Leadership and Managing Change

The history of humanity is replete with various aspects of change along political, social, and technological lines. In this sense, change is not new to the world. However, the pace of change in the current dispensation is unprecedented. The industrial revolution provided the basis for it, and with the technological revolution that attends to the current age of information technology, the pace of change is bewildering.Advertising We will write a custom essay sample on Leadership and Managing Change specifically for you for only $16.05 $11/page Learn More Murthy (2007) concludes that the kind of management stategy that fits in this context is â€Å"management by crisis† (p. 17). He argues that the pace is too fast to allow for methodological approaches to change management, which can easily lead to desolation. This view relates closely to that of Kanter (1997) who identifies change and leadership as the two main challenges that organizations face to day. The role leadership plays in any organization is the identification and promotion of a vision, compelling enough to attract and retain the interest of all stakeholders. In fact, the chief role of leadership is mediation of change. The management on the other hand works out the processes required to accomplish the vision, ensuring in the process of pursuing the identified vision that the organization has the right balance of risks and rewards. In this case, leadership seems to have the distinct role of identifying the future for the organization and inspiring followership. This puts the responsibility of facilitating the process of identifying the forces of change on the organizational leadership, after which they develope and implement appropriate responses to those forces. In order to examine the place of leadership in change management, there is need to use a model that captures the process of change. Murthy (2007) proposed the following stages as the defining characteristics of the change process. Creating a sense of urgency Forming a guiding coalition Developing a vision and strategy Communicating the change vision Empowering broad based action Generating short term wins Consolidating gains and producing more change Anchoring the new approaches in the culture This model shows that there are leadership actions required before tackling change. Initially, the actions listed call for an inclusive process, and finally efforts meant for achieving sustainability come into play. The leadership of change is therefore not a preliminary application but a sustained input throughout the change process. The preliminary environment requires the infusion of a sense of urgency to mainstream the need for change. Introduction of change initiatives in an environement where the need for it is not yet felt leads to poor uptake of the initiatives and hence the process may fail. Changes in the internal and external operating environments are good incentives to anchor the a wareness for a change process.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Changes in the operating environement, if major, will normally have the attention of all the stakeholders. Therefore getting them to participate in change initiatives on this basis requires lesser effort. Change initiatives have a higher change of success if the organization has a high degree of stakeholder commitment. The three characteristics underpining this commitment include, â€Å"a strong acceptance of the organization’s values and goals, a willingness to exert considerable effort on behalf of the organization, and a strong desire to maintain membership in the organization†. It is crucial to bear inmind that the prospect of change is a source of stress for many employees. This calls for careful planning from the leaders of the change process. The formation of a guiding coalition builds on the principle of participatory change. While top management normally has access to resources and influence to direct change, they are perceived as custodians of the system and hence they may not be successful in inspiring change in attitudes among lower cadre staff. A change committee with representatives from all levels comands a greater following since everyone feels included. This team occupies the best position to scrutinize the change vision presented by the leadership and to become its chief advocates. They provide invaluable support in the selling of the vision to ensure compliance by all the members of the organization. The actual change in the organization will manifest in individual workstations. It is at these points that workers will apply new technologies, new attitudes, and undertake new assignments for the organization. This thinking underguards the proposition by Murthy (2007) that change needs to be brought about by â€Å"broad based action† (p. 209). It is from such places that the leadership can see the gains of the change process. It is the role of leadership to consolidate these gains. Once new systems are functioning, the leadership must phase out the older systems and let the new ones take their place fully. In order to spur on the change process, it is imperative for leaders to identify short term wins and to reward their promoters. This ensures that the staff remains focussed on the change agenda. Over time, any change initiative dies down as the organization settles down on the new operational paradigm. Leadership must remian vigilant to areas of complacency or slow growth in order to generate more change options for these. In this manner, the organization extablishes an enduring change culture and has a better chance of surviving the future demands on it to change even further.Advertising We will write a custom essay sample on Leadership and Managing Change specifically for you for only $16.05 $11/page Learn More Ethics One of the inevitable consequences of the steady process of globalization that characterized world affairs in the latter half of the twentieth century to the present is the amalgamation of world cultures. Previously, the import of culture was a very slow process using shipping routes and following trading patterns. However, with growth in the information technology and transport sectors, the current speed with which different cultures interact does not allow time for the dominant culture to subdue the others. The result is a mish-mash of values. Some of the consequences of this interaction include â€Å"corruption, favoritism and nepotism, deterioration of human values, series of scams in business, government policies, and society† The sources of ethical constructs in any society relate closely to the sources of moral constructs. Religion plays a big role in the determination of morality in a society. A key difference between moral imperatives and ethical ones, therefore, is that moral laws are transcendent and are unchanging over time. Since their sources have a claim to supernatural origin, it is impossible to repeal them. Ethics on the other hand is a conditional recognition