Law of Contract

The issue is whether the transfer of house is acceptable and valid under Sec 26 of CA 1950. The law applicable are Sec 26 of CA has stated that agreement made without consideration is void. According to Sec 2(d) of CA, consideration is an act or abstinence or promise by the promisee or any other person as required by the promisor in return for his promise. Literally, it means something that is given in return for something else. On the other hand, there was an exceptions under Sec 26 of CA which is an agreement without consideration is void unless the contract made on account of natural love and effection that is stated in Sec 26(a) of CA. There are several requirements under Sec 26(a) of CA which is the contract must be expressed in writting, must be registered if required by law and made on account of natural love and affection and between parties standing in near relation to each other. Sec 26 of CA further illustrate that ‘A’, for natural love and affection, promises to give his son ‘B’, RM1000. ‘A’ puts his promise to ‘B’ into writing and registers it under a law for the time being in force for the registration of such documents. This is contract. Additional, the meaning of the words ‘near relation’ varies from one social group to another as it depends on the customs and practice of such groups. For example, Case of Re Tan Soh Sim. The deceased, Tan Soh Sim, had three sisters. Their mother was firstly married to one Tan Ah Thai and had four children. When Tan Ah Thai died, she married one Khoo Kim Huat and had seven children. The Tan and Khoo children maintained social and friendly relations with one another. Tan Soh Sim married, but having no issue, adopted four children. The husband, one Chan, married a second wife, Tan Boey Kee. When Tan Soh Sim was on her death bed, to ill to make a will, all the Khoo and Tan children signed a document drawn up by a solicitor renouncing all claims to Tan’s estate in favour of the four adopted children and Tan Boey Kee. They were told by Tan Boey Kee that this was the intentions of Tan Soh Sim. Tan Soh Sim died without having recovered consciousness. The question arose in the distribution of Tan’s estate whether the instrument signed was valid. It was held, Chinese adopted children are related to the adoptive parents nd brothers, however they are not ‘nearly related’ to the family of their adoptive mother. Hence, uncles and aunties do not stand in near relation to their nephews and nieces. In this case, there was no natural love and affection between the signatories and donees. To apply these law to the facts of question, there is no consideration given by Milah to Pak Mail to complete val idate the transfer of house as required by Sec 2(d) of CA. However, Sec 26 of CA has laid down a few exceptions where a construct is considered valid eventhough without a consideration. That is the contract must be expressed in writing, must be registered if required by law and made an acount of natural love and affection between parties standing in near relation to each other. Refer back to requirement in Sec 26 of CA, Pak Mail based on love and affection could transfer the house to Milah, without Milah giving any consideration as Milah his daughter is standing in near relation to him and Pak Mail need to put in writing or contractual agreement and it need to registered by law to valid the transfer. In case of Re Tan Soh Sim was faced with a case whose facts were essentially identical to those in this problem. In that case there was no natural love and effection between the signatories and donees because they are not ‘nearly related’ to the family of their adoptive mother eventhough in Chinese adopted children are related to the adoptive parents and brothers. Although the Pak Mail’s problem is same to that in Re Tan Soh Sim’s case, it is suggested that the result is not same between in both cases. In saying that, Milah as Pak Mail’s daughter is standing near relation to him. So, there was natural love and affection between Pak Mail and Milah that can valid the transfer of house. The conclusion, the transfer is acceptable and valid under Sec 26 of CA 1950 as there is a valid contract which binding both of them.

Whether or not the civil rights movement has achieved equal rights for black people in USA and if so, to what extent

In this essay, I will aim to establish whether or not the civil rights movement has achieved equal rights for black people in USA and if so, to what extent. In order to do this, we must compare the situation for blacks in USA currently, to that of blacks many years ago. Absolutely no one would even try to argue that Black Americans had equal rights during, or even directly after the abolition of slavery. This would be ridiculous bearing in mind that many were forced to work from sunrise to sunset, an eighteen hour day in some places, with few, if any rights at all. At one point, slave owners were even given specific rights to brand, maim, whip or even burn disobedient slaves. This hardly indicates any sort of equal rights. They were unable to vote, serve on juries receive an education and work in certain trades. The fact that they were unable to serve on juries almost made certain that any black man could be tried and convicted even though totally innocent. Also, no voting meant no black politicians, and no politicians meant no say in government. There were a few lucky blacks living in the south who had managed to obtain freedom, some by purchasing their liberties and others handed their freedom after their masters had passed away. However, these blacks were constantly living in the fear that they could once again be taken into slavery. Most blacks had now been freed, yet they were not compensated for past labours, leaving them jobless and almost pennyless. Many â€Å"white supremacy† organisations such as the Ku Klux Klan were formed solely to intimidate the black population. Public lynchings and public beatings became common place and very rarely was anything done about it in the courts as it was supported by many officials. After slavery was abolished, many years of black campaigning followed and gradually, the campaigning became more and more succesful. In 1870, the fifteenth ammendment was passed declaring the right for all to be able to vote regardless of race. This was seen as a real breakthrough yet celebrations were proved to be far too premature. At first everything seemed fine. States which had black majorities soon began to have black politicians who were more understanding to their plight. Free education was introduced and the system of having to own land to be able to have the right to vote was also scrapped. All seemed well and good until 1877, when the army decided that it was time to pull out of the southern states. This immediately left the blacks vulnerable to attack from the various groups which had been formed who had a great hatred towards the blacks. These secret organisations began using violence in order to prevent blacks from voting and this led to an almost immediate change. The lack of the black vote led to all white governments once again being elected and this in turn saw the re-introduction of many laws against those African Americans. Once again, control of the blacks was firmly in the hands of their white rulers. ‘Jim Crow' laws were introduced enforcing segregation in various araes of life. Transport saw separate seating for blacks and whites. Separate schools and hospitals were also introduced. The segregation even went as far as having different cemetries for deceased whites and deceased blacks, even in church, they were sat seperately. The much lower wages that the blacks were being payed meant that they could only afford housing in more run down neighbourhoods, again leading to a seperation, with â€Å"black only† towns. This residential segregation was even made compulsory in some states. Inter-racial marriages became a massive target for groups such as The Ku Klux Klan. They felt that this would lead to a society where racial categorization would become difficult and white dominance would become hard to maintain. Again violence was used to ensure that no inter-racial marriages could take place. If any kind of recession came round, black employees were always the first to be fired regardless of experience or quality of work and no blacks were allowed to join unions. This of course meant that in the event of any strike action, the blacks would continue to work arousing yet more hatred and hostility from their fellow white compatriots. After the white governments had been firmly re-established, the power of blacks was continually undermined. Successful black businessmen were attacked and any attempts to form black protection groups were quickly quashed. The KKK also introduced lynching for those blacks accused of commiting crimes, many of whom were completely innocent. This was seen as not really a form of punishment for criminals, but more a way of intimidating the local black population into accepting the rule of the whites. Yet again, the blacks were forced to accept the inhumane ways in which they were being treated and once again there was nothing they could really do about it. One hundred years on, to what extent have civil rights been achieved for blacks? On visiting America now, and comparing life to that of a hundred years ago, the most apparent difference is desegregation. Whereas blacks and whites were forced to attend separate schools, take part in leisure activities seperately, use separate transport and forced to be segregated in the supreme court, there is now no lawful segregation in the USA. Blacks have been given equal rights as far as voting goes and it has been this way for many years now. However, this did not mean that all Blacks were suddenly voting. There was still the problem of persuading blacks to register although, this has now been rectified with very public registration campaigns. The result has been a huge increase in the proportion of blacks registered to vote. There have been monumental chnages in attitudes towards blacks which has meant the uprising of many black celebrities which would have been unthinkable until recent years. A prime example of this could be that of black boxer, Mohammed Ali. His refusal to participate in the Vietnam War because of his personal beliefs, and being prepared to go to jail rather than back down, earnt him world wide respect. This went along with the respect that he had already gained from his doubtless talent in the ring. To this day, Ali is one of the most highly respected sportsmen throughout the world. Various blakc musicians have reached stardom also. Examples include Stevie Wonder, Tupac Shakur, Billy Halliday and Bessie Smith, who had to fight adversity throughout her career. However, even here there is the possiblity of racial discrimination having taking place as it is widely claimed that, after a car crash Bessie Smith was refused treatment due to the colour of her skin and as a direct result, died from excessive blood loss. Blacks have also been very successful in Hollywood, with both Will Smith and Samuel L. Jackson being among the top ten earners. This does not even take into acount Denzel washington, Danny Glover, Whoopi Goldberg and many others. The major turning point as far as civil rights were concerened, was the Civil Rights Act of 1964. This finally insured equal oppurtunity for all, in terms of employment and otherwise. There were also affirmative acion programs set up to help those blacks, who through no fault of their own, were given very poor educations. Some blacks have even made a success of themselves by writing or talking about their difficulties in achieving liberation. Maya Angeou is one such person. The political influence of blacks is always rising and I have already spoken about the rise in blacks registered to vote. Recently, we have also seen the rise to prominence of some black politicians. Namely, Jesse Jackson and Colin Powell. Jackson ran for presidency in both the 1984 and 1988 elections and although he failed on both occasions, his skills as a negotiater have been proven on many separate occasions. His current title is Washington's special envoy to Africa. Colin Powell has come into the limelight much more after the very tragic events of September 2001. Much praise has been heaped on the Secretary Of State for the way in which he has handled the cris. He was often referred to as â€Å"the face of America† in the aftermath of the attacks. There have also been great strides made in the way of economic progress. Many blacks have managed to break through into the middle classes. â€Å"The Fresh Prince Of Bel-Air† is a popular, black sitcom in which one such family is portrayed. The father is a well respected lawyer and the family is shown to be living in great luxery. Similarly, there have been other very successful â€Å"black† shows such as â€Å"The Cosby Show. There are now many, many black homeowners also, in complete contrast to the slavery which existed a century earlier. As yet, I have talked about the great amount of change and progress which has been achieved for blacks in USA, however, in the same period of time there have been many incidents and there are many facts which suggest that not too much has really changed. For example, many people argue that there is a continuity in attitudes of discrimination and they point to certain events to support this. Accusations of police brutality and heavy handiness towards blacks are constant and the Rodney King incident seems to justify this. Rodney King was a drunken, black driver, who after being stopped by police, was brutally assaulted by four police officers. The whole incident was video-taped by an on looker. Because of the video-tape, there was a resulting trial in which all four police officers were accused of using excessive force. However, the entirely white jury judged all four to have been not guilty of all charges and the result was the largest riots in Los Angeles' history. Many people were injured during these riots. Consequently, there was a second trial, in which two officers were again acquitted and the other two received minimum jail terms. There were fears of a second round of rioting which never materialised. Other such incidents include an African refugee being shot 24 times by police officers. To this day, there are still more blacks than whites on death row, which again leads to calls of discrimination by the police force and law courts. Earlier, I spoke about black successes in politics, pointing to Jesse Jackson and Colin Powell as examples. However, there has still been no black president, and it still does not even seem like a possibility in the foreseeable future. Even, with the prominence of Jackson and Powell, it can still be said that there is an exclusion of blacks in politics. The poverty trap of many years earlier also still exists in many parts of America, where the idea that if a black person was forced to live in a ghetto due to poor wages, there was really no way out and achieving something for their children as opportunities and resources were greatly limited. In conclusion, I think it is obviously clear that change has been achieved and progress has been made as far as civil rights are concerned and there will always be isolated incidents, which suggest otherwise. A great distance has been traveled on the road to achieving equal rights and hopefully, the last few miles will also be covered in the near future.

Lord of the Flies Quotes

â€Å"We did everything adults would do. What went wrong? † â€Å"Ralph wept for the end of innocence, the darkness of man's heart, and the fall through the air of the true, wise friend called Piggy. † â€Å"We've got to have rules and obey them. After all, we're not savages. We're English, and the English are best at everything. † â€Å"The world, that understandable and lawful world, was slipping away. † â€Å"What are we? Humans? Or animals? Or savages? † â€Å"The rules! † shouted Ralph, â€Å"you're breaking the rules! † â€Å"Who cares? † â€Å"the conch exploded into a thousand white fragments and ceased to exist. â€Å"Which is better–to have laws and agree, or to hunt and kill? † â€Å"Kill the pig! Cut his throat! Kill the pig! Bash him in! † â€Å"If I blow the conch and they don't come back; then we've had it. We shan't keep the fire going. We'll be like animals. We'll never be rescued. † â€Å"If you don't blow, we'll soon be animals anyway. † â€Å"This is our island. It's a good island. Until the grownups come to fetch us we'll have fun. † â€Å"Are we savages or what? † â€Å"This toy of voting was almost as pleasing as the conch. Jack started to protest but the clamor changed from the general wish for a chief to an election by acclaim of Ralph himself.None of the boys could have found good reason for this; what intelligence had been shown was traceable to Piggy while the most obvious leader was Jack. But there was a stillness about Ralph as he sat that marked him out: there was his size, and attractive appearance; and most obscurely, yet most powerfully, there was the conch. The being that had blown that, had sat waiting for them on the platform with the delicate thing balanced on his knees, was set apart. † â€Å"He became absorbed beyond mere happiness as he felt himself exercising control over living things. He talked to them, ur ging them, ordering them.Driven back by the tide, his footprints became bays in which they were trapped and gave him the illusion of mastery. † â€Å"We musn't let anything happen to Piggy, must we? † â€Å"The boy with fair hair lowered himself down the last few feet of rock and began to pick his way toward the lagoon. † â€Å"I believe man suffers from an appalling ignorance of his own nature. I produce my own view in the belief that it may be something like the truth. † â€Å"And in the middle of them, with filthy body, matted hair, and unwiped nose, Ralph wept for the end of innocence, the darkness of man's heart, and the fall through the air of the true, wise friend called Piggy. Ralph and jack are a good form of Duality, when good and evil come together in conflict. savages barbarians brutes thugs beasts this unlawfully behavior. Dark; violent; pessimistic; tragic; unsparing 1 †rising action  The boys assemble on the beach. In the election f or leader, Ralph defeats Jack, who is furious when he loses. As the boys explore the island, tension grows between Jack, who is interested only in hunting, and Ralph, who believes most of the boys’ efforts should go toward building shelters and maintaining a signal fire.When rumors surface that there is some sort of beast living on the island, the boys grow fearful, and the group begins to divide into two camps supporting Ralph and Jack, respectively. Ultimately, Jack forms a new tribe altogether, fully immersing himself in the savagery of the hunt. † 2 †climax   Simon encounters the Lord of the Flies in the forest glade and realizes that the beast is not a physical entity but rather something that exists within each boy on the island.When Simon tries to approach the other boys and convey this message to them, they fall on him and kill him savagely. † 3 â€Å"falling action  Virtually all the boys on the island abandon Ralph and Piggy and descend furthe r into savagery and chaos. When the other boys kill Piggy and destroy the conch shell, Ralph flees from Jack’s tribe and encounters the naval officer on the beach. † themes Civilization vs. avagery; the loss of innocence; innate human evil motifs Biblical parallels; natural beauty; the bullying of the weak by the strong; the outward trappings of savagery (face paint, spears, totems, chants) major conflict  Free from the rules that adult society formerly imposed on them, the boys marooned on the island struggle with the conflicting human instincts that exist within each of them—the instinct to work toward civilization and order and the instinct to descend into savagery, violence, and chaos.

