George Bush Essay

Leadership is a quality that Americans always look for in a president. United States Presidents have an extreme amount of responsibility. Americans look for someone that can help our country grow. We look for someone who has charisma, strength and intelligence. George W. Bush had a very interesting presidency. It was filled with joy, turmoil and disaster, all which were times where a leader could either succeed or fail. George W. Bush was the 43rd President of the United States. He had all of the qualification of a great president. He came from a political family. He was the son of former President George H.W. Bush. He had a great educational and military background. He graduated from Yale University and then Harvard Business School. He was a pilot for the Air National Guard for six years. He worked in the oil industry after college where he was known for his smart business decisions. He served in Texas’ House of Representatives and then Governor of Texas. Most American’s would probably believe that all of these qualifications would make him a great candidate for President and in 2000 he was elected President, defeating Al Gore by only small margin. (Bush 3) Choosing George W. Bush I chose to research and analyze President Bush because he was president during the biggest attack on American’s during my lifetime. He had to step up and become the great leader that our nation needed during and after the terrorist attack on September 11th, 2001. President Bush is still being blamed for some of the problems that America is having now. President Obama blames him for the economy and many American’s have blamed him for our continued presence in the Middle East. I wanted to research his leadership abilities and understand why he went from being a so-so President to a great president to a president that is being blamed for everything. I also see President Bush as a normal person with strengths and weaknesses. I see him as someone similar to myself. I want to better understand him and learn from his achievements and his mistakes. President Bush was not a born leader. Even though President Bush had the resume that American’s thought would make him a great leader, at the beginning of his presidency, he was lacking some of the key qualities of a  good leader. He did not show confidence in his decisions and he lacked the understanding of international affairs. (Domin 3) After the tragedy of September 11th, he really stepped up and took on his leadership role. He was able to show America that he was the leader that they thought that they would be getting in an American President. President Bush was able to bring his followers together in a time of tragedy, uniting them for a common goal. He was able to leave all of the criticism that he had gotten behind him and become a new leader that everyone respected. In addition, I wanted to research President Bush because many of the international problems that America faced during President Bush’s terms are still lingering today. American lives are still at risk because of terrorist groups. It was only a couple of months ago that the U.S. Consulate in Benghazi was attacked by terrorist killing the US Ambassador and three others. I question the effectiveness of our current administration and their ability to keep America safe. (Kirkpatrick, and Myers) Abilities and Skills Even though President Bush was not a great leader from the beginning, I believe that he was able to step up and become the great leader that we needed him to be. He embraced the necessary abilities and skills that America needed in a leader after a crisis. The first and most important characteristic that he possessed after September 11th was emotional intelligence. He understood the severity of the situation and was able to address the public in a way that helped us come together as a country. Woodward made this comment about how President Bush addressed the public in front of Ground Zero. â€Å"Bush’s spontaneity allowed him to connect at a visceral level with his audience: acting simultaneously as their leader and expressing their feelings in the highly charged atmosphere of the time.† (Roper 5) I believe that President Bush also encompasses the four characteristics that describe a creative leader. President Bush faced one of the biggest obstacles of any President and he had the self-confidence to lead. (Nahavandi 115) Thousands of innocent Americans had been killed through a terrorist attack. He knew that America was entering a time of war. Even though many of his advisors were unsure of the decisions to attack Afghanistan, he was strong about his beliefs and he gave reassurance to his advisors. A reporter who was present during the National Security Council meeting before the initial attacks in Afghanistan noticed the tension in the room before President Bush was present but said that, â€Å"the tension suddenly drained from the room.† (Roper 5)

