rather had at one time, an innate ability to learn a language to total fluency without a conscious effort – a feat that is seen by the scientific community "as one of the many utterly unexplainable mysteries that beset us in our daily lives" (3).. Other such mysteries include our body's ability to pump blood and take in oxygen constantly seemingly without thought, and a new mother's ability to unconsciously raise her body temperature when her infant is placed on her chest. But a child's first language acquisition is different from these phenomena; different because it cannot be repeated. No matter how many languages are learned later in life, the rapidity and accuracy of the first acquisition can simply not be repeated. This mystery is most definitely why first language acquisition, and subsequently second language acqu isition, is such a highly researched topic. On the surface one would look at child first language acquisition and adult second language acquisition and see similarities. In each case the learner first learns how to make basic sounds, then words, phrases and sentences; and as this learning continues the sentences become more and more complex. However, when one looks at the outcomes of these two types of acquisition, the differences are dramatic. The child's ability to communicate in the target language far surpasses that of the adult. In this paper differences in these two processes that most always produce such different outcomes will be explored. Before this exploration begins, however, I would like to state ... ... learning. In conclusion, because of so many varying factors, both the processes and outcomes of child first language acquisition and adult second language acquisition are extremely different, and are only connected by a common goal. References 1)Comparing and Contrasting First and Second Language Acquisition http://www.literature.freeservers.com/image_polat/ccfsla.html 2)First and second language acquisition http://homepage.ntlworld.com/vivian.c/SLA/L1%20and%20L2.htm 3)First Language Acquisition http://www.csun.edu/~galasso/lang1.htm 4) Gass, Susan M., Larry Selinker. Second Language Acquisition. London: Lawrence Erlbaum Associates Publishers, 2001. 5)Reviewing First and Second Language Acquisition: A Comparisono between Young and Adult Learners http://www.nuis.ac.jp/~hadley/publication/languageacquisition_files/language/acquisition.htm

Joy Kogawas Obasan Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  I decided to read the novel by Joy Kogawa entitled Obasan. The novel was written in 1981 and told the details of how the Japanese were discriminated against during World War 2. The author's main purpose was to educated the reader on how hard life really was for her family and other Japanese Canadians living in British Columbia, and especially in Vancouver. Joy Kogawa tried to show how ignorant British Columbians really were, and that we still do not fully understand what really happened during the war. She also tries to teach Canadians the culture of the Japanese.   Ã‚  Ã‚  Ã‚  Ã‚  The novel starts in the seventies with Naomi a teacher in Northern Alberta finding out that her uncle has died. When Naomi returns home to console her Aunt Obasan, she begins to relive the difficulties of her life. She recounts the struggle against the government and themselves while trying to stay in Vancouver. Naomi is very small at the time of the war and did not really fully understand what was happening to her race. The novel recounts the struggle of Naomi's Aunt Emily to ensure that her family would be together in whatever place they were sent to. Aunt Emily wanted to head east to Toronto, but was unable to get the documentation for the entire family which included her sister children, who she was taking care of. The novel discuses the camps that the Japanese families were sent to in Hastings Park during the ...

