The Most Influential Woman of the Past Millenium: Elizabeth Cady Stanto

The Most Influential Woman of the Past Millenium: Elizabeth Cady Stanton, Mary Wollstonecraft, and Rosa Parks Elizabeth Cady Stanton If there had never been born an Elizabeth Cady Stanton, women may have never seen the rights and privileges granted to us in the Nineteenth Amendment. She was the leading fighter and driving force for women's rights; she dedicated her whole life to the struggle for equality. Elizabeth had learned from her father at an early age how to debate and win court cases, and she had also experienced the discriminations against women first hand. These two qualities lead to the most influential and motivating speeches against inequality when she was older. Elizabeth vowed to herself that she would "change how women were viewed in society" (Hildgard 2); and that, she did! Due to her strong belief in equality, she had the word "obey" removed from her wedding vow before she would marry Henry Brewster Stanton, an abolitionist, who "loved her haughty nature and strong will" (Raven 85). While partaking in their honeymoon, they attended the World's First Anti-slavery Convention in London, Stanton and Lucretia Mott were failed to be noticed as "legitimate delegates"(Read 417). The convention's sexual barrier humiliated and angered Stanton; she promised to start a women's convention to battle the issue of equality. A cause that she faught against for most of her lifetime. Eight years later, Stanton, along with four other women, held the first women's convention at Seneca Falls. Here hundreds of women met to discuss the fact that they had been denied their natural rights and religious freedom. The women used the Declaration of Independence to write the Declaration of Sentiments, which included the women's bil... ...king Press, 1972. "Hildgard." Distinguished Women, Fields of Activtity. Distinguished Women. 28 January 2000 . James, Edward T., et al ed. Notable Women. Volume I. Cambridge, Massachusetts: The Belknap Press. Martin, Linda, et al., eds. 1000 Makers of the Millenium. New York: DK Publishing, 1999. Raven, Susan, and Alison Weir. Women of Achievement. New York: Harmony Books, 1981. Read, Phyllis J., and Bernard L. Witlieb. The Book of Women's Firsts. New York: Random House, 1992. Saari, Peggy, ed. Prominent Women of the 20th Century. Volume 4. New York: International Thompson Publishing Company, 1996. Schlesinger, Arthur M. Jr. Eleanor of Acquitaine. New York: Chelsea House Publishers, 1987. "The National Women's Hall of Fame." Internet. 19 January 2000 .

How an organisation communicates Essay

Introduction The aim of this assignment is to relate how an organisation communicates its core values and mission to the public, shareholders and employees. This is an objective that can easily get overlooked in the rush to master environmental analysis, strategic choice and outsourcing decisions. However it is important in practice and it is a challenge that many organisations take very seriously. Setting of organisational objectives is the starting point of managerial actions. An organisation’s end results for which an organisation strives is termed as mission, purpose, objective, goal, target etc. Many times, these terms are used interchangeably as all these denote end results. This unit is about providing direction to people in the organisation and enabling, inspiring, motivating and supporting them to achieve what the organisation has set out to do. It is expected to apply different styles of leadership appropriate to different people and situations. For the purposes of this unit, an organisation can mean a self-contained entity such as a private sector company, a charity or a local authority, or a significant operating unit, with a relative degree of autonomy, within a larger organisation. Task 1 Relate the organisation’s purpose, values and vision to people across the organisation (1.1, 1.2, and 1.3) An organisation’s mission is its basic purpose: e.g., what is it for? Why does it exist? A mission statement formalises the organization’s mission by writing it down. Johnson Scholes and Whittington define a mission statement as ‘a statement of overriding direction and purpose of an organisation’. Some companies refer to ‘vision statements’ instead of mission statements. Below is an example of Tesco’s mission statements; Tesco (a UK supermarket chain) their vision is to be the most highly valued by its customers. Their core purpose is to create value for customers to  earn their life time loyalty. This objective sits right at the heart of their business as one part of their values – ‘No one tries harder for customers.’ For Tesco to be considered a force for good, they must be a good neighbour and a responsible member of society. They know that if they look after their staff, they will look after their customers. Work can be a large part of their lives so people deserve an employer who cares. That’s why one of their values is ‘Treat people how we like to be treated’. They are committed to providing opportunities for their people to get on and turn their jobs into careers and across all of their markets they offer a wide range of competitive benefits. According to Michael Hyatt, the author of the New York Times bestseller, Platform; Get noticed in a Noisy World, it is crucial to translate the core values into behaviours that are easy to understand by your employees. He has identified 6 ways to communicate the core values to every member of the organisation. Living the values; leading by example is the best communication tool any leader possesses. A survey conducted by Deloitte has found that 70% of the employees who agree that their companies had performed well financially said their executive management team speaks to them often about the core values associated with the culture of the company.  Hiring new people based on values; recruiting people who already have values that are in alignment with the company’s core values. You can always easily train a person on how to do the job, but it becomes much harder to train a person to have the same values as your organisation.  Reviewing people based on values; incorporating core values as part of performance management process. Reviewing people based on values is interrelated with rewarding people for demonstrating the values.  Business objectives are the ends that an organisation sets out to achieve. A business creates business plans to enable it to achieve these ends – thus plans are the means to the ends. The objectives and plans that an organisation creates are determined by balancing the requirements of the various stakeholders in the organisation. The stakeholders are those individuals and groups that are affected by and have interest in how the business is run and it achieves. Every business has a range of stakeholders including: The  objectives that a company establishes are based on blending the various interests of these stakeholder groupings.  For example; an objective to be the market leader, will benefit all stakeholders because customers will receive high quality products, shareholders will receive high dividends, and employees will receive good wages and so on. Organisations create a hierarchy of objectives. At the top level, an organisation will often create a ‘mission’ setting out the purpose of the organisation. This will be followed by a set of objectives relating to such aspects as: Objectives about employee satisfaction Objectives about cutting pollution Objectives about customer satisfaction Objectives about market share Objectives about return to shareholders.  