and application of these values but drawn purposefully to allow for meaningful relations between various culture within a society or organization. At the core of culture is the moral code of each society. In an attempt to bridge the cultural differences manifesting as different moral codes, business ethics has emerged as an important part of business in an intercultural trading field that world markets have become. While morality deals with the rightness or wrongness of issues, ethics deals with the acceptable behavior in a particular context. Various specializations of ethics that are of interest to leaders in the current dispensation include environmental ethics and business ethics. Environmental ethics stems from the need to care for the environment to mit igate the effects of pollution and global warming . Organizations that do not care for the environment risk a perception that it is environmentally unethical. Business ethics seek to define the acceptable behavior of business within the communities within which they operate. The boundary of a community varies depending on the business model in use. While there is no single universally acceptable code for all businesses to use, a body of international norms guiding global human relations is emerging.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These norms, such as the respect of human rights, tolerance, and the avoidance of discrimination based on creed, race, or gender, underlie the tenets of ethical relations between communities interacting in the international arena. This, does not by any means, imply that all countries agree on these issues. Rather, they are aspirations that have found universal acceptance although the degree of enforcement varies. The interplay of ethics cascades from this international arena to the organizational one, and stops at the individual level. The organization wants to appear as a responsible member of the community that respects societal norms and upholds the values of the community. The actions that the organization undertakes must not interfere in any way with the lives of the community or the environment. In fact, the values of the business should conform to the generally acceptable standards of the community within which they do business because that is where they derive â€Å"social approval†. Looking inward, the organization must enforce a code of ethics that sets the rules of social engagement between its members. A code of ethics reflects an â€Å"organization’s primary values, norms, beliefs, and ethical rules of operations†. In this case, the rules define the acceptable limits and modes of interaction between various members of staff. Leaders normally carry more than just ethical responsibilities but also a moral one since they have authority over their juniors and hence can take advantage of them. In fact, their personal conduct in their personal lives play an important role in their moral obligations towards the society. This comes out quite well when we consider leadership roles in international organizations such as the United Nations and the World Bank. Their personal conduct in private affairs matters morally even if they have no ethical obligations in certain contexts. This is despite the fact that morality is personal while ethi cs is institutional . All organizations maintain a certain kind of written code that defines acceptable behavior. It is incumbent upon new members to subscribe to these codes. Apart from the business policies and processes, an organization’s code of conduct is an ethical construct whose presence or absence does not impinge directly on the business processes, but affects the quality of relationships between various stakeholders. A community may reject the products or services offered by an organization even if they are desirable if they feel that they their production uses unethical means. Internally, employees may feel insecure working for an organization that does not uphold high ethical standards because it exposes them to the risk of mistreatment from their colleagues. Google Google is a relatively young company for an establishment of its size. The company’s incorporation in 1998 marks its beginning as a formal entity. The company grew out of the market demand for an internet search engine that would make looking for information in the internet more organized. The solution to the problem of meaningless search results that web surfers encountered came by way of the optimized search results provided by Google’s search engine that two PhD students at Stanford University developed. Google comfortably occupies the market leader’s position in the search-engine service provision sector and internet advertising. Other big players in the field include Yahoo and Bing. Bing is Microsoft’s response to Google search after unsuccessful attempts to take over Yahoo. In China, Google faces competition from Baido, which enjoys the State’s support. Google currently offers a wide range of search related services. It earns its revenue by selling advertising opportunities to companies. Along with the entire technological innovation that Google search is, Google managed to develop a very innovative advertising model that allows advertise rs to target their advertisements at the specific people who are interested in their products and services. This way, Google offers information search services free of charge to all users worldwide. The service range that Google offers includes the flagship Google search and its email service, G-mail. In addition, Google offers specialized services such as Google scholar targeted at academicians and a blogging service for users interested in maintaining blogs, among other services. Google’s growth has had its share of challenges, some common to all startups and others related to its structure and composition. The key challenges that Google’s founders, Larry Page and Sergey Brin faced included managing talent, raising capital, managing growth, and environmental challenges. Initially, the pair did not have much in terms of financial incentives that they required to attract and retain the kind of talent they needed to make Google a success. The talent they needed put them in direct competition with entities like Microsoft, to say nothing of the demand for the same talent in the greater Silicon Valley in which Google operated. This exemplifies the general challenge of raising capital for their operations. Google relied on borrowed capital and venture capitalists to get through the initial phases of its growth and development. While the founders showed extreme innovation and adaptation to the needs of their clients, they frequently ran into situations where they needed more money to facilitate expansion. The management of growth characterized by a desire for close control of the company proved a challenge to the founders too. They were very calculated and guarded in their interaction with potential sponsors and associates. While both of them had strong credentials in