Advertising’s 15 Basic Appeals Essay

Fowles has written other books on the effects of media on society such as â€Å"Advertising and Popular Culture† published in 1996. He is also a researcher, publisher, and professor in media. â€Å"Advertising’s† has also appeared in â€Å"Mass Advertising as Social Forecast† by Jib Fowles. From the title, you can expect that this essay will explore the reasoning behind advertisements and why people like them. It is an appropriate title because Fowles breaks down each â€Å"appeal† he lists and explains why it is used to draw in audiences. This essay’s focus is about the techniques that advertisers use to appeal to audiences. Fowles got his ideas about the appeals from studying advertisements and using interviews by Henry A. Murray, a Harvard professor. Fowles separates the appeals into 15 parts and gives details on how each is used and how often. His purpose it to inform advertising, marketing and media students, and also other educators on how to us ads to appeal to the public. Also, he wanted to inform the general public on how they are being influenced. The target audience is mainly students who are studying media. Fowles does a good and effective job of getting his point across. His goal is to educate students and he does that well. His information is organized well, which makes the essay easy to understand. He uses a lot of details and examples to back up his points. Finally, Fowles ends his analysis by explaining to the reader how to look at ads for the things he wrote about. â€Å"Advertising’s Fifteen Basic Appeals† is a good resource for any student interested in learning more about the media. When looking at â€Å"Advertising’s† by Jib Fowles, the reader can easily see what each of his appeals is. He gives each appeal in a number list and describes each appeal in that list. This way of presenting information makes it very easy for the reader. Someone can simply pick and choose what parts of advertising appeals he or she would like to explore and find it right away. The good organization is a positive aspect of the writing as well as how thorough Fowles is. â€Å"Advertising’s† can be seen as a good resource because it is very detailed.  With each appeal there is a description with examples or background provided. One appeal is the need for autonomy. If the reader does not know what this appeal is just by looking at the title, he or she will soon know by reading Fowle’s description. Fowles gives examples of companies that use this need for autonomy. One slogan he quotes is from Visa, â€Å"you can have it the way you want it,† they say. Fowles explains why Visa would use this as an effective marketing tool. â€Å"The focus here is upon the independence and integrity of the individual; this need is the antithesis for guidance†¦Ã¢â‚¬  (Fowles 562).  Now the reader, who may not even know what autonomy is, has an understanding of the appeal and an example to clarify. After the explanation of the appeal comes the lesson on how to analyze advertisements. This part is important because if people know all of these things about ads but don’t know how to apply them to what they see everyday, then â€Å"Advertising’s† has missed the point.   Ã¢â‚¬Å"When analyzing ads yourself for their emotional appeals, it takes a bit of practice to learn to ignore the product information†¦ sort out from all the non-product aspects of an ad the chief element which is the most striking,† (Fowles 566). The viewer must not only learn to sort the information, but also he says to look at the angle the ad is viewed in and the audience it is targeted to. Again, good examples are provided to explain this. He writes about the Green Giant who is looking down on you and appealing to your need for guidance, and about the difference between the message of the same ad if it’s in â€Å"Penthouse (need for sex)†¦and Cosmopolitan (need for attention),†(Fowles 566). There are some who may think that despite Fowles organization, detailed explanation, and analysis, that the essay is too old to be useful to a modern audience. When describing the need for sex, appeal number one, Fowles uses some example that could be seen as dated. First he says that sex is only used in two percent of ads because it can be too much for the viewer. Sex is definitely something seen a lot more in today’s ads. He then provides examples using companies and products that aren’t around anymore. The description of the â€Å"lithe blouse-less female astride a similarly clad male† (Fowles 555), in the Jordache jeans commercial could paint a picture for some in their forties. Today’s students might not get anything from that visual. Even though the examples are dated, the information remains true. You may find more sex in different ads these days but advertisers are still marketing to that need and doing it in the same ways. Jib Fowles was an educator with a strong background and understanding of the media. For this reason his goal with this essay was mainly to appeal to students. He does that well by staying organized and giving a lot of details. He puts his theory into use by informing the reader on who to analyze ads. Though some of Fowles examples are old and people may think they are outdated, his ideas are still good for today’s audience. All of this makes â€Å"Advertising’s Fifteen Basic Appeals† a good place for students to turn to when wanting to learn more about advertisements. Work Cited Fowles, Jib. â€Å"Advertising’s Fifteen Basic Appeals†. Writing and Reading Across the Curriculum Ed. Lavrence Behrens and Lenard J. Rosen. Boston: Pearson, 2013 551-68. Print.