Finding Hope in Dyslexics Essay Example | Topics and Well Written Essays - 5750 words

Finding Hope in Dyslexics - Essay Example As a reading specialist for dyslexic children, I have been interested in turning dyslexic children into successful students who could not only read accurately but also perform academic tasks with excellent outcomes. I have encountered dyslexic children who were unable to read at first but turned out to be successful lawyers and doctors later on. Based on my experience, I realized that dyslexic children should not be underestimated. Rather, the teacher should be the source of strength and inspiration, the one to give all the encouragement that the child needs in order to progress. Although they have difficulty reading, dyslexic children are in fact smart and talented in other fields besides reading. Swarbick and Marshall provide an account of children with dyslexia who later became famous in their own right. The truth about dyslexic children makes my work as a reading specialist truly significant and the performance of my students always serves as the reward in a day’s work. Th e students I handled lately included five dyslexic children with varying depths of reading difficulty and self-esteem problem. ... This means that dyslexia is often inherited, and is limited to the linguistic area of intelligence. Such definition further suggests that dyslexia is neither a debilitating condition that may worsen each day nor a deadly communicable disease. This definition imparts the hope that dyslexic children will have enough skills to catch up with the reading requirement in mainstream classes, especially when guided with ‘careful and systematic efforts’ (Reid 2011 p. 92). As a reading specialist for dyslexic children, I have been interested in turning dyslexic children into successful students who could not only read accurately but also perform academic tasks with excellent outcomes. I have encountered dyslexic children who were unable to read at first but turned out to be successful lawyers and doctors later on. Based on my experience, I realised that dyslexic children should not be underestimated. Rather, the teacher should be the source of strength and inspiration, the one to g ive all the encouragement that the child needs in order to progress. Although they have difficulty reading, dyslexic children are in fact smart and talented in other fields besides reading. Swarbick and Marshall (2004 p. 275) provide an account of children with dyslexia who later became famous in their own right. The truth about dyslexic children makes my work as a reading specialist truly significant and the performance of my students always serves as the reward in a day’s work. The students I handled lately included five dyslexic children with varying depths of reading difficulty and self esteem problem. The children, namely, Cameron, Charlie, Erika, Hamish, Kate, and Noah are in the 9th grade. Similar to most children with dyslexia, my students

Business cycle Essay Example | Topics and Well Written Essays - 500 words

Business cycle - Essay Example For instance, the choice of the parameter values depends on the macroeconomic evidences available for comparison purposes (Romer 217-220). It is also apparent that the calibration model can result in the statistical rejection of adoption of a concept in business operations. This is because most models are always difficult to interpret and a model that fits the data properly, within different dimensions, may be statistically rejected if one aspect is omitted (Summers 129-148). A model may still be ignored if the data is consistent with a wide variety of options. The models are calibrated to ensure that they undergo testing via the formal econometric methods. This is normally done through the identification of available evidence against the variances of other data in the series. For instance, the comparison of labor against capital and output can adopt the calibrated model (Romer 217-220). This means that government intervention and technological components do not apply in the final determination of outputs. The calibration is different from other models like the Solow theory that assumes the prevalence of technology in productivity. However, an alternative model for calibration is the proper assessment of fully specified models in which the researchers determine models using macroeconomic evidences (Romer 217-220). This focuses on the main building aspects or through the evaluation of the model’s consistency with other statistics. According to Summers (p. 129-148), calibration model enables economists to apply different concepts in the interpretation of their business performance. The historical data comparison helps in speculation purposes in which a firm can change its methods to suit the trend. This is done through the relation between variables and independent factors present in the industry (Summers 129-148). As a result, the real-business cycle model relies on

Cell Phones in China Research Paper Example | Topics and Well Written Essays - 250 words

Cell Phones in China - Research Paper Example Many religions survive in China. Different religions that are preached In China are Buddhism, Taoism, Islam, Catholicism and Protestantism, with the first three being major. Education system in china is divided into 3 categories basic education, higher education, and adult education. Education order implementation is that each child must have necessary education of 9 years. In 1900, China strictly lacked the technological progress. The past 10 years are the era of massive technological development in China and now China is among one of the most developed nations of the world. Chinese mobile phone industry has a high growth rate and during last year it supplied up to 50% of global production of mobile phones. In 1995 China started wireless telecommunication through GSM. In 2000 a fixed telecom company (China telecom) and 2 mobile phone companies (China Mobile and China Unicom) were established. Another major telecommunication company was established in China an year before the 3rd Gen eration was granted. Reference Brandt, L. Reflection on China’s late 19th and Early 20th Century, 1997 The mobile phone technology has boosted up Chinese economy due to great sales and purchases and it has also enabled china to have a stand in global market.

Cross-Cultural Enterprise Management Essay Example | Topics and Well Written Essays - 4000 words

Cross-Cultural Enterprise Management - Essay Example Focus of the paper will be towards emphasizing the importance of effective cross cultural management in an enterprise and to what extent this affects the survival of the enterprise. Cross-cultural management is particularly important for the operation of an enterprise to gain the requisite advantage in the fiercely competitive world. If the problem of cultural conflict in an enterprise is not handled well, it might influence the entire working environment of the enterprise and make the task of management more complex and the decision-making and implementation of multinational operation more difficult. Such problems might restrict the selection of human resources from native or overseas market, products and services. The impact of cultural conflict on the transnational business happens to be quite comprehensive, systematic affecting the entire process. This study will center on the cross-cultural enterprise management to analyze the problems in enterprise cultural management and prese nt possible solutions which are of a certain guiding significance to some of the UK companies On the basis of successful and unsuccessful case analyses of overseas investments by some of the UK companies or by some MNCs in UK, the study tries to put forward general theories in such a manner that the study proves to be of some help in future research work. Background Cross-cultural management in essence means managing different cultures with effective coordination amongst the cultural groups and management teams of different cultures with its impact on organizational behavior, effective communication with people who come from different countries and cultural backgrounds. (Li,C & Lu,C, 2000) Along with the rapid development in the economic field and globalization and integration of economies, the role of corporate culture is becoming increasingly significant in upgrading enterprise competitiveness. Different culture backgrounds, values, enterprise management modes, politics, beliefs and cultures as well as racism and communication misunderstanding will give rise to corporate cultural conflicts. Cultural conflicts will in turn affect the relationship between multinational management and local employees and may lead to a loss in market opportunity and organizational efficiency, thus hampering the implementation plans of global strategies of multinat ionals. The so called "cultural conflict" refers to the process of confrontation and repulsion between different cultures or cultural elements, which not only includes the conflict arising from cultural difference between multinationals and countries where multinationals operate but also the conflict among internal employees from different cultural

According to Premo Levi's book The Survival of Auschwitz how did Essay

According to Premo Levi's book The Survival of Auschwitz how did Auschwitz systematically dehumanize prisoners - Essay Example Men, women and children were dumped in the concentration camps not for the purpose of reformation and rehabilitation. Their spirits were totally subdued before their bodies were disposed of through heinous procedures. Primo Levi writes, â€Å"Then for the first time we became aware that our language lacks words to express this offence, the demolition of a man. In a moment, with almost prophetic intuition, the reality was revealed to us; we had reached the bottom. It is not possible to sink lower than this; no human condition is more miserable than this, nor could it conceivably be so.†(16) Even the garbage that is being lodged in the dumpers commands some sort of discipline and procedure for disposal. But the human beings in the concentration camps were stripped of all their possessions, their self-respect included. Levi’s only apprehension was what he was going to lose next? Was there anything more for being robbed at all! Dehumanization is the psychological process; o ne’s feelings and emotions are attacked. It is more vicious than the physical violence. In the psychological torture of an individual he is made to feel not worthy, he is the lesser category of a human being. He is alienated from the normal society, mocked at for no personal fault. His individuality is put to test severely and conditions are created that he will be facing death at the time, only place and manner to be decided by the authority that has imprisoned him. That was the philosophy of the people who created Auschwitz. When you were confronted with the dehumanizing process, in the circumstances prevailing in Auschwitz, physical confrontation with those responsible for that malicious activity was impossibility. But you were forced to fight for your humanity and to protect the individual dignity. You were conscious in your inner world that you did not deserve the treatment that you were getting. You had the vague conviction that something dramatic would happen and there was going to be an end to the mean process. Those who were in charge of the camp were treating the prisoners like the animals, and you would not like to be one; you resist that with all the inner strength at your command. To survive in those grim circumstances for ten months spoke about the grit and strong will power of Primo Levi, as many of the fellow-suffers in the camp perished. The beginning of the dehumanization process—was it dehumanization or much more? Auschwitz was not the beginning; it was one of the terminals of the dehumanization process. Levi writes, â€Å"With the absurd precision to which we later had to accustom ourselves, the Germans held the roll-call. At the end the officer asked, â€Å"Wieviel stuck?† The corporal saluted smartly and replied that there were six hundred and fifty â€Å"pieces† and that all was in order.†(5) Primo Levi’s desperate struggle against this demonic process began before his arrival at Auschwitz. From Italy preparations for transportation of a group of six hundred and fifty people began and they were to be condemned to death. At the time of boarding the train the dehumanization process began. Levi writes, â€Å"Here we received the first blows: and it was so new and senseless that we felt no pain, neither in body nor in spirit. Only a profound amazement: how can one hit a man without anger?†(5) In the wagon where he was seated, there were forty-five people and only four survived, including Levi. During the journey to Auschwitz they had to encounter cold, torment, and

Human resources case study Example | Topics and Well Written Essays - 750 words

Human resources - Case Study Example 115). Joan has her hands full in this scenario because she suspects that Fred is sabotaging work to make Joan look bad. As the director Joan should immediately confront Fred about his improper behavior. If Fred denies the wrongdoing then Joan should document the meeting and take the matter her superiors in order to discuss a possible termination of Fred’s contract because Fred has become a liability for the company and an employee who is not trustworthy. Sometimes people claim that they are racial discriminated at work. Discrimination is a serious offence that is not acceptable in the workplace. In this case study a woman, Ruth Wittman, claims she was fired due to racial discrimination. The employer of the woman claims that the woman was fired due to a horrible record of absenteeism and tardiness. The bank must show the EEOC all the evidence of all the times Ruth was absent and late during her two years at the company. Due to the fact that the bank claims Ruth had the worse track record of absenteeism and tardiness the bank must proof with written documentation that this claim is true. If I was the EEOC director my decision would be to disregard the claim made by Ruth. First of all the evidence shows she was late and absent more than any other employees. It is common for people that do not show up to work or show up to work late to be fired. The claim that she was given more workload than others is potentially false since the compan y gives work out randomly. If the firm has a no talking with other workers policy the employees should abide by the rules. Jack Otto is the supervisor of a store fixture manufacturing company. He is a dedicated employee, but he is facing a tough challenge with one of his welders, Bob Hill. Bob has always had a bit of absenteeism problem and is often late to work. Lately his tardiness has gotten

Identification of Problems and Justification for Target Corporation Case Study

Identification of Problems and Justification for Target Corporation - Case Study Example The management system was not in touch with the realities of the Canadian consumers needs. The analogous approach by the management without incorporating the difference in dynamics in culture, demographic and perception of Canadians in comparison to the US consumers by the management played a key role. However, current the leadership of the company has exchanged hands from Tony Fisher to Mark Schindele. This clearly demonstrates that indeed failure of success of the company emanated from the management execution (which might have been poor). Mark Schindele has the mandate and the responsibility to ensure that Target Canada is revived (Pirouz and Hong Para 1). Sourcing merchandise was a critical problem at the company. The storing inventory and distribution of products to the stores doubled the problem. Moreover, Target Canada relied on retailers to distribute its merchandise hence stocking became a real problem. Keeping shelves stocked with minimum stock proved challenging for the company. Majority of the stores were empty. It is completely impossible to sell products that are not available. In less than a year Target opened more than a hundred store with few national distribution centers that were to services these stores. It was impossible to distribute the right product to different stores in a manner that would commensurate with the products that the respective stores actually needed. For instant, in Windsor store, the products offered did not match the taste and preference of the locals. Customers would walk into the stores and would hardly find the desired products. The management was unconscious of the customers’ need analy sis at its various stores.   Many shelves were empty because the stores had too many that they did not need and had little that they needed. It is difficult, in fact next to impossible to change customers shopping habits with empty shelves. Impulse buying may be limited in such scenarios. Basic commodities such as food and other consumables (which are known to run repeat business) were most cases unavailable. In addition, replenishing the products at the stores was poor due to the poor execution of the distribution strategies.   The most affected products were the perishable products. Food and grocery being sourced by a potential competitor called Sobey. Perhaps Sobey stalled in its partnership with Target Company in order to have a competitive age. Another instant was the poor choice of in-store coffee shop. Target Canada was widely and wildly anticipated to prefer Tim Holtorns Company to Starbucks as an in-store coffee shop.   Experts view that had the company partnered with Tim Holtorns then it would have been an ideally strategy to enter into the Canadian market using Tim Holtorns.