technology, they lacked the prowess to offer operational leadership for the organization. This becomes clear with the entry of Eric Schmidt as the CEO of Google when he provides the much- needed balance to the highly innovative duo at the helm of the fledgling company. They only gave in to the incessant requests by the capital venture firms that bankrolled Google’s critical growth stages to relinquish operational control to a CEO. Despite its short time in operation, Google has dealt with two serious economic crises in the greater economy and survived. The first one was the IT bubble that burst in early 2000 and led to massive layoffs among the high tech firms of Silicon Valley. The other one was the economic meltdown in 2008 caused by a meltdown in the real estate sector. Google defied odds and came out of both crises stronger. The keys strengths that Page and Brin have include innovativeness, strategic focus, and well reasoned risk taking. Their knack for innovation shows in the design of Google search engine to solve a prevailing problem, and providing the conditions required for the maturity of the idea. Secondly, they show a lot of focus as they adapt to changing conditions and requirements by stakeholders. In any case, their philosophy of keeping their business fairly simple and straightforward and relinquishing control in very measured ways point to their depth of strategy and focus in the development of Google. They approach situations in unconventional ways and have been very successful as a result. The final key strength visible from the pair is their calculated risk taking. They did not abandon their studies but took a study leave. They did not move straight into a business complex but grew from a student room to a garage before renting their first office. In addition, the decision to go public through an IPO came at a time when they had developed a considerable lead in the search engine business hence their potential rivals would not have an easy time catching up. The two key recommendations to leaders based on the lessons of the growth of Google is the need for innovation and adaptability. Brin and Page did not invent intern et search. What they developed was a solution to search problems, and innovatively built a business around it. Secondly, organizational leaders need to maintain an aura of adaptability to the environment. This quality will allow them to survive pressures in their environment. References Burns, J. M. (1979). Leadership. New York, NY: Harper Row. Gavai, A. K. (2010). Business Ethics. Mumbai: Global Media. Hartley, R. F. (2009). Google-An Entrepreneurial Juggernaut. In R. F. Hartley, Marketing Mistakes and Successes (pp. 11-28). Hoboken NJ: John Wiley and Sons. Kanter, R. M. (1997). World Class: Thriving Locally in the Global Economy. New York, NY: Simon Schuster. Kille, K. J. (2007). The Secular Pope: Insights on the UN Secretary-General and Moral Authority. In K. J. Kille, UN Secretary-General and Moral Authority: Ethics and Religion in International Leadership (pp. 337-353). Washington DC: Georgetown University Press. Murthy, C. S. (2007). Change Management. Mumbai: Himalaya P ublishing House. Paliwal, M. (2006). Business Ethics. New Delhi: New Age International. Rosenthal, S. B. , Buchholz, R. A. (1999). Rethinking Business Ethics. Cary NC: Oxford University Press. Vakola, M. , Nikolaou, L. (2005). Attitudes Towards Organizational Change: What is the Role of Employees’ Stress and Commitment? Journal of Organizational Change Management , 18 (1), 163-176. This essay on Leadership and Managing Change was written and submitted by user Keith V. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

PH Lab Report Essays

PH Lab Report Essays PH Lab Report Paper PH Lab Report Paper Soapy water Material Required To facilitate this laboratory exercise, the experimenter needs the following: pH strips Sample reservoirs of solutions with varying pH Laboratory Notebook pH paper Background H stands for potential hydrogen. This is a measure of the acidity or basilica of a solution. Acidic and basic are two extremes that describe a chemical property chemicals. Mixing acids and bases can cancel out or neutralize their extreme effects. The pH scale is a set of standard solutions whose pH is established by international agreement. A substance that is neither acidic nor basic is neutral. Solutions with a pH less than 7 are said to be acidic and solutions with a pH greater than 7 are basic or alkaline. Pure water has a pH very close to 7. The pH scale is logarithmic and as a result, each whole pH value below 7 is ten mimes more acidic than the next higher value. For example, pH 4 is ten times more acidic than pH 5 and 100 times (10 times 10) more acidic than pH 6. The same holds true for pH values above 7, each of which is ten times more alkaline than the next lower whole value. For example, pH 10 is ten times more alkaline than pH 9 and 100 times (10 times 10) more alkaline than pH 8. Primary pH standard values are determined using a concentration cell with transference. This measures the potential difference between a hydrogen electrode and a standard electrode. Measurement of pH for solutions can be done with a glass electrode and a pH meter, or using indicators. PH measurements are important in medicine, biology, chemistry, environmental science, oceanography, etc. Procedure For each of the samples you selected, execute the following steps to acquire the PH. . Cut a strip of pH testing paper utilizing the serrated edge of the dispenser (1-2 in. Length minimum). 2. Submerge the pH testing strip and immerse in solution for approximately 10 seconds. 3. Remove the strip and promptly compare the results to the specimen colors indicated on the dispenser. 4. Record data for the tested solution. 5. Repeat the steps until you have tested all solutions. Data Solut ion Name Personal pH Recordings Group 2 pH Recordings Group 3 Recordings average H Recordings . Soda Orange Juice 3. Iced Tea 6 4. Lime Juice 3 4 5. Water 7 6. Milk 7. Soapy Water 8 Conclusion In concluding this lab I found that, in general most groups had similar recordings in their lab. Although, when testing the pH of soda the recording of pH between groups ranged from 1 to 3. A 3 on the pH scale is 100 times more acidic than a 1. The recording did not change much from my earlier predictions. In the beginning of the lab I anticipated that the order of the solutions tested old be in the following on a pH scale: lime juice, orange juice, soda, iced tea, milk, water, soapy water. This was correct aside from the fact that soda is before orange juice on the pH scale. This is less surprising when reviewing the amount of acid in soda. Acid is listed on average in three forms on a nutrition label for soda. If I were to conduct another lab on pH would test if the level of pH differs from soda brand to soda brand. Overall, the lab familiarized me with the concept and meaning of pH and gave me experience in measuring it, therefore accomplishing the purpose.