How to Motivate Employees

In today’s world managers face challenge in making employees perform his or her task efficiently. Employee satisfaction is utmost important in successful completion of work in an organization. For job satisfaction apart from monetary value job motivation is important. Each person has different motivation for working. Some people work for money, some work for recognition and some may work since they have passion towards they do. However whatever be the personal causes for job motivation may be the bottom line fact is that everyone works for money, whatever it may be called compensation, salary, bonuses, benefits or remuneration. But money is not the sole factor to motivate an employee towards the work. For example manager might increase salary or may give bonus to an employee but it may not motivate the employee, reason is that unless and until the employee is satisfied with his or her job he would not be dedicated towards the job. Managers need to think of innovative ways to motivate employees. When an employee achieves something managers need to give recognition and praise the same. It helps if he/she acknowledges the performance of the employee in front of the entire work force in the office. Awarding appreciation certificate, ‘Keep it Up’ notes on a regular basis helps a mile to keep an employee engaged, which monetary benefits may not achieve. These acts as recognition and matter of pride for the employee. Recognition can be given at meetings or company-sponsored social gatherings, office lunches, outbound etc. Employers can create an employee newsletter to share updates and recognition. They may also post a bulletin board for employees to share news, hobbies, and recognition. Managers need to hold periodical staff meetings and should communicate openly with the employees. One to one coaching is important for career development. Employees need to know what is potentially ahead for them, what opportunities there are for growth. Regular monitoring process should be done to set the career path for the employee. Employees are human beings so managers need to treat them patiently. Employers can congratulate the employees on life events such as new babies and can wish them on their birthdays, marriage anniversary, Diwali and Christmas by giving them cards. Managers can call an employee into office just to say thank you without discussing any other issue. If any task is fulfilled by the employee, managers can write a thank you card or e-mail. They may send a card to the employee's spouse/family thanking them for their support. Employers should take employees for an informal lunch and dinner once a week. Managers should call for frequent parties to motivate the employee throughout the year. This will create a bond of togetherness among the employees. Employers should make employees understand that how much he or she is important resource for the organization and if possible should arrange some interaction with the company’s customers. These non-monetary ways motivations are small acts on the part of management but they make huge impact on an employee’s job career. Apart from getting attracted towards money when an employee is motivated to do his or her job then only a sense of bonding and high levels of commitment is developed and an employee thus will perform efficiently. How to Motivate Employees In today’s world managers face challenge in making employees perform his or her task efficiently. Employee satisfaction is utmost important in successful completion of work in an organization. For job satisfaction apart from monetary value job motivation is important. Each person has different motivation for working. Some people work for money, some work for recognition and some may work since they have passion towards they do. However whatever be the personal causes for job motivation may be the bottom line fact is that everyone works for money, whatever it may be called compensation, salary, bonuses, benefits or remuneration. But money is not the sole factor to motivate an employee towards the work. For example manager might increase salary or may give bonus to an employee but it may not motivate the employee, reason is that unless and until the employee is satisfied with his or her job he would not be dedicated towards the job. Managers need to think of innovative ways to motivate employees. When an employee achieves something managers need to give recognition and praise the same. It helps if he/she acknowledges the performance of the employee in front of the entire work force in the office. Awarding appreciation certificate, ‘Keep it Up’ notes on a regular basis helps a mile to keep an employee engaged, which monetary benefits may not achieve. These acts as recognition and matter of pride for the employee. Recognition can be given at meetings or company-sponsored social gatherings, office lunches, outbound etc. Employers can create an employee newsletter to share updates and recognition. They may also post a bulletin board for employees to share news, hobbies, and recognition. Managers need to hold periodical staff meetings and should communicate openly with the employees. One to one coaching is important for career development. Employees need to know what is potentially ahead for them, what opportunities there are for growth. Regular monitoring process should be done to set the career path for the employee. Employees are human beings so managers need to treat them patiently. Employers can congratulate the employees on life events such as new babies and can wish them on their birthdays, marriage anniversary, Diwali and Christmas by giving them cards. Managers can call an employee into office just to say thank you without discussing any other issue. If any task is fulfilled by the employee, managers can write a thank you card or e-mail. They may send a card to the employee's spouse/family thanking them for their support. Employers should take employees for an informal lunch and dinner once a week. Managers should call for frequent parties to motivate the employee throughout the year. This will create a bond of togetherness among the employees. Employers should make employees understand that how much he or she is important resource for the organization and if possible should arrange some interaction with the company’s customers. These non-monetary ways motivations are small acts on the part of management but they make huge impact on an employee’s job career. Apart from getting attracted towards money when an employee is motivated to do his or her job then only a sense of bonding and high levels of commitment is developed and an employee thus will perform efficiently.