Daycare in High Schools Essay Example | Topics and Well Written Essays - 1500 words

Daycare in High Schools - Essay Example For some schools, career education is the main objective for operating child-care facilities. And in some cases, the centers provide on-site child care for teachers and other school employees. When there are child care centers in public high schools, teen-age parents whose children attend the facility are more likely to complete their education and less likely to become dependent on welfare. The purpose of this ongoing descriptive study is to explore the transition to motherhood in adolescent mothers attending a large urban high school in New Haven with an on site parent support program and a school-based child care center. The first study aim is to examine the relationships among personal resources of the student-mothers, perceived environmental sources of stress and support, and student-mothers' parental competence and child health and developmental outcomes. The second study aim is to describe student-mothers' patterns of continued enrollment or graduation from high school, and subsequent childbearing in the sample. It appears that the urban adolescent mothers attending high school who are enrolled in an on-site parenting support program manifest positive parenting attitudes and behaviors, and the children enrolled in the child care center manifest positive development and health outcomes. The NCATS mother-child relationship scores were particularly impressive, espec ially in the sub analyses of cognitive growth fostering interactions between mothers and their children. The students with children enrolled in the school-based child care center have benefited with respect to their ability to complete or continue their high school education. With respect to delaying subsequent child births their rate of 12% of subsequent childbearing compares very favorably with much higher numbers (40%) reported in other studies. Effects of an Urban High School-Based Child Care Center on Self-Selected Adolescent Parents and Their Children: Examined the impact of an urban, high school-based day care center on low-income parenting teens and their children. Retrospective record reviews indicated that participating students showed improvement in overall grade point average. All students graduated or were promoted to the next grade. No participants experienced repeat pregnancies. Most children were current on immunizations and healthcare. Responding to the problem of teenage pregnancy is both difficult and controversial. Some schools have chosen to set up day care centers to help teen morns continue their education. If you're considering this option too, here's some advice from experts - those who've done it. Babies having babies. Everyone says it, with great despair, but few, it seems, are willing to do anything about the problem. Nearly everyone agrees

From the Middle Ages through the Renaissance Essay Example for Free

From the Middle Ages through the Renaissance Essay Artists bringing designs, paintings, choreography and music to life shapes the history of the Middle Ages. Middle Ages began from the very earliest single digit centuries. Middle Ages and Renaissance Age’s culture centered around religion. Religion was the purpose of all art. Artists living during the Middle and Renaissance ages created paintings, sculptures, music and other designs that were unique to their interpretations, relying on craft and communication. â€Å"We should not assume that our priorities necessarily match those of the original patrons. (Goffen, 1999, p. 207) Two memorable Renaissance artworks are Michelangelo’s Pieta and Da Vinci’s Virgin of the Rocks. The marbled Pieta sculpture design is Mary holding her son Jesus, who passed away. This image immediately shocks the viewer and is not easily forgotten. After really looking at the sculpture, the viewer does not have to be familiar with the story to realize an unusual message is coming through. â€Å"The point of the work was to engender empathic meditation and devotion on the part of the viewer. † (Kieran, 2004, p. 169) Mary’s facial expressions are calm, relaxed, untypical for a mother who lost her child. The fully grown adult child Mary is holding would be as big as her, if not bigger. To make the unexpected sculpture look realistic or proportioned, the artists relied on light colors and unusual sizing of objects. Mary’s body is bigger than the man’s body. (Kieran, 2004, P. 41) Further bringing the entire picture into perspective, the size of the arched window encasing Mary and Jesus, surrounding Mary’s upper body offsets illusions of sizes. http://enwikipedia. org/wiki/Piet%C3%A0_(Michelangelo) Analyzations of Da Vinci’s art goes on indefinitely. His Virgin of the Rocks shows baby Christ and St John. â€Å"The picture is conceived in a mood of great solemnity. The children no longer play as equals (Clark, 1939, p. 45) Baby Jesus sits independently with two hands bringing focus that he is guided by higher beings invisible to human perceptions. St John is limited to human protection or guidance. (Clark, 1939). The artists used darkened tone colors enhancing mystical moods that are unknown to humans. Natural background content consists of nature made subjects. The setting is taking place in a miniature cave allowing the trees blending with the sky to be visible. http://en. wikipedia. org/wiki/Virgin_of_the_Rocks All types of art influences and guides human behavior, within reason. Religion is the background purpose for the invention and creative experimenting with art. Creative art encouraging individualism began in the Middle ages, and lead us into the Renaissance ages. Today’s art, sculptures, plays and architect is modern reinventions of artwork originating during the middle ages. References Clark, K. (1939). Leonardo Da Vinci: An Account of His Development as an Artist. New York: Macmillan. Retrieved March 1, 2008, from Questia database: http://www. questia. com/PM. qst? a=od=6598638 Goffen, R. (1999). Behind the Picture: Art and Evidence in the Italian Renaissance. Renaissance Quarterly, 52(1), 207. Retrieved March 1, 2008, from Questia database: http://www. questia. com/PM. qst? a=od=5001255997 Kieran, M. (2004). Revealing Art. New York: Routledge. Retrieved March 1, 2008, from Questia database: http://www. questia. com/PM. qst?a=od=108856090 Maes-Jelinek, H. (1997). Charting the Uncapturable in Wilson Harriss Writing. The Review of Contemporary Fiction, 17(2), 90+. Retrieved March 1, 2008, from Questia database: http://www. questia. com/PM. qst? a=od=5000469960 OConnor, J. P. , Temple, V. A. (2005). Constraints and Facilitators for Physical Activity in Family Day Care. Australian Journal of Early Childhood, 30(4), 1+. Retrieved March 1, 2008, from Questia database: http://www. questia. com/PM. qst? a=od=5012125114 Osmond, S. F. (1998, December). The Renaissance Mind Mirrored in

Historiography Of The Civil Rights Movement

Historiography Of The Civil Rights Movement Who was the NAACP (National Association for the Advancement of Colored People) lawyer who successfully argued the NAACPs Brown v. Board of Education? Answer: Martin Luther King. Question: Name several people who were involved in the Montgomery Bus Boycott. Answer: Martin Luther King and Rosa Parks. Question: Who was the first President of the Student Nonviolent Coordinating Committee (SNCC)? Answer: Martin Luther King. Question: Who organized the famous March on Washington? Answer: Martin Luther King. Question: Who started the sit-in movement of the 1960s? Answer: Martin Luther King. (Armstrong 2002) Does the preceding list of questions and answers sound familiar? If you teach high school history, the answer is probably yes. However, this does not tell the whole story. In reality, Martin Luther King was just one member of the larger Civil Rights Movement sweeping the country. In order to illuminate the larger picture to our students, alternative strategies need to be considered. One such strategy is presented here. This lesson plan tackles the Civil Rights Movement from the perspective of nonviolent direct action. I am not arguing that King is not an important historical figure of the Civil Rights Movement, because he certainly is. The problem, however, is that since the early 1970s, the struggle for civil rights has been taught almost solely in relationship to King and his life. Students graduate from high school viewing the civil rights movement synonymously with Martin Luther King Jr. Such connections are understandable, if grossly uninformed. Students are denied the opportunity to immerse themselves in the complicated and varied histories of the civil rights movement. (Armstrong 2002) According to Armstrong, in the past, most high school history teachers relied on textbooks to help them convey the civil rights movement to their students. Unfortunately, the vast majority of textbooks present a narrative of the civil rights movement of King as the embodiment of the Civil Rights Movement. As a result, textbooks typically begin the movement in 1954 and 1955 with the Brown v. Board decision and the Montgomery Bus Boycott, and end in 1968 with the assassination of King. (Armstrong 2002, 6) However, this is only a narrow view of what many historians consider a much longer struggle for racial civil rights. One way to open up this narrative is to provide students with access to primary documents. This lesson incorporates three primary documents one from each of the leading groups that advocated nonviolent action during the civil rights movement. This methodology not only presents students with alternative perspectives, but it also exposes students to a core tool used by historians. (Armstrong 2002) In any history course, whether it is second grade, high school, or graduate level, aspects of the story will be left out. History is a vast and ever-expanding field, and it is impossible to include everything in one course. However, by showing our students how to think and act like historians, we can give them the opportunity to explore these topics further in the future. National Standards The National Standards for United States History: Era 9 Postwar United States, Standard 4 requires students to understand the struggle for racial and gender equality and the extension of civil liberties. (National Center for History in the Schools 2005) Time This lesson should be divided into three class sessions of approximately one hour. Student Objectives To analyze primary source material. To analyze the role of nonviolent direct action in combating racism. To analyze the role of different organizations combating racism in the Civil Rights Movement. Congress of Racial Equality (CORE) Student Nonviolent Coordinating Committee (SNCC) Southern Christian Leadership Conference (SCLC) Background Nonviolent Action According to Gene Sharp, Nonviolent action refers to those methods of protest, resistance and intervention without physical violence in which the members of the nonviolent group do or refuse to do certain things. (Sharp 1969) These methods can be divided into three basic groups: nonviolent protest, noncooperation, and nonviolent intervention. Each group contains different examples of nonviolent actions. Nonviolent protest includes such actions as parades, marches, and picketing. Noncooperation includes such actions as walkouts, strikes, and boycotts. And nonviolent intervention, the most militant forms of nonviolence typically refers to sit-ins. (Wirmark 1974) Each of these methods of nonviolent action was employed during the Civil Rights Movement. Three of the leading organizations which advocated the use of nonviolent action were the Congress of Racial Equality (CORE), the Student Nonviolent Coordinating Committee (SNCC), and the Southern Christian Leadership Conference (SCLC). Congress of Racial Equality (CORE) CORE was founded in 1943, and specialized in nonviolent action to combat racial discrimination. Its first focus was on sit-in demonstrations with the goal that public places, such as restaurants, would become desegregated. (Wirmark 1974) As the Civil Rights Movement evolved, so too did the goals of CORE, who began to sponsor freedom rides during the early 1960s. [See Figure 1] (Woodward 1966) From 1962-1964, CORE concentrated on voter registration drives throughout the South. It was also responsible for sponsoring direct action protests against unfair housing measures and other types of discrimination against African Americans in the North. Though all three organizations (CORE, SNCC, and SCLC) employed nonviolent techniques in their quest for equality, it was CORE who initiated the practice. (Meier and Rudwick 1973) Student Nonviolent Coordinating Committee (SNCC) On February 1, 1960, a group of young African American students were refused to be served in a coffee shop in North Carolina. In protest, the students sat in silence in the shop. This type of protest, known as a sit-in, rapidly spread throughout the country, bringing many young college students into the civil rights cause. [See Figure 2] (Woodward 1966) The SNCC, the youngest and most militant of the organized groups, came out of the sit-in movement. Students who had participated in sit-ins wanted to control student demonstrations, and thus founded the SNCC in 1960. (Wirmark 1974) By 1966, the SNCC had gained national attention with its use of the slogan Black Power. Some of the most important leaders of the SNCC were Bob Moses of Mississippi, Charles Sherrod of Georgia, and Bill Hansen of Arkansas. These men were most effective because they truly believed in the morality of their cause. They were courageous in the face of adversity and influenced others to not give up hope. (Stoper 1977) Southern Christian Leadership Conference (SCLC) After the successful Montgomery bus boycott, Martin Luther King, Jr. founded the SCLC to bring together the church leaders who had been organizing the boycott. [See Figure 3] Inspired by the actions of CORE, King wanted to apply nonviolent action on a large scale. (Wirmark 1974) Unlike the other two organizations, the SCLC acted as an umbrella organization. It brought together various civil rights groups across the South and the rest of the nation. It also differed from other civil rights groups because it was primarily made up of religious groups. Charles Morgan, a member of the SCLC board of directors said of the group, SCLC is not an organization, its a church. (Fairclough 1987, 1) King was certainly a significant force behind the SCLC, but its successes cannot be accredited solely to his larger-than-life personality. The SCLC was extremely effective in combating racial discrimination and segregation, and this was due partially to King, partially to its belief in a higher moral ca use, and partially to its commitment to nonviolent action. (Fairclough 1987) Procedures Day One Briefly discuss the main events of the Civil Rights Movement with students, providing them with a timeline for reference. Have students look up the definitions for segregation, non-violence, and direct action. Provide students with a background on different types of nonviolent direct action protests. Allow students to brainstorm ways to combat racism through nonviolent direct action. Day Two Provide students with a background on the Congress of Racial Equality (CORE), the Student Nonviolent Coordinating Committee (SNCC), and the Southern Christian Leadership Conference (SCLC). Divide the students into three groups and assign one organization to each group. Groups should make a short presentation to the class on the background and history of their assigned organization. Day Three Have students compare and contrast the three civil rights organizations in a 1-2 page in-class essay. Students should work individually, but allow them the opportunity to use reference materials, as well as discuss their questions with you. Discussion Questions How do you define segregation? Provide two different examples of racial segregation. What is nonviolence? Direct action? How can the two be used to combat racial segregation? What were the goals of CORE? Of SNCC? Of SCLC? Compare and contrast the three organizations. In what ways does studying them deviate from what you have learned about the civil rights movement in the past? Further Reading Armstrong, Julie Buckner. Teaching the American Civil Rights Movement: Freedoms Bittersweet Song. New York: Routledge, 2002. Carson, Clayborne. Martin Luther King, Jr.: Charismatic Leadership in a Mass Struggle. The Journal of American History, Vol. 74, No. 2 (Sep., 1987): 448-454. Fairclough, Adam. To Redeem the Soul of America: The Southern Christian Leadership Conference and Martin Luther King, Jr. Athens: The University of Georgia Press, 1987. Meier, August, and Elliott Rudwick. CORE: A Study in the Civil Rights Movement 1942-1968. New York: Oxford University Press, 1973. National Center for History in the Schools. History Standards for Grades 5-12 United States. National Standards for History Basic Edition. 2005. http://www.sscnet.ucla.edu/nchs/standards/ (accessed November 11, 2010). OBrien, Michael. Old Myths / New Insights: History and Dr. King. The History Teacher, Vol. 22, No. 1 (Nov. 1988): 49-65. Steinkraus, Warren E. Martin Luther Kings Personalism and Non-Violence. Journal of the History of Ideas, Vol. 34, No. 1 (Jan. Mar., 1973): 97 111. Stoper, Emily. The Student Nonviolent Coordinating Committee: Rise and Fall of a Redemptive Organization. Journal of Black Studies, Vol. 8, No. 1, 1977: 13-34. Wirmark, Bo. Nonviolent Methods and the American Civil Rights Movement 1955-1965. Journal of Peace Research. Vol. 11. No. 2, 1974: 115-132. Woodward, C. Vann. The Strange Career of Jim Crow. New York: Oxford University Press, 1966. Day One Handout Name ____________________________________ Definitions: Look up each of the following words and write out the definition. Segregation: ____________________________________________________________________________________________________________________________________________________________ Non-violence: ____________________________________________________________________________________________________________________________________________________________ Direct action: ____________________________________________________________________________________________________________________________________________________________ Non-Violent Direct Action Protests: Read the following list of non-violent direct actions and discuss in your groups. Sit-ins (restaurants, lunch counters) Kneel-ins (churches) Stand-ins (theaters, swimming pools, libraries) Marches Mass meetings Picketing Vigils Prayer meetings Jail-ins (attempt to overcrowd jails) Fasting Nonviolent obstruction (streets, vehicles) Boycotts Rent strikes Voter registration drives Day Two Handout -Page 1 CORE Rules for Action Guarantees of the Individual to the Group A CORE member will investigate the facts carefully before determining whether or not racial injustice exists in a given situation. A CORE member will seek at all times to understand both the attitude of the person responsible for a policy of racial discrimination, and the social situation which engendered the attitude. The CORE member will be flexible and creative, showing a willingness to participate in experiments which seem constructive, but being careful not to compromise CORE principles. A CORE member will make a sincere effort to avoid malice and hatred toward any group or individual. A CORE member will never use malicious slogans or labels to discredit any opponent. A CORE member will be willing to admit mistakes. He will meet the anger of an individual or group in the spirit of good will and creative reconciliation; he will submit to assault and will not retaliate in kind either by act or word. A member will never engage in any action in the name of the group except when authorized by the group or one of its action units. When in an action project a CORE member will obey the orders issued by the authorized leader or spokesman of the project, whether these orders please him or not. If he does not approve of such orders, he shall later refer the criticism back to the group or to the committee which as the source of the project plan. No member, after once accepting the discipline of the group for a particular action project, shall have the right of withdrawing. However, should a participant feel that under further pressure he will no longer be able to adhere to the Rules for Action, he shall then withdraw from the project and leave the scene immediately after notifying the project leader. Only a person who is a recognized member of the group leader in a particular project shall be permitted to take part in that group action. Guarantees from the Local Group to the Individual Each member has the right to dissent from any group decision and, if dissenting, need not participate in the specific action planned. Each member shall understand that all decisions on general policy shall be arrived at only through democratic group discussion. A CORE member shall receive the uncompromising support of his CORE group as he faces any difficulties resulting from his authorized CORE activities. Day Two Handout -Page 2 Student Nonviolent Coordinating Committee Statement of Purpose We affirm the philosophical or religious ideal of nonviolence as the foundation of our purpose, the presupposition of our faith, and the manner of our action. Nonviolence as it grows from the Judeo-Christian tradition seeks a social order of justice permeated by love. Integration of human endeavor represents the crucial first step towards such a society. Through nonviolence, courage displaces fear; love transforms hate. Acceptance dissipates prejudice; hope ends despair. Peace dominates war; faith reconciles doubt. Mutual regard cancels enmity. Justice for all overcomes injustice. The redemptive community supersedes systems of gross social immorality. Love is the central motif of nonviolence. Love is the force by which God binds man to himself and man to man. Such love goes to the extreme; it remains loving and forgiving even in the midst of hostility. It matches the capacity of evil to inflict suffering with an even more enduring capacity to absorb evil, all the while persisting in love. By appealing to conscience and standing on the moral nature of human existence, nonviolence nurtures the atmosphere in which reconciliation and justice become actual possibilities. Day Two Handout -Page 3 Southern Christian Leadership Conference: This is SCLC Aims and Purposes of SCLC The Southern Christian Leadership Conference has the basic aim of achieving full citizenship rights, equality and the integration of the Negro in all aspects of American life. SCLC is a service agency to facilitate coordinated action of local community groups within the frame of their indigenous organizations and natural leadership. SCLC activity revolves around two main focal points: the use of nonviolent philosophy as a means of creative protest; and securing the right of the ballot for every citizen. Philosophy of SCLC The basic tenets of Hebraic-Christian tradition coupled with the Gandhian concept of satyagraha truth force is at the heart of SCLCs philosophy. Christian nonviolence actively resists evil in any form. It never seeks to humiliate the opponent, only to win him. Suffering is accepted without retaliation. Internal violence of the spirit is as much to be rejected as external physical violence. At the center of nonviolence is redemptive love. Creatively used, the philosophy of nonviolence can restore the broken community in America. SCLC is convinced that nonviolence is the most potent force available to an oppressed people in their struggle for freedom and dignity. SCLC and Nonviolent Mass Direct Action SCLC believes that the American dilemma in race relations can best and most quickly be resolved through the action of thousands of people, committed to the philosophy of nonviolence, who will physically identify themselves in a just and moral struggle. It is not enough to be intellectually dissatisfied with an evil system. The true nonviolent resister presents his physical body as an instrument to defeat the system. Through nonviolent mass direct action, the evil system is creatively dramatized in order that the conscience of the community may grapple with the rightness or wrongness of the issue at hand. Supplementary Materials Visual Aids These photographs can be used to supplement this lesson plan. Pass them out to the class or incorporate them into your classroom presentation. More visual aids can be found at: www.loc.gov/rr/print/. Figure 3: Dr. Martin Luther King, Jr. in front of SCLC Headquarters in Atlanta. Figure 1: Background Map: 1961 Freedom Rides [New York]: Associated Press News Feature. ca. 1962 http://www.loc.gov/exhibits/treasures/images/s84.6p1.jpg http://www.blackpast.org/files/blackpast_images/SCLC_King.jpg Figure 2: Tottle House Occupied during a Sit-in by some of Americas most effective organizers. Atlanta, Georgia, ca. 1963 http://www.loc.gov/exhibits/treasures/images/vc84.1b.jpg Civil Rights Timeline *Adapted from http://www.africanaonline.com/2010/08/civil-rights-timeline/* 1954 Brown vs. Board of Education: U.S. Supreme Court bans segregation in public schools. 1955 Bus boycott launched in Montgomery, Ala., after an African-American woman, Rosa Parks, is arrested December 1 for refusing to give up her seat to a white person. 1956 December 21 After more than a year of boycotting the buses and a legal fight, the Montgomery buses desegregate. 1957 At previously all-white Central High in Little Rock, Ark., 1,000 paratroopers are called by President Eisenhower to restore order and escort nine black students. 1960 The sit-in protest movement begins in February at a Woolworths lunch counter in Greensboro, N.C. and spreads across the nation. 1961 Freedom rides begin from Washington, D.C: Groups of black and white people ride buses through the South to challenge segregation. 1963 Police arrest King and other ministers demonstrating in Birmingham, Ala., then turn fire hoses and police dogs on the marchers. Medgar Evers, NAACP leader, is murdered June 12 as he enters his home in Jackson, Miss. Four girls killed Sept. 15 in bombing of the Sixteenth Street Baptist Church in Birmingham, Ala. 1964 July 2 President Johnson signs the Civil Rights Act of 1964. 1965 Malcolm X is murdered Feb. 21, 1965. Three men are convicted of his murder. August 6. President Johnson signs the Voting Rights Act of 1965. The act, which King sought, authorized federal examiners to register qualified voters and suspended devices such as literacy tests that aimed to prevent African Americans from voting. The Rev. Martin Luther King Jr. is assassinated in Memphis, Tenn., unleashing violence in more than 100 cities. In response to Kings death, Seattle residents hurled firebombs, broke windows, and pelted motorists with rocks. Ten thousand people also marched to Seattle Center for a rally in his memory. 1992 The first racially based riots in years erupt in Los Angeles and other cities after a jury acquits L.A. police officers in the videotaped beating of Rodney King, an African American.