Anne Boleyn Biography, Facts, and Background

Anne Boleyn Biography, Facts, and Background Anne Boleyn Facts Known for: her marriage to King Henry VIII of England led to the separation of the English church from Rome. She was the mother of Queen Elizabeth I. Anne Boleyn was beheaded for treason in 1536.Occupation: queen consort of Henry VIIIDates: probably about 1504 (sources give dates between 1499 and 1509) - May 19, 1536Also known as: Anne Bullen, Anna de Boullan (her own signature when she wrote from the Netherlands), Anna Bolina (Latin), Marquis of Pembroke, Queen Anne Also see: Anne Boleyn Pictures Biography Annes birthplace and even year of birth are not certain. Her father was a diplomat working for Henry VII, the first Tudor monarch. She was educated at the court of the Archduchess Margaret of Austria in the Netherlands in 1513-1514, and then at the court of France, where she was sent for the wedding of Mary Tudor to Louis XII, and remained as a maid-of-honor to Mary and, after Mary was widowed and returned to England, to Queen Claude. Anne Boleyns older sister, Mary Boleyn, was also at the court of France until she was recalled in 1519 to marry a nobleman, William Carey, in 1520. Mary Boleyn then became a mistress of the Tudor king, Henry VIII. Anne Boleyn returned to England in 1522 for her arranged marriage to a Butler cousin, which would have ended a dispute over the Earldom of Ormond. But the marriage was never fully settled. Anne Boleyn was courted by an Earls son, Henry Percy. The two may have secretly been betrothed, but his father was against the marriage. Cardinal Wolsey may have been involved in breaking up the marriage, beginning Annes animosity towards him. Anne was briefly sent home to her familys estate. When she returned to court, to serve the Queen, Catherine of Aragon, she may have become embroiled in another romance this time with Sir Thomas Wyatt, whose family lived near Annes familys castle. In 1526, King Henry VIII turned his attentions to Anne Boleyn. For reasons which historians argue about, Anne resisted his pursuit and refused to become his mistress as her sister had. Henrys first wife, Catherine of Aragon, had only one living child, and that a daughter, Mary. Henry wanted male heirs. Henry himself had been a second son his older brother, Arthur, had died after marrying Catherine of Aragon and before he could become king so Henry knew the risks of male heirs dying. Henry knew that the last time a woman (Matilda) was the heir to the throne, England was embroiled in civil war. And the Wars of the Roses had been recent enough in history that Henry knew the risks of different branches of the family fighting for control of the country. When Henry married Catherine of Aragon, Catherine had testified that her marriage to Arthur, Henrys brother, was never consummated, as they had been young. In the Bible, in Leviticus, a passage forbids a man from marrying his brothers widow, and, on Catherines testimony, Pope Julius II had issued a dispensation for them to marry. Now, with a new Pope, Henry began to consider whether this offered a reason that his marriage to Catherine was not valid. Henry actively pursued a romantic and sexual relationship with Anne, who apparently held off from agreeing to his sexual advances for some years, telling him that he would have to divorce Catherine first and promise to marry her. In 1528, Henry first sent an appeal with his secretary to Pope Clement VII to annul his marriage to Catherine of Aragon. However, Catherine was the aunt of Charles V, the Holy Roman Emperor, and the pope was being held prisoner by the emperor. Henry did not get the answer that he wanted, and so he asked Cardinal Wolsey to act on his behalf. Wolsey called an ecclesiastical court to consider the request, but the Popes reaction was to forbid Henry from marrying until Rome decided the matter. Henry, dissatisfied with Wolseys performance, and Wolsey was dismissed in 1529 from his position as chancellor, dying the next year. Henry replaced him with a lawyer, Sir Thomas More, rather than a priest. In 1530, Henry sent Catherine to live in relative isolation and began to treat Anne at court almost as though she were already Queen. Anne, who had taken an active role in getting Wolsey dismissed, became more active in public matters, including those connected with the church. A Boleyn family partisan, Thomas Cranmer, became Archbishop of Canterbury in 1532. That same year, Thomas Cromwell won for Henry a parliamentary action declaring that the kings authority extended over the church in England. Still unable to legally marry Anne without provoking the Pope, Henry appointed her Marquis of Pembroke, a title and rank not at all usual practice. When Henry won a commitment of support for his marriage from Francis I, the French king, he and Anne Boleyn were secretly married. Whether she was pregnant before or after the ceremony is not certain, but she was definitely pregnant before the second wedding ceremony on January 25, 1533. The new Archbishop of Canterbury, Cranmer, convened a special court and declared Henrys marriage to Catherine null, and then on May 28, 1533, declared Henrys marriage to Anne Boleyn to be valid. Anne Boleyn was formally given the title Queen and crowned on June 1, 1533. On September 7, Anne Boleyn delivered a girl who was named Elizabeth both her grandmothers were named Elizabeth, but its commonly agreed that the princess was named for Henrys mother, Elizabeth of York. Parliament backed Henry by forbidding any appeals to Rome of the Kings Great Matter. In March of 1534, Pope Clement responded to the actions in England by excommunicating both the king and the archbishop and declaring Henrys marriage to Catherine legal. Henry responded with a loyalty oath required of all his subjects. In late 1534, Parliament took the additional step of declaring the king of England the only supreme head on earth of the Church of England. Anne Boleyn meanwhile had a miscarriage or stillbirth in 1534. She lived in extravagant luxury, which didnt help public opinion still largely with Catherine nor did her habit of being outspoken, even contradicting and arguing with her husband in public. Soon