Two Kinds And Teenage Wasteland Essays - English-language Films

Two Kinds And Teenage Wasteland The stories ?Two Kinds? by Amy Tan and ?Teenage Wasteland? by Anne Tyler have many similarities, yet are different in many ways. Both of these stories contain a conflict between parental figures and their children. The conflict in ?Teenage Wasteland? involves Donny and his two parents, Daisy and Matt. They want Donny to succeed in school, both gradewise and socially. Donny, on the other hand, has a hard time in school whether it be because he doesn't fit in or because he doesn't apply himself. Donny's parents want him to be the average ?all American? kid and they try their best to get Donny to fit into this groove. Donny's parents even go as far as hiring a tutor for him three times a week to help Donny get back on track. Nikan has a similar situation in ?Two Kinds? where a mother expects her daughter to fit a certain type a person that she doesn't want to be. Nikan mother wants her to have some special talent that sets her apart from other kids her age. Nikan on the other hand just wants to be herself and nothing more. Trying to act like a child prodigy or a pianist just didn't appeal to Nikan. Her mom was persistent though in trying to conform her daughter into both of these things. These two stories are also similar in that they both contain disappointments. This disappointment in ?Teenage Wasteland? by Donny is when he runs away at the end of the story. His parents tried and tried to help Donny and provide as much as they could for him only to find out that he ran away and most likely will not come back. Donny's mom and dad are involved in Donny's life as much as they can, only to have their son fail in the end. With Donny seeing Cal regularly, his parents though he was improving, but in reality, he wasn't getting much help from Cal. He was basically just having a good time three times a week with no parental supervision. Cal was, for the most part, just a good friend to Donny and was someone whom with Donny have fun with. This ultimately led to both parents being disappointed in Donny after he leaves home. The same kind of disappointment was experienced by Nikan's mom by her daughter. Nikan's mom spent a lot of time and work trying to get her to learn how to play the piano. Her mom though that Nikan was doing great with the piano. She was practicing everyday and soon she was to be in a talent show. Her mom was looking forward to the show so she would have something to brag about to her friends. Unfortunately, Nikan really blew the talent show. For some reason she though she was magically going to perform flawlessly when called on at the show but she did just the opposite. Nikan's mom was extremely disappointed. Like Donny's parents, she had put a lot of time and effort into something that she thought would help her child, only to be let down by her daughter. Another similarity between ?Two Kinds? and ?Teenage Wasteland? are the two kids, Nikan and Donny, respect towards their parents. The both show very little respect to them. The situation at the end of ?Two Kinds? where Nikan says that she wished that her wasn't her mother's daughter and furthermore wishes that she was never born like her other sisters was extremely disrespectful. A child should never talk in that manner to their parents no matter how upset. This was a turning point in both of their lives. The mother, being astounded at what her daughter said looks at her as a different person from then on, and it seemed harder for Nikan to talk face to face with her mother from then on. Donny, in ?Teenage Wasteland? shows complete disrespect for his parents throughout the story. His parents are doing all they can to try and help Donny, but he never puts forth the effort to help himself. He was getting into trouble as school, barely getting passing grades, and skipping school. When his parents asked him about where he was going, Donny got an attitude. Even after Donny's parents paid for a tutor, Donny still would not tell them what was going on in his life or even how we was doing in school. This information was always given to them by the school faculty. His parents had to