A Case study into Counselling and Mentoring

Guidance is the procedure utilizing to assisting people to work out their jobs and acknowledge their feelings. It ‘s a face to confront confidential session between counselor and the client. Counselling helps promoting a alteration in public presentation. it is about assisting and back uping a individual to happen an apprehension and replies when he ‘s working for an organisation. Counselling is a friendly, helpful and positive progress to personal development. There is two attacks Direct Counselling-Counsellor Give all the waies and replies to work out their jobs Eg: Health visitants are qualified nurses with specialist preparation who work in the community. They help people with a mental unwellness to go on to populate in their place. Health visitants can: aid you stay healthy by speaking to you about diet and exercising be person to speak to offer practical advice about nutrient, hygiene and daily life 2. Indirect Counselling- Counselee is capable to place his or her jobs and Promote the other party to discourse their jobs. Eg: Couple councelling -address their jobs originating adault relationship between them and promote them to disscuss and decide.COUNCELINGMENTORINGOffering advice and assisting staff development Provides an of import foundation of way in concern activities Procedure of assisting people to acknowledge their feeling about jobs Helping people to get the better of their jobs and develop their public presentation Assist people to place what cause of their long clip jobs More significance based Main end or thought is helps people to understand themselves clear and better Reding supports the person with their impacting fright and demands in a safe and swearing relationship. Wider focal point and better power assisting to calculate an person ‘s thought and values in a positive manner Looking on calling and personal development This is an relationship between two individuals Challenges, support apprehension and professional development. Mentor is more qualified, knowing and more experient than mentee Help new employees get used to to the working environment. Mentoring helps to alter the civilization in an organisation Mentee can better his/her cognitionMentoringOne Person is assisting other individual to develop his calling in occupation more efficaciously and advancement. The individual who called wise man is more experient and knowing than mentee. Eg: In any organisation Seniors giving preparation for juniors until they manage themselves. A drive teacher teaching to new scholar to go a good driver. Measuring Counselling and Mentoring. When we measuring mentoring one individual assisting another individual to develop his accomplishments and ideas in that procedure the individual who holding helps he will be manage to sort-out the jobs on his ain thoughts and implement it and besides he will be able to develop his accomplishments without taking any aid from anybody and perform in the existent environment B. ( B ) Identify personal and professional accomplishments required to run into your administrations And your ain ends and research methods to better them.SkillYOUR GoalsORGANIZATION SKILLSPersonalListening accomplishments Pull offing people skill Communication accomplishments Technical accomplishments Motivation Cognition Learning accomplishments Time managing Stress direction accomplishments Technology Correct staff Time managing Peoples Correct merchandises Relationship at workYOUR GoalsORGANIZATION SKILLSProfessionalIT Knowledge Leader ship Coaching Multitasking Use Microsoft PowerPoint to give clear professional cognition to co-workers New engineeringPersonal SkillsPersonal accomplishments are the accomplishments holding to decide the jobs in life every bit good cover with the challenges successfully in a positive mode. The chief identified personal accomplishments are as follows Time Management Many troughs find themselves increasing their twenty-four hours to twenty-four hours work like a mountain, normally spend much clip to complete but they unable to complete on clip because they non pull off to command the clip which they passing within their on the job hours. That ‘s why clip direction is really of import as a personal accomplishment. The cardinal point on clip direction is effectual and efficient usage of one ‘s clip to enable necessary undertakings to be completed within their timeframes in a structured and prioritised mode Stress direction accomplishments Human ‘s reaction emphasis is seen more they on work than the other state of affairs. In modern state of affairs anyone feeling threatened or under force per unit area will demo the same symptoms. Those are increased blood force per unit area, increased bosom round and watchfulness To cut down the emphasis best method is clip pull offing, making exercisings, learn express myself, self-rewarding and relaxing. Problem resolution accomplishment Any administration or any male monarch of occupation of all time be free from jobs if we able to make that it ‘s an good illustration for personal skill.the stairss for job resolution Reduce the job in to manageable pieces and cover one at a clip. Without blowing clip for scaling the job attempt to decide it Without look intoing back and past believe what to make in front Talk to trusted college for certain programs and place their reaction Learning accomplishments Learning is something we do for ourselves.everytime we can larn and it helps to better our cognition twenty-four hours by twenty-four hours every bit good as it ‘s an good accomplishment to better personal and organisational ends.Professional accomplishmentsProfessional accomplishments are of import for every person, whether employed or non. It is critical for every concern and professional organisation to increase the cognition and accomplishments of their employees. They should seek to increase the quality of public presentation, to guarantee an betterment on the personal and professional accomplishments. 1.IT Knowledge IT cognition is an professional accomplishment to better organisation end every bit good as personal end. Besides its an benefit to do all the work needs to be done easier and faster. E.g. : when making a presentation easy and professional to utilize Microsoft power point and do the slides and present it. 2. Multitasking accomplishment Multitasking average ability to make more than one work at same clip. It ‘s an good accomplishment to rush up work and salvage the clip and cut down the emphasis in work. It helps to increase organisation productiveness. 3. Leadership Leadership accomplishment is a good illustration for professional accomplishment. It helps to take everybody and demo them right manner and the methods and it helps to better organisation ends.( C ) .What is Time ManagementTime managing is art of set uping, forming programming and budgeting one ‘s clip for the intent of bring forthing more effectual work and productiveness. Time direction is more of import for everybody. Many troughs find themselves increasing their twenty-four hours to twenty-four hours work like a mountain, normally spend much clip to complete but they unable to complete on clip because they non pull off to command the clip which they passing within their on the job hours. That ‘s why clip direction is really of import as a personal accomplishment. The cardinal point on clip direction is effectual and efficient usage of one ‘s clip to enable necessary undertakings to be completed within their timeframes in a structured and prioritised mode. Benefits: More Productiveness Less emphasis Achieve ends on clip Time direction helps to increase the productiveness in a organisation. It save staff turnover and increase the end product. Time direction helps to cut down stress degree for eg.if director holding more work to complete within a clip frame and if he mange the clip decently he can cut down his emphasis level.it helps to bask the work and increase the organisation productiveness every bit good. Time direction helps to accomplish ends on clip, any director can pull off his clip for finish his work force within the clip frame he will accomplish his personal ends on clip.Eg acquiring honoring for his work like salary increases and publicities. ( D ) .Value of Professional Development Professional development is one of the foundations of our working lives. It ‘s a procedure which keeps us interested in our work, gives us the thrust to come on our callings, supports industry competitory and in the terminal makes us employable throughout our lives. Value of CPD Individual Develop practical tactics to unlock and transcend the single potency Widen personal webs and chances Be able to find preferable method of larning and development in front maximal benefit in the hereafter by doing smarter professional development picks. Opportunity to step up and alter the function in the organisation. Continuingly update the cognition and accomplishments Organization Widening Skills More chances for the organisation to widen their concern Expand the concern and increase the productiveness Give staff the capableness to spread out or alter their function Give staff the accomplishments to work with new engineering Organizations are up to day of the month and competitory Minimise the hazard of professional mistakes Make the work force and concern procedures more efficient Eg: In Tesco Pharmacy- because of the combination of their modern dispensaries and extremely trained support staff, will hold more clip to pass with clients giving one-to-one advice on medical specialties and life style. They be an indispensable portion of the shop squad and when anybody articulation with Tesco as a Pharmacy Manager, so he will besides work closely with the direction squad and will take charge of developing others, training and developing staff and be given ample chance to work on their ain Continuing Professional Development ( CPD ) . Tesco is a big retail merchant but they guarantee their druggists are given the environment to be professional. It ‘s these high criterions their clients have come to anticipate and Tesco holding confident that whatever thier aspirations and demands, and have the chances and support to assist them do the most of directors calling. ( hypertext transfer protocol: //www.tescopharmacy-jobs.com/career-development/index.htm )Undertaking 2Carry out a personal accomplishments audit which identifies preferred learning manners and that Focuss on the accomplishments required for effectual direction and leading. Your Answer must explicate phases of personal accomplishments audit every bit good as preferred acquisition Manners. Explain and measure the methods to supervise the effectivity of your ain acquisition Manner?What is Skills audit?A skill audit provides a appropriate manner of meeting information about the available abilities of people for a specified undertakingA personal accomplishments auditPersonal accomplishment audit is back uping to place strengths, failing, chances and dainties which will turn to to place certain spreads and the manner fulfil those spreads by taking necessary actions. Learning styles-Learning manners are the different methods or ways of acquisition. There are three types of acquisition manners Ocular Learners Auditory Learners Kinesthetic Learners Ocular Learners These types of scholars learn through seeing. They needs to watch organic structure linguistic communication and the facial visual aspect to understand. Auditory Learners These types of scholars learn through hearing. Kinesthetic Learners These types of scholars learn through moving, making touching. Dr Peter Honey and Alan Mumford ( 1986 ) developed a acquisition manners questionnaire, based on Kolb to mensurate how people learn, to place their learning strengths, to promote persons to develop their learning possible and study on how they can better their acquisition manner. They clarified the four chief larning manners as: There are four different acquisition manners Militant Reflectors Theorist Pragmatist Militant DOING Reflector REVIEWING Pragmatist PLANING Theorist CONCLUDING Militants Learn from New experiences and challenges which to larn Competitive teamwork and job resolution Reflectors Learn from Encourage to watch or believe Think before moving and adjust before get downing Have clip to reexamine their acquisition Help to interchange positions with other people Without danger Can make a determination without force per unit area and tight deadlines Theorist Learn from theory, theoretical account or construct Think jobs in a logical measure by measure Pragmatists Learn from existent life jobs Shown techniques for making things with apprehensible practical advantages Harmonizing to Honey Mumford Learning styles strong effectual acquisition manners are theorist and pragmatist. By rehearsing activities develops their abilities in this acquisition manner, Pragmatist develops the accomplishments by rehearsing like militant. Theorist is identified as low. So by rehearsing the activities theorist can increase their learning ability, Reflector is identified as really low. So reflectors should set more activities to better their acquisition.How can supervise Effectiveness of my ain acquisition mannerHarmonizing to honey and Mumford method I am an Militant scholar I would wish to larn from new experiences and the challenges which I can confront besides when I am working as a squad ( team work ) I am larning new things personally. Methods to supervise the public presentation of Activist manner I can supervise my MBA public presentation on Activist manner by Learning from new experience analyzing different faculties and confronting challenges in group plants. Self appraisals Personal accomplishments audit is an of import measure when you are be aftering a calling alteration. Scale 1-something you are really weak Scale5-something you are really good Skill/ability 1 2 3 4 5 Bing originativeEYLeading a squadEYUsing theoryEYSolving jobsEYactuatingEYUsing above chart I can mensurate my strength and failings in my accomplishments besides can utilize a personal SWOT analysis for step it. Personal SWOT analysisStrengthsgood at working in a squad work outing jobs good at communicating with people good authorship accomplishments Ability to taking hazardFailingsNot much presentation experience do n't wish making presentations Not finish twenty-four hours to twenty-four hours surveiesOpportunitiesComplete MBA within 1 twelvemonth Working experience in nutrient retail industryMenacesaltering regulations in college hard to happen Job in suited field -Strengths and failings are normally things internal to me-personal accomplishments -Opportunities and menaces are normally external factors might impact to personal lifeUndertaking 3PERSONAL DEVELOPMENT PlanWhat is personal development program? It ‘s a personal program or specific measuring to recognize the demand to better in peculiar countries in our personal life Where I am now? At present following station alumnus sheepskin in concern surveies at Edexcel through London school of direction and scientific discipline which is taking to Master of Business disposal programme in Glyndwr University. At present I am working as a Duty director at Co-operative group.Co-op is a 1 of the largest retail company in UK every bit good as biggest husbandmans. Education background I have completed Diploma information engineering at NIBM Sri Lanka. I have completed Advance professional sheepskin in concern surveies ( Level 5 ) at south bank college I have completed sheepskin in computing machine surveies at south bank college Future Plans I hope to making specialise in HR direction after my Master in business Be a shop director in Co-op every bit shortly as finish my Master in business By 2014 be a HR director any bank in UK. Current aims and ends My current aim is to finish my MBA programme which is traveling to be finish by grand 2011. Meanwhile go on my current occupation as a responsibility director value to my bearer. Personal accomplishments Working as a leader with any figure of squad and achieve ends. Having much cognition about IT which is supported to my bearer. Solving the jobs in good mode I am a multitasking individual who can make so many occupations at a clip. And besides I am holding good clip direction accomplishment in my life it helps to cut down my emphasis degree when I am working and increase the productiveness personally and to my organisation every bit good. I would wish to listen people and take their thoughts and better my cognition.My personal SMART analysis programThis will assist me to make my ends on clip. Specific – all my ends are good defined. To finish my MBA I do my surveies on a regular basis. To my bearer development for managerial degree, I improve my leading accomplishments by making specific preparation and on my work topographic point every bit good. Measurable- I spend about 5 hours per hebdomad for my surveies and working 20 hours per hebdomad Every hebdomad I am look intoing what I have did for my occupation and keep a dairy how much I spend per hebdomad for my disbursals. Attainable – I spent excessively much clip to watch films per hebdomad but I cut down for 2 hours per hebdomad Relevant – I am loosen uping more clip after finish my work Academic – I am seek to complete my Surveies within the timeframe which was given by the college and accomplish my ends Time bound – Needs to be control clip direction and certain clip period for each end.Scheme for personal developing a programPESTLE analysis concentrating on institutional function gives me better understand about my direction work. My personal grind analysis Strength Personal accomplishments Teamwork Multitasking It knowledge Leadership Problem work outing Failings Communication accomplishments Listening Time direction Opportunities Training Learn professional accomplishments Menaces Government regulations and ordinances When I need to plan a personal development program foremost I need to put nonsubjective for following inquiries 1.What do I need to larn? 2.What should I make to accomplish this? 3.What resources or support will I necessitate? 4.What will my success standards be? 5.What will be my mark day of the months for completion What do I need to larn? I need to finish my MBA and need to larn how to make presentations properly What should I make to accomplish this? Giving my full strength for surveies and complete the class works on clip and complete my MBA on clip. What resources or support will I necessitate? Training for composing accomplishments, better communicating accomplishments every bit good as more books for read as resources. What will my success standards be? Time direction and squad work What will be my mark day of the months for completion? I hope to complete my surveies ( MBA ) by 2012 and be a shop director every bit shortly as possible In the terminal by 2015 be a HR director.MY PERSONAL DEVELOPMENT PlanWhat I am I Trying to accomplish What internal Failing is Standing in the manner What external Menace is worrying me Who/where Can I travel to assist When am I Ask for aid How will I review advancement Get promoted from current Job Need to finish my surveies Government regulations Speak to my Ops trough Anybody who willing to assist Discuss my advancement with my director every month Construct up my instruction makings Equally much as I can Fiscal jobs competition University Or college My married woman Discuss my advancement with my talks every month Be a HR director Experience Credit crunch In UK Anybody who can rede me My former director My ego