after Catherine died, in January 1536, Anne reacted to a fall by Henry in a tournament by miscarrying again, at about four months into a pregnancy. Henry began speaking of being bewitched, and Anne found her position endangered. Henrys eye had fallen on Jane Seymour, a lady-in-waiting at court, and he began to pursue  her. Annes musician, Mark Smeaton, was arrested in April and was probably tortured before he confessed to adultery with the Queen. A nobleman, Henry Norris, and a groom, William Brereton, were also arrested and charged with adultery with Anne Boleyn. Finally, Annes own brother, George Boleyn, was also arrested on charges of incest with his sister in November and December of 1535. Anne Boleyn was arrested on May 2, 1536. Four men were tried for adultery on May 12, with only Mark Smeaton pleading guilty. On May 15, Anne and her brother were put on trial. Anne was charged with adultery, incest, and high treason. Many historians believe that the charges were created, likely with or by Cromwell, so that Henry could get rid of Anne, marry again, and have male heirs. The men were executed on May 17 and Anne was beheaded by a French swordsman on May 19, 1536. Anne Boleyn was buried in an unmarked grave; in 1876 her body was exhumed and identified and a marker added. Just before she was executed, Cranmer pronounced that the marriage of Henry and Anne Boleyn was itself invalid. Henry married Jane Seymour on May 30, 1536. The daughter of Anne Boleyn and Henry VIII became Queen of England as Elizabeth I on November 17, 1558, after the deaths of, first, her brother, Edward VI, and then her older sister, Mary I. Elizabeth I reigned until 1603. Background, Family: Father: Sir Thomas Boleyn (made Viscount Rochford by Henry VIII)Mother: Lady Elizabeth HowardSiblings: Mary Boleyn, George BoleynPaternal grandparents:Sir William Boleyn, son of Sir Geoffrey Boleyn (Lord Mayor of London) and Ann HooMargaret Butler, daughter of Thomas Butler, 7th Earl of Ormond, and Anne HankfordMaternal grandparents:Thomas Howard, 2nd Duke of Norfolk, son of John Howard, 1st Duke of Norfolk, and Catherine MoleynsElizabeth Tilney, daughter of Sir Frederick Tilney and Elizabeth CheneyCatherine Howard was a first cousin: Lady Elizabeth Howard was sister to Catherine Howards father, Lord Edmund Howard Education: privately educated at her fathers direction Marriage, Children: Husband: Henry VIII, king of EnglandChildren:Princess Elizabeth, later Elizabeth I of EnglandTwo stillborn sons, perhaps one other Religion: Roman Catholic, with humanist and Protestant leanings Bibliography: Marie Louise Bruce. Anne Boleyn: A Biography. 1972.Anne Crawford, editor. Letters of the Queens of England 1100-1547. 1997.Carolly Erickson. Mistress Anne. 1984.Antonia Fraser. The Wives of Henry VIII. 1993.Eric W. Ives. Anne Boleyn. 1986.Norah Lofts. Anne Boleyn. 1979.Alison Weir. The Six Wives of Henry VIII. 1993.

NGO Strategy Case Study Example | Topics and Well Written Essays - 2000 words

NGO Strategy - Case Study Example The paper also looks into the characteristics of the organisation strategies with respect to the different stakeholders including the public sector. Finally, the paper discusses the weaknesses of the strategy. 1.1 Overview of Company in Question -Dell Computers At the dawn of the 21st century CSR began to gain world wide rapid importance and Dell Computers was amongst the first companies to add CSR into its business philosophy. Dell company was the second largest PC company in 2007 (Dell Company Review 2007). This was thanks to its inbuilt advantage of lower cost and highly efficient supply chain management technology (Dell Company Review 2007). Dell Company is the premier computer system provider worldwide with it highly customized products. However, today competitors are emulating Dell strategy through mass production and just in time production methods. According to the company 2007 annual report, the company currently employs more than 88000 people worldwide. As a multinational technological company, it activities are diverse. It currently sells personal computers, computers related products, servers. Data storage devices, network switches, soft wares and computers (Dell 2007 Company Review). No wonder, the Fortune 500 magazine ranked Dell Computers Corporation 8th on its annual list of most admired companies in the United States. The table below extracted from the company webpage provides a brief summary of its market structure. Items Value in Billion of $ Market Capitalisation 45.09 Revenue 61.133 Total Assets 27.561 Total equity 3735 Employees 82700 The next section discusses Dell strategy with respect to the public sector. 1.2 Company Strategy to the Public Sector Porter (1980) contends... The paper talks about the history and strategy of the Company. According to the report Dell Computers business strategy and philosophy is characterized with the Corporate Social Responsibility philosophy (CSR). In recent years, CSR has been subjected to much debate and criticism. Proponents of CSR argue that there is a strong business case for CSR, â€Å"in that corporations benefit in multiple ways by operating with a perspective broader and longer than their own immediate, short-term profits†. Dell Computers corporate strategy is characterized with CSR requirements, an organisation must assess its organisational strengths and weaknesses, as well as its environmental threats and opportunities, which will enable it choose among alternative courses of action. In the paper we can find strength and weaknesses of these strategies. From the foregoing discussion, one can conclude that major stakeholders of an organisation have increased their concern on how the activities of the organisation affect the social and environmental setting in which they operate. Organizational strategies in order to be successful must be coined and defined within the expectations of different stakeholders. As a result there has been an increase in the requirements from companies. Such an approach will go a long way to improve the competitive position and long-term performance of the company. No wonder, companies like Dell has incorporated this in their mission and vision statements.