Urban Planning Essay Proposal

PLANNING INITIATIVES’ GOALS AND DETROIT URBAN AGRICULTURE OUTCOMES: A COMPARISON Assignment #5: Reviewed Proposal Zoe Pearce, 6777341 To: Zahra Azizi Urbs 240 1 PLANNING INITIATIVES’ GOALS AND DETROIT URBAN AGRICULTURE OUTCOMES: A COMPARISON 2 This paper will examine the urban agriculture movement currently taking place in Detroit, Michigan and how it is having an effect on the city that the goals and motivations of historical planning initiatives strived to achieve.This paper will aim to shed light on why urban agriculture is an important and relevant new area to be studied and taken into consideration by governments and city planners for the betterment of future cities and the plans that will shape them. I will be utilizing the components of two styles of essay writing: compare and contrast; and categorize and explain.I will be comparing the desired outcomes and motivations that drove historical planning initiatives (of which I will explain in more detail to follow) t o the actual outcomes and effects that citizen-initiated urban agriculture is having on the communities and individual citizens in Detroit. I will ‘categorize’ by assigning each body paragraph a historical movement and explain each ones’ goals, then compare these to the outcomes witnessed in Detroit.This comparison reveals that the goals of famous and major historical planning initiatives are being fulfilled by the means of the movement of UA in Detroit, planners should use the findings of Detroit as a tool to understand how they can replicate it in other plans to stimulate similar results. I will begin by developing the contextual reasons for the movement in Detroit and stating facts gathered through research. This will include the population and job losses that occurred due to the decline of the car industry and how the led to the state the city is now in.I will then introduce what exactly is happening in Detroit in terms of urban agriculture (UA). This will le ad PLANNING INITIATIVES’ GOALS AND DETROIT URBAN AGRICULTURE OUTCOMES: A COMPARISON 3 to the description of positive effects it is having on the citizens and communities. These include: health benefits, educational benefits, raising morale, job creation, self empowerment, safety, efficient use of space (Thibert, 2012).Many of these interrelate with each other, so I will be creating broader categories into which they will fit. Each category will be discussed individually in each body paragraph, but the later paragraphs will also draw conclusions that incorporate effects from earlier paragraphs – because many of the effects are interrelated. I have not decided exactly the order in which I will introduce the ideas, but knowing my own writing method, it will come together in the writing process. Cutting and pasting will surely be necessary.The historical planning initiatives I will be examining are as follows: City Beautiful, motivated by citizens at the individual level t o create healthy neighborhoods and happy citizens; Parks and Playground, motivated by getting children off the streets and into safer areas; Garden City, one of the various goals being earning revenue by efficiently placing agricultural work ‘close to the front doors’ of the workers; Henri Saint-Simon, who wanted to improve morale to create better societies (Booth, 1871; Howard, 1902; McArthur, 1975; Peterson, 2003).I will emphasize that the key points to be taken from my paper are not the means of how the initiatives were (intended to be) implemented, but the goals of why the initiative was created. I will conclude my paper by recapping my main arguments, and also stating the relevance of my findings. UA in Detroit is creating healthy, happier and safer communities and neighborhoods. This should be analyzed by city policy makers and urban planners to learn how this is happening and why so these positive effects can be replicated elsewhere in future plans.Lastly, I will mention the implications of this paper by mentioning the new attitude towards food PLANNING INITIATIVES’ GOALS AND DETROIT URBAN AGRICULTURE OUTCOMES: A COMPARISON 4 and food culture that is being developed in Detroit, and that if it could be replicated elsewhere in the United States, it could have larger scale positive effects on the crisis of obesity. I began my research by exploring the Concordia Clues dada base, the e-journals Urban History, Planning Perspectives and the database Jstor. Initially I was only looking for information on urban agriculture in Detroit.It was difficult to find articles on this topic, so I watched the documentary ‘Urban Roots'. This gave me an understanding of the effects average citizens involved in UA felt. The academic quality of this source is not as important, because the information I will be taking from this source is not objective, rather it is subjective, qualitative opinions. I then spoke to the professor, Catherine Vandermeulen about my issues finding academic sources; she advised me about an excellent paper written by a PhD student and professional Urban Planner, Joel Thibert.His paper explained that the discipline of UA in North America is new and there is little literature on it. His paper is also based on interviews he personally conducted with citizens involved with UA and their opinions, so between the academic source and the documentary, I had found enough information for which to base my UA portion of the paper. Next I had to find the historical references. I already knew which concepts I wanted to discuss because of learning about them within the previous 2 months in the class this paper is to be submitted for.I used the same means of internet searching as I did for the initial Detroit search. I read through multiple articles on each movement until I found ones that thoroughly discussed the motivations and goals of the movements, and had the potential to be quoted. I made sure they came of reputab le sources. I knew already I would be using the actual text written by Ebenezer Howard, so I simply had to find that, which I did via Google Scholar. I PLANNING INITIATIVES’ GOALS AND DETROIT URBAN AGRICULTURE OUTCOMES: A COMPARISON ound a biography on Henri Saint-Simon which is extremely in depth about his entire life, published by a reputable publisher. The specific sources chosen can be found in the reference section below. More detail on all of my sources can be found in my annotated bibliography. 5 PLANNING INITIATIVES’ GOALS AND DETROIT URBAN AGRICULTURE OUTCOMES: A COMPARISON References Booth, J. A. (1871). Saint-Simon and Saint-Simonism: A chapter in the history of socialism in France. London, England: Longmans, Green, Reader, and Dyer. Howard, E. (1902). Garden cities of to-morrow (pp. 9-29). Retrieved from openlibrary. rg/ books/OL20551099M/Garden_Cities_of_Tomorrow. McArthur, B. (1975). The Chicago playground movement: A neglected feature of social justice. Social Service Review, 49(3), 376-395. Peterson, J. A. (2003). The birth of city planning in the United States,1840-1917 (pp. 98-122). Balitmore, MD: Johns Hopkins University Press. Retrieved from http://ohdl. handle. net. mercury. concordia. ca/2027/heb. 05838. 0001. 001. Thibert, J. (2012). Making local planing work for urban agriculture in the North American context: A view from the ground. Journal of Planning Education and Research, 32(3), 349-357. 6

Utilizing Export Management Companies Essay Example | Topics and Well Written Essays - 750 words

Utilizing Export Management Companies - Essay Example The purpose of this paper is to analyze five sources of information for new exporters, and explain the definition of some international trade terms as on the globalEDGE website. Exercise 1: Sources of Information for Exporters 1. Export.gov, http://export.gov/ Export.gov is by far the most diverse information source for both new and established exporters. The site has information on how exporters can obtain market research information for a product or industry of interest. The vast information source also helps exporters with the networking and promotion of their products. International trade fairs are incredible ways through which exporters can promote their products. Export.gov provides information on international trade events to help exporters popularize their products in targeted foreign markets. In its relentless effort to be a choice destination for seekers of incredible export information, Export.gov has prepared export readiness questionnaires for new exporters. In addition, the export information source also provides information on the protection of intellectual property rights in international territories. In pursuit of this highly sensitive aspect of globalised trade climates, export.gov provides information on issues such as antipiracy campaigns, process of obtaining international patents, trademarks or copyright, and ways in which exporters can file intellectual property right cases. 2. Directorate of Defense Trade Controls (DDTC), http://www.pmddtc.state.gov/ Before an exporter can venture in export activities, it is vitally important to obtain the necessary legal documentation. Before taking steps to obtain licenses and permits relating to the export of a good to a particular country or territory, it is imperative to confirm which government entity is charged with the role of issuing the relevant documentations. Directorate of Defense Trade Controls (DDTC) fills this vital role. The licensing of many export commodities falls under the DDTC. The DDTC website also provides information on export policies, regulations and embargoes applicable to the country of export. 3. Statistical Yearbook, http://unstats.un.org/unsd/syb/ Market information on product market and economic state of the target market is of vital importance in the export business of any kind. The Statistical Yearbook is a rich information source which is a brainchild of the United Nations (UN). The site has valuable information on a staggering 550 commodities from over 200 countries and territories. The information is mainly about on the economic and social aspects on the countries and territories listed. 4. Deloitte International Tax Source(DITS),http:www.dits.deloitte.com/ The tax implications associated to a particular line of trade in a certain country can determine the viability of the export business venture. Deloitte is one of the top international consultancy and accounting firms in the world. As such, the firm has wealth of information on the tax practi ces in many countries and territories around the globe. The DITS website offers a wealth of information on international tax rates and policies, and provides regular updates on any changes in tax laws. The expansive information source provides information on over 60 countries in the world. The extensive tax information could be of immense importance to many would be and existing exporters. 5. Commercial News USA (CNUSA), http://www.thinkglobal.us/ This is one of the best