A business plan will then enable an organisation to achieve its objectives. The business plan must be set within a time frame and set out how the organisation and the various components of the organisation will work towards meeting required objectives. Responsibilities for delivering various parts of the plan will be allocated to key individuals and performance targets will be established which enabled the plan to be delivered. The business will create a series of polices, programmes and budgets to enable it to achieve planned targets. It is also essential from the outset to clarify how the plan will be evaluated on an ongoing basis. (businesscasestudies.co.uk) Motivation in Virgin Media, the word motivation could be defined as the driving force behind actions and behaviour. It leads individuals to take action to achieve a goal or to fulfil a need or expectation. Understanding what motivates employees at work ensures that a business not only has employees that have the knowledge, skill and ability to do the job, but who are also committed to achieve a high standard of work. There are much positive behaviour that indicates employees are motivated including taking responsibilities, helping colleagues, a commitment to achieving company targets and goals as well as interest and concern of the business. Virgin Media recognises that reward is one of the many motivating factors for a lot of its people and offers competitive salaries. It also offers bonus schemes such as it’sASPIRE field  pay and reward scheme. The scheme rewards every Net Promoter Score (NPS) of 9 or 10 with  £10. However, as a forward thinking business, it understands the importance of different motivational factors. It offers additional benefits including private health care, life assurance, company pension scheme and staff saving scheme. The opportunity to progress within the organisation is also an important factor. All virgin media technicians are managed through the ‘Your Story Framework’ for career progression. This includes regular meetings to discuss performance, review progress against set objectives to enable progression within the company. (businesscasestudies.co.uk) One theorist whose studies became influential is Elton Mayo. Mayo’s research concluded that motivating factors include recognition, a sense of belonging and involvement as well as social aspects of the workplace. In 1943, Abraham Maslow published his theory of a hierarchy of needs. Maslow identified that as individuals, we have five set of needs. At the first level, basic needs are those of food, water, warmth and shelter with wages that meet those needs. Safety needs include protection from danger, for example; health and safety at work as well as job security. Social needs include a sense of belonging in work teams. He identified esteem needs as those of self-confidence, feeling useful and needed by other people. Maslow proposed that having satisfied all the lower needs an individual would then be able to realise their own potential for self-actualisation. (businesscasestudies.co.uk) Task 2 Explain the skills necessary to provide support and advice to people during periods of setbacks and change. (2.1 and 2.2) Change is something that happens in businesses all of the time. Change can occur in an organisation’s internal or external environment. As a result, this process of change is constant. Effective managers are proactive in creating solutions to improve the organisations performance. They must then manage employees through the change process. Managers have to plan and drive change initiatives. This involves managing the change process and making it part of an organisations strategy. Strategies a business achieve its aims and objectives. This helps businesses to develop in a more focused way to the environment in which it operates, whilst facing new challenges with more certainty.  Organisations  require skilled and well qualified managers and leaders to drive change initiatives and effectively manage employees through the process. (businesscasestudies.co.uk) When business is booming, employee morale usually soars. It seems like everyone’s getting bonuses, hiring assistants and basking in the company’s success. But when bad news rolls in, the collective mood of employees can plummet. This can happen when the firm looses a big account, suffers a severe downturn or experiences regulatory of legal setbacks. Employees will then look to managers for guidance and reassurance. During trying times, the manager becomes more than the business owner. They must lead employees by setting an inspiring example. When managers’exhibit strength in the face of adversity, they assure the troops that they are able to steer the company through a rough patch and prevent it from sustaining lasting image. Managers must delegate freely to manage a fast-growth business. But boosting employees’ morale during tough times is one job no one can pass off. (Democratic Leadership style) Managers should make themselves visible when setback occurs. They should start attending staff meetings they normally skipped. Help clerks do filing, answer the phone alongside customer service representatives or relieve exhausted workers on the assembly line or loading dock. By pitching in with a positive attitude, they will lift everyone’s sprit. There is no single best way to build morale in the midst of organisational setbacks. While some employees will shoulder crisis without much complaint, many others will react negatively. Managers can customise behaviour to address those employees’ personality. Here’s one morale booster that will work for all employees; see out their advice and act on it. By soliciting their suggestions and implementing as many of them as possible you make them feel like problem solvers who can exert at least some control over an unpredictable situation. This in other word will be identified as the democratic leadership style which is also known as participative leadership. It is a type of leadership style in which members of the group take a more participative role in the decision-making process. (psychology.about.com) Example; if a country zoning board imposes a steep fine on your business, ask employees for ideas on how to cut costs. Approve even modest proposals  to save office supplies; this will help employees take ownership of the crisis and work together to outlast it.(edwardlowe.org) There are different types of support and advice people may need and this could be provided in many ways.