Cores of Realism Essay Example | Topics and Well Written Essays - 1750 words

Cores of Realism - Essay Example This essay examines the relevance of the core ideas of Realism in a contemporary world. It explores the roots of the theory, from Machiavelli, Hobbes and Rousseau to Morgenthau, Beitz and Doyle. The core assumptions are that states are inherently self interested, unitary actors performing on an anarchic global stage.It looks at modern problems of Realism presented by a re-emergence of liberalism, the emergence of globalisation and its apparent incompatibility with democracy. Realism is a term we commonly use to define a motivation for behaving in accordance with truths and facts which exist independently of sentiment, emotive persuasions or overtly ideological tendencies. Within politics and more specifically, international relations, Realism has come to mean to mean a rejection of moralistic or ethical concerns in favour of a more pragmatic approach to policy and diplomacy. Realism places emphasis on the national security of a state rather than focusing on the application of moral c oncepts such as justice. Are these ideas still relevant in today's society or is there significant evidence to suggest states are primarily motivated by concepts of what is right, rather than what is necessary These issues will be explored throughout this essay, beginning with an investigation into the history of Realism. The roots of Realism can be traced back centuries to Machiavelli (1513) and Hobbes (1651). Both have had and continue to have a major influence on the shaping of political theory, particularly with their most celebrated works, The Prince and Leviathan. The latter claims that "in the nature of man, we find three principle causes of quarrel. First, competition; secondly, diffidence; thirdly, glory. The first, maketh men invade for gain; the second for safety; and the third, for reputation" (Hobbes 1651/1996, p. 83). Because of Man's natural tendency to be driven by competition and aggression, he will find himself in a perpetual state of war. Though the implementation of a sovereign will, in some way, offer salvation from the immediate state of war between individuals, it will not prevent conflict between states, which have their own interests to protect. It is therefore "the office of the sovereign for which he was trusted with the sovereign power, namely the procuration of the safety of the people; to which he is obliged by the law of nature." (Hobbes 1651/1996, p.175). This overriding aim of national security takes precedence over the individual concerns of those within the state. Indeed, Hobbes argues that the sovereign "can be no injury to any of his subjects" (p.117) which essentially gives the sovereign carte blanche to act upon their own decision without appeal to the general public. In particular, "is annexed to the sovereign the right of making war, and peace with other nations and commonwealths." (Hobbes 1651/1996 p.119). Machiavelli takes a similar and arguably, more radical view with regards to the implementation of policy (1513/1999). The thrust of his book, The Prince is in how to maintain the most powerful state. His view of man is that they "are ungrateful, fickle, liars and deceivers, they shun danger and are greedy for profit; while you treat them well, they are yours" (Machiavelli 1513/1999, p. 54). The thrust of the book is in how to maintain the most powerful state. It offers an early form of utilitarianism, which is an important aspect within the core ideas of Realism. He argues that, "By making an example or two he will prove more compassionate than those who, being too compassionate allow disorders while lead to murder and rapine. These nearly

Cross Cultural Application Of Maslows Hierarchy Of Needs Commerce Essay

Cross Cultural Application Of Maslows Hierarchy Of Needs Commerce Essay Studies have proposed that the effective use of human capital is likely the most important determinant of organisational performance (Adler, 1991 cited in Fey 2005). This has prompted organisations to seek for ways to motivate their employees to work to their full potential and to ensure optimal organisational performance. Once of the most cited and discussed theories of motivation is Abrahams Maslows Hierarchy of needs, which is same as with other popular motivation theories, Maslows model was based on research carried out on individuals from the United States (Fatehi, 1996, Gibson 1994). While it is reasonable to assume that this theory can help managers in America, the question arises as to its applicability to international management. The aim of this essay is to address that question using America and China as case studies. This essay is structured into three parts, the first part of this essay would consist of an overview of the various theories of motivation, the second part w ould look at Hofstedes cultural dimensions of individualism and collectivism while the final part would analyse the applicability and implications of using Maslows Theory of Motivation within individualistic and collectivistic cultures (America and China respectively). Motivation According to Bateman and Snell (2007) motivation refers to forces that energize, direct and sustain a persons efforts. Theories of Motivation There are two groups under which motivation theories are classified namely: content theories and process theories. Content theories, also known as the need theories are concerned with the internal factors that motivate an individual. These theories suggest that individual needs keeps changing and that to motivate individuals, it is important to take into consideration these needs and fulfil them. Notable among the content theories is Maslows Hierarchy of Needs Theory, Herzbergs Hygiene Theory and McClellands Learned Need Theory. On the other side, the process theories of motivation are concerned with the how people initiate, direct and maintain their motivations. These theories see motivation as a rational cognitive process. Examples include Adams equity theory (1963), which assumes that people expect a balance to exist between their contributions and their outcomes. They compare their circumstances with other similar people and if there is any inequity (if it is to their disadvantag e) they adapt their behaviour to lessen that inequity. Vrooms Expectancy Theory (1964) is also part of the process theories. Maslow Hierarchy of Need Theory: Maslows theory suggests that people will satisfy basic-level needs before adjusting