Customer Experience Assignment Example | Topics and Well Written Essays - 5000 words

Customer Experience - Assignment Example The second factor is again divided into derived service expectation which means expectation influenced by family, friend, managers, supervisors or peers and personal service philosophy which is customer’s generic thoughts or perception towards a service or product. Other factors that influence adequate and desired service expectations are explicit service promises made by the organizations personally through salesperson or impersonally through advertisements, implicit service promises which are presumed through the price level or the intensity of the after sales service of the product which increases the expectation. Then the word of mouth and past experiences also affects the customer expectation.The customer expectation depends of the segments of customers and their need. Therefore the role of marketing is to strategize the marketing plan, segment the market, target and position a product or a service in a way that would increase the value proposition of it leading to higher customer expectation and satisfying its customers. In the company Ooredoo Qatar, the customer segments I have chosen are the White collar and Blue collar. White collar customers are managers and professionals whereas blue collars are mostly skilled and unskilled labors. The white collars are generally the educated, mid level and high level management employees hailing from Qatar and the blue collars are the low-cost workers outsourced from developing countries like China or India to work in Qatar. Therefore both have different service expectation.

Enhancing Teamwork At Communico Company Essay Example | Topics and Well Written Essays - 3000 words

Enhancing Teamwork At Communico Company - Essay Example The intention of this study is organizational leadership assessment, a strategic tool for enhancing the effectiveness of teams in organization. Smith, Montagno and Kuzmenko argue that team effectiveness is a critical aspect for ensuring the profitability of an organization. As a graduate trainee employed by ‘CommuniCo’ a large UK-based mobile phone manufacturing company, I have come up with this advice paper to recommend the planning of an initiative to improve teamwork amongst managers and shop-floor workers. Cohen and Bailey describe that there are different definitions of a team within the context of an organization. Cohen and Bailey explain that a team is a collection of interdependent individuals in their tasks, share duties for outcomes, they see themselves and are viewed by others as an integral social unit embedded in another larger social system and manage their interaction within the organizational boundaries. According to Cohen and Bailey although different au thors use the word team and group interchangeably; she asserts that groups vary in their degree of ‘groupness’ with some groups being more integrated and interdependent than others. Katzenbach and Smith observes that they used the term; team to refer to groups that develop high degree of ‘’groupness’’. On the other hand, given that most previous authors had focused their studies on ineffective teams, Larson and LaFasto directed their energies on exploring different aspects of effective leadership as noted by Irving and Longbotham. (2007, p. 104). Consequently, given the diverse approach that the two different case studies used in evaluating team leadership models, I have chosen to base my analysis on the models they developed on effective team leadership. Katzenbach and Smith’s work is particularly important in that the two went further and defined a team as individuals who show high level of integration. The two case studies in-turn ca me up with high standards for a team in their generic model of effective team working. I therefore wish to benchmark teamwork initiative at CommuniCo with a hybrid of the two models to guarantee the success of our organization. According to Cohen and Bailey (1997, p.241) there are four different types of teams in an organization which include; work teams, management teams, parallel teams and project teams. Cohen and Bailey (1997, p. 242) explains that effectiveness in an organization include diverse outcomes that are important in an organization. The levels of evaluating effectiveness can be analyzed from an individual, business unit, group or organizational level. The effectiveness is categorized into three dimensions depending on its impact on the team. These include performance effectiveness which is assessed in terms of quality and quantity of the output, behavioral outcomes and members’ attitudes. The argument on this paper will base on the writing of various authors who have analyzed the works of Larson and LaFasto and that of Katzenbach and Smith. Planning a Teamwork Initiative for the Company Team buildings is a critical aspect in any organization be it a school, nonprofit organization, a firm or a religious group and are implemented with an intention of improving the performance of a team (Lencioni, 2002, p.10-12 and Naquin and Tynan, 2003, p. 332). Team building may involve use of various practices that are used to bring together a specific group within an organization or initiatives aimed at bringing the all the members of an organization with an effort to improve the performance. CommuniCo Company has proposed to implement an initiative to improve teamwork across the company. Burgoynem (2001, p.35) notes that team building is important in an