(www.invo.org.uk) Personal/Professional Development; to review people’s progress and performance and provide positive feedback and encouragement and/or to see if they need any additional pointers to further develop their skills. For example, members of the public who take on research roles such as peer interviewing, may need feedback and guidance when they first put their skills into practice. Practical Support; to help people to familiarise themselves with a new research environment, for example, all research team members might need help with finding their way around a new location or building. Members of the public may need support with meeting their practical needs, such as payment of fees and expenses, making travel arrangements, parking, and assessing childcare. Emotional/Psychological Support; to help people to cope with any distress that arises as a direct consequence of being involved in research, for example, if they become upset after discussing a sensitive or emotional topic, or from hearing about other people’s bad experiences, or from returning to an environment that has been traumatic in the past. Some people may also be challenged by others about the benefit of public involvement in research and may be helped by being prepared to cope with professional or criticism. Emotional/Psychological Support is often as relevant to researches as it is to involve members of the public. On-the-job-Support; to allow people to let off steam or raise any concerns after a difficult meeting or frustrating experience. Some of these types of support can be provided through informal mechanism that develops organically as colleagues start to work together and form a team. Others may be better provided through a more formal approach that will need to be properly resourced. Communicate with Customers and Employees; do not be reluctant to confront bad news. Develop a strategy to disseminate information. It may not be customers you need to talk to, but suppliers and vendors. Managers also have to engage their employees. Listen to staff and address any specific challenges they face. ‘Keep them up to par with what is going on; even you don’t have all of the answers’. Conduct overall cost Analysis; as a manager, look at where you can reduce overhead. Negotiate with suppliers for a better price, find ways to save money. If the company has a bunch of products that doesn’t sell, cut back on inventory. ‘Companies think that because headcount is the biggest line, item on their budget then that is where they should cut costs. Getting rid of employees is the easiest strategy but it might not be the right one’. ‘Layoffs are generally a reaction versus a well thought out strategy. As a manager, you don’t want to cut so deep it hurts the company’. Empower Employees; find ways to increase moral and empower employees to be the best that they can be, their inputs and opinions should be valued. ‘Happy employees, take care of customers’. Employees are an important asset because they are in direct communication with customers. Motivated employees attract more satisfied customers which in turn, lead to increased profits’. Embrace Change; ‘Most people are not good at taking risks when they are threatened, we have a tendency to react by fright or flight’ says James.By becoming too defensive, it could reduce chances which could lead out a set of crisis situations. When face with a company setback, it is necessary to stay positive; look at what is working, be proactive, find new growth opportunities, preserve-hang in there and ride out the storm. (www.inc.com) Task 3 Analyse the need for integrity, fairness and consistency in managerial  decision making. (3.1, 3.2, 3.3 and3.4) Decision-making is a crucial part of good business. It is good information and experience in interpreting information. Decision-making increasingly happens at all levels of a business. The board of directors may make the grand strategic decisions about investment and direction of future growth (www.tutor2u.net) Often, association leaders must make decisions that members do not agree with but maybe greatly affected by. Members may feel they have little to say over the actions implemented by their leaders. Association staff members are often charged with implementing decisions made by leadership, including communicating the decisions to members and helping members understand that the decision will ultimately result in good. Recently, the Interior Design Educators Council (IDEC) leadership increased annual membership dues. This change alone would help to fund the association better and also provide new opportunities and means for future development. This single alteration has expanded the parameters of this organisation dramatically. They are now considering additional functions, retreats, scholarships programs and resources etc.  It is no secret that economic times are difficult, we find ourselves suddenly in a world of hopeful get-rich-quick strategies, and ‘’extreme couponing’’ champions. Asking people to give more when they have less is not a decision that is considered to be popular. Although the actions and decisions of our leaders are sometimes confusing to others, we must have confidence in the leadership in place, and in the decisions that they make more times than not, members voted them into the position of leadership. (www.raybourn.com, 2012) I think that for unpopular decisions, the more personal the communications method, the better. The scale and geographic spread of an organisation will have a big influence, but the nearer one get to a face to face communication, the better. So, phone is better than email. Video conference is better than phone, in person is better than video conference.  It is useful to think about unpopular decisions from the point of view of the decision itself (unpopular outcome) the process of coming up with the decision (fair process), and the opportunity to deal with the consequences of the decision (work grounds).(www.changingorganisations.com) Different types of communication styles could be used to communicate difficult and unpopular decisions. In business world, communication is necessary for conducting business in an  efficient manner. Any business involves two types of communication; external communication that is directed to the actors in the business environment, and internal communication or organisational communication that is directed to employees. In addition, it is not possible to imagine organisational communication without conflicts. Conflicts are normal in any organisation, because people have different opinions. People communicate their thoughts, idea, knowledge and fears differently in conflicts situations. Managers and team members should know and understand these different styles of communications to avert conflicts. Oral communication is one common form of internal communication for example, in a group or one to one meeting. Nowadays, electronic communication is growing in importance. This can involve written communication, such as an email, text or tweet or oral communication via video conferencing. Intranet; enterprise has recently developed a new intranet system called ‘the hub’ this replaced a purely information based system. It enables input from employees at enterprise’s locations across Western Europe and North America. This channel of communication supports enterprise’s core values. When the outcome of a decision is not known with certainty, a manager faces a decision-making problem under either conditions of risks or conditions of uncertainty. A decision is made under risk when a manager can make a list of all possible outcomes associated with a decision and assign a probability of occurrence to each one of the outcomes. The process of assigning probabilities to outcomes sometimes involves rather sophisticated analysis base on the manager’s extensive experience in similar situations or on other data. An example of a decision made under risk might be the following; a manager decides to spend  £1000 on a magazine ad believing there are three possible outcomes for the ad, 20 percent chance the ad will have only a small effect on sales, a 60 percent chance of a moderate effect and a 20 percent chance of a very large effect. This decision is made under risk because the manager can list each potential outcome and determine the probability of each outcome occurring. Accommodation Style; people prefer to keep their emotions in control and to speak indirectly, using metaphors or other techniques to prevent a conflict from escalating and damaging the relationship. Discussion Style; most managers’ keep their emotions controlled but try to speak clearly and accurately about their disagreements  to the other person. Engagement Style; people in this group are more comfortable with feelings and express them openly. They try to be direct about what their concerns are and are often passionate in their conversations.