Early Decision Deadlines for Every College With ED

Early Decision Deadlines for Every College With ED SAT / ACT Prep Online Guides and Tips If you're applying early decision, then you've already accomplished something pretty rare in the college application process- you know exactly where you want to go to college! This guide goes overyourtimeline for applying early decision and provides a comprehensive list of deadlines for all early decision schools. Read on to learn everything you will need to know about applying early decision to your dream school. What You Need to Know About Early Decision Early decision is a unique option when it comes to applying to college because it's binding. That's why you should only apply this way if you're 100% sure you want to go to the schooland will be able to enroll regardless of the financial aid offer you receive. If you apply early decision, you'll sign a statement of binding agreement to enroll. Since this is a big commitment, most colleges with early decision also require your parents and school counselor to sign this form, which can usually be found online throughtheCommon Applicationor aschool's individual application form. Early decision might or might not actually have an early deadline. The traditional deadlines are in November,usually the 1st or the 15th, and you're typically notified of the admissions decision in December. Some schools now also offer Early Decision II. Early Decision II is still binding, but the deadline is pushed forward, usually to sometime in January.This option is for applicants who are decided on a specific college but could benefit from a few more months to prepare their applications. Applicants who apply ED II will get their admissions decision earlier than usual, typically in February. Regardless of whether you apply Early Decision I or II, all early decision applicants have to accept their offers and send in their deposits quickly after notification, rather than waiting until the national response date of May 1. If you're applying Early Decision I, your challenge is to prepare the strongest application you can by the November deadline. Let's look at a possible timeline for gathering your application materials. Timeline for Applying Early Decision If you're applying early decision, it's probably safe to say that you're excited about attending your school of choice. To make this happen, though, you want to submit the strongest application you can. For the SAT/ACT, you'll want to start prepping months in advance,even a year or more. If your early decision deadline is in November, your last opportunity to take the ACT or SAT will be in September or October,respectively. At this point, you probably won't be able to view your scores before deciding whether to send them off to colleges. To put less pressure on yourself, you could test earlier and have your scores all set by the end of your junior year. You might alsoask your junior-year teachers for recommendations at the end of junior year, when your work will be fresh in their minds. At the absolute latest, you want to ask your counselor and teachers for recommendations a month before your deadline. In most cases, you should ask by October 1. You also want to give your high school at least threeweeks' to a month's notice for sending off your transcript and any other official documents that need to be sent to colleges. You might have to fill out a form and pay a small fee. Finally, you should work on your personal essayand any other supplemental application essays over the summer before senior year. Writing the personal essay is a process, and you want to give yourself time to brainstorm, draft, get feedback, and revise. You can spend September and October filling out your college applications, writing about your extracurricular activities, and proofreading what you've written for any errors or typos. As long as you start planning and preparing your application months in advance, you should be good to go for your early decision deadline. To recap, here's what your schedule might look like if you're applying Early Decision I: Step 1: Take the SAT or ACT early so you have enough available test dates to retake it, if desired. You might take the test first in the spring of sophomore year, again in the fall of junior year, and a third time in the spring of junior year. If you move this schedule forward, just remember that the fall of senior year will be your last opportunity to take the test. Step 2: Ask for teacher recommendations at the end of junior year, or ask for teacher and counselor recommendationsby October 1 at the latest. Step 3: Make your request for your high school transcript to be sent by October 1. Depending on your school, you might have to fill out a form and pay a small fee. Step 4: Work on your personal essay and any other essays over the summer and fall. Step 5: Fill out your application in September and October,making sure to edit for clarity and proofread for errors. If you're applying Early Decision II, you'll have more available test dates to take the SAT/ACT. You might also send your mid-year senior grades on your transcript. Waiting for this later deadline, if available, can be a good option if you're not totally satisfied with your academic record and test scores and feel you could present a stronger candidacy in January. Now that you have a sense of the early decision application process, let's look at the deadlines of some popular schools. Some offer Early Decision II, while others don't have that second deadline (these ones say "N/A"). Early Decision Deadlines of Popular Schools School Deadline for ED I Deadline for ED II American University November 15 January 15 Boston University November 1 January 2 Bowdoin College November 15 January 1 Brandeis University November 1 January 1 Brown University November 1 N/A Colby College November 15 January 1 Columbia University November 1 N/A Cornell University November 1 N/A Dartmouth College November 1 N/A Duke University November 1 N/A Emory University November 1 January 1 Johns Hopkins University November 1 N/A New York University November 1 January 1 Northwestern University November 1 N/A Pomona College November 1 January 1 Smith College November 15 January 1 Tufts University November 1 January 1 University of Pennsylvania November 1 N/A Vanderbilt University November 1 January 1 Wesleyan University November 15 January 1 It tends to be smaller schools that offer Early Decision II, perhaps so they can have greater control over their enrollment numbers.The next chart is acomprehensive list of all the schools with early decision and their respective deadlines. Early Decision Deadlines of All Schools The following schools are listed in alphabetical order, so you can either scroll through the chart or use ctrl + F to jump straight to your school of interest. School State Early Decision Deadline Early Decision II Deadline Early Decision Notification Albany College of Pharmacy and Health Sciences NY November 1 N/A December 15 Alfred University NY December 1 N/A December 15 Allegheny College PA November 15 February 1 Not reported American University DC November 15 January 15 December 31, February 15 Amherst College MA November 1 N/A December 15 Babson College MA November 1 January 2 December 15, February 15 Barnard College NY November 1 N/A December 15 Bates College ME November 15 January 1 December 20, February 15 Beloit College WI November 1 N/A December 1 Bennington College VT November 15 January 15 December 14, February 8 Bentley University MA November 15 N/A December 31 Boston University MA November 1 January 2 December 15, February 15 Bowdoin College ME November 15 January 1 December 15, February 15 Brandeis University MA November 1 January 1 December 15, February 1 Brown University RI November 1 N/A December 15 Bryant University RI November 1 January 15 December 1, February 15 Bryn Mawr College PA November 15 January 1 Not reported Bucknell University PA November 15 January 15 December 15, February 15 Carleton College MN November 15 January 15 December 15, February 15 Carnegie Mellon University PA November 1 N/A December 15 Case Western Reserve University OH November 1 January 15 December 17, February 1 Centre College KY November 15 N/A January 1 Champlain College VT November 15 N/A Not reported Christopher Newport University VA November 15 N/A December 15 Claremont McKenna College CA November 1 January 5 December 15, February 15 Clarkson University NY December 1 N/A January 1 Colby College ME November 15 January 1 December 15, February 15 Colgate University NY November 15 January 15 December 15, Rolling College of New Rochelle NY November 1 N/A December 15 College of the Atlantic ME December 1 January 15 December 15, January 30 College of the Holy Cross MA December 15 N/A Rolling College of William and Mary VA November 1 January 1 Early December, early February College of Wooster OH November 1 January 15 November 15, February 1 Colorado College CO November 10 January 15 December 13, February 15 Columbia University NY November 1 N/A December 15 Connecticut College CT November 15 January 1 December 15, February 15 Cooper Union for the Advancement of Science and Art NY November 1 (architecture), December 3 (engineering) N/A Not reported Cornell University NY November 1 N/A December 15 Cox College (Bachelor of Science in Nursing Program) MO June 1 N/A Not reported Dartmouth College NH November 1 N/A December 15 Davidson College NC November 15 January 2 December 15, February 1 Denison University OH November 15 January 15 December 15, February 15 DePauw University IN November 15 January 15 December 1, February 1 Dickinson College PA November 15 January 15 December 15, February 15 Drew University NJ November 15 January 15 December 15, February 15 Duke University NC November 1 N/A December 15 Duquesne University PA November 1 N/A Not reported Earlham College IN November 1 N/A December 15 Elon University NC November 1 N/A December 1 Emory University GA November 1 January 1 December 15, February 15 Fairfield University CT November 15 January 15 December 15, February 15 Five Towns College NY January 4 N/A Not reported Flagler College FL November 1 N/A December 15 Florida Southern College FL November 1 N/A December 15 Franklin Marshall College PA November 15 January 15 December 15, February 15 Furman University SC November 1 N/A November 15 George Washington University DC November 1 January 5 December 31, February 28 Gettysburg College PA November 15 January 15 December 15, February 15 Goucher College MD November 15 N/A December 15 Grinnell College IA November 15 January 1 December 15, Early February Grove City College PA November 1 December 1 December 15, January 15 Hamilton College NY November 15 January 1 December 15, February 15 Hamline University MN November 1 N/A Not reported Hampden-Sydney College VA November 15 N/A Early December Hampshire College MA November 15 January 1 December 15, February 1 Hartwick College NY November 1 N/A Not reported Harvey Mudd College CA November 15 January 5 December 15, February 15 Haverford College PA November 15 January 1 December 15, February 15 High Point University NC November 1 February 1 November 28, Rolling Hillsdale College MI November 1 N/A Early December Hobart and William Smith Colleges NY November 15 January 15 December 15, February 15 Hollins University VA November 1 N/A Not reported Ithaca College NY November 1 N/A December 15 Johns Hopkins University MD November 1 N/A December 15 Juniata College PA November 15 N/A December 15 Kalamazoo College MI November 1 February 1 December 1, March 1 Kenyon College OH November 15 January 15 December 15, February 7 Lafayette College PA November 15 January 15 December 15, February 15 Lake Forest College IL November 1 January 15 Beginning December 15 Lawrence University WI October 31 N/A December 1 Lehigh University PA November 1 January 1 December 15, February 15 Lewis Clark College OR November 1 N/A December 15 Lynchburg College VA November 15 N/A December 15 Macalester College MN November 15 January 1 December 15, February 1 Manhattan College NY November 15 N/A January 1 Marist College NY November 15 February 1 December 15, February 15 Marlboro College VT November 15 N/A December 1 Maryland Institute College of Art MD November 1 N/A December 1 Meredith College NC October 30 N/A November 15 Merrimack College MA November 15 N/A December 31 Miami University OH November 1 N/A December 1 Middlebury College VT November 1 January 1 December 15, February 15 Moody Bible Institute IL December 1 N/A January 15 Mount Holyoke College MA November 15 January 1 January 1, February 1 Muhlenberg College PA November 15 February 1 December 15, February 15-28 Nazareth College NY November 15 January 10 December 15,January 25 New York University NY November 1 January 1 December 15, February 15 Northeastern University MA November 1 N/A December 15 Northwestern University IL November 1 N/A December 15 Oberlin College OH November 15 January 2 December 15, February 1 Occidental College CA November 15 January 1 December 15,Early February Ohio Wesleyan University OH November 15 January 15 November 30, January 30 Pitzer College CA November 15 January 1 December 18, February 15 Pomona College CA November 1 January 1 December 15, February 15 Providence College RI November 15 January 15 January 1, February 15 Quinnipiac University CT November 1 N/A December 15 Ramapo College of New Jersey NJ November 1 N/A December 5 Reed College OR November 15 December 20 December 15, February 1 Rensselaer Polytechnic Institute NY November 1 December 15 December 15, January 15 Rhode Island School of Design RI November 1 N/A December8-14 Rhodes College TN November 1 January 1 Rolling (within two weeks of submission) Rice University TX November 1 N/A December 15 Roanoke College VA November 15 N/A December 15 Rochester Institute of Technology NY November 1 January 1 December 15, January 15 Rollins College FL November 1 January 5 December 14, February 1 Sacred Heart University CT December 1 N/A December 15 Saint Mary's College IN November 15 N/A December 15 Salisbury University MD November 15 N/A December 15 Santa Clara University CA November 1 January 7 December 31, February 15 Sarah Lawrence College NY November 1 January 2 December 31, Early February Scripps College CA November 15 January 4 December 15, February 15 Sewanee: University of the South TN November 15 January 15 December 15, February 15 Siena College NY December 1 N/A Not reported Skidmore College NY November 15 January 15 December 15, February 15 Smith College MA November 15 January 1 December 15, January 31 Southern Methodist University TX November 1 January 15 December 15, March 1 Spelman College GA November 1 N/A December 15 Springfield College MA December 1 January 15 Not reported St. John Fisher College NY December 1 N/A Rolling St. Lawrence University NY November 1 February 1 Rolling St. Mary's College of Maryland MD November 1 N/A December 1 St. Olaf College MN November 15 January 8 December15, February 1 State University of New York College at Geneseo NY November 15 N/A December 15 State University of New York College of Environmental Science and Forestry NY December 1 N/A Rolling State University of New York Maritime College NY November 1 N/A Not reported Sterling College VT November 15 N/A December 1 Stevens Institute of Technology NJ November 15 January 15 December 15, February 15 Stonehill College MA December 1 N/A December 31 Susquehanna University PA November 15 N/A December 1 Swarthmore College PA November 15 January 1 December 15, February 15 Syracuse University NY November 15 January 1 Beginning December 15, Beginning January 15 Texas Christian University TX November 1 N/A January 1 The College of New Jersey NJ November 1 January 1 December 1, February 1 The Jewish Theological Seminary (List College) NY November 15 January 15 December 15, February 15 Trinity College CT November 15 January 1 December 15, February 15 Trinity University TX November 1 January 1 December 1, February 1 Tufts University MA November 1 January 1 December 15, February 15 Union College NY November 15 January 15 December 15, February 15 University of Miami FL November 1 January 1 December 31, February 15-28 University of Pennsylvania PA November 1 N/A December 15 University of Puget Sound WA November 15 N/A December 15 University of Richmond VA November 1 January 15 December 15, February 15 University of Rochester NY November 1 N/A December 15 University of San Francisco CA November 1 N/A Beginning December 15 Ursinus College PA December 1 February 1 December 15, February 15 Vanderbilt University TN November 1 January 1 December 15, February 15 Vassar College NY November 15 January 1 Not reported Virginia Polytechnic Institute and State University VA November 1 N/A December 15 Wabash College IN November 1 N/A December 5 Wake Forest University NC November 15 January 1 Rolling, February 15 Warren Wilson College NC November 1 N/A Not reported Washington Jefferson College PA January 4 N/A January 15 Washington and Lee University VA November 1 January 1 "Within a few weeks" Washington College MD November 15 N/A December 15 Washington University in St. Louis MO November 1 January 2 December 15, February 15 Webb Institute NY October 15 N/A December 15 Wellesley College MA November 1 January 1 December 15, February 15 Wells College NY December 15 N/A Not reported Wesleyan College GA November 15 N/A Not reported Wesleyan University CT November 15 January 1 December 15, February 15 Wheaton College IL November 20 January 15 December 3, February 1 Whitman College WA November 15 January 1 December 15, January 31 Willamette University OR November 15 N/A December 30 Williams College MA November 15 N/A December 15 Wittenberg University OH November 1 N/A December 1 Wofford College SC November 1 N/A December 1 Early decision can be a great option as it communicates to your school of choice how enthusiastic and committed you are to attending. If your school offers Early Decision II and you feel you could benefit from a few more months to work on your application, it makes sense to wait for this later deadline. Either way, you'll find out earlier than regular notification if you got into your first-choice school! What's Next? Want to apply early but aren't sure about signing a binding agreement? This guide has the comprehensive list of all the colleges that offer early action. Not sure applying early to college is right for you? Then take a look at thethe most common college application deadlines to get an idea of what your application timeline could look like. As you fill out your college applications, you want to think about how to present your high school resume in the best possible light.Read our expert guide for tips on how to write about your extracurricular activities on your college application. Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Storm Chasing Assignment Example | Topics and Well Written Essays - 750 words