Fly with me Essay Example | Topics and Well Written Essays - 1250 words

Fly with me - Essay Example The book reads, â€Å"The Pistol star was discovered by the Hubble Space Telescope in the early 1990s and it is located approximately 25,000 light years from Earth it’s the direction of Sagittarius† Standing on the perspective of the earth, the star-containing region is to the western edge of the Constellation Sagittarius, the Archer. Among the stars in the local group of the galaxies, the most luminous of them is the Pistol Star. Its diameter is bigger than that of the Earth’s orbit around the Sun. The star produces more than ten million times the light produced by the Sol (L=10^6.3). It releases as much energy as the sun does in a year within six seconds only. At the back of his mind, the boy was thinking of what could have happened if the star was located on the current position of the sun. It has more than one hundred and fifty solar-masses. The star is thought to have begun with around two hundred to two hundred and fifty solar-masses. It has been discarding much of its substance over time. The star is characterized as a luminous Blue Variable because of the extremely luminous nature of the star coupled with the possession of more than forty solar-masses. Other features resulting to the mention class is the variable spectra and its surrounding ejecta. If it were not for the interfering dust between it and the earth, the star would be visible from the earth with the naked eye. These features made him pose. He was carried away by thoughts of how exactly the cloud was like. He was engulfed by thoughts of the origin of the cloud of dust. The star is thought to be around one point seven and two point one million years old. It is expected to explode in supernovae within the next one to three million years. The creation of the Pistol Nebula was from an eruption in the outer layers of the star, which released up to ten solar masses of material in huge outpourings about four thousand to six thousand years ago. The star is still expected to

Pit bull (dogs) Essay Example | Topics and Well Written Essays - 250 words

Pit bull (dogs) - Essay Example Researchers state that dogs are not born aggressive or their aggression is not dependant on the breed they belong to. A study was conducted by Casey and fellow researchers who identified that dogs did not show aggression towards the family members of their keepers until the dogs were directed to do so or were trained to act aggressive against family members (Casey 60). Another reason due to which Pit bull can be kept as friends is that they are very near and loyal to their owners and are highly social. They love making friends and are easier to train and can be kept throughout the life. ASPCA states that if a pit bull goes through proper social training then they make the most intelligent as well as nonaggressive pet dogs (Owens 24). A third reason for keeping pit bull dogs as pets is that these dogs are highly loyal to their family members and are one of the best protectors. These dogs have the ability to bark really loud and due this they are able to keep strangers and trespassers away from entering the house of their owners. Pit bull dogs should be kept as pets because they are harmless and it is myth that because they belong to the bread of aggressive dogs they are aggressive in nature since birth. Pit bull dogs should even be kept as pets because they are very social if they are provided with proper social training and they do not harm family members instead are very effective in scaring away strangers and trespassers. Casey, R.A, B Loftus, C Bolster, G.J Richards, and E.J Blackwell. "Human Directed Aggression in Domestic Dogs (canis Familiaris): Occurrence in Different Contexts and Risk Factors." Applied Animal Behaviour Science. 152 (2014): 52-63.

Wal Mart Marketing Audit Essay Example | Topics and Well Written Essays - 2250 words

Wal Mart Marketing Audit - Essay Example Market of a company means the present and future customers of its goods and services. Wal-Mart's market indicates its actual and potential buyers. Apart from United States of America, Wal-Mart market is gradually expanding in some other regions of the world; such as, UK, China, USA, Maldives, Nepal, Bhutan and Russia etc. Wal-Mart has a favorable stock- market in some regions by means of which the company avails the advantage of selling out their shares at the significantly increased rate. Some stockholders contribute professionally-managed funds that widely help in buying and selling huge numbers of shares for pension plans, unions, and other large groups. Others are individuals who are saving for their retirements, children's college funds or other needs. In both cases, the goal is to buy the shares when the stock is low and sell is high. Neil Currie and Svetlana Sukhanova states that "Wal-Mart may follow its past practice of using a joint venture or acquisition to enter the market " (Ermakova, 2008). From a minute analysis of above data, it is clear that MOSCOW is the most profitable area of Wal-Mart in the present context as well as of future. Wal-Mart is expecting that the future profit will be doubled in MOSCOW. MOSCOW- Wal-Mart Stores Inc., the world's largest retailer, may expand into Russia within the next two years to capitalize on a swelling economy and a dearth of competitors may be taken place (Ermakova, 2008). 1.2. Customers Customers are the most significant fraction of a company. A company has to study its customer markets very closely. There are 5 types of customer markets; such as, Consumer markets, Business markets, Reseller markets, Government market, International markets. All of those markets want to satisfy themselves by qualified goods and services at a reasonable price .Every customer's resources are limited and in order to get maximum