(psychosocial.actalliance.org) There is no normal style of communication. It simply varies between people and cultures. Communication styles can vary between people in an organisation. As we work with people from different communities and countries, it can be expected we will meet people whose communication styles may differ from our own. It is therefore, important to clear up misunderstandings and misinterpretations early on and to be open to different styles of communications. In contrast to risk, uncertainty exists when a decision maker cannot list all possible outcomes and cannot assign probabilities to the various outcomes. When faced with uncertainty, a manager would know only the different decision option available and the different possible states of nature. The states of nature are the events or conditions that can influence the final outcome or payoff of a decision but cannot be controlled or affected by the manager.  My suggestion is to use the following as a starting point; Summarise the issues relating to the decision Outline the process you went through to arrive at the decision Say what the problem is   Provide opportunity for people to tell you the implications of the decisions from their perspective Ask them to identify possible action or solutions in response to the implications they raise.  Conclusion It is more powerful if top senior managers and directors in every work place get to their people (employees) before the decision is finalised, they need to tell workers what they are contemplating and ask them what the implications are from their own perspective. (Don’t assume you know what their perspective is, even if you know them well and used to do their job yourself). You can then problem solve with them about how to alleviate the negative implications they have identified. And you never know, they might identify some positive implications or opportunities the organisation has not thought of. Bibliography (n.d.). Retrieved March 4th, 2014, from businesscasestudies.co.uk: http://businesscasestudies.co.uk/business-theory/strategy/business-objectives-planning-and-stakeholders.html#axzz2v2QsaooB (n.d.). Retrieved March 4th, 2014, from businesscasestudies.co.uk: http://businesscasestudies.co.uk/teacher-resources/#axzz2v2QsaooB (n.d.). (K. Cherry, Producer) Retrieved March 5th, 2014, from psychology.about.com: http://psychology.about.com/od/leadership/f/democratic-leadership.htm (n.d.). Retrieved March 5th, 2014, from edwardlowe.org: http://edwardlowe.org/digital-library/maintaining-employee-morale-during-setbacks/ (n.d.). Retrieved March 6th, 2014, from www.invo.org.uk: http://www.invo.org.uk/different-types-of-support/ (n.d.). (R. Bowett, Producer) Retrieved March 7th, 2014, from www.tutor2u.net: http://tutor2u.net/business/organisation/decisionmaking.htm (n.d.). (C. M. Brown, Producer) Retrieved March 8th, 2014, from www.inc.com: http://www.inc.com/guides/2010/10/7-tips-for-dealing-with-a-company-setback.html (Ducham)

This Paper Provides Information Of Why Organ Donation Is

This paper provides information of why organ donation is so important, and it gives some awareness of different studies related to the subject. While for some people organ donation is not an easy decision because of lack of understanding on the subject, for others is a decision that is highly rewarding. Additional examples and statistics are provided of people who believe that organ transplants not only saves lives but it also provides the recipients with the possibility of a better quality of life, and at the same time it helps families to cope with the pain of losing their loved ones. At the end this research demonstrates a person could easily register as an organ donor and by doing so it can significantly benefit another persons health†¦show more content†¦According to United Network for Organ Sharing (2017), â€Å"Over 118,440 people are waiting for an organ transplant in the United States, a number on the rise over the last decade.† In fact, â€Å"Every day more than one person is added to the national transplant waiting list, and many people die every day waiting for a heart, liver, kidney or another vital organ† (UNOS, 2017). As the transplant list continues to increase in the United States, the demand for registered organ donors is significantly high. However, one single donor can significantly decrease the number of people waiting on the transplant list. For instance, Moritsugu (2013) describes the case of Donna Lee Jones, whose organs were donated after her death. Jones organs provided others with a new opportunity of life, as a matter of fact a man in Florida received her heart, a teenage boy in Washington DC, received a kidney and a pancreas, a hospital custodian received her other kidney, a woman in Pennsylvania received her liver, and one of her corneas went to a young lady in Baltimore, and the other one to a government worker (p. 245). By donating her organs, Jones was able to save and improve six people’s lives an d gave them a second chance. This is a perfect example of how being a registered organ donor and donating your organs can significantly help and saveShow MoreRelatedOrgan Donation And The United States1469 Words   |  6 Pageswaiting list for an organ donation (Organ and Tissue Donations, 2015). Out of these individuals, nearly 10 die each day waiting for an organ (All About Donation, 2015). The need for organ donation has increased dramatically with the many advances in medicine (FAQ, 2011). 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Organ transplantation requires the participation of both fellow human beings and of society by donating organs from deceased o r living individuals. The ever increasing rate of organ failure and the inadequate supply of organs have created a significant gap between organ supply and organ demand. This gap has resulted in extremely lengthy waiting times to receive an organ as wellRead More Ethical And Legal Aspects On Organ Transplantation Essay6401 Words   |  26 PagesEthical And Legal Aspects On Organ Transplantation Recent reports of public figures receiving life-saving transplants have brought renewed attention to the scarcity of organs and the importance of organ transplants. Although more transplants are being performed in the United States each year the transplant waiting list continues to grow. It has been considered that the decrease in organ donors is due to the unsuccessful measures taken by health care professionals. This is a limited view of the matter

The events which took place during the Second World War in...