Storm Chasing - Assignment Example Prior to the beginning of a tornado, forecasters are concerned about the potential of a tornado outbreak. These are called the ingredients of a tornado outbreak or the classical elements of a tornado production. Among of which includes a very warm and humid air near the surface with colder air aloft, strong variations of winds with height (vertical wind shear), an upper-level storm system plowing into the Southeast, and a cold front (Henson, 2011, n.p.). Tornadoes developed in a condition that spawns atmospheric setting for severe thunderstorm. The warm, humid air is overlain by a cooler, drier air aloft that leads to atmospheric instability and when a low level jet and polar jet stream provide strong vertical wind shear, the surface air is forced upward and large super cells thunderstorms spawning tornadoes may form. Most tornado outbreaks occur in Tornado Alley (from West Texas northeast through the western and central portions of Oklahoma and Kansas and across most of Nebraska) an d during the spring and summer due to the presence of warm surface air ground (Rafferty, 2011, 170). Mortalities and case fatalities from tornado outbreaks are extremely high. ... Please make a list of your recommendations and provide justification for each. After the disaster brought by the typhoon Katrina, a number of structural defects and personnel failures were noted. These have made the city of New Orleans at risk for the aftermath of another Katrina-like disaster. The structural defect being pointed out is the design, foundation, and composition of the New Orleans and Gulf Coast communities’ protection against raging storms (Fischetti, 2005, n.p.) while personnel failures include neglect of duties, insufficient actions or poor decisions, systems failure, and lack of effective leadership (Collins et al., 2006, 2). Instead of redesigning a single levee which can compromise the safety of New Orleans residents, the author recommends the construction of floodwalls which require less land than a levee and can stand on earthen foundations. In addition, constructing flood walls are much better because levees starved the wetlands south and east of the cit y of the sediment, nutrients and freshwater they need to thrive, cut off sediment flow that builds barrier islands ringing the delta, and impact economy because of rebuilding costs and food price hike due to food shortage. Meanwhile, recommendations to address personnel failures include: development of an effective response emergency/disaster preparedness headed by the chief executive to centralize and coordinate emergency actions; initiating a planning exercise or drill from federal, state, local officials, media, and citizens featuring a storm-like scenario to determine and address faults in the system and inform the public of things to do in case of a disaster; devotion of sufficient

Dangerous Virus of the 21st Century Dissertation

Dangerous Virus of the 21st Century - Dissertation Example It has also to be appreciated that the virus is even a health risk to the researchers and this may account for the seemingly almost absence research on finding either its cure or treatment. All in all, it can be said that even though the disease is fairly widely known among the medical community, the general public appears not to have enough information and this was clear during the recent outbreak. Going forward, it will be interesting to note the efforts that will be directed towards the disease in the coming months and years given that the latest Ebola outbreak appears to have come under control. The outbreak of Ebola virus in parts of West Africa, and specifically Liberia, Sierra Leone and Guinea surprised the world and filled people with fear. This is because, for the first time, the scale of the outbreak was simply unprecedented (Bradford, 2014, Close, 1995). Many people like never before were affected and killed by the virus, and within days, it had captured the attention of the world. According to several studies, Ebola virus can first be traced to an outbreak in 1976 which affected Sudan and former Zaire (now the Democratic Republic of Congo or simply DRC) (CDC, 2015, Bradford, 2014 and Cohen, 2001). The name Ebola came from the Ebola River which is found in the DRC (Cohen, 2001). Ebola is a viral disease, popularly known as Ebola Hemorrhagic Fever. It is fatal if left untreated, and fatalities can reach up to 90 percent of the cases (Close, 1995). The most important fact is that Ebola has no known cure and can only be managed by ensuring that the patient is hydrated as it involves a lot of loss of the body fluids. Ebola outbreaks in the past have mainly been confined to rural areas where populations are mostly sparse. This is perhaps why the previous outbreaks were easily contained after a few deaths (Centre for Health Protection, 2014).

The Axis I and Axis II Disorders of Mental Health in Movie Bastard out Review

The Axis I and Axis II Disorders of Mental Health in Bastard out of Carolina - Movie Review Example The most common type of disorder the character "Bone" had; cognitive disorder, development disorder, mood disorder and schizophrenia, Major mental disorders, and learning disabilities; depression, anxiety disorders, bipolar disorder, ADHD. Clinical disorder: clinical disorder faced by the character Bone, due to her birth certificate stamped with the word "legitimate". For no apparent reason, Bone's stepfather will see fit to drag Bone into the bathroom and flog her degradingly. Though Anney knows about this, she loves Glen too much to leave him. Bone used to sit quietly and did not pay attention to what she is doing. She got the symptoms of; Anxiety disorder: anxiety disorder takes place to Bone, when Glenn literally beats her bloody, gets on top of her, and then rapes her. And even after Anney catches him red-handed, she still chooses him over her child, the very girl who promised she would never hate her own mother. For this reason, Bone felt depersonalization anxiety and depression. She could have diminished the ability to experience pleasure. She started avoidance of activities, places, and persons. She had a fear of being trapped and stranded without help. This situation might lead to a panic attack. Panic attack: this might attack Bone because of overwhelming fear and anxiety. The reason for this was intense and sexual abuse by her stepfather. Glen treats her like trash. Her safety net failed. She seemed her father is both a child batterer and a molester. Bone's mother blames her daughter for the violent attacks by her father. Bone developed and intellectual curiosity. A distinct period of her powerful fear and physical/mental uneasiness might originate the following: Depersonalization. Feelings of pungent. Feelings of going wild or losing control are common. Feelings of dizziness, dizzy, pale, or shaky. Trembling or shaking. Feeling of not being able to breathe. Sensations of tingling or lack of feeling. Social phobia: The character "Bone" might get social phobias with having her birth certificate stamped with the word "illegitimate" and her violent rape. This causes humiliating and embarrassing herself in her social performance. Â   Â  