Marketing Strategy for DAMAC

Marketing Strategy for DAMAC Introduction DAMAC Properties is a Dubai based company established in 2002. It is a private, commercial and leisure developer with â€Å"iconic† improvements and developments in staggering areas in significant urban communities in the Middle East has helped DAMAC construct image and repute for making lavish and alluring properties. Previously DAMAC Properties has extended its network within a few years of success, in to regions of North Africa, Qatar, Jordan, Lebanon and Saudi Arabia. Since its establishment in 2002, DAMAC has conveyed 9,318 units to date and as of now has an advancement arrangement of in excess of 25,000 units at different phases of advancement and arranging conveying DAMACs vision of extravagance living with amazing private, accommodation, and relaxation and business improvements. At the heart of the Groups society lies the yearning to convey this vision for its clients, with the Companys c.1,400 workers dealing with the whole process – from the determination of improvement accomplices, for example, designers, planners and foremen, the distance to the handover of keys. To guarantee improvements are conveyed to the most elevated conceivable measures, DAMAC gives the privilege working environment to capable workers chooses just the privilege accomplices and creates ventures in prime areas. Continuously at the bleeding edge of visionary ideas, DAMAC has associations with â€Å"Paramount Hotels Resorts†, the official licensee of Paramount Pictures, Italian design houses Versace Home and FENDI Casa for marked private condo and manors and the Trump Organization for the advancement and operations of the Trump International Golf Course, Dubai and the Trump Estates inside the AKOYA by DAMAC improvement. As DAMAC keeps on innovating and bring new ideas to the business sector, the Company is resolved to expand on its compelling execution to date. With vision and energy, DAMAC is building the up and coming era of Middle East extravagance living. The Company issued Global Depositary Receipts (GDRs) which are recorded on the London Stock Exchange. Citibank N.A. goes about as the depositary for the GDR. The projects by DAMAC Properties include; Marina Terrance, Executive Heights, Lake View, Lake Terrance, The Waves, Smart Heights, Park Towers and DAMAC Maison, The Summit. These projects deliver a luxury and undergo desire for design and quality. Mission: DAMAC states its mission as â€Å"delivering value to its customer†. Basically it aims to deliver. DAMAC ensures that the developments and establishments of buildings are delivered with the highest possible standards from the creative employees, architecture and contractor and designers. Since its history starting from 2002, it has maintained a record of building delivery with its vision of luxury developments. Market Description: Market serves as a medium for interaction of buyer and seller. It can be highly unpredictable. Throughout the world market with the perspective of buyer differs from seller’s point of view. Market changes daily whereas from business perspective it creates a daily challenge. Throughout the world, organizations are confronting the challenge of global rivalry and with the effects of globalization on political, financial, economic and society; patterns of purchasing and offering are changed. The organizations in worldwide business sector are attempting to profit by the favorable circumstances that have been made because of globalization. In this present period of globalization the organizations are attempting to execute progressed innovation so as to expand their core competency and business yields. Because of immense rivalry in worldwide business associations are selecting competitive workers and executing a few extraordinary marketing techniques. The organizations ought to be learned enough about different components of promoting process to exhibit the understanding of overseeing marketing. There are diverse components of marketing process and strategic implementation of these processes, for example, strategic plan for marketing mix implementation, strategies for targeting, segmentation, positioning based on focus and cost effective methodologies. Market segmentation is used to identify the different segments of consumers with respect to different product line. (Kotler, 2009)Targeting strategy is used to recognize the target audience for the particular products. Product positioning is used to identify the region in which the products will compete in a market place. These different elements of marketing process are elaborated in this study in order to understand managing marketing. Dubai is a major and attractive marketing hub and since the developments in Arab nations and Muslim world, opportunities for business investments are growing higher. The global recoveries in 2003 of Dubai, the economic conditions of Dubai region are improved with a growth of GDP. This recovery has led to benefit the housing scheme and real estate business around Dubai where people has a clear change in their life styles. The market changing perspectives of Dubai housing and building schemes are identified in this report with the help of marketing strategies adopted by DAMAC Company. DAMAC Properties introduction and mission is also discussed previously, further the report will discuss about its current marketing details and future marketing plans. Strategic Implementation: DAMAC business strategy and objectives are aligned to its vision of leading and creating innovation thus its strategy revolves around the core steps as follows: Buy: DAMAC identifies the golden opportunities of premium lands and buy the property. It reviews the economic and favorable business opportunities in other countries outside of Dubai. Create: DAMAC creates a highly valuable and luxurious and innovative lifestyle through its buildings and value added projects. Sell: It sells the premium quality property while creating business associations and relationships with the leading housing and hotel brands. Build: DAMAC has built efficient projects through proper utilization of strategic planning, budget controlling and maximizing the profits. Marketing Mix Marketing mix of anorganizationis the spine of any organizations promoting system. Each heading association needs to examine the showcasing blend productively keeping in mind the end goal to do the method development (Jobber, 2012) Product:  DAMAC introduces the innovative and luxurious houses and properties. Its projects are alliances of other leading brands such as Paramount Hotels. DAMAC’s projects include Marina Terrance, Executive Heights, Lake View, Lake Terrance, The Waves, Smart Heights, Park Towers and DAMAC Maison etc. AKOYA is a luxurious villa, and a future business plan of DAMAC. Price: DAMAC has set premium prices for its products and services. One reason include its target market i.e., highly innovative and lifestyle oriented. Other reason is the scope of housing and building schemes in Dubai. In long run, the business could benefit from the increasing rates and opportunities of growth. In 2020 the prices are expected to show increasing trend for housing projects in Dubai. Place:  DAMAC has located the areas of Middle East, North Africa and others with a major hub in Dubai. It has a geographical focus on worldwide opportunities. Primarily it operates in residential sector but it also aims to create market in commercial development and co-brands of hotel and apartments. It has international and national offices for dealing and other matters. Promotion: It uses face to face market tools through its presence in Dubai Malls. It also uses technology and electronic media for its promotion. Target Customer: DAMAC has targeted the customer with; innovative lifestyle and luxury seeking attribute. It has focused mainly on the high income that does not bother to pay high for their niche requirements. Market Segmentation There are severalkeyelements in marketing strategies. Market segmentation is one of those key elementsthat have been implemented in maximum time. Behavioral Segmentation:  Based on behavioral segmentation, Customer behavior include the luxury and relaxed life style, need of housing style as in western nations. The company has built projects with premium quality and luxurious life styles and a never ending experience. Profile Segmentation:  A customer who is well cultured and has a good educational background with higher earnings level comes under this segment. Trade and commerce related background people are top most targeted customers. Young married couples and old ones are mostly targeted. Geographic Segmentation:  On the basis of geographic segmentation, it has eyed upon the regions of premium and worthy lands which can create a desire in people who want a standard and premium lifestyle. Psychographic segmentation: DAMAC has targeted the customers of middle age; young couples with energy and fun element seeking for spending time with high enduring tastes and values depending upon social class. Old aged based on their living style of being prestigious and with high standards.   Market Opportunities: Consumer Behavior The consumer behavior analysis relies on the relationship of people with the assistance of marketing mix. Additionally, pay level of individuals and socio-cultural variables assume a huge part on purchasing conduct of consumers (Pride Ferrell, 2011).In term of profits, business of DAMAC can lead to go up as the consumer needs of luxurious life style as adopted by Western culture has increased in Dubai and Middle East. Since this desire, the marketing for middling ranged income group is another opportunity to look forward. Since DAMAC focus of premium price, it also needs to look forward and create luxury life style opportunity for affordable range. In future, housing scheme and land prices are expected to grow up with double or triple rates. Thus, it may suggest business growth and future investment opportunities as DAMAC reports for 2013 shows its profits and success, thus the growth continues to rise. (DAMAC Annual Report, 2013) The graph below presents the current leading situati ons to opportunities for growth in hoteling and related requirements. Because Dubai is a major hub for many international events, people will seek the facility of hoteling for stay such as for events like Dubai expo. Towards the end of 2020, pattern for hoteling and housing scheme shows an upward trend. Source: (Dubaitourism.ae) Market Research: Secondary Research:  All the data is collected from the sources available on net, the journals, news and annual report of the company. Also the theories from scholarly sources are also present to back up the marketing report. Primary Research:  Primary research is conducted on the basis of survey. The respondents were selected and their response is collected through the designed questionnaire present in the Appendix A at the end. Bibliography DAMAC Annual Report. (2013). Retrieved from http://www.damacproperties.com/en/general/download/file/damac-real-estate-development-limited-annual-report-2013-final?id=12200type=report. Dubaitourism.ae. (n.d.). Retrieved December 25, 2014, from www.dubaitourism.ae Jobber, D. (2012). Principles and Practice of Marketing. New York: McGraw-Hill Education.http://oro.open.ac.uk/36359/ Kotler, P. (2009). Principles of Marketing. Pearson Education India.http://books.google.com.pk/books?hl=enlr=id=KN6PqQMnFBACoi=fndpg=PR34dq=Kotler,+P.+(2009).+Principles+of+Marketing.+Pearson+Education+India.ots=UhHdTbDNHzsig=CYs0TJTf7gnth-JsooXTBZ2R3Fg Pride Ferrell. (2011). Marketing. . Stamford: Cengage Learning.http://books.google.com.pk/books?hl=enlr=id=3dp0cR45FZcCoi=fndpg=PR3dq=Pride++Ferrell.+(2011).+Marketing.+ots=OwFuTk_15Tsig=WQxHkWpC6oD22ezjFSdPU1spd4o#v=onepageq=Pride Ferrell. (2011). Marketing.f=false Appendix A Questionnaire: Demographics: (Mandatory) Name: Age: Occupation: Income: Question Strongly Agree Agree Moderate Disagree Strongly Disagree The changing trends and globalization has impacted the lifestyle of people in Arab nations, more particularly in Dubai? The market need of customer is changing due to increasing trend of social class and society standards The increase in income is one source of change in need of life style. Present market conditions suggest that there is a need to focus on housing trends and styles Luxury is a need to today’s world. How convinced is a middle class person to buy a luxury life style: Greatly Moderately Depends upon his income Depends on his needs Depends on his income and other social factors Why would you prefer, a luxury home in attractive location: Due to increase in income Due to societal trends and need of standards and lifestyle Other Factors: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Open Ended Questions: What do you think about DAMAC and its success? Have you ever visited or a client at DAMAC Properties? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ How far DAMAC Properties has fascinated the clients based on its vision of delivering luxury? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦

Poetry paper :: essays research papers

Final Paper Assignment For the last paper, you should focus on a poem or poems. You have several options: Write about one (or two) or the poems we’ve discussed in class, with the aim of bringing some new perception to it. For example, we’ve discussed some poems in pairs because one refers to the other and helps us to understand it—we’ve discussed this in class, but you could take it further and deeper. Write about a theme that you find in more than one poem, particularly in which the positions taken are different. â€Å"Out, Out† by Frost and â€Å"How Annandale Went Out† both talk about when life becomes unlivable—how far do you go to save life? Why do the personae—the speakers within the poems—make the choices they do? How does the Macbeth speech add to the discussion—or does it? You could also take the Macbeth poem by itself for analysis of its various complexities. Write about two war poems that present similar arguments in different ways: the fact that war isn’t pretty, and people back home really don’t know what it is like—and maybe it is better that way. You can talk about the â€Å"human† behind the â€Å"soldier†Ã¢â‚¬â€as in â€Å"Vergissemeinnicht† or â€Å"The Death of a Soldier.† You may take a poem, as in the last paper, and relate it to you—starting with a thesis that connects the poem to your experience, develop a paper that sheds light on what the poem has to say because of something that happened in your life, and then come back full circle to connect to how the poem helped you understand better the experience you had. You may choose a poem we have not covered. IF YOU CHOOSE TO DO SO, YOU MUST GET THE POEM APPROVED BY ME: NOT ALL POEMS ARE CREATED EQUAL AND JUST BECAUSE IT IS IN POETIC FORM DOES NOT NECESSARILY MAKE IT â€Å"GOOD.† You should write a draft of this over the weekend—get a solid sense of your ideas and get them down on paper and bring that with you to your conference next week. If you don’t have a draft, there won’t be anything for us to talk about and your conference will be a waste of time. Conference time is not time to figure out what poem you want to write about; it is about improving on the ideas you already have developed. If you have a question about the topic you’ve chosen or the direction you’re going, send me an e-mail so that I can get back to you.

Wide Sargasso Sea Essay examples -- English Literature Jean Rhys Locat

Wide Sargasso Sea Places take on a symbolic significance in Wide Sargasso Sea. Discuss the way in which Jean Rhys uses different locations in the narrative. Place in 'Wide Sargasso Sea' seems to be used to convey Antoinette's frame of mind at different times in her life. Wally Look Lai believes that "The West Indian setting...is central to the novel...(and) the theme of rejected womanhood is utilized symbolically in order to make an artistic statement about West Indian society and about an aspect of the West Indian experience". In Part One of 'Wide Sargasso Sea', Coulibri and the convent in Spanish Town are presented as contrasts in that they represent danger and safety respectively. Antoinette's mother describes how she feels 'marooned' in Coulibri, which could refer to both their geographical position and the fact that they live on an island, and also their position in society, and the racial tension which exists therein. This racial tension between the white Creoles and the black people stems from the fact that Creoles such as the Cosways' ancestors had been slave-owners, and the emancipation had left these families virtually penniless and lacking in respect. Jane Miller argues that "a woman on her own..is always alone if she depends on men...and vulnerable and weakened as the..foreigner is vulnerable and weakened". She therefore believes that Annette and Antoinette's isolation is due not only to the fact that they are foreigners, but also because they are women who are forced to be dependent upon men, and I agree that this is partly what adds to their isolation from society. Antoinette always pays careful attention to her natural surroundings. They almost seem perfect as she uses simile to com... ...ntoinette, but Anna Morgan, the heroine of "Voyage in the Dark", who comes from England to the Caribbean and recounts her attempts to come to terms with her new life. A feminist would say that Antoinette struggles primarily against the dictates of patriarchy. For example, it is Rochester who declares that Antoinette is "not English or European either" and also he who takes her away from her home in the West Indies and locks her up in the attic in his house in England. However, Selma James believes that the feminism and race issues run parallel to each other. She thinks that "the female dilemma and female vulnerability with men and in society generally is inseparable from the West Indian preoccupations about race..", and I am inclined to agree with her, and think that Jean Rhys uses location in the novel extremely effectively in order to convey this idea.

IT Agreements

Seva Bharat recognizes the critical importance of protecting the privacy of Individuals and securing the confidentiality of all official records. Employees of the Department of Information Technology (IT) will make appropriate efforts to protect and secure official data and information. IT positions frequently have privileged access to computing systems, applications, databases, network monitoring tools and other equipment that may contain records and information that are private and confidential in nature.As an employee of Seva Bharat's Department of Information Technology, I may be entrusted with such rivileged access and encounter or have access to sensitive, confidential or proprietary Information whether or not It Is labeled or Identified as such. I acknowledge the sensitive and confidential nature of information concerning Seva Bharat / LCT / SBPT / SST / MI employees, consultants, alumni, donors, vendors, and other stakeholders of the Seva Bharat community.I understand and agr ee that this Information may only be disclosed with proper authorization and in the exercise of my designated duties. I agree not to use any access or information available to me In he course of my duties to engage in any activity that conflicts with the interests of Seva Bharat or use any access available to me to provide information to others engaged in any activity that conflicts with the interests of Seva Bharat. pecifically, with respect to office compuung systems, networks, records, flles, email and other information, I agree that I will treat all confidential information as such by respecting the privacy of users, the Integrity of the systems and the related physical resources, and I will: Access, copy, or store data solely In performance of my Job responsibilities, limiting erusal of contents and actions taken to the least necessary to accomplish the task. 2.When providing direct services to users, copy or store data or information only with the user's consent and only to co mplete a specified task, and only to copy and store user data for long enough to complete the specified task. 3. Not seek personal benefit or permit others to benefit personally from any data or Information that has come to me through my work assignments. 4. Not make or permit unauthorized use of any information in the office information systems or records. . Not enter, change, delete or add data to any information ystem or file outside of the scope of my Job responsibilities. 6. Not intentionally or knowingly Include or cause to be included in any record or report, a false, inaccurate or misleading entry, 7. Not intentionally or knowingly alter or delete or cause to be altered or deleted from any records, report or information system, a true and correct entry. 8.Not release official data other than what is required for the completion of my Job responsibilities. 9. Not exhibit or divulge the contents of any record, file or Information system to any person except as required for the completion of my Job esponsibilities. u lake every reasonaDle precautlon to prevent unautnorlzea access to any passwords, user identifications, or other information that may be used to access official information systems or records. 1 1 .Limit access to information contained in or obtained from the systems to authorized persons. 12. Report any incidents of my non-compliance with the terms of this agreement to my supervisor. I further agree not to independently contract to perform or provide information technology services to other entities not associated with Seva Bharat while employed by the Department f Information Technology, or to use offcial resources in the delivery of privately contracted services.I understand official resources include time, equipment, computers, tools, software, phone, email or other items that are provided by or acquired through my relationship as an employee of the Seva Bharat community. Page | 1 I understand and agree that my failure to comply with the t erms of this agreement will have consequences and may result in disciplinary action up to immediate termination and criminal prosecution, depending upon the infraction's severity, evidence of my intentions, and the sensitivity and scope of the information ompromised.

An Analysis Of In Arabian Nights English Literature Essay

Traveling to new states gives life a fantastic experience and helps learn a individual about the civilizations and traditions of that state. Travelling is something that teaches a individual many things as one can hold many interactions with aliens and can assist one larn many new things approximately him every bit good. Traveling is something that everybody experiences in life. Travelling besides helps a individual addition more cognition about the other states civilization, tradition and linguistic communication. Traveling can assist a individual happen his or her finish in life. Traveling to new states gives life a fantastic experience and helps learn a individual about the civilizations and traditions of that state. Travelling is something that teaches a individual many things as one can hold many interactions with aliens and can assist one larn many new things approximately him every bit good. I had a charming experience during my journey to United States of America. My chief purpose or my mission for traveling to America was for an educational intent. I wanted to cognize more about the state and wanted to research it. I had visited America in the twelvemonth 2007. It was 10 yearss school trip. I truly enjoyed my trip with my friends and I besides got to larn many new things on my trip. We were besides accompanied by our professors. My trip was fundamentally based an educational based. They were really helpful and cheerful. We visited Washington DC, New York and Florida. The experience was great and thrilling. We visited many of import landmarks, museums a nd besides many commemorations. These topographic points would assist me cognize more about the history of America. Wherever we went we would ever seek to acquire more and more information about that peculiar country or topographic point as it would assist increase my cognition about that topographic point. Peoples were really friendly in America. I did non experience that I was off from my place state. The people were astonishing. They were really helpful and cheerful. My experience taught me many things. It helped me larn how to populate an independent life. I had to make all by myself. No 1 would pack my bags or press my apparels ; everything was to be done by me. I had seen a transmutation in myself. I was going independent. It was the best experience of my life. The trip besides helped me better my communicating accomplishment. By speaking and run intoing different people in the hotel every bit good around the metropolis, it felt like I belonged to that state. The trip was real ly enlightening. By going with friends it would assist better societal development and additions adulthood in a individual. My love for travel has increased after this experience. The manner I look at the outer universe has changed. This experience has given me many unforgettable memories and has besides helped me transform myself. The experience of Tahir Shah is in a manner related to my travel experience. He was in hunt for the narrative in his bosom, whereas I was in hunt for instruction as it was during my school yearss and I wanted to hold on every bit much cognition about the state. Tahir was ungratified to happen the narrative in his bosom. He met many people and had assorted interactions with them and at last found the narrative in his bosom. I was besides ungratified approximately deriving every bit much cognition as I can. I met many new people and my interaction with them helped me derive cognition about their civilization and traditions. I had a fantastic and joyful experience. It has transformed my full life. Before I used to fear from speaking to aliens, but now I am really confident as I had an experience which transformed me. Tahirs experience was really alone for him. He had found the narrative in his bosom. On my manner to America, I was Travel trips are something that each individual must travel for. Travelling makes people explore the universe every bit good as explore one & A ; acirc ; ˆâ„ ¢s ain life. Traveling can be a fantastic experience. From the narrative written by Tahir Shah, we come to cognize how restless he was to happen the narrative in his bosom. He travelled all the manner to south of Casablanca and found the narrative in his bosom. When I went to America I excessively was ungratified like Tahir because I was in hunt for more and more instruction. Work Cited: Shah, Tahir. In Arabian Nights: a Caravan of Moroccan Dreams. New York: Bantam, 2008. Print.