Shift from Industrial Relations to Employee Relations Essay

Shift from Industrial Relations to Employee Relations - Essay Example It covers a wide spectrum of industrial activities such as collective bargaining, trade unionisms, and worker's participation in management, discipline and grievance management and industrial disputes and interpretation of labor laws. It, therefore, refers to the collective relationship between the employer and employees on a set of employment relationship. But researches conducted at various places across the world have concluded that the validity of industrial relations as a concept is going to decline in the near future because of the necessity of more recognition of employees at the work place by employers. The employee-employer relation in the 21st century is going to have a new outlook because of the increased need for the recognition of employees at the work place either voluntarily or by the contemplation of law. The relationship between employer and employee experienced in the past, coined as industrial relations has declined over the last few years by virtue of reasons such as change in working condition and approach of trade union. The research undertaken by CIPD (Chartered Institute of Personnel and Development) in 2004-05 on the changing nature of employee relations in U K organizations reveal that "Union membership and traditional union-related personnel management work has declined enormously in the last 30 years, with no prospect of a sustained re-emergence, though the re-regulation of employment and the new Employee Information and Consultation Regulations are pushing employee relations back up the management agenda"Rationale for change in the outlook The reasons for the modern perspective of employee relationship are manifold. Over the past 20 years there have been many amendments in the employment legislations, change in the methods of selection, recruitment, training, remuneration, working condition, consultation etc. All these factors have contributed to a shift from industrial relations to employee relations. Also shift in the trade union image from the earlier industrial conflict has also helped in creating and maintaining a harmonious relationship with employers which opened up opportunities for greater involvement of employees. Another factor which caused a change in the treatment of employees by employer is the changing attitude of present day employees. The modern employees and employers have a psychological contract, which implies the unwritten perceptions of the employment relationship and the degree of trust, motivation and commitment involved. Employee Relation Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. This approach towards the employees in a changing working environment should not be conventional nor is it adversely affects the employee performance. Modern employers unanimously agree with employee relations, although a few have different opinion. The new approach from employer perspective can be justified by the following: 1. Employee attitude and commitment are strongly associated with employee performance 2. Employee involvement and consultation appear to be more strongly associated with employee satisfaction 3. The ideal mechanism to be used for employee voice includes two-way communications, project teams and joint consultation through electronic

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The five marketing orientation - Essay Example The five marketing orientation The production concept is one of the oldest system in the world which in the United States began to proliferate itself after the industrial revolution. The typical production company is dedicated to some form of manufacturing activity. Based on the production concept customer react based on the law of supply and demand in which price is a determining factor of the desire of a customer to acquire an item (Varian, 2003). As lower prices the demand of a product increases, thus the production of the company increases in accordance. The management teams in company following the production concept emphasis on improving the operating efficiency of the firm to lower costs and streamline the operation in all aspects of its supply chain. The supply chain of a company is the network of distributors, transporters, storage facilities, and suppliers that participate in the sale, delivery, and production of a product. The production concept can be applied to service companies. A second strategic marketing orientation is the product concept. The product concept stipulates that consumers will favor those products that offer the most quality, performance, or innovative features (Kotler, 2002). A company adds value to its business by make improvement and enhancements to its featured products. An example of this application be can be seen in the company Sony. One of the most popular products of the company is its portable playstation system (PSP).

Brown vs. Board of Education Personal Statement Example | Topics and Well Written Essays - 750 words

Brown vs. Board of Education - Personal Statement Example It was the case of Oliver Brown that brought an end to many of the hardships that the blacks had faced over time. Oliver Brown’s daughter had to travel a long way to reach her black school although a school was located nearby and this made Brown file a suit against the Board of Education for the rights. The case was a breakthrough in the American history as the blacks were allowed to study with the whites and the process of integration started. This case was very important in the history of blacks as it ended a long feud between the two races. In my belief this case helped the blacks to reach a position in the history of United States which they would have never been able to. Rosa Parks Civil Rights Movement Rosa was an educated lady who took part actively in the civil rights movement. She played the role of ignition in the civil rights movement and was one of the first blacks to take a stand against the government. Rosa worked as a seamstress in Montgomery Fair Department Sto re. Buses in the mid twentieth century had some restrictions for the blacks. ... Three of the black passengers moved except for Rosa Parks who was later arrested and fined for her misconduct. It was this incident which finally broke out the black community and they launched a boycott against the Montgomery Bus Services. The boycott lasted for 381 days and it was quite successful as the segregation laws were lifted. In my opinion Rosa Parks played a pivotal role in reviving the integrity of the blacks in the region. She united the blacks and ignited a civil rights movement against the government. In my belief it was her because of whom the civil rights movement began for reviving the rights of the blacks. Twelve Angry Men Twelve Angry Men was a play directed by Reginald Rose which later on became a movie. The play revolves around a young man who is about to be charged for the murder of his father. In United States a jury consists of many judges who are to decide whether a person is guilty or not. If a unanimous vote for guilty comes up for the person then he is ac cused otherwise the trial is known as mistrial. In this case the sentence for being guilty would result in a death penalty. The jury of twelve members then sit in a room to decide whether the kid is guilty or not and most of them come to the conclusion that the person is guilty because all evidence points at it. Only one of the members decides to vote against it and a mistrial occurs. In my opinion the play points out to the way a judgment occurs in the trial. The personal feelings of the jury may come in the way when deciding about the person who is being tried. The play points out the irregularities in the system of justice and how it may lead to wrong convictions at the wrong

Compare and contrast the policy implications of the theories of Essay

Compare and contrast the policy implications of the theories of justice in the works of John Rawls and Friedrich von Hayek. Illu - Essay Example 201). It is apparent that Rawls is not adequately certain in sorting out those distributive institutions that are in agreement with, or needed by, his principle. In reality, the theory is intentionally vague as Rawls, exercising his ‘method of avoidance’, tries to ‘avoid the question of the correctness of important social theories and rather to set out a conception of justice on the basis of which the question of private property vs. socialism in the means of production could be reasonably discussed’ (Wood & Woods 1991, 202). This essay will review the similarity and difference between the implications of Rawls’s and Hayek’s theory of justice on economic policy. Specifically, it will discuss the implication of Rawls’s theory of social justice on welfare economics, and the implication of Hayek’s spontaneous economic order on economic policy. Basically, the difference between Rawls and Hayek is that the former focuses on microeconom ics whereas the other on macroeconomics; however, both of them included in their discussion property-owning democracy and market socialism in a minimal fashion, while disregarding capitalism. The Implication of Rawls’s and Hayek’s Theory of Justice on Economic Policy The ideas of Rawls represent one thorough broad discussion of the issue to which others have felt forced to address. A comprehensive analysis of Rawls is relevant, not because he is ‘accurate’ whilst others are ‘inaccurate’, but because he methodically deals with these major concerns and his outcomes may be of particular relevance. In a recent literature review interconnecting ethics and economics, Hausman and McPherson (1973) firmly argue for the importance of ethics to economic policy. They refer to Rawls’s theory of justice as well. They cite a number of ethics systematisations, including Rawls, and claim â€Å"In our view, the parts of ethical theories we shall survey here may be of more interests to economists than are the whole systems† (Edgren 1995, 332). In applying the work of Rawls to discuss welfare economic policy economists have inclined to be careful. Others who mention Rawls frequently give an apparently rather more inclusive discussion. They will include the veil of ignorance, or the initial standpoint, for instance, but the emphasis is still quite on the difference theory and they still overlook much of the essence (Edgren 1995). Several applications of Rawls’s difference theory to economic policy are in opposition to the essence of Rawls’s notion. Primarily, it is entrenched in a thought system that is in some substantial essence utilitarian, whilst the system of Rawls is openly designed as a substitute for utilitarianism (Edgren 1995). Utilities, in welfare economics, are representation and not directly analogous, whilst in Rawls they are evidently the contrary (Bojer 2003). I think that some might claim that Ra wls is in error here, that he has created stronger premises than he requires, and that the remedial is incidentally. However, Rawls is struggling to expand the concept of primary goods and their importance to direct comparison. Moreover, the difference theory is related by Rawls to the anticipations of representative individuals in a theoretical scenario of imperfect unawareness, and is aimed to explain how social