Management and Leadership of Different Cultures

Management and Leadership of Different Cultures Introduction A well recognized definition of leadership by Warren Bennis is Leadership is the function of knowing yourself , having a vision that is well communicated, building trust among colleagues and taking effective action to realize your own leadership potential. Globalization is defined as the absence of borders and barriers to trade, the crystallization of the world as a single place, or the overlapping of the interests of business and society. Globalization is a process whereby world-wide interconnections in virtually very sphere of activity are growing. This rise of these interconnections is the result of shifts that have taken place in technological, political, and economic spheres. The process of globalization means flow of people, flow of technology, flow of capital, growing economic interconnectedness. This process impacts upon regional tourism and hospitality market in many ways. The tourism and hospitality industry brings together hosts and guests from different cultures with different characteristics, expectation and values. To improve competitive position in the global market, the industry needs to satisfy the expectations and needs of their guest. Therefore, it remains an important issue as to how well prepared the tourism and hospitality industry is to handle this flow of peoples and fusion of cultures. Globalisation has also impacted on the composition of the domestic tourism market as this now include multi-ethnic as well as multicultural migrant groups. Yet another impact of globalisation has been the multicultural workforce in the industry itself. Globalisation changed todays hospitality industry. Due to globalisation the managers of the hospitality industry are capable to learn about various cultures as they get to mix with people from various aspect of life and therefore, develop knowledge of them. Due to globalisation the guest base has growth strongly. Tourists travel not for holidays, business, health and different other intentions too. Therefore, this has developed the market for the hospitality industry, which acquired its great income from international tourists. Tourists always spend money when they come in because of that foreign exchange increases. Therefore it is of major value to the economy as globalisation helps to bring in money into the country. Moreover, due to globalisation the industry requires to operate advance technology. Since one wants to fascinate as many visitors as possible, hospitality organisation frequently need to advance and improve their services. For example: Singapore flyer, using faster and advance technology in hotels, so that the guest is gratified. Companies are frequently thinking of advance and innovative ideas to fascinate more visitors. Due to globalisation, more tourists come into our country and more people are required to serve and cater to their needs. So, with the advent of globalisation, there are plenty of more jobs available for people within the hospitality industry. Due to globalisation, more people move around, to facilitate this, the travel industry requires to develop as well. People who come into our country by air, or ship, or land use the transport services provided as well. Due to globalisation, there are different types of international services/cuisines. Since there are plenty o f different tourists with various cultures, custom, cuisines and languages, the hospitality industry includes recipes and various other services to cater to them. These services are available to the locals too, which makes even better. Nevertheless, globalisation has negative impacts on the hospitality industry and also, there are some challenges and difficulties for todays leader in hospitality firms. Due to globalisation, the hospitality industry can hire people from various countries as it is usually cheaper they may sometimes have difficulties in communicating with the guests. Many guests get quite irate as a consequence of this. As there are from various cultures, one needs to be attentive not hurt them. As example, a Hindu will not eat beef so that serving person should be aware of food which contains beef . (unless specifically asked). What is acceptable by one culture may be frowned upon by another. For the communication, technology has been increased because of international barriers, (through the internet, voice recordings.) This has not keept the human touch. A leader from the hospitality industry has a multicultural challenge, managing a diverse workforce and trying to keep up with rapidly shifting trends. Cultural intelligence provides a better approach to this leadership challenge. Cultural intelligence (CQ) is the capability to function effectively across national, ethnic and organizational cultures. Leader has to have knowledge of different cultures. CQ is needed to understand diverse guests, manage diverse teams, recruit and develop cross cultural talent, demonstrate respect and adapt leadership style; without these knowledge hotel can faces many problem. If a manager does not understand different culture, how will he understand different guest from different culture, how will he manage his employees from different culture. It can be affect financially on the hotel. Hotels can have financial losses caused by managers not understanding different cultures. Looking at these challenges and difficulties, it shows that, cross cultural management plays an important role to compete in a global marketplace. The mistakes mention above may results into some consequences. As example- where a strong and forceful personality overcomes the lack of formal delegation or where an inadequate leader is supported by his subordinate who effectively acts as the leader. Failure to delegate successfully to a more knowledgeable subordinate may mean that the subordinate emerges as an informal leader and this could have possible adverse consequences for the manager and organization. Serious mistakes can be made while dealing with people from different cultures. For example- eye contact in western countries is normally associated with confidence, politeness and attentiveness but in some African countries can be seen as rude and disrespectful. Bulgarians nod when they mean no and shake their heads when they mean yes while the Greek nod upwards or raise their eyeb rows for no and shake the head side to side or tilt it to say yes. A lack of cultural literacy can lead to incorrect assumptions, poor relationships and a failure to make useful business connections. So to avoid these mistakes a proper training should be given to the staff by his manager because in any company you will find many people from different culture and different cities so as every person have their own different culture, everyone have their own body language and facial expressions which can results into some mistakes so to combine all these people from different culture together to work as a team a proper training should be given by the manager. STARBUCKS COFFEE COMPANY Starbucks is a well-known coffee company, started in 1971 in Seattles pike place market, Washington. It was opened by Jerry Bolvin, Zev Siegi and Gordon Bowker, they started selling coffee, tea and spices. Now it has largely developed in such a way that it is functioning in 40 countries along with 16000 coffee outlets. Howard Schultz joins Starbucks in 1982. Once he went Italy, he visits Milans popular espresso bars and he was impressed with their popularity and culture and he sees their potency in Seattle. So after having lattes and mochas Seattle immediately becomes crazy for coffee. The thirst for good coffee allows Starbucks to develop their business out of Seattle too, first in the United States, and then further all countries. After becoming the first company to provide stock options to its part-time staff members, Starbucks become in public traded company. Starbucks opened their first shop in 1997, in UK. Starbucks form various products like hot made to order beverages, readym ade brewed coffee packets, tazo tea, bottled beverages, frappucino beverages, smoothies and baked goods like sandwiches, pastries cookies. There are so many organizations which still follow their mission, vision, value or culture like Starbucks use. Starbucks mission line says; to build Starbucks as the premier supplier of the best coffee in the world while managing their uncompromising precept as they develop and in other angle to pep up and nourish the human spirit-one person, one cup and one neighbourhood at a time. Starbucks vision is to make sky-high gratified guests by giving good service expenses that creates changes in guests day-to-day life. If the guest is unhappy, second time he might come with two more extra guests so that how it works for Starbucks. The anchor value in the feat of Starbucks is to make a company with a soul was that the organization would never give up searching the perfect cup of coffee. Hospitality management functions must be aware of the changing curves as the industry is confronting an ever increasing number of foreign employees are being used to fill these gaps which shows in increasing the diversity in the work place. The company working towards globalization of plenty food and beverage functions must also be cognizant of the diversity of various countries in which they operate. Diversity management must become aspect of organization policy in order to be effectual and it must be embedded within the culture of the organization from superior management through front line employees. Good diversity management can have many positive effects on performance of business such as good understanding of guest needs, higher staff keeping rate and increased sales. Ineffective diversity management can get added problems to the work place such as demoralization of staff, hostility and high employee turnover. To adopt diversity as an essential element in the way Starbucks work s. Starbucks conceive that to work successfully in the global market place diversity needs to be adopted within every facet of the business which includes, The workplace Training Suppliers Communities in which they operate The workplace- Starbucks loyalty to diversity starts with fascinating and holding a diverse work team. They try to mirror the guest and communities they serve which creates an environment where all the guest and partners feel prosperous and welcome. To attract a diverse representation of certified candidates, Starbucks connect with many local and national community based companies. As instance in U.S. they make connections with the National Black MBA and the Hispanic MBA and the women in food service firm. Starbucks supervise the demographics of their workforce on quarterly basis to identify whether they reflect the communities in which they work. They also focus on representation within particular positions and judge whether there are tract to higher-level positions. Based on available data, Starbucks US workforce is contained of 53% women and 14% people of colour and in Starbucks executive team vice presidents and above 42% are women and 8% people are of colour. Training diversity object is made through Starbucks general training and development module also management training courses. Diversity courses are also provided at Starbucks to address partners related to business requirements which include diversity learning journey and bias free interviewing workshops which train managers and recruiters for the hiring procedure. Starbucks take the hiring and recruiting process very gravely. They are very deliberate while employing people as it costs 2,300-3,000 pounds to recruit and prepare each staff member. By the period of two weeks of commencing employment all the staff member members will have undergone training and learning about the diversity amongst the employees and also amongst the guest base. Suppliers- Starbucks have developed a provider diversity first step which assures that each selected provider shares the companys core values to meet main requirements which include quality, service, value, stability and sound business practices. A diverse provider must meet certain criteria. As instance the company must be 62% owned, operated and managed by women, minorities or socially disadvantaged individuals. Diversity in communities in which Starbucks operate- Starbucks built a combine venture with Johnson Development Corporation which is owned by Earvin Johnson. They produced urban coffee opportunities, LLC bringing Starbucks shops to diverse communities. By 2003, there were 62 UCO places in the United States. Starbucks UCO shops provide communities an inviting and prosperous place for neighbours to gather. While guests are ensured a coherent Starbucks experience at all the shops they may find the music is tailored to local tastes, elusive differences in the food offerings and wall paintings that is unique to the shops. A UCO shop can be an accelerator for producing jobs and encouraging business development in the communities where the shops are situated. By the end of 2004 the locations employed 961 Starbucks partners. The Starbucks foundation and community and giving programmers provide support to non-profit organization that serves diverse communities. They are also partner with diff erent community organizations to provide employment opportunities to their elements. Cultural encounter happens when people from various cultures come into contact. Sometimes the encounter begins before anyone has a chance to properly introduce you before you even open your mouth. Cultural encounter can lead to world class fatigue or even depression. Many of the adjustments to life in the cultural fast lane must be made early on preventing a successful overseas experience. If we ask who suffers from cultural encounter the answer must be one who spends much time with people from another culture. People eat different foods, celebrate different holidays and dress differently in countries all around the world but these differences affect the ways in which people work together because people organize, manage and work differently from culture to culture. The behaviour of people in organizations varies across cultures in many ways. Researchers have observed systematic and culturally based differences in managers values, attitudes and behaviour. Each of us has a set of attit udes and beliefs through which we see management situations the managers value, attitudes and beliefs can affect cycles of behaviour. Some managers do not trust their subordinates and believe that employees will not do a good job unless closely supervised. These managers establish tight control systems such as time clocks and frequent employee observation to reassure them that employees are working. The employees can be started realizing that management does not trust them so they might start behaving irresponsibly. They arrive on time only when the time clock is in working condition and only work when the manager is around. So it is easy to see how misunderstanding and mistrust can grow between managers from one culture to employees from different culture. In hospitality business you can find many examples of cultural clash as you deal with guests all over the world and you work with different people from different countries with different culture as well. So I just want give to gi ve an example as per my experience in hospitality. Example- I used to work for a hospitality company, park Starbucks Goa resort and spa in India. Once I was in the bar in the afternoon and a Russian guest came to me. Russians hardly speak English. So he came to me and as he didnt know English he was indicating his finger outside towards tree and said kakushka, kakushka he was speaking in Russian and was trying to make me understand his language but as I didnt know Russian language I couldnt make out what he wants exactly so