behaviour to satisfy higher-level needs. Once a lower need is satisfied, it ceases to be a motivator and the individual progresses to the next need in hierarchical order. Source: Maslows Hieracy of Needs; www.learnmanagement2.com Such needs have been recognized by Maslow and in their hierarchical order, include physiological needs, safety needs, social needs, self-esteem, and self-actualization. In Maslows model, individuals at the outset desire to gratify physiological needs. Physiological needs are the fundamental human needs which are necessary to maintain life and consist of food, clothing and shelter. Other desires present slight motivation pending the satisfaction of these basic needs. As soon as physiological needs are satisfied, safety becomes the next need. Safety characterizes the need to be liberated of the fear of bodily harm, the want to experience freedom from lack of fundamental physiological needs and the desire for self-protection. Subsequently, the social need arises as the chief need to be satisfied. The social need represents striving for significant relationships with other people. Once the need for significant relationship is fulfilled, the individual begins to seek more personal recogni tion and desires esteem or recognition from other people. The satisfaction of this need produces feelings of self-confidence, prestige, power, and control. After satisfying the need for self-esteem, self-actualization becomes the principal need. Self-actualization represents the desire to take full advantage of ones abilities and be what one is able to be (Maslow, 1970, Hersey, 1996, Gambel and Cianci, 2003). Cultural Dimensions Culture can be defined as a system of values and norms that are shared among a group of people and that when taken together constitute a design for living (Hill, 2009 p. 89). According to Hofstede (1984), there are five dimensions of culture namely: power distance, uncertainty avoidance, individualism vs. Collectivism, Masculinity vs. Femininity. Power distance relates to the way a society deals with the fact that people are unequal in intellectual and physical capabilities. The uncertainty avoidance dimension relates to the extent to which different cultures socialised their members to accepting uncertainty and ambiguous situations; According to Hofstede, members of high uncertainty avoidance cultures place a premium of job security, benefits and demonstrate a strong resistance to change while the opposite applies to members of cultures with low uncertainty avoidance. Individualism and Collectivism refers to relationship between the individual and his fellows. In individualistic cultures, bonds between individuals are loose and freedom an individual achievement are valued while in cultures where collectivism is emphasized, bonds are tight and individuals are supposed to look out for the interest of others before his own. Hofstedes masculinity versus femininity dimension refers to the distribution of roles between genders in a particular culture. (Hofstede, 1984, Hill, 2009). Overview of Individualism and Collectivism Individualism Amongst individualistic societies, Hofstede (1984) suggests that individuals desire and gain a high quality of life as a result of success achieved by his or her efforts alone. Achievement, self-actualization, and self-respect describe an individualistic society and furthermore typify self-esteem and self-actualization in Maslows hierarchy of needs. One conserves self-respect and separates work and private life in an individualistic society. In the work organization, completing the job task will come before developing relationships. Collectivism Hofstede (1980) suggests that collectivism can be described by a tight social framework where differences exist between in-groups and out-groups. Individuals expect to be cared for by their fellows, which can consist of relatives, clans, or organizations in exchange for absolute allegiance. Hofstede (1982) also points out that individual are born into a collective society. Consequently, Hofstede (1984) suggests that in a collectivist society, a high quality of life is defined more in terms of the family and close relatives than the individual. In terms of the work environment, individuals from collectivist cultures do not separate their private lives from their jobs, relationships take precedence over job tasks and importance is placed on the development of relationships as a requirement to work together effectively. American and Chinese Culture To better understand the extent to which various factors motivates individuals from different cultures, it important to look at their national culture. The national culture of America and China shall be discussed briefly using Hofstedes (1984) model. Despite the short coming of this model, it is still widely used because it provides data on characteristics of culture based on a large number of respondents from variety of countries. Dimension America China Power Distance 40 80 Individualism 91 20 Uncertainty Avoidance 46 40 Masculinity 62 66 Source: Hofstede, G (1983), The Culture Relativity of Organisational Practices and Theories, Journal of International Business Studies, Vol.14 (4) pp.75-89 American Culture Hofstede argues that, the ordering of needs in Maslows hierarchy represents a value choice Maslows value choice. This choice was based on his mid-twentieth century U.S. middle class values (1984, p. 396). Maslows hierarchy was developed during an era when the American culture stressed individual achievement. The rapid growth of this country, which was facilitated by strong emphasis on education, lifestyle and career opportunities, influenced the formulation the needs demonstrated on Maslows model (Gambel and Cianci, 2003). Hamden, Turner and Trompenaar (1993) argue that the American culture places a lot of emphasis on making the individual self reliant as against being influenced by his or her external environment or others. Nevis (1983) also states that the American culture over the years has developed from assumptions that stress the independence of the individual. It can be confirmed from the research done the Maslows Theory was based on individualism that was prevalent in the Ame rican society. The question therefore arises as to whether this theory can be applied to cultures that are high on the collectivism dimension. Chinese culture Lit et al (2002) state that research on cultural studies identify family oriented collectivism as a key Chinese cultural characteristics. According