Essay about Aristotle Essay Example for Free

Essay about Aristotle Essay Aristotle Life Aristotle was born in the year 384 B. C in Stagira, Greece. Aristotle’s father was a court physician to a Macedonian king. Aristotle would the Macedonian influence for the rest of his life and will keep strong connections the Macedonian court. When Aristotle was 17 he was sent to Athens for a better education where he then attended Plato’s Academy, the finest school in Athens. Aristotle created a very close relationship with Plato and his academy. Aristotle did not take over Plato’s position because of the Aristotle felt differently about some of Plato’s statements about philosophy (Kenny, 2012). In 338 B. C Aristotle returned home to Macedonia to start teaching the young Alexander the Great. After Alexander had conquered Greece in 335 B. C Aristotle returned to Athens, and with Alexander’s permission Aristotle began his own school, the school was called â€Å"Lyceum†. In the same year that the school was opened Aristotle’s wife had passed away (Kenny, 2012). In 323 B.C Alexander The Great suddenly passed away and the Macedonian government was overthrown, and Aristotle was charged with impiety. Aristotle ran away to avoid execution he fled to Chalcis where he spent the rest of his life to die (Kenny, 2012). Motivation To Pursue Science Aristotle was born into the world of science, beginning with medicine. His father was a highly respected court physician. Aristotle was raised with science being a huge part of his life. Aristotle also attended one of the most prestigious schools in Greece. At the Lyceum Aristotle was exposed to a large amount of diverse subjects (Unknown, 2012). This is when Aristotle could have learned small amounts of each topic. Aristotle grew up in a Macedonian empire where he was surrounded by science, and this intrigued him and started his interest in studying natural sciences (Unknown, 2012). Aristotle was a very important figure to many different subjects, and made a contribution to many fields such as philosophy, astronomy, and logic. Contributions To The World Of Science. Aristotle gave influence to a variety of different topics and had a huge impact on the world of science through many different theories and views. Many people regarded Aristotle very highly and respected him just as must. Aristotle formed very important laws of motion, these laws are foundational in the subjects physics and astronomy. This law states that; heavier things fall faster and the speed of something falling depends on what it is falling through (Fowler, 2008). These play an important role because they are crucial variables in physics. These are also basic rules in the world of astronomy and understanding gravity. One of the most important things that came from Aristotle was Aristotle’s Method. This is a method used to investigate a topic. This is now the main format that research pages use. The method has only three steps; defining the subject, considering the difficulties involved by reviewing the generally accepted views on the subject and finally, presenting your arguments and proof of the matter (Fowler, 2012). This method has been used throughout centuries for researchers as guidelines for researchers to write their papers. Finally, the last contribution being discussed is Aristotle’s Causes. Aristotle believed in nature that animals and plants had four main causes; matter, form, moving cause, and final cause. For example, an author used an example of a table, the matter is wood, the form is the shape of the table, the moving cause is the fabricator of the table, and the final cause is the reason for the production of the table (Fowler, 2012). The purpose of this â€Å"experiment† was to view the progression of an animal, or object and to see the subject in its final stage. A final note, Aristotle also convinced the scientific community that the world was geocentric, that the world was at the middle of the universe and that stars and the other plants circled perfectly around the Earth. In conclusion, Aristotle was the chosen topic of this essay because he always has a part of each topic in the class. I never learned anything about Aristotle up until this point. Aristotle influenced an entire nation and the whole world of science. Aristotle had major inputs on many different sciences, including astronomy, physics, biology, and logic. Aristotle proved to be an interesting subject to research. Aristotle was the kind of person that’s opinions and views never changed, Aristotle was so involved with his science that he was sought out by government to be killed. It was interesting that Aristotle had an impact on the amount of sciences that he did. References Kenny, A. K. (2012). bio.. Retrieved November 12, 2012 from http://www. biography. com/people/aristotle-9188415? page=1 Unknown. (2012, January 16). Gradesaver. Retrieved November 13, 2013 from http://www. gradesaver. com/author/aristotle/ Fowler, M. (2008, September 03). U. va. physics. Retrieved November 14, 2012 from http://galileoandeinstein. physics. virginia. edu/lectures/aristot2. html Johnson, V. (2009, May 28). Early astronomers: Ptolemy, aristotle, copernicus, and galileo. Retrieved November 14, 2012 from http://kids. librarypoint. org/node/2280/.