Interpersonnel Communication Essay Example for Free

Interpersonnel Communication Essay I have interviewed two individuals namely, Ana G. and Cleavon I. with regards to my interpersonnel communication abilities. They will speak about my behavior/attitude towards the following: 1) comfort with other cultures; 2) listening style ability; 3) non-verbal communication style; 4) communication gestures that I typically utilize; 5) comfort in personal relationship; 6) power displayed or conveyed in the personal relationship I am involved in. The following are excerpts from the actual interview: First Interview (Ana G. ) Interviewer (I): â€Å"Could you please briefly describe my attitude towards individuals who belong to other cultures? Do I appear to be comfortable around them? † Interviewee (Ana G. ): I have been with you for about a year already, and being a member of a cultural minority myself, I am happy to say that your treatment towards people like us is beyond belief. You have treated us fairly and you never showed bias making it obvious that you are comfortable being with people regardless of their race or culture (Ana G. , 2007). Interviewer (I): â€Å"Please comment on my listening skills and abilities†. Interviewee (Ana G. ). I appreciate the fact that you are an â€Å"active listener† (Landsberger, 2007). You focus and you listen for the sake of comprehending whatever it is that the person is talking about (Landsberger, 2007). Interviewer (I): â€Å"Do I possess any non-verbal ability? † â€Å"Do I exhibit such communication style? † â€Å"Could you please shed light on the communication gesture/s that I typically utilize? † Interviewee (Ana G. ): Yes. In fact, I have observed how you establish eye contact towards the people you speak to. Maybe that is the â€Å"flow of communication is regulated† (Stein et. al. , n. d. ). This is also why I feel your interest, concern, and tenderness towards me (Ana G., 2007). Interviewee: (I): â€Å"Did you ever feel any comfort in my personal relationship with you? † Interviewer (Ana G. ): Yes, indeed, I have felt reassurance as well that you could be trusted and can be relied upon in times of need (Ana G. , 2007). Interviewee (I): My final question is this, â€Å"did you ever see or experience a power displayed or conveyed in the personal relationship I am involved in? † Interviewer (Ana G. ): The fact that I am drawn to speak or listen to you shows the â€Å"power displayed or conveyed in the personal relationship† (Ana G. , 2007). This is the type of power that is not abusive; instead it is exceedingly helpful on my part (Ana G. , 2007). Second Interview (Cleavon I. ) Interviewer (I): â€Å"Could you please briefly describe my attitude towards individuals who belong to other cultures? Do I appear to be comfortable around them? † Interviewee (Cleavon I. ): We belong to the same culture, but I have observed how you deal with those who belong to other cultures. You go along with them very well as if you don’t feel any kind of discrimination or intolerance of prejudice towards them (Cleavon I. , 2007). Interviewer (I): â€Å"Please comment on my listening skills and abilities†. Interviewee (Cleavon I. ): Even if you do not always agree with what others tell you, I am happy that you still listen in spite of such fact (Cleavon I. , 2007). I am contented enough that you take the time to listen and understand someone else’s side just like what you have done to me in the past few months that we have been working together (Landsberger, 2007). Interviewer (I): â€Å"Do I possess any non-verbal ability? † â€Å"Do I exhibit such communication style? † â€Å"Could you please shed light on the communication gesture/s that I typically utilize? † Interviewee (Cleavon I. ): Of course, you possess such. In fact, you have shown me this countless times already (Cleavon I. , 2007). Your facial expressions which include smiling made me feel that you like me somehow, that you are a true person friend to me, and that you are happy conversing with me (Stein et. al. , n. d. ). I know that this is why we always carry out better communication as compared with my conversation with others (Cleavon I. , 2007). Interviewee: (I): â€Å"Did you ever feel any comfort in my personal relationship with you? † Interviewer (Cleavon I. ): Yes, in fact speaking with you and just being with consoles/soothes/relieves me always (Cleavon I., 2007). There has never been a dull moment with you and I greatly appreciate that (Cleavon I, 2007). Interviewee (I): My final question is this, â€Å"did you ever see or experience a power displayed or conveyed in the personal relationship I am involved in? † Interviewer (Cleavon I. ): Yes, I felt that ‘power’ when you speak to me (Cleavon I. , 2007). You inspire me to great heights; that is the power that you have over me (Cleavon I. , 2007). References Ana G. (2007). Personal Interview. Cleavon I. (2007). Personal Interview. Landsberger, J. (2007). Active Listening. Retrieved December 10, 2007 from http://www.studygs.net/listening.htm