Ira Aldridge :: essays research papers fc

Ira Frederick Aldridge was born on July 24, 1807 in New York. However, his birthplace remained questionable until 40 or so years ago. It has also been listed as Senegal(Africa), and Maryland. However conclusive evidence was found in the 1950s that he was born in New York. Included in this evidence are his British Naturalization papers and Death Certificate. His father was Reverend Daniel Adlridge , a straw vendor and preacher in "Old Zion". His mother was Lurranah. Ira grew up in a house on what is now West Broadway in New York City. He attended the African Free School No.2, which provided free education for Black children. The African Free School was established in 1787 on Cliff Street with one classroom for 40 children. After it was burnt down in 1814, it was relocated to No. 245 William Street. In 1820, A second African Free School was built in 1820 on Mulberry Street. This was known as the Arfrican Free School No. 2. It was here that Ira attended school. However, it is believed that he also attended No. 1 in his earlier childhood years. The African Free Schools are credited with contributing to the Abolitionist movement. They inspired them to fight for equal rights and use themselves as living examples that Blacks and Whites have the same potentials. Ira spent much of his childhood at neighborhood theaters where he watched Black people perform many roles varying from skits to Shakespearean roles, such as Richard III. He mainly attended two theaters. The first one was the Park Theater that opened in 1798.Two frequent actors were Brits by the names of James and Henry Wallack. In this theater he didn't get such great seats since it was segregated, so he preferred the African Theater, owned by a gentleman by the name of Mr. Brown. One of the actors who frequently performed there was James Hewlett. He was very talented and had a profound impact on young Ira. When he entered his teens he performed a skit called "Opossum up a gum tree" locally. People were impressed, and he was dubbed the "African Roscius." Ira became friendly with the Wallacks and was their personal attendant. In that time, when Blacks were starting to be accepted in American culture, a religious profession was something to aspire to. Therefore, Daniel constantly urged Ira to follow in his footsteps. He took him out of the theater so he could sit next to him in his church.

Principles of communication in adult social care setting Essay

Explain how communication affects relationships in an adult social care setting Relationships are important within a social care setting as residents need to feel that are in an environment where they are able to communicate confidence to any ember of staff. Communications between all staff are equally important due to changes to the needs of certain residents in relations to their care and support they need to receive. Communication is also used in informing doctors, social workers and other medical profession’s about changes with residents for example if: Mr smith medication had been changed and he was reacting to it, we could ring the doctors for help and advice for the best solution to help Mr Smith. . Understand how to meet communication and language needs, wishes and preferences of an individual . 1 Compare ways to establish the communication and language needs, wishes and preference of an individual There are different ways to establish communication with an individual by using verbal or non-verbal communication for example non-verbal communication such as sign language as people who are hard of hearing may be reassured by the use of sign. Interpreters can be used to help language barriers by ensuring all care and wishes are being protected such as religious rules and preferences. Together with this your body language is equally important as the way e present ourselves to people can set the tone of the conversation we are about to have. Verbal communication can also be used to ensure all needs, wishes and conversation with the resident. 2. Describe the factors to consider when promoting effective communication There are loads of different factors to consider when promoting effective communication, such as the hearing ability of the person in which you are talking to, the sight as many people follow your mouth while they are being spoke to if they are hard of hearing, the tone of your voice help explain the reason for the conversation. Speaking on the same level to help the resident from feeling intimidated. The environment is also a massive contributor in helping promote effective communication such as family and friends, or even what you hear on the radio or see on the television this can help by Just hearing someone’s voice or seeing things on the television you may feel that you are not alone and can comfort residence that may like to spend time within their own space, it can also help by following story lines within society 2. 3 Describe a range of communication methods and styles to meet individual needs. Different communication styles and methods while ensuring you meet the needs of an individual can be meet in different ways such as looking into someone’s eyes helps to establish there mood and feeling by the way they are looking to what you’re saying, there face can help explain how they are understanding what you are saying to them and can also indicate if they are in any pain or discomfort, tone of voice can also set the tone for the conversation weather it is informal or a formal conversation. Touch can also help to meet the needs of the individual as though touching someone ou can send different vibes such as care, affection, reassurance or even power over them. Body language is a other way to communicate to help meet the needs of an individual by sitting on the same level as someone you can make the situation more relaxed than standing tall over them which could make them feel intimidated. Research has shown that people pay more attention to facial expressions and tone of voice than spoken words, also behaviour is also an important as you must respect the individual no matter what day you are having you must remember that you need to emain professional. You can also communicate using verbal communication such as different styles of vocabulary, pitch and even the pitch of you voice while speaking to an individual. 2. Explain why it is important to respond to an individual’s reaction when communicating It is important to respond to an individual’s reactions while communicating with them as they may become scared, worried or even not understand what is been asked or said to them. They may also need to be comforted understand what is been asked or said, you can do this by nodding your head, aking eye contact or even repeating what has been said in the conversation. 3. Understand how to overcome barriers to communication