Team Spirit And Team Work Management Essay

Team Spirit And Team Work Management Essay Introduction The team is a dynamic set of people that has a particular purpose. Under certain conditions conducive to unity, the team is developed into an organized system of interdependent roles, institutions, common goals, values, attitudes and homogeneous behavior, which satisfies the needs of its members. Although Western culture promotes independence, people in todays organizations do not work in isolation but in teams so team working is very important. According to Guzzo Shea (1992:90) a real (not an artificial) team should have the following characteristics: It is recognized as an existing entity from its members but also from members who know the team. It provides a degree of interdependence among its members. It provides differentiation of tasks and roles. Human society is based on teams. From a practical standpoint, people participate in teams because: They feel the need to build social relationships. Teams are a source of information. Teams provide compensation (e.g. friendship, recognition, material goods). Participation in a team enables the individual to achieve goals that could not be achieved at his/her personal level. People are asked to join a team, a fact that occurs mainly in the workplace. In this case, it concerns formal groups, which vary from the informal groups that are created spontaneously based on common interests, friendships, etc. In the typical workplace, the formal (e.g. department of a business) groups and the informal groups coexist. Team Spirit Team Work All companies that want to achieve high productivity ensure that there are team spirit and cooperation among employees. In particular, many experts argue that teamwork is very effective in companies where the requirement for dissemination of information is very high. Thus, a connection is seen between information management and teamwork. For this reason, it is imperative to create effective teams, which should be motivated either through monetary and non monetary rewards to produce the best possible result. An effective team has clear objectives, is consisted of people with similar skills that match the teams goals. Members should trust each other, trust should be encouraged by an open, honest and cooperative business culture (Beer et al. 1984:66). Human Resources Management is one of the key factors for creating such culture. Good cooperation requires good communication and good leadership. Furthermore, companies should offer incentives, especially, team incentives, which will help increase cooperation. Apart from monetary incentives, companies must provide non-monetary rewards such as employee involvement and empowerment. Effective teamwork can be achieved through the proper organization of the teams. It is particularly beneficial for businesses because it increases flexibility and speed. A project is carried out by several people with different skills so it is possible to have more innovative ideas and decision making will be more effective due to the heterogeneity of the group. The most important thing is that the team should be encouraged and supported in order to increase productivity to a much greater extent than if the work was performed on an individual basis (Robbins Coulter 2002:255). The role of Human Resources Management is seen as particularly crucial to achieve this goal, i.e. the creation of efficient teams. Myths regarding teams Mature individuals compose mature teams. The team is the sum of individuals. Effective procedures, methods and rules of the team have universal application. The effectiveness of the group depends primarily on the quality of its leader. The individual must sacrifice his freedom to belong to the group. ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¹Ãƒ Ã¢â‚¬  Ãƒ Ã… ½ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± heigh ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  Theory of group creation Among the theories that explain the formation of groups, the dominant and most prevalent is the one suggested by George Homans (Albanese and Van Fleet and 1985:250). According to this theory, the creation of a team is the result of three interrelated forces that constitute the environment in which every social system exists. These forces are the technology and know-how (technological environment) of the organization, the elements of the natural environment (place, facilities) of the organization, the training / culture of the environment or of the organization (norms, values, beliefs). These forces affect more people and require certain actions and interactions among them. These imposed actions and interactions in turn create emotional situations (emotions) and attitudes among individuals. The actions, interactions and emotions are interdependent with each other. For example, the more contacts (interactions) exist among individuals the more positive the emotions become and vice versa . This combination of these three parameters, Homans calls it external system because it is caused by the environment of the individuals. This combination leads to the initial creation of the group. After the initial creation of the group, its operation leads to internal dynamics i.e. developing new attitudes, norms and common benchmarks that are certainly not caused by the environment. These parameters of the internal dynamics of the group are according to Homans (Albanese and Van Fleet 1985:252) the internal system. Of course, between the internal environment of the group and its external environment there is a dynamic interactive relationship. The formation of a formal team/group The formation of a formal group follows four successive stages (Tuckman 1965:385, Tuckman Jensen 1977:421): The forming stage, which tries to determine the position and status of the team members. At this stage, a group of people form a team which has a very low level of maturity. The objectives and rules are not yet defined. The members do not know the behavior of others in the group, and the tasks are vague. At this stage members get to know each other and define the reasons for creating the team. Typically here, the members make efforts to ensure the existence and identity of the group or to create impressions. Communication is superficial, and people mostly think how to behave and invest the time, knowledge and skills within the group. There is skepticism, distrust and uncertainty.ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¯Ãƒ Ã‚ Ãƒ Ã‚ ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± usually commonly ordinarily customarily in the ordinary way ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¯Ãƒ Ã‚ Ãƒ Ã‚ ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± there in The storming stage where the first signs of conflicts and objections appear as the differences among the group members become apparent. This phase lasts up to the setting of a hierarchy within the group. At this stage, most members try to maintain their individuality in the group. This mainly involves the creation of sub-groups (cliques) among members with common main characteristics (age, characters, skills, etc.). These processes, however, lead to a more realistic definition of goals and procedures. Unfortunately, several teams remain long enough at this stage or they never get over it.ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¯Ãƒ Ã‚ Ãƒ Ã‚ ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± usually commonly ordinarily customarily in the ordinary way The stage of establishing standards (norming), where the team, after the conflict, begins to make its own rules of conduct, which should refer to the roles and status of the members as well as to the rules that should be followed. The stage of performance (performing), where the team is involved in the project assigned. At this stage, the team having made clear its goals and tasks and having determined the procedures and rules of operation, focuses on achieving its objectives. The members develop initiatives and make efforts towards this direction. It is basically a stage of maturity of the group meaning its structure and operating procedures are crystallized, the relationships among its members are developed as well as its consistency. Thus, the teams efforts are focused on delivering results. Of course, the team periodically assesses its performance, which may lead to a redefinition of goals, roles, tasks, procedures and rules. It should be stressed that the maintenance of the team at this stage needs constant effort from all members and of course from the leader. It is also important to understand that the group may, for various reasons (e.g. changes in the environment, new members, etc.) go back to previous stages.ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¯Ãƒ Ã‚ Ãƒ Ã‚ ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± usually commonly ordinarily customarily in the ordinary way ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¯Ãƒ Ã‚ Ãƒ Ã‚ ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± usually commonly ordinarily customarily in the ordinary way The stage of dissolution (adjournment), where the team has done its work and stops all activity. This stage is not always displayed, while a characteristic example concerns the various committees that are formed. Group decision making Many times the effective team function encounters certain problems that managers must be aware to identify and treat them successfully. Koontz and O Donnel (1968:327) suggest the following team problems: the high cost in time and money,indecision,the reconciliation of members to a lowest common denominator,the dominance of an individual on the team,the division of responsibility and the tyranny of the minority. ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¯Ãƒ Ã‚ Ãƒ Ã‚ ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± many times According to Janis (1972), when a very coherent, hierarchical and disconnected from the social environment group must decide, it is possible that a mechanism is activated to protect the group from internal dissension, in which everyone tries to ensure unity and consensus and avoid conflict, which significantly reduces the quality of decision. Janis (1972:168) suggests the following symptoms of group thinking: The illusion of the perfection of the team The rationalization of everything and the depreciation of facts and objective information The illusion of moral underpinnings The devaluation of external environmental factors The pressure for compliance and strong patterns of thinking The illusion of unanimity Self-censorship The obstacles in the minds of others Small number of alternative solutions and refusal to reexamine decisions that have been taken or alternatives that have been rejected. Ignore or underestimate risks.ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ ¿Ãƒ Ã¢â‚¬ ¦Ãƒ Ã†â€™ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ±Ãƒ Ã†â€™Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ being creature ÃŽÂ ¬Ãƒ Ã‚ ÃƒÅ½Ã‚ ¸Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ the The opposite of group thinking is brain-storming. Such an approach means that the team takes a liberal stance and generates as many ideas as possible » (Mullins, 1989:409) because its members believe that quantity of ideas mean quality of ideas. One could expect that a group of brainstorming would generate more ideas to solve problems rather than if each member worked independently. Nevertheless, researches have shown that this is not true, and that such groups can inhibit creative thinking. Whatever promotes social interaction among all team members removes the chances of compromise and favours the appearance of opinions that no one dared to express in the group. The conflict is even more efficient (leading to more polarization) in groups where relationships are less formal, the hierarchy is less authoritarian and in groups having flexible rules of operating i.e. they focus more on the discussion rather than procedures (Isaacs 1993:99). These conditions are not far removed from those that play a positive role in creativity. Conflicts Team performance is sometimes impeded by conflicts. A conflict is associated with two or more sides, which may be individuals, groups, departments, companies, political parties, or even whole nations. The conflicts between the two sides may have the following types (Stoner 1989:59): Individual conflicts: the conflict in the individual decision-making. Organizational conflicts: the conflict of individuals or groups within an organization. Conflicts among organizations: the conflict among organizations or groups. These three categories generally arise from rather different basic mechanisms, although there are some overlaps. From an organizational point of view, the conflicts could be categorized as: Hierarchical conflict, i.e. conflict among different hierarchical levels, e.g. between the Board and the General Manager. Operational conflicts among different functions or departments of the business, e.g. between sales and production. Conflicts of executive fist line employees. Conflicts between the formal and informal organization. The conflicts among individuals and groups are a common and everyday phenomenon in the workplace. Typical symptoms of conflict are reluctance, hesitation, aggression, apathy, anxiety and distress (Hellerieger Slocum 1992:222). Individuals and groups with different values, experiences, knowledge, skills, attitudes, responsibilities, needs and goals, must coexist and cooperate in an organizational environment characterized by uncertainty and complexity in terms of structures, procedures, techniques, rules, etc. Therefore, conflicts are a natural consequence of this situation. The Classical School of Management (Taylor 1947:89, Fayol 1949:245) considers conflict as a negative phenomenon that should be avoided because of the malfunction caused and the negative effects on efficiency. For example, Elton Mayo (1933:87) and Peter Drucker (1974:220), in essence, argue that conflict and tension are only a perversion from the normal state of human actions, and therefore, should be allowed to disappear through training. In particular, the traditional concept featuring an even larger number of managers belief, supports that: -Conflicts can be avoided. -Conflicts arise from personality problems of individuals and from unsuccessful leadership. -Conflicts cause malfunctions in the organization and generally have explosive consequences Conflicts are solved with the physical removal of the conflicting parties or with the involvement of senior managers. However, unlike this traditional view, the development of social sciences, led to the development of the modern concept of management regarding conflicts and which supports the following (Robbins 1998:251): Conflicts are inevitable and are neither good nor bad, i.e. they may have either negative or positive consequences. These conflicts are mainly due to the complexity of organizational structures, procedures, rules, techniques and systems. The conflicts can be addressed positively by removing the reasons that cause them and by solving the problems. So, according to the modern perception, conflict is an inevitable and natural phenomenon. Besides its negative consequences that are more or less obvious, it can have positive ones like enabling people for more action, becoming a driving force for positive changes in the organization or becoming a developmental experience. It is therefore, obvious that it is more realistic to believe that conflicts have both positive and negative effects. In the positive ones belong new ideas, innovations and changes, better decision making, increased participation, a possible increase in productivity as well as the strengthening of relations if the conflict is solved positively by both sides. In the negative ones belong the waste of energy, the reduction of morale (less job satisfaction), the creation of mistrust and polarization between the conflicting parties, reduced productivity, making biased decisions, and the creation of irresponsible behavior. It is important therefore to find the appropriate level and intensity of the conflict, so the company can reap the highest benefits. According to Robbins (1998:280), an excellent level of conflict is the one that does not create stagnation, but on the contrary it stimulates creativity and relieves tension, in order to increase productivity and create conditions for change, without causing disruption and detuning or staff dissatisfaction and trends for leaving the company. From the above, it becomes obvious that the handling of conflict is one of the main tasks of the leader and of the other team members. The effectiveness of these controls undoubtedly contributes to the overall effectiveness of the team and the company (cast 1994). Prevention of inter-organizational conflict The main reason of appearance of conflicts in the organizational context is the segmentation of organizations (segmentation of departments, tasks and operations), which, however, is essential for their functionality. Given. therefore, the existing segmentation, Schein (1980:88) recommends the following methods to prevent conflict: à ¢Ã¢â€š ¬Ã‚ ¢ Emphasis should be given on the efficiency of the organization, while stressing the role and the contribution of the individual parts to the whole performance. à ¢Ã¢â€š ¬Ã‚ ¢ There should be communication and cooperation among the groups of the same organization. à ¢Ã¢â€š ¬Ã‚ ¢ There should be a circular rotation of the members in various departments to promote greater understanding of the particular problems faced by each department or each group. à ¢Ã¢â€š ¬Ã‚ ¢ Competition among departments or groups should be avoided. Emphasis should be given in coordinating the forces and actions aiming at the overall performance of the organization. The rewards should be allocated equally among the departments and they should be based on effort and contribution and not on the result. Characteristics of effective teams Sense of common mission and vision and understanding of the interdependence. Comfortable,informal atmosphere and positive climate. Existence of commonly accepted and optimistic goals, members commitment to them and the ability to redefine them as necessary. Align individual and team goals. Ability to select, correct methods, procedures and rules and change them when it is needed. Open and effective communication. Free expression of feelings, ideas, opinions, etc. Capability of achieving consensus through debate and arguments. Ability to self criticism and definition of minimum tolerable efficiency. Team learning through sharing of knowledge and experiences, successes, failures and mistakes. Exploiting the knowledge, skills, experience and attitudes of all members. Satisfaction and motivation of members. Ability to ensure consistency of the team. Encourage risk-taking initiatives and creativity. Commitment and accountability of members. Mutual respect, self-respect and mutual trust among members. Energy dynamism. Effective leadership. ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¹Ãƒ Ã¢â‚¬  Ãƒ Ã… ½ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± heigh ΑΠºÃƒ Ã‚ Ãƒ Ã…’ÃŽÂ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ÃŽÂ ¦Ãƒ Ã¢â‚¬ °ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ® ÃŽÂ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ¬ÃƒÅ½Ã‚ ³ÃƒÅ½Ã‚ ½Ãƒ Ã¢â‚¬ °Ãƒ Ã†â€™ÃƒÅ½Ã‚ · ΆºÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒ Ã…’ ÃŽÂ  Ãƒ Ã‚ ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ²ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ »ÃƒÅ½Ã‚ ® ÃŽÂ »ÃƒÅ½Ã‚ µÃƒ Ã¢â€š ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ µÃƒ Ã‚ ÃƒÅ½Ã‚ ¿Ãƒ Ã‚ Ãƒ Ã¢â‚¬Å¡ ÃŽÂ »ÃƒÅ½Ã‚ µÃƒÅ½Ã‚ ¾ÃƒÅ½Ã‚ ¹ÃƒÅ½Ã‚ ºÃƒÅ½Ã‚ ¿Ãƒ Ã‚  ÃŽÂ µÃƒ Ã¢â€š ¬ÃƒÅ½Ã‚ ¹Ãƒ Ã¢â‚¬  Ãƒ Ã… ½ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ·ÃƒÅ½Ã‚ ¼ÃƒÅ½Ã‚ ± heigh Conclusion Team performance Regarding the productivity of individuals and groups based on experiments, observations and theoretical positions of social psychologists, the following conclusions can be drawn: It is not certain that a team performs better than a person. So when the person knows the job, and there is a moderate level of conflict, then s/he will perform better than the team. If the person has the skills to solve a complex task, s/he will succeed equally well but will need more time. The conflict gives rich and varied solutions to the problems the group has, however, it has increased costs in human working hours (Jehn 1995:270). In the working groups where the individual contribution to the project cannot be identified and evaluated, it is likely that the performance of individuals and of teams will be reduced (Jehn, 1997:272). When the person works in the presence of others and believes that the others assess his/her performance while the work that s/he does is simple or familiar, the chances are that s/he will perform well. The opposite will probably happen when the task is difficult or when the individual does not know it well. In teams, people evaluate the contribution of other members. If the person feels that others will do the job then s/he will reduce, presumably, his own performance (the phenomenon of the free rider). The same will be done if s/he feels that someone is trying to benefit from his work (the phenomenon of the sucker )(Kerr Brunn, 1983:82). Many of these phenomena explain partly the inefficiency of public services where there is no performance evaluation of each employee separately. The lack of motivation is also important and this has resulted in the phenomena of the free rider and the sucker. The committees for solving problems or performing tasks are not always the best solution, since they lead to a loss of incentives, diffusion of responsibility and avoidance of work by some employees. Excluding the cases calling for diversity of ideas and viewpoints, individuals will perform better than teams.