Ethical Leadership And Unethical Behavior Management Essay

Ethical Leadership And Unethical Behavior Management Essay Ethical leadership, is a form of leadership including attributes such as integrity, trustworthiness, fairness, concern for others, and behaving ethically. A more systemic definition divides ethical leaders into two parts moral persons and moral managers (Trevià ±o, Hartman, Brown, 2000). For moral persons, it refers to the ethical part of the term ethical leadership, suggesting that ethical leaders should be moral persons who are honest, trustworthy, taking good care and be fair to their followers, having right behaviors in both personal and professional lives. For moral managers, it refers to the leadership part, focusing on more transactional efforts to influence the ethical behavior of followers (Trevino, Brown Hartman, 2003). As moral managers, ethical leaders communicate with their subordinates about their ethical and values-based expectations, use reward and punishment to encourage ethical conduct or prevent unethical behaviors. (Trevià ±o Brown, 2004). As ethical behaviors refer to behaviors that are generally morally acceptable to the larger community; conversely, we define unethical behaviors as behaviors that are morally unacceptable generally. (Jones, 1991; Trevià ±o, 2006) And in this paper, the ethical (unethical) behaviors refer to the behaviors conducted in companies or organizations. After defining the terms, we base on two theories or processes to explain the effects of ethical leadership on the unethical work behavior, which is consistent with the recent relevant studies about the topic. (Mayer, Aquino,Greenbaum Kuenzi, 2012; Mayer et al., 2009; Brown, Trevià ±o Harrison, 2005; Kirkman, Chen, Farh, Chen Lowe, 2009) Social Learning Theory Social learning theory posits that leaders influence their subordinates through the process of role-modeling. (Bandura, 1977, 1986) Employees learn what ought to do and what ought not, by observing the leaders behaviors and the corresponding results. (Trevià ±o Brown, 2004). Given the virtue and power in an organization, leaders are generally perceived as a credible and legitimate role model (Mayer et al., 2012). So by mimicking the behaviors of the ethical leaders, the subordinates would also be more likely to do things in a morally desirable way. Apart from direct observation on leaders, employees would also pay close attention to behaviors that are rewarded and punished to themselves or others (Brown, 2005), and to do what is rewarded while avoiding what is punished, and thus reduce the unfavorable behaviors. (Trevià ±o Brown, 2004). Ethical leadership highlights on ethical behaviors. So through behave ethically as a valid ethical role models, at the same time, encourage ethical behaviors and discipline unethical ones by putting forward proper rewards and punishments, ethical leader can have a role on preventing or reducing the unethical behaviors in the organization. (Mayer et al, 2012). Social Exchange Theory The effect of ethical leadership on the subordinates behavior can also be explained by social exchange processes (Blau, 1964; Trevià ±o Brown, 2004; Mayer et al., 2009). Social exchange is based on the norm of reciprocity (Gouldner, 1960), which means that if one party do something beneficial to the other party, the counter party will then assume the obligation to do something good as the reciprocation back to the first party. (Cropanzano Mitchell, 2005). So in the relationship of ethical leadership and unethical behavior, ethical leadership defines leaders with characteristics of having fairness, trustworthiness, integrity etc, if employees regarded themselves as being treated fairly and perceived organizational support create a closer relationship between employer and employee, they are more likely to reciprocate these favorable treatment by being more loyal and supportive to their leaders or organizations, thus tends to reduce the harmful behaviors (Bies Moag, 1986 ; Phillips Elkins ,2000 ; Trevià ±o Brown, 2004). Besides, it is found that if employees maintain a high-quality relationship with their leader, they are less likely to engage in retaliation (Liden, Sparrowe, Wayne, 1997). As ethical leaders are perceived as admirable leaders due to their trustworthiness, integrity and care and concern for others, they are likely to create a positive social exchange relationship with their subordinates. In return, more citizenship behaviors and less unethical conduct will be expected. (Trevià ±o Brown, 2004) So base on the review of the two processes that ethical leadership takes effect, we propose the first hypothesis. Hypothesis 1: Ethical leadership is negatively related to unethical behavior in organization. Power Distance Orientation as Moderator Power distance is defined as the extent to which one accepts the legitimacy of unequally distributed power in institutions and organizations. (Hofstede, 1980). And in this article, the research is on the individual-level, thus the term power distance orientation (Kirkman, Chen, Farh, Chen, Lowe, 2009; Clugston, Howell, Dorfman, 2000) was adopted. Recent studies and researches in the cross-cultural management field indicates that cultural value orientations, or individually held cultural values and beliefs, have an important role in how employees react to aspects of their work (Kirkman et al., 2009). And compared to other culture dimension, such as individualism-collectivism,uncertainty avoidance and masculinity-femininity etc. (Hofstede, 1980), power distance orientation, in theory, has a more direct relationship to leadership reactions (Kirkman et al., 2009) or the individuals perception and reaction to authority (Lian, Ferris Brown, 2012). And according to the review of the ethical leadership unethical behavior relationship, we note that ethical leadership can influence the subordinators unethical behavior through two processes social learning and social exchange. Studies suggest that by influencing the two processes, power distance orientation can act as a facilitator or barriers (Kirkman et al., 2009) to the ethical leadership-unethical behavior relationship. Power Distance Orientation and Social Learning Theory In the social learning perspective (Bandura, 1973), subordinates behavior will be influenced by leaders through the modeling process(Trevià ±o Brown, 2004; Brown,Trevià ±o, Harrison, 2005), where the subordinates will take the leaders as their role models, and learn from or mimic what the leaders do; besides, the subordinates would observe the reward and punishment to themselves or to the others offered by the leaders to get to know what to do or not to do. (Trevià ±o Brown, 2004) On the basis of this, with support from the studies, we argue that the power distance orientation will influence the effectiveness of the social learning in following ways. On one hand, compared to the low power distance orientation individuals, those who are with high power distance orientations will tend to view their leaders as the ones with high-status (Bochner Hesketh, 1994; Kirkman et al., 2009; Lian, Ferris Brown, 2012) and are superior as well as elite (Javidan, Dorfman, de Luque, House, 2006;Kirkman et al., 2009), thus they will be more likely to take their leaders as role models and mimic their behaviors. (Mayer, Aquino, Greenbaum Kuenzi, 