Personality and Values

CHAPTER 4 Personality and Values LEARNING OBJECTIVES After studying this chapter, students should be able to: 1. Define personality, describe how it is measured, and explain the factors that determine an individual’s personality. 2. Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses. 3. Identify the key traits in the Big Five personality model. 4. Demonstrate how the Big Five traits predict behavior at work. 5. Identify other personality traits relevant to OB. . Define values, demonstrate the importance of values, and contrast terminal and instrumental values. 7. Compare generational differences in values and identify the dominant values in today’s workforce. 8. Identify Hofstede’s five value dimensions of national culture. Summary and Implications for Managers Personality – What value, if any, does the Big Five model provide to managers? From the early 1900s through the mid-1980s, researchers sought to f ind a link between personality and job performance. The outcome of those 80-plus years of research was that personality and job performance were not meaningfully related across traits or situations. †[i] However, the past 20 years have been more promising, largely due to the findings surrounding the Big Five. Screening candidates for jobs who score high on conscientiousness—as well as the other Big Five traits, depending on the criteria an organization finds most important—should pay dividends. Each of the Big Five traits has numerous implications for important OB criteria.Of course, managers still need to take situational factors into consideration. [ii] Factors such as job demands, the degree of required interaction with others, and the organization’s culture are examples of situational variables that moderate the personality–job performance relationship. You need to evaluate the job, the work group, and the organization to determine the optimal p ersonality fit. Other traits, such as core self-evaluation or narcissism, may be relevant in certain situations, too. Although the MBTI has been widely criticized, it may have a place in organizations.In training and development, it can help employees to better understand themselves and it can help team members to better understand each other. And it can open up communication in work groups and possibly reduce conflicts. Values -Why is it important to know an individual’s values? Values often underlie and explain attitudes, behaviors, and perceptions. So knowledge of an individual’s value system can provide insight into what â€Å"makes the person tick. † Employees’ performance and satisfaction are likely to be higher if their values fit well with the organization.For instance, the person who places great importance on imagination, independence, and freedom is likely to be poorly matched with an organization that seeks conformity from its employees. Manag ers are more likely to appreciate, evaluate positively, and allocate rewards to employees who â€Å"fit in,† and employees are more likely to be satisfied if they perceive that they do fit in. This argues for management to strive during the selection of new employees to find job candidates who have not only the ability, experience, and motivation to perform but also a value system that is compatible with the organization’s.The chapter opens by introducing Stephen Schwarzman, CEO of the Blackstone Group. He profited to the tune of $7. 75 billion when his company went public. His combative style has not hindered his success as Fortune called him the â€Å"King of Wall Street. † Using military terms like war and he would rather kill off his rival; Blackstone has thrived under his leadership and has become one of the most profitable and feared investment groups on Wall Street. Schwarzman is not the easiest to work for. One executive was purportedly fired for the sou nd his nose made when he breathed.He may be a huge success but would you be willing to work for him? Brief Chapter Outline I. Personality A. What Is Personality? (PPT. 4–2) †¢ A dynamic concept †¢ Defined: the sum total of ways in which an individual reacts and interacts with others B. Personality Determinants (PPT 4-3) 1. Introduction †¢ Early arguments suggest heredity and environment. Current literature suggests three factors: heredity, environment, and situation. 2. Heredity 3. Environment C. Personality Traits (PPT 4-4) 1. Introduction 2.Myers-Briggs Type Indicator (MBTI) (PPTs 4–5 – 4 – 6) †¢ Widely used in practice by major companies. 3. The Big Five Model (PPT 4–7) †¢ Five Basic Dimensions: o Extraversion o Agreeableness o Conscientiousness o Emotional stability o Openness to experience †¢ Research indicates relationships between these personality dimensions and job performance. D. How Do the Big Five Traits Pr edict Behavior? (PPT 4–8) †¢ Research has shown this to be a better framework. †¢ Certain traits have been shown to strongly relate to higher job performance E.Other Personality Traits Relevant to OB (PPT 4–9) 1. Core Self-Evaluation (Self-perspective) (PPT 4–9) †¢ Locus of Control o Internals o Externals †¢ Self-esteem †¢ Directly related to expectations for success 2. Machiavellianism (PPT 4–9) †¢ Individuals high on this dimension—pragmatic, emotional distance, and belief that the ends justify the means 3. Narcissism (PPT 4–9) †¢ Narcissists tend to be selfish and exploitive. 4. Self-Monitoring (PPT 4–10) †¢ Ability to adjust behavior to external, situational factors 5. Risk Taking (PPT 4–10) Managers in large organizations tend toward risk aversiveness. 6. Type A Personality (PPT. 4–11) †¢ A Type A personality is characterized as constant motion, impatient, obsessed with m easuring self-performance; whereas a Type B Personality (PPT 4–11) is more relaxed; does not suffer from a sense of time urgency. 7. Proactive Personality (PPT 4–11) †¢ Create positive change in their environments. †¢ More likely seen as leaders and change agents F. Personality and National Culture †¢ High amount of agreement among individuals in a country †¢ No common personality types for a country I.Values A. Introduction †¢ Values represent basic convictions: (PPT 4–12) o There is a judgmental element of what is right, good, or desirable. o Values have both content and intensity attributes. o Values are not generally fluid and flexible. ? They tend to be relatively stable and enduring. ? A significant portion of the values we hold is established in our early years—from parents, teachers, friends, and others. B. Importance of Values (PPT 4–13) †¢ Values lay the foundation for the understanding of attitudes and motiv ation. †¢ Values generally influence attitudes and behavior. C.Types of Values 1. Rokeach Value Survey (PPTs 4–14 to 4–16) (Exhibit 4–3) †¢ Two sets of values, each set had 18 individual value items: o Terminal values—refer to desirable end-states of existence, the goals that a person would like to achieve during his/her lifetime o Instrumental values—refer to preferable modes of behavior, or means of achieving the terminal values †¢ Several studies confirm that the RVS values vary among groups. o People in the same occupations or categories tend to hold similar values. Although there may be overlap among groups, there are some significant differences as well. (Exhibit 4–4) 2. Contemporary Work Cohorts †¢ Different generations hold different work values. o Veterans—entered the workforce from the early 1940s through the early 1960s. o Boomers—entered the workforce during the 1960s through the mid-1980s. o Xer s—began to enter the workforce from the mid-1980s. o Nexters—most recent entrants into the workforce. D. Values, Loyalty, and Ethical Behavior (PPT 4–17) †¢ Many people think there has been a decline in business ethics since the late 1970s.The four-stage model of work cohort values might explain this perception. (Exhibit 4–5) †¢ Managers consistently report the action of bosses as the most important factor influencing ethical and unethical behavior in the organization. II. Linking an Individual’s Personality and Values to the Workplace A. Person-Job Fit †¢ Personality-job fit theory (PPTs 4–18 to 4–21) (Exhibit 4–6) o Each personality type has a congruent occupational environment. B. The Person-Organization Fit †¢ People leave organizations that are not compatible with their personalities. Organizational Culture Profile (OCP) o Match individual values to organization’s values. IV. Global Implications A. Personality . B. Values Across Cultures 1. Introduction †¢ Values differ across cultures. 2. Hofstede’s Framework for Assessing Cultures (PPTs 4-22 – 4-28) †¢ One of the most widely referenced approaches for analyzing variations among cultures has been done by Geert Hofstede. o Power distance o Individualism versus collectivism o Masculinity versus femininity o Uncertainty avoidance Long-term versus short-term orientation 3. The GLOBE Framework for Assessing Cultures (Exhibit 4–8) †¢ In 1993, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) began updating this research with data from 825 organizations and 62 countries. †¢ Nine dimensions on which national cultures differ: o Assertiveness o Future orientation o Gender differentiation o Uncertainty avoidance o Power distance o Individualism/collectivism o In-group collectivism o Performance orientation o Humane orientation 4. Implications for OBV. SUMMARY AND IMPLICATI ONS FOR MANAGERS (PPT 4-30) A. Personality ? Conscientiousness is often a major factor for successful employees ? The MBTI can be used to better understand each other ? Managers use the Big Five to view employee personality B. Values ? Values influence attitudes, perceptions, and behaviors ? Values can be measured using the Rokeach Values Survey ? It is important that the values of the employee and the organization match Expanded Chapter Outline Personality A. What Is Personality? Personality is a dynamic concept describing the growth and development of a person’s whole psychological system; it looks at some aggregate whole that is greater than the sum of the parts. †¢ Gordon Allport coined the most frequent used definition: o â€Å"The dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment† †¢ The text defines personality as the sum total of ways in which an individual reacts to and interacts with others. †¢ It is most often described in terms of measurable traits that a person exhibits.B. Personality Determinants 1. Introduction †¢ An early argument centered on whether or not personality was the result of heredity or of environment. o Personality appears to be a result of both influences. o Today, we recognize a third factor—the situation. 4 Situation: 5 Influences the effects of heredity and environment on personality 6 The different demands of different situations call forth different aspects of one’s personality. 7 There is no classification scheme that tells the impact of various types of situations. 8 Situations seem to differ substantially in the constraints they impose on behavior. . Heredity †¢ Heredity refers to those factors that were determined at conception. †¢ The heredity approach argues that the ultimate explanation of an individual’s personality is the molecular structure of the genes, located in the ch romosomes. †¢ Three different streams of research lend some credibility to the heredity argument: o The genetic underpinnings of human behavior and temperament among young children. Evidence demonstrates that traits such as shyness, fear, and distress are most likely caused by inherited genetic characteristics. One hundred sets of identical twins that were separated at birth were studied. Genetics accounts for about 50 percent of the variation in personality differences and over 30 percent of occupational and leisure interest variation. o Individual job satisfaction is remarkably stable over time. This indicates that satisfaction is determined by something inherent in the person rather than by external environmental factors. †¢ Personality characteristics are not completely dictated by heredity. If they were, they would be fixed at birth and no amount of experience could alter them. . Environment †¢ Factors that exert pressures on our personality formation: o The cult ure in which we are raised o Early conditioning o Norms among our family o Friends and social groups †¢ The environment we are exposed to plays a substantial role in shaping our personalities. †¢ Culture establishes the norms, attitudes, and values passed from one generation to the next and create consistencies over time. †¢ The arguments for heredity or environment as the primary determinant of personality are both important. Heredity sets the parameters or outer limits, but an individual’s full potential will be determined by how well he or she adjusts to the demands and requirements of the environment. C. Personality Traits 1. Introduction †¢ Early work revolved around attempts to identify and label enduring characteristics. o Popular characteristics include shy, aggressive, submissive, lazy, ambitious, loyal, and timid. These are personality traits. o The more consistent the characteristic, the more frequently it occurs, the more important it is. Resea rchers believe that personality traits can help in employee selection, job fit, and career development. 2. The Myers-Briggs Type Indicator †¢ One of the most widely used personality frameworks is the Myers-Briggs Type Indicator (MBTI). †¢ It is a 100-question personality test that asks people how they usually feel or act in particular situations. †¢ Individuals are classified as: o Extroverted or introverted (E or I). o Sensing or intuitive (S or N). o Thinking or feeling (T or F). o Perceiving or judging (P or J). †¢ These classifications are then combined into sixteen personality types.For example: o INTJs are visionaries. They usually have original minds and great drive for their own ideas and purposes. They are characterized as skeptical, critical, independent, determined, and often stubborn. o ESTJs are organizers. They are realistic, logical, analytical, decisive, and have a natural head for business or mechanics. o The ENTP type is a conceptualizer. He or she is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be resourceful in solving challenging problems but may neglect routine assignments. MBTI is widely used in practice. Some organizations using it include Apple Computer, AT&T, Citigroup, GE, 3M Co. and others. 3. The Big Five Model †¢ An impressive body of research supports that five basic dimensions underlie all other personality dimensions. The five basic dimensions are: o Extraversion. Comfort level with relationships. Extroverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet. o Agreeableness. Individual’s propensity to defer to others. High agreeableness people—cooperative, warm, and trusting.Low agreeableness people—cold, disagreeable, and antagonistic. o Conscientiousness. A measure of reliability. A high conscientious person is responsible, organized, dependable, and persistent. Those who score l ow on this dimension are easily distracted, disorganized, and unreliable. o Emotional stability. A person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure. o Openness to experience. The range of interests and fascination with novelty.Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the openness category are conventional and find comfort in the familiar. †¢ Research found important relationships between these personality dimensions and job performance. o A broad spectrum of occupations was examined in addition to job performance ratings, training proficiency (performance during training programs), and personnel data such as salary level. o The results showed that conscientiousness predicted job performance for all occupational groups. Individuals who are dependable, reliab le, careful, thorough, able to plan, organized, hardworking, persistent, and achievement-oriented tend to have higher job performance. o Employees higher in conscientiousness develop higher levels of job knowledge. o There is a strong and consistent relationship between conscientiousness and organizational citizenship behavior (OCB). o For the other personality dimensions, predictability depended upon both the performance criterion and the occupational group. o Extroversion predicts performance in managerial and sales positions. Openness to experience is important in predicting training proficiency. D. How Do the Big Five Traits Predict Behavior? †¢ Research has shown relationships between these personality dimensions and job performance. †¢ Employees who score higher for example in conscientiousness, develop higher levels of job knowledge †¢ Extraverts tend to be happier in their jobs and do better in jobs that require significant interpersonal interaction probably b ecause they have better social skills. E. Other Personality Traits Relevant to OB 1. Core Self-Evaluation (Self-perspective) People who have a positive core self-evaluation see themselves as effective, capable, and in control. †¢ People who have a negative core self-evaluation tend to dislike themselves. †¢ Locus of control o A person’s perception of the source of his/her fate is termed locus of control. ? There is not a clear relationship between locus of control and turnover because there are opposing forces at work. o Internals: People who believe that they are masters of their own fate ? Internals, facing the same situation, attribute organizational outcomes to their own actions.Internals believe that health is substantially under their own control through proper habits; their incidences of sickness and, hence, their absenteeism, are lower. ? Internals generally perform better on their jobs, but one should consider differences in jobs. ? Internals search more ac tively for information before making a decision, are more motivated to achieve, and make a greater attempt to control their environment, therefore, internals do well on sophisticated tasks. ? Internals are more suited to jobs that require initiative and independence of action. Externals: People who believe they are pawns of fate ? Individuals who rate high in externality are less satisfied with their jobs, have higher absenteeism rates, are more alienated from the work setting, and are less involved on their jobs than are internals. ? Externals are more compliant and willing to follow directions, and do well on jobs that are well structured and routine and in which success depends heavily on complying with the direction of others. †¢ Self-esteem o Self-esteem—the degree to which people like or dislike themselves. (SE) is directly related to expectations for success. o Individuals with high self-esteem will take more risks in job selection and are more likely to choose un conventional jobs than people with low self-esteem. o The most generalizable finding is that low SEs are more susceptible to external influence than are high SEs. Low SEs are dependent on the receipt of positive evaluations from others. o In managerial positions, low SEs will tend to be concerned with pleasing others. o High SEs are more satisfied with their jobs than are low SEs. 2. Machiavellianism Named after Niccolo Machiavelli, who wrote in the sixteenth century on how to gain and use power. †¢ An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes that ends can justify means. †¢ High Machs manipulate more, win more, are persuaded less, and persuade others more. †¢ High Mach outcomes are moderated by situational factors and flourish when they interact face-to-face with others, rather than indirectly, and when the situation has a minimum number of rules and regulations, thus allowing latitude for improvisation. High Machs m ake good employees in jobs that require bargaining skills or that offer substantial rewards for winning. 3. Narcissism †¢ Describes a person who has a grandiose sense of self-importance. †¢ They â€Å"think† they are better leaders. †¢ Often they are selfish and exploitive. 