The events which took place during the Second World War in regards to the Holocaust are some of the most disturbing and confusing recordings in human history. Living within a time of such emotional turmoil, citizens all over the world were faced with moral decisions when the lives of many were endangered by the Nazi regime. However, despite the fear of the Nazi party under which the population of Eastern Europe lived, thousands of individuals stepped forward in the defense of those who were unable to help themselves. One of these individuals in particular happened to be working within the Nazi party itself; Oskar Schindler was an influential business man within the Nazi party who used his position to save the lives of thousands†¦show more content†¦During this scene, the little girl is a powerful symbol of the innocence and humanity of the Jews being slaughtered. Later within the movie, Schindler sees the body of the little girl in a collection of other exhumed corpses (Spielburg). 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How can people turn on one another with just feeling hate towards them? The Holocaust being one of the many genocides in our history was indeed influenced by an intense dislike. That intense dislike was towards certain types of people it ended up taking multiple lives. One of the many races that were hated, and killed during the Holocaust were the JewsRead MoreThe Nazi s Plan For The Final Solution Was Fuelled By Anti Semitism Essay4425 Words   |  18 Pagestwo secondary sources that I will be analysing are ‘What Was Kristallnacht?’ from Holocaust-History and ‘Kristallnacht’ from Britannica. The two Primary sources I will be analysing are photographs I found on History Place and propaganda pieces from Holocaust Research Project. The three historical ideas of the Nazi’s plan for the final solution was fuelled by anti-Semitism, Kristallnacht was the beginning of the holocaust and Hitler used Germany’s vulnerability to come to power and spread his anti-sematicRead MoreRider Haggard And Maus By Art Spiegelman2131 Words   |  9 Pageswe learn about history is through sources that are provided to an individual, whether it is a book, a recording, a movie, or a letter. They can be offered as primary sources or s econdary source. Primary sources are first-hand accounts of historical events that occurred in the past. These sources are accounts that are recorded or told by a witness who lived through that specific time. Identifying what exactly constitutes a primary source can be complex, especially in the case of books since they tendRead MoreJudaism And Judaism2022 Words   |  9 PagesI am writing my research paper over Judaism and the Holocaust. I think that Jewish religion is very interesting and I love learning about the Holocaust. I am going to start out by explaining the overview of some Jewish history and the four main branches. Judaism is known to be one of the oldest religions in the world today. Jewish history extends back though the ancient Israelite and Hebrew people to Abraham. The basic facts of Judaism are found in beliefs, history, and practices. Jewish beliefsRead MoreThe Second World War2323 Words   |  10 PagesThe brutality that came with the onset of the Second World War, was that that was unseen by the world in the centuries before. World War Two became one of the defining moments in the 20th century. The scale of the war and the atrocities that came with the desire for the absolute destruction of the enemy was, and will have an effect on the peoples of the world for many years in the future. The Holocaust did not arise through deliberate planning set out right from the time that the NSDAP came intoRead MoreThe Holocaust Holocaust2312 Words   |  10 PagesWhen referring to the ‘Holocaust’ – defined by (Oxford Dictionary) as ‘Destruction or slaughter on a mass scale, especially caused by fire or nuclear war:’ – we have to take into account the global awareness and knowledge of that time. We, as a planet, have come to acknowledge the ‘Holocaust’ not as the aforementioned and defined, but as the time in which, between 1939 and 1945, Nazi Germany, lead by Adolf Hitler, persecuted and massacre d approximately six million Jews, as well as a plethora ofRead More Anne Frank Remembered: Review Essay1105 Words   |  5 Pagesautobiography of Miep Gies, the woman who helped the Frank family survive during their two years in hiding. Her book is a primary source or first hand account of the persecution of Jewish people in Nazi occupied Holland during the second world war. It is also the first hand account of the hiding of Jews such as the Frank family, the Van Daan family, and Dr. Albert Dussel during this time. nbsp;nbsp;nbsp;nbsp;nbsp;In regard to the books autobiographical format, the author, Miep Gies, does not presentRead MoreReconciliation Essay2590 Words   |  11 Pageshealed?† (Marrus 27). In a world growing smaller each day, people cannot afford to hold onto the traumas and wrongs that have been committed unto them. At the same time, how can the world ask people who have been tortured, abused, systematically raped, and their lives forever changed to live with their aggressors once again? Can these people forgive their transgressors and come to a place of reconciliation? The steps taken by the Germany after the Second World War give one example of how to acknowledge

Are Leaders Born Or Made - 1372 Words

Research completed by the Center for Creative leadership asked for the opinion of 361 executives from 53 countries. The survey asked the respondents to answer the question ‘are leaders born or made?’ The results showed that 52.4% believed leaders are made, 19.1% felt leaders are born and 28.5% thought it was equal. The executives had differing opinions but the ‘leaders are made’ view was more popular. It also revealed that those who indicated ‘leaders are made’ believe that experience is more important than traits or training and what people learn over time is important. Those who indicated ‘leaders are born’ believe traits and experience are equally important and training much less important, this group believe that that employers should be more selective and focus on identifying the right people instead of developing people after recruitment (Gentry et al., 2012). Taylor (2014) considers how working in the health and social care sector can be stressful. Managers need to be able support team members but also manage their own mental/physical health as the responsibility of leadership can be overwhelming at times. Vivian, one of the six managers in the K313 module felt overwhelmed when she heard that key team members would not be available at a crucial time when a deadline needed to be met. Vivian is now an experienced manager who was able to keep her emotions under control but situations like this can cause considerable stress. She explained that when she first became aShow MoreRelatedAre Leaders Made or Are Leaders Born?772 Words   |  4 Pagesold question. Are leaders made or are they born? My belief on this – I believe that a leader is made, not born. Why do I say that? Before going further, lets be clear on one distinction – when we say a leader is made, it does not mean that someone can be taught to become a leader by attend ing leadership courses. While it helps, it is not enough. Warren Bennis (a leading leadership researcher) believes that one cannot be taught to become a leader but one can learn to become a leader over the years throughRead MoreLeaders Are Made Not Born1700 Words   |  7 Pages Leaders are made not born. If a person has the desire and willpower it can become an effective leader. Good leaders develop through a never ending process of self-study, education, training and experience. Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes such as beliefs, values, ethics, character, knowledgeRead MoreAre Leaders Made Or Born?992 Words   |  4 PagesAre leaders made or born? The ever-persistent question asked when someone starts talking about leadership. To this I say we were all born, correct? Leaders and the leadership role are not inherited traits passed down through the DNA genome pool of the extraordinary powerful leaders. No, they build upon their naturally skills and abilities, and observe behaviors of great leaders before them. Believing in themselves that their best is yet to come. So the answer is neither, great leaders adapt and learnRead MoreLeaders Are Born Not Made1652 Words   |  7 Pages‘Leaders are born not made’. To what extent you agree or disagree wi th this statement? Justify your answer using leadership theories and relevant examples. Christopher King u3107827 Tutorial: Monday 0930 – Daniel Oyston Word count: â€Æ' Intro ‘The most dangerous leadership myth is that leaders are born – that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That’s nonsense; in fact, the opposite is true. Leaders are madeRead MoreLeaders Are Born Or Made?801 Words   |  4 PagesThe question of whether leaders are born or made, is one that has been asked just as much as which came first, the chicken or the egg. It is a question, which all of us ponder through our own journey in leadership. For most of us, becoming an effective leader is hard and daunting work. Some of us grow up wanting to be leaders, while others sort of just fall into leadership, without really realizing when or how they became leaders. For some, leadership begins at an early age, perhaps during childhoodRead MoreLeaders Are Born Or Made?1062 Words   |  5 PagesThis paper will argue whether leaders are born or made. This will be done by discussing s ome relevant theories of leaderships such as the trait, situational and behavioural theories. It will also discuss the differences between leadership and management. Furthermore, the Contingency theories which are related to sources of power will be address as well. New development of situational theories will also be reviewed and discuss base on their strengths and weaknesses. Also relevant literatures whichRead MoreLeaders Are Born Not Made2148 Words   |  9 PagesLEADERS ARE BORN NOT MADE There have been an age long debate, and humans since beginning of time, have tried to come up with an answer to this question – Are Leaders born or are they made?. This question has generated an age long debate, which in turn has resulted in various school of thoughts, some believe that leaders are born, while others think otherwise. My contribution to this lifelong debate will serve as a pointer to my position on this issue. I strongly believe that leaders are born andRead MoreLeader s Are Born Not Made1283 Words   |  6 PagesLEADERS ARE BORN NOT MADE To begin this essay I would prefer to give a little scenario by asking ourselves, can all managers go on to be a leader? For several years, the concern whether leaders are born or made is an issue of great controversy. From different opinions however, it could be a little bit of both hence proving that any manager can go on to be a great leader as well. Among other definitions, Maxwell (1993, p.11) has defined leadership as an ability to influence others. He also definedRead MoreLeaders , Are They Born or Made?3310 Words   |  14 Pagesdepends ultimately on the qualities of its leaders. But are leaders born successful or can they be trained? Use theories and evidences to support your discussion. 1.0 INTRODUCTION Leadership is the competency and capability to influence and motivate people towards the fulfilment of goals .Thereby, leadership within any organization, is most definitely a critical factor of organizational efficacy. Leaders also embody a vision for future, and a good leader possesses the quality to cope and evolveRead MoreLeaders Are Born Or Made?1036 Words   |  5 PagesThere is a well-known and often asked question on whether leaders are born or made. While the origin of the question is unknown, the answer in response to the question are numerous. The terms leadership and management have become increasingly prevalent in today’s workplace. They are often used in place of each other and in some cases the terms leadership and management are used identically to each other. This has not always been the case. Leadership has a long history that dates as far back

Succubus Heat CHAPTER 12 Free Essays

string(61) " had these weird fantasies his wife didn’t know about\." Searching the Internet didn’t turn up much, just as I’d feared. Still, I took some satisfaction in at least doing something. It kept my mind off my possibly impending death. We will write a custom essay sample on Succubus Heat CHAPTER 12 or any similar topic only for you Order Now It kept my mind off demons descending on Seattle. Most importantly, it kept my mind off Seth. Because if I thought about him, I was going to think about touching him and kissing him and†¦well, a lot of other things. My feelings for him were starting to consume me, almost to the extent that my other problems seemed trivial. So, I lost myself in Google searches, hoping for any scrap of information about demon summoning. As expected, most of my hits sent me to sites on role-playing games and Dr. Faustus. Still, I felt better than if I’d just sat around. Driving to the meeting at the Cellar was about as agonizing as walking to the bookstore had been. I took slow back roads, unwilling to face the congestion and speed of the freeways. The Cellar was a pub a lot of Seattle immortals liked to frequent. Whoever had organized this event had apparently reserved the restaurant’s back room, which was normally used for banquets and wedding receptions. I didn’t have to sense demonic magic to know they’d sealed off the space from prying ears. The dimly lit room was crowded when I entered. I recognized some of the local lesser immortals, but most were demons I didn’t know. Few sat at the long table, which was covered with appetizer plates and bottles of wine. Most people stood around the edges, deep in conversation, or had pulled chairs up in tight, furtive clusters. Grace and Mei were both working the room, looking as businesslike and efficient as ever-albeit edged in an uncharacteristically frazzled air. For the first time ever, they were dressed differently, and I wondered if stress had prevented them from coordinating their wardrobes. Mei wore a red skirt and blazer with a necklace made of tiny alternating gold and silver rings. Grace wore a linen pantsuit with a chunky stone choker with a crescent moon pendant. Peter, Cody, and Hugh stood in the corner and waved me over. â€Å"Hey,† I said, â€Å"what’s going on?