2012; Lian, Ferris Brown, 2012) On the other hand, referring to the definition of power distance, we could note that subordinates with high power distance orientation accept unequally distributed power to a greater extent(Hofstede, 1980), thus they will hold a stronger belief, compared to low power distance orientation individuals, that one should not be against but to respect the leaders decision. (Bochner Hesketh, 1994; Lian, Ferris Brown, 2012), which means, the reward and punishment decision made by the leaders would be less likely to doubt and more likely to be accepted and followed by the high power distance orientation subordinators. As stated earlier, ethical leadership can have effects on subordinators unethical behavior through the social learning process. And with the present of power distance orientation, we expect the effect of ethical leadership will be affected, compared to low power distance orientation, individuals holding high power distance orientation will be more likely to regard their leaders as the ethical role model and mimic them to behave ethically. Also, they would be more convinced by and learn from the rewards on ethical behavior and punishments on unethical behavior. Power Distance Orientation and Social Exchange Theory Besides of Social learning processes, the ethical leaderships relationship with subordinates unethical behavior can be also explained by the social exchange processes. (Trevià ±o Brown, 2004; Mayer, Kuenzi, Greenbaum, Bardes, Salvador, 2009). As stated earlier, in social exchange theory and based on the norm of reciprocity (Gouldner, 1960), ethical leadership can help to prevent or mitigate the subordinators unethical behaviors when leaders and subordinators are in a positive social exchange relationship with elements such as perceived fairness, trust in leaders, etc. being satisfied. So by affecting these aspects, we expect power distance orientation will influence the ethical leaderships effect. For example, in the perceived fairness aspect, individuals with high power distance orientation will accept the unequally distributed power in a larger extent (Hofstede, 1980), so they will tend to be more tolerant for the unequally treatment and regard it as non unfair (Lian, Ferris Brown, 2012). So we posited that, with the less perceived unfairness, subordinates with high power distance orientation would view the leaders as fair which would result in less undesirable behavior such as unethical behavior (Trevià ±o Brown, 2004). Similarly, in the aspect of trust in leaders or affection for leaders, high power distance orientation plays a role that subordinates with high power distance orientation are more likely to admit their leaders superiority and elite (Javidan et al., 2006;Kirkman et al., 2009) so are more likely to show their respect to and trust their leaders (Kirkman et al., 2009; Sully de Luque Sommer, 2000;Lian Ferris Brown 2012). As a result, they will tend to behave favorably for the leaders or even the whole organization (Javidan et al., 2006; Kirkman et al., 2009) and reduce the undesirable behaviors including the unethical behaviors. To sum up the above, we expect the moderating effect of power distance orientation on the strength of the relationship between ethical leadership and unethical behaviors, and as such we put forward the second hypothesis. Hypothesis 2: The relation between ethical leadership and unethical behavior in organization is moderated by power distance orientation, such that the relation is stronger for individuals with high power distance orientation than for individuals with low power distance orientation. 3. Method Sample and Procedures This study is a quantitative study. Data would be collected in mainland China, the questionnaires will be translated to Chinese and back-translated into English for results analysis. (Kirkman et al., 2009). Sample size is expected to be around 200 subordinates in individuals. Measures Ethical leadership Referring to the recent ethical leadership studies of (Mayer et al., 2009, 2012), in this paper, we measure ethical leadership by using the ten-item scale from Brown et al. (2005). (See Appendix 1) Unethical behavior To measure the unethical behavior, we adopt the 17-item-scale used by (Akaahs ,1996) and (Mayer et al., 2012), which was originated from Newstrom Ruch (1975). (See Appendix 2) Power distance orientation As this article is on the individual-level, we follow the previous studies (Brockner et al., 2001; Earley, 1999; Kim Leung, 2007; Kirkman et al., 2009) to use the eight-item linkert scale from Earley and Erez (1997) for the measurement of the power distance orientation. (See Appendix 3) Control variables In this study, control variables including: age, gender, tenure, (Brockner et al., 2001; Kirtment et al., 2009; Lian, Ferris Brown, 2012); we will also control the position factor, which refers to whether the employees hold the role of subordinate and supervisor at the same time. (Brockner et al., 2001). Analysis Method We will first use the bivariate regression to test the main effect (Hypothesis 1) and we will use multiple regression to test the moderating effect (Hypothesis 2). 5. Schedule Reference Akaah, I. P. (1996). The influence of organizational rank and role on marketing professionals ethical judgments. Journal of Business Ethics, 15: 605-614. 15: 605-614. Blau, P. M. (1964). Exchange and power in social life. New York: Wiley. Bandura, A. (1973). Aggression: A social learning analysis. Englewood Cliffs, NJ: Prentice Hall. Bandura, A. (1977). Social learning theory. Englewood Cliffs, NJ: Prentice-Hall. Brislin, R. W. (1980). 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Journal of Management, 32(6), 951-990. doi: 10.1177/0149206306294258 Appendices Appendix 1 10 items Ethical Leadership Scale (Brown et al., 2005) Items will be rated on a scale from 1 (highly unlikely) to 7 (highly likely) Conducts h/h personal life in an ethical manner Defines success not just by results but also the way that they are obtained Listens to what employees have to say Disciplines employees who violate ethical standards Makes fair and balanced decisions Can be trusted Discusses business ethics or values with employees Sets an example of how to do things the right way in terms of ethics Has the best interests of employees in mind When making decisions, asks what is the right thing to do? Appendix 2 17 items unethical behavior scale ( Newstrom Ruch 1975) Items will be rated on descriptive range from 1 Never to 7 Frequently Personal use Using company services for personal use Doing personal business on company time Pilfering company materials and supplies Taking extra personal time (lunch hour, breaks, early departure) Passing blame Concealing ones error Passing blame for errors to an innocent co-worker Claiming credit for someone elses work Bribery Giving gifts/favors in exchange for preferential treatment Accepting gifts/favor in exchange for preferential treatment Falsification Falsifying time/quality/quantity reports Calling in sick to take a day off Authorizing a subordinate to violate company rules Padding expenses Padding an expense account up to 10% Padding an expense account more than 10% Deception Taking longer than necessary to do a job Divulging con ¬Ã‚ dential information Not reporting others violations of company policies and rules