it took a long time to know me what he wants exactly but finally after 10 minutes I finally came to know that he was asking for coconut water and he was indicating his finger towards coconut trees. Then I gave him coconut water and he was very happy. So here we can see a culture clash between an Indian and Russian culture because the Russian hardly speak English so they couldnt communicate properly. So as a suggestion to this problem I would like to suggest that there must be a co-coordinator person in the hospitality company so that if this kind of communication problems due to different culture occurs he or she can handle it. Few managers are more effectual at leading diverse groups than other managers. The traits and behaviour should equip a person to lead diverse groups. Additionally, cultural sensitivity, cultural intelligence and certain specific global leadership skills are essential for inspiring people from cultures other than the ones own. Although they reinforce each other we can describe cultural sensitivity and cultural intelligence separately. Global leadership encompasses so many behaviours that they receive of their own section. Leaders as well as others who are attempting to influence a person from a foreign country must be alert to possible cultural differences. Thus the leader must be willing to acquire knowledge about local customs and learn to speak the native language at least passably. A cross- cultural leader must be patient, adaptable, flexible and willing to listen and learn. All of these characteristics are part of cultural sensitivity an awareness of and a willingness to investig ate the reasons why people belong to other culture act as they do. A person with cultural sensitivity will recognize the certain differences in customs that will help to build better relationships with people in his or her adopted cultures. Another aspect of cultural sensitivity is being tolerant of the subtle differences between cultures. Following is the leadership self assessment quiz which gives an opportunity to reflect our own tolerance for cross-cultural issues. LEADERSHIP SELF ASSESSMENT QUIZ Tolerance for cultural differences Instructions- indicate how comfortable you would feel in the following circumstances: VU- very uncomfortable U- Uncomfortable N- Neutral C- Comfortable VC- very comfortable VU U N C VC Working on a team with both men and women 1 2 3 4 5 Coaching a team or club when all the members are 1 2 3 4 5 Sex than yours Having a transsexual person as a boss. 1 2 3 4 5 Having a person of a different race as a boss. 1 2 3 4 5 Having an opposite sex person as a boss. 1 2 3 4 5 answers if a if you are heterosexual or b if you are homosexual Having a gay or lesbian boss Having a straight boss Having dinner with someone who eats what you consider to be a pet.1 2 3 4 5 Having dinner with someone who eats what you consider to be a repulsive animal or insect.1 2 3 4 5 Working alongside a teammate who you know is HIV positive. 1 2 3 4 5 Working alongside a teammate who has served prison time for 1 2 3 4 5 Vehicular homicide. Total score: Scoring and interpretation: 40-50: you are highly tolerant and flexible in terms of working with a broad spectrum of people. These attitudes can help you to be an effective multicultural leader. 21-39: your tolerance for working with people different from yourself is within the average range. It you learn to become a more tolerant of differences, you are more likely to become an effective multicultural leader. 10-20: you may be experiencing difficulties in working with people quite different from yourself. As a consequence your effectiveness as a multicultural leader might be hampered. If you seek out more diverse cross-cultural experiences you are likely to become more tolerant of differences. Cultural sensitivity helps a person to become a multicultural worker that why cultural sensitivity is very important. Such an individual is convinced that all cultures are equally good and enjoys learning about other cultures. Multicultural workers and leaders are the people who usually have been exposed to more than one culture in childhood. Being multicultural helps one to be accepted by a person from another culture. It has been said that a multilingual salesperson can explain the advantages of a product in other languages but it takes a multicultural person to motivate foreigners to buy. Cultural intelligence is a four dimensional framework rooted in many years of research on intelligence and cross cultural interaction. After going through the above practices implemented in order to improve leaders cross culture intelligence I suggest the effective approaches in improving CQ are as follows. CQ drive CQ knowledge CQ strategy CQ action All these four dimensions are usually refer to develop CQ. CQ drive- the motivational dimension of CQ is the leaders level of interest, drive and energy to adapt cross culturally. You should have the confidence and drive to work through the challenges and conflicts that inevitably accompany cross cultural work. The ability to be personally engaged and preserve through cross cultural challenges is one of the most novel and important aspects of cultural intelligence. We cannot simply assume people who are interested and motivated to adjust to cultural differences. Employees often approach diversity training apathetically and do it just because it is required. Personnel headed to international assignments are often more concerned about moving and adjusting their families overseas than they are about developing cultural understanding. Without ample motivation, there is little point in spending time and money on cross cultural training. CQ drive includes three sub dimensions: Intrinsic motivation- the degree to which you derive enjoyment from culturally diverse situations Extrinsic motivation- the tangible benefits you gain from culturally diverse experiences and Self efficacy- the confidence that you will be effective in a cross cultural encounter. All three of these motivational dynamics play an important role in hoe leaders approach cross cultural situations. CQ knowledge- the cognitive dimension of the CQ research refers to the leaders knowledge about culture and its role in following how business is done. You should understand the way culture shapes thinking and behaviour. It also includes your overall understanding of how cultures vary from one another. CQ knowledge includes two sub dimensions i.e. cultural systems and cultural norms and values. Cultural systems are the way societies organize themselves to meet the basic needs of their members. For example, every nation has cultural systems for how its members distribute products and services or for how they raise their children. Understanding how a family system works might seem unnecessary but it become critically relevant when you are trying to develop human resource policies for employees who are expected to care for the senior members of their extended family. The other sub dimension of CQ knowledge i.e. cultural norms and values refers to the varying ways cultures approach issues such as time, authority and relationships. The value a culture places on time and relationship becomes highly closely connected when an American is trying to get a signed contract from a potential affiliate in china or Saudi Arabia where different norms shape leaders expectations. CQ knowledge is the dimension most often emphasized in many approaches to intercultural competency. For example, a large and growing training and consulting industry focuses on teaching leaders this kind of cultural knowledge. Although valuable however the knowledge coming from CQ knowledge has to be combined with the other three dimensions of CQ or its relevance to the real demands of leadership is questionable and potentially harmful. CQ strategy- is the metacognitive dimension of the CQ. It is the leaders ability to strategize when crossing cultures. Can we slow down the RPMs long enough to carefully observe what is going on inside the mind of others and ourselves? It is the ability to draw upon our cultural understanding to solve culturally complex problems. CQ strategy helps a leader to use cultural knowledge to plan an appropriate strategy accurately interpret what is going on and check to see if expectations are accurate or need revision. The three sub dimensions of CQ strategy are awareness, planning and checking. Awareness means being informed of what is going on in ourselves and others. Planning is taking time to prepare for a cross cultural encounter in anticipating how to approach the people, topic and situation. Checking is monitoring our interaction to see if our plans and expectations were appropriate. It is also comparing what we expected with our actual experience. CQ strategy emphasizes strategy an d is the keystone between understanding cultural issues and actually being able to use our understanding to be more effective. CQ action- the behavioural dimension of CQ is the leaders ability to act appropriately in the range of cross cultural situations. We can effectively accomplish our performance goals in different cultural situations. One of the most important aspects of CQ action is knowing when to adapt to another culture and when not to do so. A person with high CQ learns which actions will and will not enhance effectiveness and acts on that understanding. Thus CQ action involves flexible actions tailored to specific cultural contexts. The sub dimensions of CQ action are verbal actions, nonverbal actions and speech acts. The exact words and phrases we use when we communicate specific types of messages. These are the three kinds of behaviours where there is the greatest need to adapt to cultural norms. Although the demands of today are intercultural settings make it impossible to master all the dos and donts of various cultures. There are certain behaviours that should be modified when we interact wi th different cultures. For example, westerners need to learn the importance of carefully studying business cards presented by those from most Asian contexts. Also some basic verbal and nonverbal behaviour enhance the extent to which we are seen as being effective by others. As an example, the verbal tone(e.g. loud versus soft) in which words are spoken can convey different meaning across cultures. Almost every approach to cross cultural work has insisted on the importance of flexibility. With CQ action we now have a way of exploring how to enhance our flexibility. Research, examples and best practices will be offered to move toward gaining the capabilities represented by these four dimensions. The CQS (cultural intelligence scale) measures competency in each of the four dimensions. Through a series of questions you receive four scores one for each dimension of cultural intelligence. By averaging these four scores together, you can estimate your overall CQ. Two different CQ assessments are available both of which have relevance for improving leadership effectiveness. One is a self report assessment and the other is a peer report assessment. The self assessment provides a profile of how you view yourself in the four dimensions of cultural intelligence. The peer assessment asks you to identify three to five peers who can answer a few questions on your behalf. In return you receive a composite of how your peers view you in the four dimensions of cultural intelligence the two kinds of assessment are most valuable when used together so you can compa re your self assessment with how others perceive your cultural intelligence. There is variety of ways to apply the four dimensions of cultural intelligence to leadership. They can be used as four areas to assess individuals you are considering for a cross cultural assignment. They can also serve as four categories for diversity training or for a leaders personal development plan and the four dimensions can be used as a four step cycle for developing cultural intelligence in the case by case situations. This four step cycle is the primary application used. CQ is more strongly related to an individuals overall performance cross culturally than things like academic achievement or an exceptional IQ. In particular CQ drive, CQ strategy and CQ action are found to have a positive relationship on an individuals success in accomplishing a task. CONCLUSION In the above research it shows that the management is confronting number of challenges problems as an increasing number of foreign employees are being used which results in the diversity in the work place. So the Company must be cognizant of the diversity of various countries in which they work. In order to keep up this diversity management must become a part of organization policy because an effectual diversity management can have many positive consequences on performance of business. So in order to defeat this Starbucks consider that to work successfully in the global market place diversity requires to be adopted within every angle of the business which includes the work place, training , suppliers and the communities in which they operate. Starbucks loyalty to diversity starts with fascinating and holding a diverse work team. They try to mirror the guest and communities they serve which make an environment where all the guests and partners feel prosperous and welcome. Diversity c ontent is constructs through Starbucks general training development modules also management training courses. Starbucks have developed a provider diversity first step which assures that each selected provider shares the companys anchor values to meet main requirements which include quality, service, value, stability and sound business practices. Starbucks has also built a combined venture with Johnson Development Corporation and they have produced urban coffee opportunities, LLC bringing Starbucks shops to diverse communities. Although Starbucks try to control diversity problem at workplace, cultural encounter still happens when people from various cultures come into contact. A person who spends much time with people from different culture suffers the most. The behaviour of people in company varies across cultures in many ways. Some managers are good at leading diverse groups than other. The traits and behaviour should fit a person to lead diverse groups. Cultural sensitivity, cultu ral intelligence and certain specific global leadership skills are essential for motivating people from various cultures. The leadership self assessment quiz can be very helpful in avoiding cross cultural issues in an organization. Cultural sensitivity is also important as it helps a person to become a multicultural worker and cultural intelligence is a four dimensional framework rooted on intelligence and cross cultural interaction. So in order to improve leaders cross culture intelligence, the effective approaches in improving CQ should be CQ drive, CQ knowledge, CQ strategy and CQ action. From the above research it is been clear that CQ drive, CQ knowledge, CQ strategy and CQ action are found to have a positive relationship on an individuals success in accomplishing a task. The CQ is a set of individual capabilities that allows leaders to learn from their experiences. Thus CQ facilitates the transformation of experience into experimental training. A mere exposure to cultural diversity and international assignments does not necessarily enhance learning. Instead leaders must balance the creative tension of all four stages in the experimental process which are concrete experiences, reflective observation, abstract conceptualization and active experimentation. I would like to recommend that organizations should shift their focus from providing experience to ensuring that effective experimental learning occurs for leaders. Part of this shift requires the recognition that individuals have different capabilities to learn from their experiences. Those who are culturally intelligent indi