† â€Å"Not much,† said Hugh. â€Å"This seems to be more of a meet and greet. Not a lot of organization.† We fell silent, all of us watching the interactions. In the opposite corner, I saw Cedric gesturing dramatically as he spoke. His face was dark and intent, and Kristin stood nearby with a clipboard and rapt expression, taking notes. Not far away, Nanette stood with her lovely, unreadable face while listening to another demoness talk. â€Å"So, you must be Jerome’s staff.† The four of us turned. None of us had noticed the demon approaching, thanks to losing our ability to sense immortal signatures. This whole experience, I decided, really was like being bereft of sight or smell. This particular demon was no one I knew. He had a big toothy smile and skin that looked like it had had a tanning job go bad. His spiky white-blond hair wasn’t doing him any favors either. He extended a hand. â€Å"I’m Tom. Pleasure to meet you all.† We each shook his hand in return, introducing ourselves. He held our hands with great vigor, like a politician on the campaign trail. If we’d had a baby, I had no doubts he would have kissed it. â€Å"I imagine this must be pretty strange for you,† he commented. â€Å"But I want you to know that we’re all here for you. There’s nothing to worry about-things’ll be back to normal before long.† â€Å"Thank you,† I said politely, giving as good a succubus smile as I could in a non-succubus state. Snark around a demon was never a good idea. Snark when you didn’t have your normal powers? Horrible idea. â€Å"We’re just anxious to get Jerome back.† His smile faltered a little but quickly resumed. â€Å"Yes, yes. Of course. We’re all doing everything we can. But, of course, you know there’s a chance Jerome might not be found†¦Ã¢â‚¬  â€Å"So we’ve heard,† said Hugh, speaking as politely as I had. Tom nodded. â€Å"But don’t worry. In the tragic event that happens, we’ll make sure you guys are taken care of. You can rest assured that Seattle’s next archdemon will rule with control and competence, making sure you’re able to perform your duties in an efficient and effective manner.† I had a feeling he was on the verge of telling us how, if elected, he’d cut taxes and increase jobs, but we were interrupted by a high-pitched voice. â€Å"Georg- gee -na!† A seven-foot woman was heading toward us. She had ebony-black skin that looked horrible with her orange hair. The combination made Tom’s features look supermodel gorgeous. Gold eye shadow shot all the way to her eyebrows, its glitter rivaled only by the multicolored sequins of her dress. A black feather boa flared around her as she walked. Several demons in the room froze and watched her, which was remarkable. Demons are not easily fazed. â€Å"Who’s that?† asked Cody. Just like with Tom, Cody could sense neither the identity nor even the type of this immortal. But I needed no such clues. â€Å"Tawny,† Peter and I said in unison. â€Å"How do you guys know?† asked Cody. â€Å"The clothes,† said Peter. â€Å"The whine,† I said. Tom was standing there, mouth half-open. A moment later, he recovered himself. â€Å"Well, it was nice meeting you all. I hope you’ll come talk to me if you have any questions or concerns. I’m very eager to get to know you all better.† He scurried off just as Tawny reached us. We stared. â€Å"What the hell happened to you?† exclaimed Hugh. Tawny pouted. â€Å"Well, there was this really nice guy that I wanted. Really pure and-â€Å" â€Å"Tawny,† I interrupted. â€Å"I’ve told you a hundred times. Stop worrying about the good ones.† She shook her head. â€Å"No, no. He was into me. Well, he was into this.† She gestured to her body. â€Å"I figured out that he had these weird fantasies his wife didn’t know about. You read "Succubus Heat CHAPTER 12" in category "Essay examples" So, I put on this shape, and we did it . And the energy†¦it was amazing.† I couldn’t hide my astonishment. Tawny had managed to score a decent guy. She’d used a strategy that, while basic, was also highly effective: exploiting secret desires. It could shake the unshakable soul. â€Å"Wow,† I said at last. â€Å"That’s great. I†¦well, I can’t believe I’m saying this, but I’m proud of you.† She sighed. â€Å"But I didn’t get to enjoy the rush. Like, ten minutes after it happened, it went away. Everything went away. I started feeling sick and-â€Å" â€Å"Yeah, we know the rest,† said Cody, not unkindly. â€Å"And I was wearing this body, and now†¦now I’m stuck with it.† Under normal conditions, this would have provided hours of hilarity. For now, I actually felt bad for her. â€Å"Well, hang in there. They say this won’t last for long.† Tawny nodded unhappily. â€Å"Yeah. Here’s hoping.† Then, unexpectedly, she brightened a little. â€Å"Oh, but hey, you were totally right about the blow-job thing.† Hugh’s head whipped around to stare at me. â€Å"What?† Before I could say anything, Mei thankfully shouted for everyone’s attention. And when I say shouted, I mean it. She used her power to amplify her voice, so it rang painfully through the whole room, making a lot of us wince and cover our ears. Several people backed away, giving us a clear view of her and Grace. â€Å"We want to thank everyone for coming,† Mei said, returning to her usual flat, emotionless voice. â€Å"And we appreciate everyone’s help as we try to keep things running around here. Mei and I have everything under control right now, but the concern everyone’s shown is certainly†¦admirable.† There was the slightest wry note in Grace’s voice as she glanced around at the assembled demons. Many of them straightened up and smiled, acting as though they truly were here out of concern for us. â€Å"We know you’re as anxious to find Jerome as we are,† said Mei. â€Å"And we’ll be doing everything we can to locate him.† Some of those smiles tightened a little, and the crowd shifted uncomfortably. As I’d told Seth, not everyone was so eager for Jerome’s return. â€Å"Yes, of course,† a booming voice said. Tom had joined Grace and Mei in the spotlight. â€Å"Jerome is our top priority, of course. And if-I mean, when-he’s found, I’m sure Management will be most eager to talk to him about how this happened in the first place. No doubt he will need a little†¦rehabilitation, and should he be unable to fulfill his duties, I for one am ready right now to step up and run infernal affairs in Seattle.† â€Å"Well, Tom.