Attitudes Towards the Religion of Islam Essay -- Culture

Attitudes Towards the Religion of Islam For centuries much of the Western world has targeted the Islamic religion as a threat to others. Many feel that the religion promotes hatred and violence while many others feel that Islam is a peaceful religion. With so many forms of the religion, though, it is hard to put a label on the religion as a whole as being either peaceful or violent. Perhaps the best way to try to answer these uncertainties about the nature of Islam is to look at its holy book, the Koran, and the practices of the religion’s followers. The Koran is the best source of information for non-Muslims to refer to regarding Islamic beliefs since Islam is followed in so many forms, and there is no central authority that can be consulted for a definitive decree of Islamic regulation. The Koran dictates to its followers what is morally right just as the Bible does for Christians. The Koran discusses a man named Mohammed who is looked at by Muslims as the perfect follower of the Islam faith. His role in the Koran parallels that of Jesus in the Bible. The differe...

key terms english :: essays research papers

KEY TERMS Alliteration - The repetition of the same sounds or of the same kinds of sounds at the beginning of words or in stressed syllables, as in â€Å"on scrolls of silver snowy sentences† (Hart Crane). Modern alliteration is predominantly consonantal; certain literary traditions, such as Old English verse, also alliterate using vowel sounds. Anaphora - The deliberate repetition of a word or phrase at the beginning of several successive verses, clauses, or paragraphs; for example, â€Å"We shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills† (Winston S. Churchill). 1.  Ã‚  Ã‚  Ã‚  Ã‚  Linguistics. The use of a linguistic unit, such as a pronoun, to refer back to another unit, as the use of her to refer to Anne in the sentence Anne asked Edward to pass her the salt. Antithesis - Direct contrast; opposition. -The direct or exact opposite: Hope is the antithesis of despair. 1.  Ã‚  Ã‚  Ã‚  Ã‚  A figure of speech in which sharply contrasting ideas are juxtaposed in a balanced or parallel phrase or grammatical structure, as in â€Å"Hee for God only, shee for God in him† (John Milton). 2.  Ã‚  Ã‚  Ã‚  Ã‚  The second and contrasting part of such a juxtaposition. -The second stage of the Hegelian dialectic process, representing the opposite of the thesis. Apotheosis - Exaltation to divine rank or stature; deification. 1.  Ã‚  Ã‚  Ã‚  Ã‚  Elevation to a preeminent or transcendent position; glorification: â€Å"Many observers have tried to attribute Warhol's current apotheosis to the subversive power of artistic vision† (Michiko Kakutani). 2.  Ã‚  Ã‚  Ã‚  Ã‚  An exalted or glorified example: Their leader was the apotheosis of courage. Blank verse - Verse consisting of unrhymed lines, usually of iambic pentameter. Caesura - A pause in a line of verse dictated by sense or natural speech rhythm rather than by metrics. 1.  Ã‚  Ã‚  Ã‚  Ã‚  A pause or interruption, as in conversation: After another weighty caesura the senator resumed speaking. 2.  Ã‚  Ã‚  Ã‚  Ã‚  In Latin and Greek prosody, a break in a line caused by the ending of a word within a foot, especially when this coincides with a sense division. 3.  Ã‚  Ã‚  Ã‚  Ã‚  Music. A pause or breathing at a point of rhythmic division in a melody. Elegaic - Of, relating to, or involving elegy or mourning or expressing sorrow for that which is irrecoverably past: an elegiac lament for youthful ideals. 1.  Ã‚  Ã‚  Ã‚  Ã‚  Of or composed in elegiac couplets. Enjambement - The continuation of a syntactic unit from one line or couplet of a poem to the next with no pause.