The Mercury Symbol Essay -- Sex Gender Crossdresser Transsexual Essays

The Mercury Symbol My mom’s former boyfriend Rick, now known as Andrea, became a woman over a decade ago. Andrea is a transgender person whom the Mercury symbol represents. For transgender people, the Mercury symbol stands for their personal inner striving to become the gender they feel they were meant to be, equality, and pride. Happily, Andrea and my mom have remained friends since she became a woman. For many people who cross the gender line, acceptance does not always come so easily. Transgender is defined as appearing, wishing to be considered as, or having undergone surgery to become a member the opposite sex. There are many terms for or associated with transgender people, which people may also link to the Mercury symbol, such as transvestite, transsexual, crossdresser, intersexed (Wellesley College). The symbol is meant to express the balance of feminine and masculine traits within an individual. Some transgender people are open about their feelings while others, for fear of societal rejection, hide their pain for years and sometimes forever. The Mercury symbol dates back to ancient Greek mythology. Hermes (Mercury) and Aphrodite (Venus) had a child that possessed both male and female sexual organs. They named the child Hermaphroditus, which is where the term hermaphrodite originally came from. The Mercury symbol is made up of three parts: the crescent moon, the cross, and the ring. The crescent moon represents masculinity, while the cross represents the feminine and the ring stands for the individual surrounded by the struggle with gender. (forPLU) In today’s society, it is not easy to be an openly transgendered person and wear this symbol on your sleeve. Most people fear what is different... ... strength they show by changing their gender and way of life. Bibliography â€Å"I wonder what that means.† Wellesley College’s Queer Resource Handbook. 2000. Wellesley College. 28 Sept. 2004 < http://www.wellesley.edu/Activities/homepage/wlbtf/qrhandbook/definitions.html > â€Å"Normal.† Movie Tome. 2003. Movie Tome. 29 Sept. 2004 < http://www.movietome.com/movietome/servlet/MovieMain/movieid-77789/Normal/ > Stone, Sandy. â€Å"Transgender.† 1999. Sandy Stone. 29 Sept. 2004 < http://sandystone.com/trans.html > â€Å"Symbols of the Gay, Lesbian, Bisexual, and Transgender Movements.† Lambda Community Services. 2001. Lambda. 27 Sept. 2004 < http://www.lambda.org/symbols.htm > â€Å"Symbolic signatures.† 2000. forPLU.com. 27 Sept. 2004 < http://www.forplu.com/community/life&style/symbols/symbols_meanings.htm >