to Triandis (1996), the Chinese are collectivist individuals. Similarly, Smith and Bond(1993) points out that a lot of research have discovered that the Chinese place a lot of emphasis and importance on family values and hierarchy. This characteristic is also noticed in the work environment; Chinese business practices are influenced by family-oriented collectivism and the structure of their organisations supports the collectivist nature (Nevis 1983, Li et al, 2000). These factors suggest that a Chinese hierarchy of needs would differ significantly from Maslows original model. The main issue concerning Maslows Theory and its ability to apply to Chinese cultures is the aspects of self actualisation and the need for social belonging. Other needs such as physiological and safety needs are basic needs that are present in any culture, although it may not be sought after in the sequence proposed by Maslow. However, his hierarchy of needs places the need for social belonging as being desired after physiological and safety needs are met. While self actualisation is the ultimate need. While these may be applicable in the American society, such cannot be said concerning the Chinese. Being a collectivist culture, one of the main focuses of individuals in such societies is to look out for the well being of their immediate family and relations. Such characteristics are acquired from young as the individuals watch the way their fellows interact. It is therefore not a need that they aspire to or desire but rather one that is already embedded in their environment. This ne ed therefore, cannot be used as a motivator for individuals from collectivist cultures especially China. Another problem with the application of this theory in collectivist cultures is the importance Maslow places of self actualisation. Self actualisation is seen as the chief desire of individuals. While this is possible in cultures that are highly individualistic, the same doesnt apply to collectivist cultures. As demonstrated in the literature on collectivist cultures, the aspect of self is not emphasized while communal thinking is promoted in place of individualistic behaviours. In cultures such as China, the need for Self-actualisation as proposed by Maslow may not exist at all. The implication of this is especially important for managers who are working in cross cultural environment. When using Maslows theory of motivation, it should be clear as to who such motivations are targeted to. Generalising this theory as being applicable to individuals from diverse cultures may not be in the best interest of management as they may not achieve their aim of motivating their employees to full potential. Although Maslows Hierarchy of Need theory is an important contribution that can help managers in motivating their employees, it should be handled carefully when dealing with individuals from diverse backgrounds.

Headstart Teacher: The Challenges and opportunities Essay

â€Å"Headstart is usually a 40+-year-old program that has assisted children from lower income families to cope academically as well as socially with their counterparts.†(Blake) As someone who just got an appointment as a headstart teacher, I expect several challenges and open doors of opportunities which I will explore in this essay. Challenges The challenge of Societal Discrimination Once an individual takes up an appointment as a headstart teacher, the level of respect that society accord to them is usually low. The society believe that taking up work with low income families and single parents implies that the headstart teacher is also poor, being in the same category. Take for instance if I tell another fellow that I just took up head start job, the fellow is likely to ask me why? Family challenge The job involves at-home visits that will enable to explore siblings and homelife.The family may think that picking up their children at home is a special request and not a responsibility or compulsion. As these families are usually low income earners, as a headstart teacher, I cannot punish them for late fees. Some parents may also see the time spent with their children as a token of friendship or free hour child care rather than as a job. Difficulties may also arise from uncooperative families especially single parents or divorced families as teachers and parents are both very important for a headstart program to succeed (Sitemaker).Such siblings of uncooperative parents have been shown to lag behind in terms of cognitive development in most cases (Sitemaker). There is also the possibility of having to face court charges from parents of siblings. For example, a teacher in Miami was reported in the past and was charged with hitting 3 kids in his care and was also accused of kicking one of them in the face. The parents testified in court that their kids were treated as such and the headstart teacher was charged with battery and child abuse (Mabin&Lebovick). The challenge of Low compensation Headstart teachers’ salaries are generally low especially when compared with that of the K-12 teachers. They earn half of what public school teachers earn.   The challenge of physical needs Younger head start teachers (18-30) are better able to cope with physical requirement, that this, job demands. As an older head start teacher, I may not be able to move up and down or expend as much energy as younger ones will do. The opportunities ahead Possibility of better compensation with time If the wages of headstart teachers is increased with time as proposed, this will afford me as headstart teacher, scholarship opportunities for furtherance in my study to obtain a college degree. Possibility of gaining international recognition As a headstart teacher, I have made up my mind to put in my best to my work as behind every challenge, there is a promotion. For instance, Kansas Headstart association gave an award to a headstart teacher, Teri Aldrich for the Helene Marks award in 2007 and this is the foundation top honor. The total amount of the award was $2000. He was given this following a project design titled: â€Å"MARVEL with moment,† a program designed to help children with special needs meet higher academic achievement. He received a standing ovation which according to him was the first time in his entire life. In conclusion, indeed the gift of a man makes way for him and I see myself achieving these kinds of feat also one day in the course of my headstart career. I am not afraid of challenges for behind every cloud, there is a silver lining.