4. Self-Monitoring †¢ This refers to an individual’s ability to adjust his or her behavior to external, situational factors. †¢ Individuals high in self-monitoring show considerable adaptability. They are highly sensitive to external cues, can behave differently in different situations, and are capable of presenting striking contradictions between heir public persona and their private self. †¢ Low self-monitors cannot disguise themselves in that way. They tend to display their true dispositions and attitudes in every situation resulting in a high behavioral consistency between who they are and what they do. †¢ The research on self-monitoring is in its infancy, so p redictions must be guarded. Preliminary evidence suggests: o High self-monitors tend to pay closer attention to the behavior of others. o High self-monitoring managers tend to be more mobile in their careers and receive more promotions. High self-monitor is capable of putting on different â€Å"faces† for different audiences. 5. Risk Taking †¢ The propensity to assume or avoid risk has been shown to have an impact on how long it takes managers to make a decision and how much information they require before making their choice. †¢ High risk-taking managers make more rapid decisions and use less information in making their choices. †¢ Managers in large organizations tend to be risk averse; especially in contrast with growth-oriented entrepreneurs. †¢ Makes sense to consider aligning risk-taking propensity with specific job demands. 6. Type A Personality Type A personality is â€Å"aggressively involved in a chronic, incessant struggle to achieve more and mo re in less and less time, and, if required to do so, against the opposing efforts of other things or other persons. ’’ †¢ They are always moving, walking, and eating rapidly, are impatient with the rate at which most events take place, are doing do two or more things at once and cannot cope with leisure time. †¢ They are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire. †¢ In contrast to the Type A personality is the Type B Personality. Type B’s never suffer from a sense of time urgency with its accompanying impatience. o Type B’s feel no need to display or discuss either their achievements or accomplishments unless such exposure is demanded by the situation. o Type B’s play for fun and relaxation, rather than exhibit their superiority at any cost. o They can relax without guilt. †¢ Type A personality compared to Type B personality o Type A’s operate under moderate to high levels of stress. They subject themselves to continuous time pressure, are fast workers, quantity over quality, work long hours, and are also rarely creative. Type A’s behavior is easier to predict than that of Type B’s. o Do Type A’s differ from Type B’s in their ability to get hired? ? Type A’s do better in job interviews; are more likely to be judged as having desirable traits such as high drive, competence, and success motivation. 7. Proactive Personality †¢ Actively taking the initiative to improve their current circumstances while others sit by passively †¢ Proactives identify opportunities, show initiative, take action, and persevere. †¢ Create positive change in their environment. More likely to be seen as leaders and change agents †¢ More likely to achieve career success F. Personality and National Culture †¢ The five personality factors identified in the Big Five model are found in almost all cross-cultur al studies. †¢ There are no common personality types for a given country. †¢ There are Type A’s in every country, but they tend to be more found in capitalist countries. Values A. Introduction †¢ Values Represent Basic Convictions o A specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of onduct or end-state of existence. o They have both content and intensity attributes. o An individual’s set of values ranked in terms of intensity is considered the person’s value system. o Values have the tendency to be stable. o Many of our values were established in our early years from parents, teachers, friends, and others. B. Importance of Values †¢ Values lay the foundation for the understanding of attitudes and motivation. †¢ Values generally influence attitudes and behaviors. We can predict reaction based on understanding values. C.Types of Values (Value Classifications) 1. Roke ach Value Survey (Exhibit 4–3) †¢ This instrument contains two sets of values; each set has 18 value items. o Terminal Values—refer to desirable end states of existence. ? The goals that a person would like to achieve during his/her lifetime o Instrumental Values—refer to preferable modes of behavior. ? Means of achieving the terminal values o Several studies confirm that the RVS values vary among groups. o People in the same occupations or categories tend to hold similar values. Although there may be overlap among groups, there are some significant differences as well. 2. Contemporary Work Cohorts †¢ Different generations hold different work values. o Veterans—entered the workforce from the early 1940s through the early 1960s. o Boomers—entered the workforce during the 1960s through the mid-1980s. o Xers—entered the workforce beginning in the mid-1980s. o Nexters—most recent entrants into the workforce. D. Values, Loyalty, and Ethical Behavior †¢ Many people think there has been a decline in business ethics since the late 1970s. †¢ The four-stage model of work cohort alues might explain this perception (Exhibit 4–5). †¢ Managers consistently report the action of bosses as the most important factor influencing ethical and unethical behavior in organizations. III. Linking an Individual’s Personality and Values to the Workplace A. The Person-Job Fit: †¢ This concern is best articulated in John Holland’s personality-job fit theory. o Holland presents six personality types and proposes that satisfaction and the propensity to leave a job depends on the degree to which individuals successfully match their personalities to an occupational environment.The six personality types are: realistic, investigative, social, conventional, enterprising, and artistic o Each one of the six personality types has a congruent occupational environment. o Vocational Preference Inventory questionnaire contains 160 occupational titles. Respondents indicate which of these occupations they like or dislike; their answers are used to form personality profiles. o The theory argues that satisfaction is highest and turnover lowest when personality and occupation are in agreement. B. The Person-Organization Fit Most important for an organization facing a dynamic and changing environment, and requiring employees who are able to readily change tasks and move fluidly between teams †¢ It argues that people leave jobs that are not compatible with their personalities. †¢ Organizational Culture Profile (OCP) o Individuals have to sort their values in terms of importance. o Forced choice rationale—having to make hard choices that one’s true values become apparent o Match personal values to those of the organization.IV. Global Implications 1. Introduction †¢ Do personality frameworks like the Big Five Model transfer across cultures? There is a surprising amount of agreement across industrialized countries that they do. †¢ Values differ across cultures; therefore, understanding these differences helps to explain and to predict behavior of employees from different countries. One of the most widely referenced approaches for analyzing variations among cultures has been done by Geert Hofstede. 2. Hofstede’s Framework for Assessing Cultures Five value dimensions of national culture: o Power distance: The degree to which people in a country accept that power in institutions and organizations is distributed unequally. o Individualism versus collectivism: Individualism is the degree to which people in a country prefer to act as individuals rather than as members of groups. Collectivism equals low individualism. o Masculinity versus femininity: Masculinity is the degree to which values such as the acquisition of money and material goods prevail. Femininity is the degree to which people value relationships and show sensitivity and concern for others. Uncertainty avoidance: The degree to which people in a country prefer structured over unstructured situations. o Long-term versus short-term orientation: Long-term orientations look to the future and value thrift and persistence. Short-term orientation values the past and present and emphasizes respect for tradition and fulfilling social obligations. †¢ Hofstede Research Findings: o Asian countries were more collectivist than individualistic. o United States ranked highest on individualism. o German and Hong Kong rated high on masculinity. o Russia and The Netherlands were low on masculinity. China and Hong Kong had a long-term orientation. o France and the United States had short-term orientation. 3. The GLOBE Framework for Assessing Cultures †¢ Hofstede’s work is the basic framework for assessing cultures. However, it is nearly 30 years old. In 1993, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) began updating this res earch with data from 825 organizations and 62 countries. †¢ GLOBE Framework for Assessing Cultures (Exhibit 4–8): o Assertiveness: The extent to which a society encourages people to be tough, confrontational, assertive, and competitive versus modest and tender. Future orientation: The extent to which a society encourages and rewards future-oriented behaviors such as planning, investing in the future and delaying gratification. o Gender differentiation: The extent to which a society maximized gender role differences. o Uncertainly avoidance: Society’s reliance on social norms and procedures to alleviate the unpredictability of future events. o Power distance: The degree to which members of a society expect power to be unequally shared. o Individualism/collectivism: The degree to which individuals are encouraged by societal institutions to be integrated into groups within organizations and society. In-group collectivism: The extent to which society’s members take pride in membership in small groups such as their families and circles of close friends, and the organizations where they are employed. o Performance orientation: The degree to which society encourages and rewards group members for performance improvement and excellence. o Humane orientation: The degree to which a society encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others. †¢ GLOBE Research Findings: o The GLOBE study had extended Hofstede’s work rather than replaced it. It confirms Hofstede’s five dimensions are still valid and provides updated measures of where countries are on each dimension. For example, the United States in the 70s led the world in individualism—today, it is in the mid-ranks of countries. 1. Implications for OB †¢ Twenty years ago organizational behavior had a strong American bias †¢ Many of the studies were completed with only American samples †¢ Now there has been a n increase in cross-cultural research †¢ OB is a global discipline V. SUMMARY AND IMPLICATIONS FOR MANAGERS A. Personality The Big Five provides a meaningful way for managers to examine personality ? Managers should look for employees high on conscientiousness ? Situational factors should be taken into consideration, they do impact personality-job performance ? The MBTI can be used for teams to better understand each other B. Values ? Values influence a person’s attitudes, perceptions and behaviors ? The Rokeach Values Survey can be used to measure an employee’s values ? Employees are often rewarded more often when their personal values match those of the organizationText Exercises |Myth or | | |Science? |†Entrepreneurs Are a Breed Apart† | This statement is true. A review of 23 studies on the personality of entrepreneurs revealed significant differences between entrepreneurs and managers on four of the Big Five: Entrepreneurs scored significantly hig her on conscientiousness, emotional stability, and openness to experience, and they scored significantly lower on agreeableness.Though of course not every entrepreneur achieves these scores, the results clearly suggest that entrepreneurs are different from managers in key ways. A fascinating study of MBA students provides one explanation for how entrepreneurs are different from others. Studying male MBA students with either some or no prior entrepreneurial experience, the authors found that those with prior experience had significantly higher levels of testosterone (measured by taking a saliva swab at the beginning of the study) and also scored higher on risk propensity.The authors of this study concluded that testosterone, because it is associated with social dominance and aggressiveness, energizes individuals to take entrepreneurial risks. Because individual differences in testosterone are 80 percent inherited, this study adds more weight to the conclusion that entrepreneurs are d ifferent from others. What’s the upshot of all this? An individual who is considering a career as an entrepreneur or a business owner might consider how she scores on the Big Five. To the extent that she is high in conscientiousness, emotional stability, and openness and low in agreeableness, such a career might be for her.Class Exercise Place the students in teams of five. 1. Have one set of teams brainstorm specific traits essential to being a good professor. 2. Another set of teams should brainstorm job tasks handled by a good professor. 3. Have the teams record their criteria on the board. 4. As a class, create one set of five traits and five tasks for a professorial position. 5. Ask students what questions or teaching artifacts students would ask or review in matching professorial candidates to their jobs. International [pic] A Global PersonalityDetermining which employees will succeed on overseas business assignments is often difficult for an organization’s manag ers because the same qualities that predict success in one culture may not in another. Researchers, however, are naming personality traits that can help managers home in on which employees would be suited for foreign assignments. Organizational psychologist Robert Hogan, for example, states that emotional maturity, remaining composed under pressure, and being comfortable with uncertainty are traits that breed success in most jobs, and these traits may be especially valuable for the overseas employee to possess.In addition, according to the Center for Global Assignments (CGA), successful global executives tend to be open-minded and imaginative, and they also enjoy talking and networking with others. Other traits that have been linked to overseas employment success include curiosity and risk tolerance. Viewed from the perspective of the Big Five, characteristics such as open-mindedness and curiosity are similar to the Big Five trait openness to experience, while characteristics such a s enjoying talking with others and networking resemble the Big Five trait extraversion.For the overseas employee, being more open and extraverted may be particularly helpful in breaching communication barriers and cultivating trust, which in turn promotes cooperation. What is the ultimate upshot for organizations? When it comes to choosing employees for global assignments, personality can make a difference. Source: Based on J. E. Fernandez, â€Å"The Making of a Global Executive,† Journal of Business Strategy 24, no. 5, (2003), pp. 36–38. Class Exercise While the chapter does not contain this element, you may wish to choose from one of the other instructional resources provided for this chapter. [pic] IN THE [pic] Are U.S. Values Different? People in the United States are used to being criticized. After all, it was more than a century ago when the Irish playwright George Barnard Shaw wrote, â€Å"Americans adore me and will go on adoring me until I say something nice about them. † But as a result of the Iraq War and the fact that the United States is the world’s lone remaining superpower, its citizens are taking unprecedented criticism abroad. One critic sneered, â€Å"The American pursuit of wealth, size, and abundance—as material surrogates for happiness—is aesthetically unpleasing and ecologically catastrophic. † And many Europeans think that U. S. dults are obsessed with work. Some have even argued that the United States and Europe are becoming increasingly polarized. Overall, the United States is wealthier than Europe and has higher productivity. But what’s wrong with that? Well, some stats are not very positive. For example, compared to Europe, the United States is much more violent; it has 685 prisons for every 100,000 people, compared to 87 in the European Union. The United States has also increasingly seemed to reward power with money. For example, in 1980, the average CEO in the United States ea rned 40 times the annual income of the average manufacturing employee.Today, that ratio is 475:1! By comparison, the ratios are 24:1 in the U. K. , 15:1 in France, and 13:1 in Sweden. Finally, the United States contains 5 percent of the world’s population, but it is responsible for 25 percent of the world’s greenhouse gas output—which is, many scientists argue, responsible for global warming. Values may account for some of these differences. For example, in a study of people in 14 countries, those in the United States were more likely than others to see natural resources as elements at their disposal. And compared to Europeans, U. S. dults are more likely to believe that war is often necessary, that it is right to kill to defend property, and that physical punishment of children is necessary. Do you think U. S. values are an underlying factor behind some of these social phenomena? Or is this academic U. S. bashing? Based on: T. Judt, â€Å"Europe vs. America,â €  New York Review of Books, February 20, 2005, www. nybooks. com/articles/17726; P. W. Schultz and L. Zelezny, â€Å"Values as Predictors of Environmental Attitudes: Evidence for Consistency Across 14 Countries,† Journal of Environmental Psychology, September 1999, pp. 255–265; and A. McAlister, P. Sandstrom, P.Puska, A. Veijo, R. Chereches, and L. Heidmets, â€Å"Attitudes Towards War, Killing, and Punishment of Children Among Young People in Estonia, Finland, Romania, the Russian Federation, and the USA,† Bulletin of the World Health Organization 79, no. 5 (2001), pp. 382–387. Class Exercise This class exercise can help introduce the concept of â€Å"ethnocentrism† as it relates to value systems. It also may elicit some significant debate concerning the value system of â€Å"Americans† and others in the global economy. It is important to attempt to have students examine the arguments from a global perspective. 1. Have students break in to small groups.In each group have students examine each of the issues raised in the vignette (e. g. work obsession, crime and violence, executive compensation, utilization of natural resources). 2. Have students develop a value-based argument defending the position of the United States in terms of each of the issues. 3. Have students then take the same issues from a different global perspective. For example, you may wish to assign each group as a different â€Å"culture† (e. g. China, Japan, European Union, etc). 