Management and Leadership Essay

Management and leadership are considered synonymous, but actually they are two different words. Management is defined as, â€Å"The art, manner or practice of managing, handling supervision or control whereas leadership is defined as, â€Å"The ability to: â€Å"express a vision, influence others to achieve results, encourage team cooperation, and be an example.† Leadership is â€Å"getting others to want to do things.† Leadership is intimately tied up with motivating and influencing others. Managers are administrators who write business plans, set budgets, monitor progress, solve problems and facilitate meetings. A manager achieves authority and position through experience, understanding, time and loyalty. Managers have subordinates but a leader has followers. A leader can be a manager, but a manager is not necessarily a leader. The leader of the work group may emerge informally as the choice of the group. If a manager is able to influence people to achieve the goals of the organization, without using his or her formal authority to do so, then the manager is demonstrating leadership. As put by Faye Wattle ton, â€Å"The only safe ship in a storm is leadership.†Organizational CultureAccording to Webster’s New Collegiate Dictionary — â€Å"culture is the integrated pattern of human behavior that includes thought, speech, action, and artifacts and depends on man’s capacity for learning and transmitting knowledge to succeeding generations.†Organization culture is a system of shared beliefs and values that develops within an organization and guides the behavior of its memebers .It includes routine, behaviors, norms, dominant values and a feeling or climate conveyed..The pupose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together and enhance their performance. A company’s culture determines a lot of the organization’s behavior. A culture may be strong (having a dramatic influence over an individual’s behavior) or weak (having a relatively low impact on behavior).A strong culture is a coherent set of beliefs, values, assumptions, and practices embraced by most members of the organization. It fosters motivation, commitment, identity, solidarity, and sameness, which, in turn, facilitates internal integration and coordination. An understanding of organizational culture and how to transform it is crucially important for managers and leaders to achieve strategic outcomes. The position of strategic leaders in an organization assists them to see the dynamics of their organizational culture and attain the essence of strategic success through positive transformation. â€Å"Effective managers recognize that replacing a long term culture of traditional values with one that embodies the competitive values needed in the future can take years. But the rewards of that effort will be an organization much more effective and responsive to its environmental challenges and opportunities.†(Bateman & Snell, 2007)Organizational Culture at Southwest AirlinesSouthwest Airlines was founded in 1971 as a low-cost regional air carrier. The company’s mission stated on its website truly reflects its positive and healthy organizational culture. â€Å"We are committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer.†Southwest Airlines has consistently been successful in terms of profitability, good employee and union relations, and customer satisfaction – at a time when most airline carriers are struggling in all these areas. Central to the company’s success is a culture of flexibility, family-orientation, and fun. They believe in, â€Å"The way you treat and reward employees is one part of your company’s culture†. Culture is the company’s way of life. It is how the business functions, operates, handles stress and reinforces its staff. It is the company’s general attitude toward the world. Southwest has built a reputation as a fun, light-hearted and irreverent airline with a happy staff. It is said that Southwest’s biggest hiring criterion is whether an applicant smiles during his or her interview. Southwest feels it can train anyone to do the job, but it cannot teach a person to have a positive attitude. Southwest Airlines has recognized that smiling staff members can  handle negative issues skillfully and still satisfy their customers. Southwest is also identified as the early leader of worker responsibility. The company limits emphasis on the formal organizational structure. At Southwest, decision making is the process which is done by management/worker committees. Leadership meetings are taped and shared with employees. The researchers learned that productivity could be maximized when employees felt as though their needs were being considered by receiving attention for their work. This phenomenon became known as the Hawthorne Effect. It is as true today as it was during the last century that paying attention to our human assets produces tremendous results. Southwest Airlines has learned to capitalize on the principles of the Hawthorne Effect. Southwest Airlines has consistently remained at the top of its industry, while placing a rigorous focus on employees’ feedback and needs. Southwest seeks to share the company’s success with its employees. The airline achieved high levels of employee satisfaction and was included in the Fortune magazine’s list of the â€Å"100 Best Companies to Work for in America† for three years in a row. â€Å"Southwest’s no-layoff response to September 11 was a reminder to its employees of the organization’s tradition of caring for its people. When asked to comment on this, an official explained, â€Å"Its part of our culture. We’ve always said we’ll do whatever we can to take care of our people. So that’s what we’ve tried to do.† Many analysts feel that the remarkable performance of Southwest is because of its ability to build and sustain relationships characterized by shared goals, shared knowledge and mutual respect between employees. Southwest’s organizational culture was shaped by Kelleher’s leadership. Kelleher’s personality had a strong influence on the culture of Southwest, which symbolizes his spontaneity, energy and competitiveness. Southwest’s culture had three themes: love, fun and efficiency. Kelleher treated all the employees as a â€Å"lovely and loving family†. Southwest attempts to promote a close-knit, supportive and enduring family-like culture. The Company initiated various measures to foster intimacy and informality among employees. Southwest encouraged its people to  conduct business in a loving manner. Employees are expected to care about people and act in ways that affirm their dignity and worth. Instead of decorating the wall of its headquarters with paintings, the company hung photographs of its employees taking part at company events, news clippings, letters, articles and advertisements. Southwest’s organizational culture encourages employees to be innovative, to communicate, understand and care, be devoted to customer service and most importantly to be an Individual. It maintains its success due to employee education, much of which takes place in Southwest Airlines’ festive learning center: the University for People. Southwest sees learning as a never-ending process. University for People trainers, known as facilitators, build a foundation for an ongoing learning environment through a supervisory leadership class called â€Å"Leadership Southwest Style,† which utilizes the Myers-Briggs Type Indicator ® (MBTI ®) assessment for self discovery. At Southwest Airlines, management wants employees to feel comfortable, reflecting its philosophy that an employee who is comfortable can think more freely and creatively. Regular celebrations bring employees together. These include â€Å"Spirit Parties,† Culture parties, and weekly Deck Parties at headquarters. Activities at these events include talent shows, dance contests, limbo contests, karaoke, and famous person look-alike themes. The Culture Committee welcomes new employees with a New Hire Welcome Kit, which includes a bag, tee-shirt, badge holder, pen, and welcome letter. Southwest Airlines is an excellent example of social invention that helps people discover their true capabilities. The social environment combines humor with responsibility. Employees work in teams without outside supervision. At job interviews, along with other self-development attitude, the prospective employee must show a sense of humor. The company recognizes the key to its culture is â€Å"The Spirit of LUV.† Their commitment to hire people with the capacity to love and serve others has yielded a bountiful harvest of loyalty and money. Hence it shows a very well combination of management and leadership. Key concepts of organizational culture at Southwest Airlines †¢Encourage to assume ownership †¢Hire for life †¢Trust their decisions†¢Give employees  immediate access to critical information. †¢They have the power to make adjustments and to fix significant problems quickly. Results achieved through these concepts†¢On-time arrivals, proper baggage handling, and customer complaints are communicated on a weekly basis. †¢Everyone is focused on customer service and making Southwest a success which allows them to expand outside of â€Å"assigned† responsibilitiesStrategies that organizational managers and leaders can use to create and maintain healthy organizational cultureMotivation Management – Leaders must have coaching skills, not control skills. Motivated people have goals and seek ways to achieve them. Efficiency is the result of motivated employees. The self motivated employees assume responsibility for their tasks. It creates an environment where workers trust management and management trust workers. Continuous Learning Opportunity – Motivation is associated with the desire to learn. Without it, motivation dies. Most businesses operate with a wide knowledge gap between worker and management. All through history this has been the policy, it is job security for leadership. Today, efficiency requires workers to assume responsibility and this requires the narrowing of the knowledge gap. This is achieved by empowering workers. A strong organizational culture and an approach to learning that encompasses more than just training classes can create an organization that learns and improves upon its past successes. When change occurs, organizations with a learning culture and a focus on organizational development can surpass even their own expectations. ConclusionTo sum up, leadership is essentially related to a person’s skills, abilities and scope of influence and management is a theory and a way of doing business. The managers who truly exercise the four functions of management; planning, organizing, leading and controlling, to accomplish their organizational goals are also true leadersAs time and requirements of  an organization change, there is always a need to change managerial functions. Managers at all levels must anticipate and adapt to changes. In any ordinary but expanding organization the next future change might be to restructure the organization. Technology is bringing a change in leadership styles. The command-and-control leadership methods of the last century are extremely inefficient in the fast changing technology world. Motivating environments are needed on the front-line with people who assume responsibility and exercise leadership. To attract and keep this type of person, the work environment must inspire and exploit employee capabilities. References Bateman, Thomas S. & Snell Scott A. (2007). Management: Leading and collaborating in acompetitive world. (Seventh edition), Ch-2 & 12 pgs 66- 69 & 393-383Southwest Airline webpage. Retrieved on April 20, 2007 from www.southwestairlines.comSouthwest Airlines. Retrieved on April 19, 2007 from www.caseplace.orgFrazee, Bonnie (Nov, 2006).Organizational Behavior and the Learning Process. Retrieved onApril19, 2007 from www.innovativelearning.com

Free Essays on Writing Approach

The Writing Process The mental and mechanical aspect is the way you approach writing for every topic. The way you approach writing is determined by your attitude and the way you view things. By using past experiences it only allows you to better yourself as well as the final outcome of your paper. Brainstorming, editing and revising are all parts of a procedure in the mechanical approach to writing. Both the mental and mechanical aspects will determine your finished piece of work. Being open minded to all types of writing gives you an edge to any topic assigned. Allowing more time to complete your paper you enable yourself more room to think of complex ideas that give you a better finished product. Writing does not come easy to most people in fact every writer goes through different stages to receive that final piece of work. A mental and physical approach is involved with every writing process. The mental aspect of writing is difficult and frustrating. It becomes very disturbing trying to write a paper when you dislike the topic. The overall effect on how to get your point across while being creative at the same time is demanding. Writing is time consuming and allows your full mental capability. All of the grammatical errors of writing are just another frustrating aspect. People spend time worrying on having the perfect paper, which instead does not allow them to express themselves. In all the frustration past experiences can help you write a better paper. Think of what all the red marks on your paper were telling you. A certain problem of mine in writing is jumping around and not sticking to a specific point. Along with specifying is elaborating. Making sure you get the poin t across with clarity. Keeping your paper flowing and creative. Being creative to appeal to your audience is complex yet patience will overcome it. The mental outlook to writing is all in how you open your mind to the topic at hand. The mechanical aspect of ... Free Essays on Writing Approach Free Essays on Writing Approach The Writing Process The mental and mechanical aspect is the way you approach writing for every topic. The way you approach writing is determined by your attitude and the way you view things. By using past experiences it only allows you to better yourself as well as the final outcome of your paper. Brainstorming, editing and revising are all parts of a procedure in the mechanical approach to writing. Both the mental and mechanical aspects will determine your finished piece of work. Being open minded to all types of writing gives you an edge to any topic assigned. Allowing more time to complete your paper you enable yourself more room to think of complex ideas that give you a better finished product. Writing does not come easy to most people in fact every writer goes through different stages to receive that final piece of work. A mental and physical approach is involved with every writing process. The mental aspect of writing is difficult and frustrating. It becomes very disturbing trying to write a paper when you dislike the topic. The overall effect on how to get your point across while being creative at the same time is demanding. Writing is time consuming and allows your full mental capability. All of the grammatical errors of writing are just another frustrating aspect. People spend time worrying on having the perfect paper, which instead does not allow them to express themselves. In all the frustration past experiences can help you write a better paper. Think of what all the red marks on your paper were telling you. A certain problem of mine in writing is jumping around and not sticking to a specific point. Along with specifying is elaborating. Making sure you get the poin t across with clarity. Keeping your paper flowing and creative. Being creative to appeal to your audience is complex yet patience will overcome it. The mental outlook to writing is all in how you open your mind to the topic at hand. The mechanical aspect of ...