Same Sex Marriage Should be Legal Essay -- Homosexual Couples Should H

Marriage is the sacred bond between two people who love and cherish one another. Traditionally this bond has been held between man and woman. With so many changes in the world, there are more openly homosexual people in our society. Though people have become more accepting of the existence of homosexuality, gays and lesbians are still considered unequal when it comes to marriage. Homosexual couples should have the same rights to marry as heterosexual couples. Denying this right is unjust and is discrimination towards a group of people. Same-sex marriage has become more of a political issue when it really should be left up to one’s own personal and religious beliefs. Even though there are a few states that recognize legal same-sex marriage or domestic partnership, couples still have to face feeling inferior because of the little to no benefit they are given, while heterosexual marriages have an abundant of rights, privileges and benefits. If it is our constitutional right to get married to the person our choice then let it be. It should not matter what the next person feels because they have the right to feel the way they want to feel just as a person can fall in love and marry their significant other. Marriage is supposed to unite two people together for better and worse for the rest of their lives. Why would anyone want to deny another person the opportunity to commit their life to another person regardless of gender? According to a chart by Christine Vestal, a staff writer at Stateline.org, there is only six states that allow same-sex marriage: Massachusetts, Connecticut, Iowa, Vermont, Maine and New Hampshire. New Jersey and Connecticut are the only two states that recognize civil union for same-sex couples al... ...d religion. Many may feel that it is simply tradition for a man a woman to be married and homosexual marriage is just not the norm. On the other hand, what I just mention was also not normal and yet we as a nation have overcome them. It has taken time and great effort to win these rights and the privilege to make our own choices. Today many are more open-minded and tolerant of the existence of homosexuality and homosexual couples and there are a handful of states that are more accepting of the ideal of same-sex marriage. It is only a matter of time before the rest of the nation accepts this. Works Cited Oison, Theadore B. â€Å"The Conservative Case for Gay Marriage† Newsweek 09 Jan, 2010: Web. Saunders, Cat. â€Å"Gay Marriage? Absolutely!† The News Time July 2000: Web. Vestal, Christine â€Å"Gay marriage legal in six states† Stateline 04 Jun, 2009: Web.

Your Move

In Eve Bunting Your move the main character is James he is mischief. James makes bad decisions, , he is lonely, and wants to fits in. James does not have that much friends. He tries to get some friends by doing bad things and he brings his brother along while he is doing that. James makes bad decisions because he brings his brother over when he is trying to get into the group. In the story when he climbed up the ladder and came down his brother was crying because he was afraid that he would fall down. He also did not tell anyone he was going out. He also brought him when there was a gun. His brother was scared he was being dragged on his knees. He say † you're dragging me too fast. Then when they go out of sight they stop and he kneels down to see if his brother was ok and he was bleeding. James basically had to carry him home. James does not have a lot of friends because he stays home with his brother a lot. He seems like he stay home a lot with his brother playing games. He also vandalizes to get friends. That means he is very desperate to have friends. He also has to take care of his brother. His neighbor has to take care of him and he has to thump on the wall. In the story when he was going to be in the group he had to bring his brother.James wants to fit in because he wants to have friends. In the story they told him to go up that tall highway sign and he did it. He did it because he wanted to be cool and have more friends. He was scared but he had to do it because they told him to do it so they would become their friend. He told no one that he was going out to meet with them. He also bring his brother with him. In conclusion james is mischief because he makes bad decisions, he is lonely, and he wants to fit in. He makes bad decisions because he brings his brother to the meet. In the story he did not tell anyone that he was going out with his brother. He does not have a lot of friends because in the story every night he has to take care of his brother when his mom is out. Evidence is that he was that he was vandalizing to have friends. He wants to fit in because he wants to have friends. He vandalized to get friends. This is why james is mischief

Is Organic Food Really Healthier For You? Essay

Maya W. Paul wrote an article for Helpguide. com about organic foods geared towards helping people understand how to read organic food labels and their benefits and claims. When she wrote her definition for the word â€Å"organic†, she defined it as: Organic crops must be grown in safe soil, have no modifications, and must remain separate from conventional products. Farmers are not allowed to use synthetic pesticides, bioengineered genes (GMOs), petroleum-based fertilizers, and sewage sludge-based fertilizers. Organic livestock must have access to the outdoors and be given organic feed. They may not be given antibiotics, growth hormones, or any animal-by-products. (Paul) Kesterson 2 While this appears to be the correct definition as most people believe it is there is one major fallacy with this definition. The statement that â€Å"farmers are not allowed to use synthetic pesticides† is not only completely false but misleads anyone who reads this article. The fact of the matter is that the United States government regulates and controls how organic food is grown. Under the National Organic Program and the Code of Regulations in section  §205. 601 titled Synthetic substances allowed for use in organic crop production, (United States) it clearly states which synthetic chemicals are allowed to be used. This section clearly tells you how those chemicals are allowed to be used and under what conditions they are allowed to be used while preparing your land, the maintenance of your land, the preparation of your seeds, the production of your crops, and maintenance of your crops. This one section alone, which is federal law, completely refutes everyone’s claim that organic food is pesticide free whether it is synthetic or organic. This is just one area where people believe that organic food is healthier for you but there really are several reasons why organic food is no healthier than conventional grown foods. In the past few years there have been several studies regarding organic foods and how they affect your health. Their results have some people, mainly farmers and retailers up in arms because what these studies show is that has people questioning if the organic food they buy is worth the extra money they spend for them. I do not feel that organic food is any healthier than conventionally grown food. There have been a number of studies conducted by various agencies and but one stands out because of how they conducted their study and that was one by University of Stanford. The study concluded that there was no significant difference in the health benefits between the two. From vitamin content to the total nutrients, not one was any better than the other and this even included milk.

Landslide Limo Service Essay

In regards to you request I have created a current employment compliance plan for Bradley Stonefield to ensure the process of starting a new business will be successful. Bradley Stonefield has explained his desire to start a Limousine company within the Austin TX area. Bradley Stonfield has indicated that his goal is to have25 employees within the first year of operation. The memo is to discuss and provide current employment laws and the consequences for non-compliance with said laws. Employment laws are created to protect the employer as well as the employee, failure to comply with any state or federal employee law could have an end result of complete failure, especially for smaller or new organizations. Non-compliance with employment laws can result in large or unaffordable penalties or severe actions. The memo will address 4 employment laws some are specific to Texas and the repercussion for non-compliance with said laws. The motor carrier safety improvement act of 1999, the equal employment act EEOC of 1972, employment at will for Texas, and Texas workers compensation act. The motor carrier safety improvement act of 1999: The Department of Transportation (DOT) established a separate administration with the Federal Motor Safety Administration on January 1 1999. (FMCSA, 2014) A limousine service has a standard set of regulations for smaller vehicles and larger capacity vehicles; the company must register with the FMCSA and have a current motor carrier identification report with the USDOT, must be current every two years. Each service vehicle must be insured with a minimum of the federal regulated minimum coverage in the event of a motor vehicle accident. The service driver must have and keep a current â€Å"C† class state driver’s license that includes a passenger endorsement. All drivers pre-employment must submit to a drug/alcohol test and must be willing to submit to random testing. Any service vehicle with the capacity to carry more than 9 persons and no more than 15 persons, the driver may not exceed a driving time of 10 hours. The driver/s must complete a safety inspection and maintain a vehicle safety and maintenance log before each trip prior to leaving the designated parking areas. All drivers must have a current driver’s license for the state and valid, and must either provide consent to have employer request driving records or provide current copies. Every vehicle that is used for service must be marked with a USDOT registration number and kept current. The company must keep and maintain all driving records/accident reports for drivers and vehicles for the past three years to current. (Federal limousine service and regulations, 2014) Failure to comply with federal regulations could result in a number of fees and penalties; Failure to maintain current DOT and license records can be up to or exceed $100.00 per violation, failure to maintain drug and alcohol records can be a fine up t0 $1000.00 per violation, failure to maintain current driving records can be a fine up to $2500.00 per employee, and any employee that is cited for using a vehicle during work hours for anything other than to transport a paying customer can result in up to a $10,000.00 fine. The equal employment act EEOC of 1972: The EEOC protect any persons from employment discrimination due to sex, color, religion, national origin, age, disabilities, political views, marital or family status, or sexual orientation. Failure to comply with EEOC laws can result in several lawsuits for discrimination, TSU woman’s basketball coach won a lawsuit in the sums of $730,000.00 for sexual  discrimination in 2011. She was originally hired in 2008 and then terminated shortly after, she had been threatened with a demotion and compared to a men’s coach Tony Harvey and this was terms for a lawsuit. Failure to comply with the current EEOC laws can result in a lawsuit as such and when an employee is terminated this example shows that no employee regardless of who they are should not be discriminated against due to personal feelings. Texas at-will employment â€Å"The general rule in Texas, and in most states, is that absent a specific agreement to the contrary, employment may be terminated by the employer or the employee at will, for good cause, bad cause, or no cause at all.† (Employment at will Doctrine in Texas – Appellate case law 2010) Even though is a â€Å"at-will or right to work† state federal laws still apply, if an employee is on a contracted time they are exempt from the at will law. In an organization that embraces the â€Å"at will† employer law, the employer must also agree to that an employee will not be terminated unless it is for â€Å"good reason†, if an employee is performing satisfactory work of higher they are not exempt but they are also not at risk. Again failure to comply can result in a large and/or detrimental lawsuit to the company. â€Å"The supreme court recognized in Montgomery County that the courts must carefully distinguish between carefully developed employer representation upon which an employee may justifiably rely, and general platitudes, vague assurances, praise, and indefinite promises of permanent continued employment† (Employment at will Doctrine in Texas – Appellate case law 2010) Texas workers’ compensation act: The workers compensation act is designed to tentatively and temporarily replace the wages for a worker when employment hours are missed due to an on the job injury/injuries. The law only applies when an employee is able to prove that they were injured on the job/on the clock, they are entitled to a percentage of there regular earnings and medical care for said injuries. Texas is the only state that is able to choose not to offer workers compensation in Texas less than 40% will opt out of the workers compensation coverage. An employer that has chosen to enroll with the workers compensation, the threat of a law suit for not paying medical bills, or  paying a portion of wages is not a possibility, for the remaining 40% of employers who do not use workers’ compensation are suspect to possible lawsuits that could include coverage up to full wages for time missed. Texas employees are also able to decline to pay into workers compensation, and there are limitations to collecting of filing for workers compensation: If the employee is under the influence of drugs or alcohol, if the employee suffered from a self-induced injury, the injury was caused by a non-employee or was for personal reasons, or the injury was obtained while off duty. References: FMCSA. (January 1, 2014) retrieved from Federal Motor Carrier Safety Administration: http://www.fmcsa.dot.gov/mission Federal limousine service and regulations. (2014) Retrieved from Limo service & limousine service regulations: http://www.airportcommuter.com/worldwide/federal_limo_regulations.htm Employment at will Doctrine in Texas – Appellate case law (2010) retrieved from Texas opinions: http://www.texas-opinions.com/law-employment-at-will.html