† A dark-haired demoness from across the room straightened up from where she leaned against the wall. â€Å"If memory serves, your leadership in Tuscaloosa didn’t end so well.† Tom glowered. â€Å"That was not my fault.† So it began. The meeting slowly degenerated into chaos and mostly became about each demon talking about why he or she was the best choice-and why all of the others were completely unfit. It was like a year of presidential campaigning condensed into an hour. â€Å"Look at Grace and Mei,† noted Hugh. â€Å"They look like they want to smite this entire room.† â€Å"Well,† I said. â€Å"That’s the thing. All these demons are talking about keeping hellish affairs in order here, but those two are the ones who are actually doing it right now.† â€Å"Hell should just let them take over if Jerome doesn’t come back,† said Cody. I gave him a sharp look. â€Å"Er, I mean, not that there’s any question of that. He’ll be back.† â€Å"Let’s hope so,† a new voice said. Cedric had strolled over and joined our circle, Kristin in tow. â€Å"Whatever,† I said, unable to hide a smile. â€Å"You can’t tell me you want him back. This is your perfect chance to create your great Northwest empire.† He shook his head. â€Å"No, believe me, I want nothing to do with any of this. Compared to some of these losers, Jerome suddenly seems like an ideal neighbor.† It was very much like what Isabelle had said. â€Å"I don’t suppose,† Cedric added, â€Å"that you’re going to be coming back up to Vancouver?† I hesitated. Was I? Who did I answer to now? Did Jerome’s orders still stand? â€Å"I†¦I don’t know,† I admitted. â€Å"I don’t know what I’m supposed to. If I should leave.† â€Å"Well,† he said. â€Å"It wasn’t like you were doing that great a job.† â€Å"I was too! I’d gotten them to back down before their so-called angel spoke to them. She told them not to trust me.† I frowned, wondering if I should go on. I didn’t know who to trust without Jerome around, and as Hugh had said, Cedric was still a very likely candidate for Jerome’s summoning, in spite of my gut instinct. â€Å"And you know†¦I think I have an idea about who did this and who that angel is†¦Ã¢â‚¬  Cedric groaned. â€Å"Will you give up on Isabelle already?† I shook my head and lowered my voice. â€Å"I don’t think it was her. I think it was Nanette.† The incredulous look on his face didn’t change. â€Å"That’s as ridiculous as Isabelle. You were there. You saw Nanette come to me because she was simply worried about managing her own territory.† â€Å"Funny, she had a similar meeting with Jerome not long after that.† Cedric’s face kept that cool, skeptical expression that demons excelled it. But, I was pretty sure I could see a spark of interest in his blue-gray eyes. â€Å"That doesn’t mean anything.† Another gut feeling told me he was lying. He started to turn, but then Cody spoke, voice hesitant. â€Å"Excuse me†¦do you know†¦are we mortal?† Cedric hesitated a moment and then laughed. When none of us said anything, he glanced between all our faces. â€Å"Oh. You’re serious?† â€Å"Why is that such a crazy question?† I demanded. â€Å"We’ve lost everything else that makes us immortal.† â€Å"You’ve lost it to keep you out of trouble,† said Cedric. â€Å"Nobody wants you guys running around unsupervised with your normal abilities. So when you lose an archdemon, you get cut off. But you’re still immortal. You think you can get out of your contract with something as easy as death?† â€Å"So we could get hit by a car and still be okay?† asked Cody. â€Å"Of course. Sure, it’d take awhile to recover. You’d heal like a human, but you’d eventually heal.† â€Å"What if we got decapitated?† asked Peter. â€Å"Yeah,† agreed Cody. â€Å"Like in Highlander ?† Cedric rolled his eyes. â€Å"Don’t get decapitated, and we’ll never have to find out.† He focused on me. â€Å"Look, stay here for a while. Something tells me that the Angel of Darkness isn’t going to be making any appearances anytime soon. I suspect the distraction is over.† â€Å"I agree. Thanks.† He gave me a curt nod and started to turn. Then, he glanced back at Tawny and did a double-take. â€Å"What’s your name?† â€Å"Tawny,† she replied. He eyed her from head to foot and then turned to Kristin. â€Å"Get her number and set up a date.† I saw a spark of something in Kristin’s eyes, and it took me a moment to identify it. Jealousy. Reflecting back on the way she doted on his affairs, I shouldn’t have been surprised that she had a crush on him. She flipped through a few pages in her clipboard, her lips tight and disapproving. â€Å"You’ve got a lot of appointments this week. You hate it when you’ve got back-to-back events.† She spoke levelly, but I could tell that while part of her warning came from true concern, another part of her welcomed the chance to throw a kink into his dating life. Cedric didn’t appear to notice. He waved a dismissive hand. â€Å"Cancel something unimportant. You’ll know what to do.† He wandered off while Kristin took down Tawny’s number. â€Å"We’ll be in touch,† Kristin said flatly. â€Å"Huh,† said Tawny, once Kristin was gone. â€Å"He’s kind of cute. Maybe this body isn’t so bad after all.† I exchanged glances with Hugh and Peter. They looked a lot like I felt: weary and frustrated, with the secret suspicion that this was all almost funny. â€Å"Well,† I said, watching Tawny smile with delight. â€Å"At least someone’s happy with all this.† How to cite Succubus Heat CHAPTER 12, Essay examples

Organisational Culture in Multinational Corporations†Free Samples

Question: Discuss about the Organisational Culture in Multinational Corporations. Answer: Introduction: Why are managers of Asian/African descent not included in management research? Why are women not mentioned in the discussion of managing? Management studies based in the Asian or African continents are observed to be limited in nature owing to the existence of weak institutional structures and also existence of potential resource constraints. Further, the lack of effective human resources also act as a potential restraint that deters the growth of management research regarding training of human resources for enabling needed productivity growth in due time. The Asian and African economies are still considered as emerging economies in nature which account for the reduced existence of business institutions operating in the regions(Punnett et al., 2017). Moreover, the management structure of the business institutions operating in the Asian and African continents are also observed to have lesser percentage of women representing the higher hierarchy. Women in the workplace are considered against the social taboo owing to which women are not included in the management literature based along such regional contexts(George et a l., 2016). References George et al., 2016. BRINGING AFRICA IN: PROMISING DIRECTIONS FOR MANAGEMENT RESEARCH. Academy of Management Journal, 59(2), pp.377-93. Punnett, B.J., Ford, D. Lituchy, T., 2017. The Emic-Etic-Emic Research Cycle. Insights from Lead Project , 17(3), pp.1-6.