4. Have students report to the class. You may have an opportunity to encourage interesting debate of the issues.You should also incorporate Hofstede’s and GLOBE’s cultural analyses in the discussion. Point ( ( Counterpoint Traits Are Powerful Predictors of Behavior[iii] Point The essence of trait approaches in OB is that employees possess stable personality characteristics that significantly influence their attitudes toward, and behavioral reactions to , organizational settings. People with particular traits tend to be relatively consistent in their attitudes and behavior over time and across situations. Of course, trait theorists recognize that all traits are not equally powerful. They tend to put them into one of three categories.Cardinal traits are those so strong and generalized that they influence every act a person performs. Primary traits are generally consistent influences on behavior, but they may not show up in all situations. Finally, secondary traits are attributes that do not form a vital part of the personality but come into play only in particular situations. For the most part, trait theories have focused on the power of primary traits to predict employee behavior. Trait theorists do a fairly good job of meeting the average person’s face-validity test. Think of friends, relatives, and acquaintances you have known for a number of years.Do they have traits that have remained essentially stable over time? Most o f us would answer that question in the affirmative. If Cousin Anne was shy and nervous when we last saw her 10 years ago, we would be surprised to find her outgoing and relaxed now. Managers seem to have a strong belief in the power of traits to predict behavior. If managers believed that situations determined behavior, they would hire people almost at random and structure the situation properly. But the employee selection process in most organizations places a great deal of emphasis on how applicants perform in interviews and on tests.Assume you’re an interviewer and ask yourself: What am I looking for in job candidates? If you answered with terms such as conscientious, hardworking, persistent, confident, and dependable, you’re a trait theorist. Counterpoint Few people would dispute that there are some stable individual attributes that affect reactions to the workplace. But trait theorists go beyond that generality and argue that individual behavior consistencies are widespread and account for much of the differences in behavior among people.There are two important problems with using traits to explain a large proportion of behavior in organizations. First, organizational settings are strong situations that have a large impact on employee behavior. Second, individuals are highly adaptive, and personality traits change in response to organizational situations. It has been well known for some time that the effects of traits are likely to be strongest in relatively weak situations and weakest in relatively strong situations.Organizational settings tend to be strong situations because they have rules and other formal regulations that define acceptable behavior and punish deviant behavior, and they have informal norms that dictate appropriate behaviors. These formal and informal constraints minimize the effects of personality traits. POINT/COUNTERPOINT (Continued) By arguing that employees possess stable traits that lead to cross-situational consiste ncies in behaviors, trait theorists are implying that individuals don’t really adapt to different situations.But there is a growing body of evidence that an individual’s traits are changed by the organizations that individual participates in. If the individual’s personality changes as a result of exposure to organizational settings, in what sense can that individual be said to have traits that persistently and consistently affect his or her reactions to those very settings? Moreover, people typically belong to multiple organizations that often include very different kinds of members. And they adapt to those different situations.Instead of being the prisoners of a rigid and stable personality framework, as trait theorists propose, people regularly adjust their behavior to reflect the requirements of various situations. Class Exercise 1. Divide the class into two groups—one group to take on the issues raised in Point, the other group to take on the issues r aised in Counterpoint. You may want to divide each half into smaller groups to enable all class members to participate in the group’s discussions. 2. Ask the class to act as an organization’s management team.Their job is make a recommendation as to what types of testing they will use in their organization when selecting employees for hire or promotion using the issues assigned by the Point/Counterpoint arguments. Which types of testing will be used and why? (You may want to give students time to do some research—either Internet or Library—on this topic. There are several exercises in the Exploring OB Topics on the World Wide Web section at the end of this chapter. ) 3. Have students present their recommendations to the class and make a decision as to what is the best argument for testing, type of test, etc.What gains do they expect as a result of the testing? 4. Have them list the recommendations and benefits on the board for the class to evaluate during the discussion. 5. You may want them to research the cost of implementing these tests in an organization. Does testing cost of testing offset the benefits? Questions for Review 1. What is personality? How do we typically measure it? What factors determine personality? Answer: Personality is the sum total of ways in which an individual reacts and interacts with others, the measurable traits a person exhibits. It is typically measured using self-reporting surveys.Observer-ratings surveys that provide an independent assessment of personality is often better predictors. Personality seems to be the result of both hereditary and environmental factors. Heredity refers to factors determined at conception: physical stature, facial attractiveness, gender, temperament, muscle composition and reflexes, energy level, and bio-rhythms 2. What is the Myers-Briggs Type Indicator (MBTI), and what does it measure? Answer: The Myers-Briggs Type Indicator (MBTI), is the most widely used instrument in th e world to determine personality attributes.Participants are classified on four axes to determine one of 16 possible personality types. It measures – extroverted/introverted; sensing/intuitive; thinking/feeling; and judging/perceiving attributes. 3. What are the Big Five personality traits? Answer: Extroversion – Sociable, gregarious, and assertive Agreeableness – Good-natured, cooperative and trusting Conscientiousness – responsible, dependable and organized Emotional Stability – calm, self-confident versus negative and depressed Openness to experience – Curious, imaginative 4. How do the Big Five traits predict work behavior?Answer: Certain traits have been shown to strongly relate to higher job performance: For example, highly conscientious people develop more job knowledge, exert greater effort, and have better performance. Other Big Five Traits also have implications for work. Emotional stability is related to job satisfaction. Extrover ts tend to be happier in their jobs and have good social skills. Open people are more creative and can be good leaders. Agreeable people are good in social settings. 5. Besides the Big Five, what other personality traits are relevant to OB?Answer: Core Self-Evaluation – The degree to which people like or dislike themselves – Positive self-evaluation leads to higher job performance Machiavellianism – A pragmatic, emotionally distant power-player who believes that ends justify the means. High Machs are manipulative, win more often, and persuade more than they are persuaded. They flourish when they have direct interaction, and work with minimal rules and regulations Narcissism – depicted by an arrogant, entitled, self-important person who needs excessive admiration.Predictably, they are less effective in their jobs. Self-monitoring, the ability to adjust behavior and risk-taking, the ability to take chances are traits that are also relevant to OB. 6. What ar e values, why are they important, and what is the difference between terminal and instrumental values? Answer: Values are basic convictions on how to conduct yourself or how to live your life that is personally or socially preferable – â€Å"How To† live life properly.They are important because they provide understanding of the attitudes, motivation, and behavior, they influence our perception of the world around us, they represent interpretations of â€Å"right† and â€Å"wrong† and they Imply that some behaviors or outcomes are preferred over others. The difference between terminal and instrumental values is as follows: Terminal Values are desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime.Instrumental Values are preferable modes of behavior or means of achieving one’s terminal values. 7. Do values differ across generations? How so? Answer: Yes, values differ considerably across generations . Dominant work values for Veterans entering the workforce in the 19502 or early 1960s are hard-working, conservative, conformity and loyalty to the organization. In contrast, the Nexters in the workforce from 2000 to the present are confident, value financial success are self-reliant and loyal to both self and relationships. 8. Do values differ across cultures?How so? Answer: Yes. According to Hofstede and the GLOBE Project, there are a number of values that differ across cultures: Hofstede’s Framework for assessing culture includes five value dimensions: †¢ Power Distance †¢ Individualism vs. Collectivism †¢ Masculinity vs. Femininity †¢ Uncertainty Avoidance †¢ Long-term vs. Short-term Orientation When these variables are measured, countries vary considerably such as the U. S. ranking #1 in individualism while Colombia ranks 49th. Experiential Exercise WHAT ORGANIZATIONAL CULTURE DO YOU PREFER?THE ORGANIZATIONAL CULTURE PROFILE (OCP) CAN HELP ASSES S WHETHER AN INDIVIDUAL’S VALUES MATCH THE ORGANIZATION’S. THE OCP HELPS INDIVIDUALS SORT THEIR CHARACTERISTICS IN TERMS OF IMPORTANCE, WHICH INDICATES WHAT A PERSON VALUES. 1. Working on your own, complete the OCP below. 2. Your instructor may ask you the following questions individually or as group of three or four students (with a spokesperson appointed to speak to the class for each group): a. What were your most preferred and least preferred values? Do you think your most preferred and least preferred values are similar to those of other class or group members? . Do you think there are generational differences in the most preferred and least preferred values? c. Research has shown that individuals tend to be happier, and perform better, when their OCP values match those of their employer. How important do you think a â€Å"values match† is when you’re deciding where you want to work? Ethical Dilemma Hiring Based on Body Art Leonardo’s Pizza in Gainesville, Florida, regularly employs heavily tattooed workers. Tina Taladge and Meghan Dean, for example, are covered from their shoulders to their ankles in colorful tattoos.So many of the employees at Leonardo’s sport tattoos that body art could almost be a qualification for the job. Many employers, however, are not that open to tattoos. Consider Russell Parrish, 29, who lives near Orlando, Florida, and has dozens of tattoos on his arms, hands, torso, and neck. In searching for a job, Parrish walked into 100 businesses, and in 60 cases, he was refused an application. â€Å"I want a career,† Parrish says, â€Å"I want same the shot as everybody else. † Parrish isn’t alone. Many employers, including Walt Disney World, GEICO, SeaWorld, the U. S.Postal Service, and Wal-Mart, have policies against visible tattoos. A survey of employers revealed that 58 percent indicated that they would be less likely to hire someone with visible tattoos or body piercings . â€Å"Perception is everything when it comes to getting a job,† says Elaine Stover, associate director of career services at Arizona State University. â€Å"Some employers and clients could perceive body art negatively. † However, other employers—such as Bank of America, Allstate, and IBM—allow tattoos. Bank of America goes so far as to have a policy against using tattoos as a factor in hiring decisions.Policies toward tattoos vary because, legally, employers can do as they wish. As long as the rule is applied equally to everyone (it would not be permissible to allow tattoos on men but not on women, for example), policies against tattoos are perfectly legal. Though not hiring people with tattoos is discrimination, â€Å"it's legal discrimination,† said Gary Wilson, a Florida employment lawyer. Thirty-six percent of those aged 18 to 25, and 40 percent of those aged 26 to 40, have at least one tattoo, whereas only 15 percent of those over 40 do, ac cording to a fall 2006 survey by the Pew Research Center.One study in American Demographics suggested that 57 percent of senior citizens viewed visible tattoos as â€Å"freakish. † Clint Womack, like most other people with multiple tattoos, realizes there's a line that is dangerous to cross. While the 33-year-old hospital worker’s arms, legs, and much of his torso are covered with tattoos, his hands, neck, and face are clear. â€Å"Tattoos are a choice you make,† he says, â€Å"and you have to live with your choices. † Questions 1. Why do some employers ban tattoos while others don’t mind them?Answer:Tattoos or body art is a choice for individuals and a choice for organizations as to whether they are acceptable or not. 2. Is it fair for employers to reject applicants who have tattoos? Is it fair to require employees, if hired, to conceal their tattoos? Answer: Yes to both questions. Fairness is determined by and based on the policies of the organiz ation. As long as they are applied consistently, the organization has the right to determine whether or not tattoos, visible or otherwise are allowed. To avoid any discriminatory issues, whatever policy is in place must be administered fairly. . Should it be illegal to allow tattoos to be a factor at all in the hiring process? Answer: No. Many factors contribute to the hiring process including appearance. An organization has the right to determine the image of their respective company. Just as an organization establishes its culture, the employees reflect the reputation of the company. Legislation on tattoos would impair the organizations’ right to choose their own employees. Sources: R. R. Hastings, â€Å"Survey: The Demographics of Tattoos and Piercings,† HRWeek, February 2007, www. shrm. org; and H.Wessel, â€Å"Taboo of Tattoos in the Workplace,† Orlando (Florida) Sentinel, May 28, 2007, www. tmcnet. com/usubmit/2007/05/28/2666555. htm> Case Incident 1 THE R ISE OF THE NICE CEO? If asked to describe the traits of an effective CEO, most people would probably use adjectives such as driven, competitive, and tough. While it’s clear that some hard-nosed CEOs, like Blackstone chief executive Stephen Schwarzman (see the chapter opener), are successful, recently some authors have suggested that being â€Å"nice† is really important in today’s workplace, even in the CEO suite.In a recent book titled The No A–hole Rule: Building a Civilized Workplace and Surviving One That Isn't, Stanford management professor Robert Sutton argues that getting along well with others is important to the successful functioning of organizations. Many companies, such as Google, have developed policies to weed out those who habitually behave in an uncivil manner. Lars Dalgaard, CEO of SuccessFactors, a business software company, identifies himself as a recovering Fortune 500 â€Å"a–hole. † Now, Dalgaard has implemented a stric t â€Å"no a–hole† rule in his company.Job interviews are lengthy and feature probing questions designed to uncover any browbeating tendencies. Last year, Dalgaard took candidates vying for a chief financial officer vacancy to lunch at a local restaurant to see how they treated the wait staff. Some got a free lunch but nothing more. When managers and employees are hired, they get a welcome letter from Dalgaard that spells out 15 corporate values, the last of which is â€Å"I will not be an a–hole. † Although it’s not clear whether they’ve read Sutton’s book, some CEOs of Fortune 500 companies do seem to project the image of a â€Å"kinder, gentler CEO. Let’s consider three examples, all of whom were proteges of Jack Welch when he was CEO of General Electric (GE) and of whom were candidates to be his successor: Bob Nardelli, James McNerney, and Jeff Immelt. Bob Nardelli, former CEO, Home Depot. When Bob Nardelli wasn’t c hosen to be CEO of GE, he demanded to know why. Didn’t he have the best numbers? His bitterness was palpable, say GE insiders. When Nardelli became CEO of Home Depot, in his first few months on the job, he became notorious for his imperious manner and explosive temper.At one meeting, he yelled, â€Å"You guys don’t know how to run a f—ing business. † When Nardelli was fired as CEO in 2006, it was due to a combination of factors, including Home Depot’s lackluster stock price, but his abrasive personality played no small part. BusinessWeek wrote: â€Å"With the stock price recently stuck at just over 40, roughly the same as when Nardelli arrived 6 years ago, he could no longer rely on other sterile metrics to assuage the quivering anger his arrogance provoked within every one of his key constituencies: employees, customers, and shareholders. † James McNerney, CEO, Boeing. These are heady days at Boeing, which commands record levels of new orde rs and dominates its European rival Airbus as never before. Most CEOs would take credit for this success. Not James McNerney, who gives the credit to Boeing’s engineers and employees. â€Å"I view myself as a value-added facilitator here more than as someone who's crashing through the waves on the bridge of a frigate,† he says. A former GE colleague compared Nardelli and McNerney, saying, â€Å"Jim’s problems have been as tough, or tougher, than the ones that Bob had to face. But he has tried to solve them in a much more pleasant way.The guy is loved over there at Boeing. † Jeff Immelt, CEO, General Electric. – Although Jeff Immelt is the first to point out that the nickname â€Å"Neutron Jack† for his predecessor Jack Welch was misleading, and that the differences between him and Welch are not as dramatic as some claim, Immelt is noted for his calm demeanor and trusting approach. In speaking of his approach, he said, â€Å"I want to believ e the best in terms of what people can do. And if you want to make a growth culture, you've got to have a way to nurture people and not make them fight so goddamn hard to get any idea through the door. †Questions 1. Do you think Sutton is wrong and that the contrasting fortunes, and personalities, of Nardelli, McNerney, and Immelt are coincidental? Why or why not? Answer: No, Sutton is correct. Interpersonal skills and the ability to develop relationships with people is increasingly more important in today’s economy. The hard line, command and control style of management is no longer as effective as maybe it once was. Nardelli was fired undoubtedly because of the stock price but also because of his abrasive personality. 2. Do you think the importance of being â€Å"nice† varies by industry or type of job?How so? Answer: No, the importance of being nice is based on personality and philosophy. Treating people with respect and trust is universal across industries an d jobs. â€Å"Nice â€Å" also does not mean that the person is a welcome mat, but rather the person has a belief in the golden rule of treating people appropriately and the results will follow. 3. How comfortable would you be working in a culture like that of SuccessFactors, where a certain level of â€Å"niceness† is part of the job description? Answer: This may vary by student, but companies should have core values by which all employees should abide.Teamwork and building relationships are paramount in successful companies so proper treatment of others should be a given. 4. Do you think being â€Å"nice† is the same as the Big Five trait of agreeableness? If so, do you think companies should screen out those who score low on agreeableness? Answer: Agreeableness can be compliant and conforming. Companies also need free and innovative thinkers. This factor in terms of performance is important when applied to lower levels of deviant behavior. Nice may be defined as a greeable but you can be nice and still disagree in a polite and respectful way.Companies should pay attention to this trait although it should not solely be used as a screening mechanism. 5. Earlier we discussed the