Leadership and Management Essay

Everyone manages. We manage our finances, time, careers, and relationships. We tend not to think of these activities as â€Å"managing† or of ourselves as being â€Å"managers.† Nevertheless, they are. These examples of managing or being managers are relatively simple and straightforward, even though we may find many of them fraught with difficulty. It is when the concepts of managing or being a manager are applied to organizations that complexity increases—almost always exponentially. At this point it becomes necessary to study and understand the theoretical bases of management. The practice of management and the classical enunciation of management principles can be traced to the 19th century. The development of management as an academic discipline based on a body of knowledge that can be taught is a recent development and is generally attributed to the work of Peter F. Drucker in the latter half of the 20th century. That body of knowledge is taught in graduate schools of business and in programs that prepare managers of public health departments, programs, and health services organizations, such as hospitals, clinics, and long-term care facilities. This chapter provides a basic introduction to management theory and problem solving, and concludes with a brief discussion of negotiation and alternative dispute resolution. Managers are persons who are formally appointed to positions of authority in organizations. They enable others to do their work and are accountable to a higher authority for work results. Primarily, the differences between levels of managers are the degree of authority and the scope of their accountability for work results. Line managers manage people and things; staff managers, such as the human resources department and the fiscal office, support the work of line managers. Management Functions and Decision Making The five management functions of planning, organizing, controlling, directing, and staffing are brought to life and connected by decision making, which is itself a subset of the essential process for managers that is known as problem solving. Little that managers at all levels in an organization do falls outside the purview of the five management functions. Management theorists and practitioners may choose one or two of the five functions as most important, but this is not borne out normatively. When one considers the full range of what managers do (or should do) as they perform their work, concentrating on a few to the exclusion or diminution of the others will invariably cause problems for the organization. Decision making is an inherent activity of managers, and they make decisions within and among the five management functions. Decision making is part of the process of problem solving, which also includes problem analysis. Performance of the management functions and the decision making of problem solving should be evaluated using explicit and measurable criteria. In addition to engaging in the five management functions, managers must utilize specific skills, play various roles, and evidence a number of competencies. Managing and Leading Some theorists and academicians distinguish managers and leaders, based on the view that managing is more caretaking and maintaining status quo (transactional) whereas leading is more visionary and dynamic (transformational). That distinction may be more important pedagogically than in practical application, however, especially at the organization’s operating level. Senior managers must ensure effective current organizational activities and that an organization’s future is envisioned. Using this vision, the organization can be transformed as needed. As they work to achieve organizational objectives, managers use technical, conceptual, and interpersonal skills. These skills are applied in various proportions, depending on the manager’s task and level in the organizational hierarchy. Usually, senior managers make greater use of conceptual skills, whereas middle- and entry level managers use a more even mix of the three. The research of Henry Mintzberg found that managers have different roles, the general categories of which include interpersonal, informational, and decisional. Each may be segmented. For example, the interpersonal role includes figurehead and influencer, informational includes monitor and spokesperson, and the decisional role includes entrepreneur and negotiator. Successful managers integrate these various roles and are likely to engage in them without making a clear distinction. Another way to understand managers’ work is to identify their competencies, some of which are found in the categorizations discussed earlier. Conceptual, technical managerial/clinical, interpersonal/collaborative, political, commercial, and governance competencies are used in different proportions by managers at various levels of the organization. Most theories view leadership as grounded in one or more of the following three perspectives: leadership as a process or relationship, leadership as a combination of traits or personality characteristics, or leadership as certain behaviors or, as they are more commonly referred to, leadership skills. In virtually all of the more dominant theories there exist the notions that, at least to some degree, leadership is a process that involves influence with a group of people toward the realization of goals. I will say on the front end that, in my opinion, leadership is a dynamic and complex process, and that much of what is written these days tends to over-simplify this process. My goal here is to provide an overview that keeps things simple, without crossing into over-simplification, and for the most part refraining from any critiquing of the various theories. I will leave that to my fellow bloggers for now. Trait Theory This theory postulates that people are either born or not born with the qualities that predispose them to success in leadership roles. That is, that certain inherited qualities, such as personality and cognitive ability, are what underlie effective leadership. There have been hundreds of studies to determine the most important leadership traits, and while there is always going to be some disagreement, intelligence, sociability, and drive (aka determination) are consistently cited as key qualities. Skills Theory This theory states that learned knowledge and acquired skills/abilities are significant factors in the practice of effective leadership. Skills theory by no means disavows the connection between inherited traits and the capacity to be an effective leader – it simply argues that learned skills, a developed style, and acquired knowledge, are the real keys to leadership performance. It is of course the belief that skills theory is true that warrants all the effort and resources devoted to leadership training and development Situational Theory This theory suggests that different situations require different styles of leadership. That is, to be effective in leadership requires the ability to adapt or adjust one’s style to the circumstances of the situation. The primary factors that determine how to adapt are an assessment of the competence and commitment of a leader’s followers. The assessment of these factors determines if a leader should use a more directive or supportive style. Contingency Theory This theory states that a leader’s effectiveness is contingent on how well the leader’s style matches a specific setting or situation. And how, you may ask, is this different from situational theory? In situational the focus is on adapting to the situation, whereas contingency states that effective leadership depends on the degree of fit between a leader’s qualities and style and that of a specific situation or context. Path-Goal Theory This theory is about how leaders motivate followers to accomplish identified objectives. It postulates that effective leaders have the ability to improve the motivation of followers by clarifying the paths and removing obstacles to high performance and desired objectives. The underlying beliefs of path-goal theory (grounded in expectancy theory) are that people will be more focused and motivated if they believe they are capable of high performance, believe their effort will result in desired outcomes, and believe their work is worthwhile. Transformational Theory This theory states that leadership is the process by which a person engages with others and is able to create a connection that results in increased motivation and morality in both followers and leaders. It is often likened to the theory of charismatic leadership that espouses that leaders with certain qualities, such as confidence, extroversion, and clearly stated values, are best able to motivate followers. The key in transformational leadership is for the leader to be attentive to the needs and motives of followers in an attempt to help them reach their maximum potential. In addition, transformational leadership typically describes how leaders can initiate, develop, and implement important changes in an organization. This theory is often discussed in contrast with transactional leadership. Transactional Theory This is a theory that focuses on the exchanges that take place between leaders and followers. It is based in the notion that a leader’s job is to create structures that make it abundantly clear what is expected of his/her followers and also the consequences (i.e. rewards and punishments) for meeting or not meeting these expectations. This theory is often likened to the concept and practice of management and continues to be an extremely common component of many leadership models and organizational structures. Servant Leadership Theory This conceptualization of leadership reflects a philosophy that leaders should be servants first. It suggests that leaders must place the needs of followers, customers, and the community ahead of their own interests in order to be effective. The idea of servant leadership has a significant amount of popularity within leadership circles – but it is difficult to describe it as a theory inasmuch as a set of beliefs and values that leaders are encouraged to embrace.