Analysis of The Yellow Wallpaper by C. Perkins Gilman

Analysis of The Yellow Wallpaper by C. Perkins Gilman Like Kate Chopins The Story of an Hour,  Charlotte Perkins Gilmans The Yellow Wallpaper  is a mainstay of feminist literary study. First published in 1892, the story takes the form of secret journal entries written by a woman who is supposed to be recovering from what her husband, a physician, calls a  nervous condition. This haunting psychological horror story chronicles the narrators descent into madness, or perhaps into the paranormal. Or perhaps, depending on your interpretation, into freedom. The result is a story as chilling as anything by Edgar Allan Poe or Stephen King. Better Health Through Infantilization The protagonists husband, John, does not take her illness seriously. Nor does he take her seriously. He prescribes, among other things, a rest cure, in which she is confined to their summer home, mostly to her bedroom. The woman is discouraged from doing anything intellectual even though she believes some excitement and change would do her good. She must write in secret. And she is allowed very little company- certainly not from the stimulating people she most wishes to see. In short, John treats her like a child, calling her diminutive names like blessed little goose and little girl. He makes all decisions for her and isolates her from the things she cares about. His actions are couched in concern for her, a position that she initially seems to believe herself. He is very careful and loving, she writes in her journal, and hardly lets me stir without special direction. Her words also sound as if she is merely parroting what shes been told, and hardly lets me stir seems to harbor a veiled complaint. Even her bedroom is not the one she wanted; instead, its a room that appears to have once been a nursery, thus emphasizing her return to infancy. Its windows are barred for little children, showing again that she is being treated as a child, and also that she is like a prisoner. Fact  Versus Fancy John dismisses anything that hints of emotion or irrationality- what he calls fancy. For instance, when the narrator says that the wallpaper in her bedroom disturbs her, he informs her that she is letting the wallpaper get the better of her and thus refuses to remove it. John doesnt simply dismiss things he finds fanciful; he also uses the charge of fancy to dismiss anything he doesnt like. In other words, if he doesnt want to accept something, he declares that it is irrational. When the narrator tries to have a reasonable talk with him about her situation, she is so distraught that she is reduced to tears. But instead of interpreting her tears as evidence of her suffering, he takes them as evidence that she is irrational and cant be trusted to make decisions for herself. He speaks to her as if she is a whimsical child, imagining her own illness. Bless her little heart! he says. She shall be as sick as she pleases! He does not want to acknowledge that her problems are real and so he silences her. The only way the narrator could appear rational to John would be to become satisfied with her situation; therefore, there is no way for her to express concerns or ask for changes. In her journal, the narrator writes: John does not know how much I really suffer. He knows there is no reason to suffer, and that satisfies him. John cant imagine anything outside his own judgment. So when he determines that the narrators life is satisfactory, he imagines that the fault lies with her perception of her life. It never occurs to him that her situation might really need improvement. The Wallpaper The  nursery walls are covered in putrid yellow wallpaper with a confused, eerie pattern. The narrator is horrified by it. She studies the incomprehensible pattern in the wallpaper, determined to make sense of it. But rather than making sense of it, she begins to discern a second pattern- that of a woman creeping furtively around behind the first pattern, which acts a prison for her. The first pattern of the wallpaper can be seen as the societal expectations that hold women like the narrator captive. The narrators recovery will be measured by how cheerfully she resumes her domestic duties as wife and mother, and her desire to do anything else- like write- is seen to interfere with that recovery. Though the narrator studies and studies the pattern in the wallpaper, it never makes any sense to her. Similarly, no matter how hard she tries to recover, the terms of her recovery- embracing her domestic role- never make any sense to her, either. The creeping woman can represent both victimizations by the societal norms and resistance to them. This creeping woman also gives a clue about why the first pattern is so troubling and ugly. It seems to be peppered with distorted heads with bulging eyes- the heads of other creeping women who were strangled by the pattern when they tried to escape it. That is, women who couldnt survive when they tried to resist cultural norms. Gilman writes that nobody could climb through that pattern- it strangles so. Becoming a Creeping Woman Eventually, the narrator becomes a creeping woman. The first indication is when she says, rather startlingly, I always lock the door when I creep by daylight. Later, the narrator and the creeping woman work together to pull off the wallpaper. The narrator writes, [T]here are so many of those creeping women, and they creep so fast. So the narrator is one of many. That her shoulder just fits into the groove on the wall is sometimes interpreted to mean that she has been the one ripping the paper and creeping around the room all along. But it could also be interpreted as an assertion that her situation is no different from that of many other women. In this interpretation, The Yellow Wallpaper becomes not just a story about one womans madness, but a maddening system. At one point, the narrator observes the creeping women from her window and asks, I wonder if they all come out of that wallpaper as I did? Her coming out of the wallpaper- her freedom- coincides with a descent into mad behavior, ripping off the paper, locking herself in her room, even biting the immovable bed. That is, her freedom comes when she finally reveals her beliefs and behavior to those around her and stops hiding. The final scene, in which John faints, and the narrator continues to creep around the room, stepping over him every time, is disturbing but also triumphant. Now John is the one who is weak and sickly, and the narrator is the one who finally gets to determine the rules of her own existence. She is finally convinced that he only pretended to be loving and kind. After being consistently infantilized by his prescriptions and comments, she turns the tables on him by addressing him condescendingly, if only in her mind, as young man. John refused to remove the wallpaper, and in the end, the narrator used it as her escape.

Religion and Culture Essay Example | Topics and Well Written Essays - 500 words

Religion and Culture - Essay Example Some terminology can be vague and interpretation is difficult. Even the â€Å"theology† in today’s world has a different meaning which makes understanding a little confusing. The process of comparison raises any theoretical and methodological complexities and can bring wrong conclusions. There also can be influence of one tradition upon the other. Some rituals and customs are poorly studied hence interpretation can be vague. 3. According to Erdel, all the Christians throughout the world accepts Jesus as the Son of God and messiah. They believe that the Bible is the word of God and follow it as a Holy text. All the Christians accept the spirituality of Church and religious leaders related to it. 4. The Hebrew Bible which is the â€Å" Old Testament† talks mainly about creation of Earth and Commandments of God. It has Moses as the messenger of God and has five commandments. Whereas in the Bible, that is the New Testament the details from the birth of Jesus is vividly explained and he is treated as â€Å"Son of God† and as God himself. The Ten Commandments are taken with divine value and the Christian Bible has both Hebrew biblical information and Jesus divine life history. In the Quran, the creation and God has been mentioned and Jesus is considered as a Prophet but Mohammed is the last messenger send by God. 5. When the Christianity encountered with modernity, the people start to become more subtle in their beliefs and started to abandon many outer layers of the religions. Many customs and rituals were avoided and only idealistic ones were adopted like baptism, Sunday communion, funeral rituals and wedding rituals. It was more of a practical way of seeing religion and people included the religious values in areas which it was needed. There was more of logical understanding about God and life. As per (Muether, 1999) â€Å"Christian theology may not be directly compromised by the encounter with modernity, but under its influence the practice of the church is

Research report Assignment Example | Topics and Well Written Essays - 1250 words

Research report - Assignment Example Participants strategically disclose private information so as to create connections with others that further have impacts on their relationships. The individuals who are highly connected through social media view this as normal parts of the day to day life. The study explains the concept of cyber stalking in greater theoretical depth and uses qualitative data to examine the practice and effects of individuals surveying each other using social media sites. The study also monitors the theory of social media in promoting and facilitating stalking in the modern society. On the last section of the study, I focus on examples of discourse to show how cyber stalking is carried out in the day to day life. What motivates people to engage in it and the impacts on participants? The qualitative data of this research study draws from the use of social media and modern technologies like Facebook, Twitter, and Instagram. The quotes in this paper are representatives of the attitudes and the practices among the participants in technologically mediated social lives and using social media to monitor others. During the study, three hundred undergraduate students were interviewed during a preliminary examination of causes of broken relationships. Ninety percent of the responses were emotions, unwanted courting that lead to termination of relationships thus extending to cyber stalking. Most of them upload photos and videos of other people making cyber stalking occur in both non-consensual and sexual fashions, and this leads to invasion of the individual’s privacy. They encroach on the private, virtual space or other peoples timeline on social media leading to sexual harassment. It is an unwelcome form of Cyberstalking as it resembles sexual harassment undertaken in a clandestine way (Easttom, & Taylor, 2011). It is clear that social crime is reciprocal. People post content with high expectations that others will view it. Some go to an extent of