Counselor Essay Essay

Michael is a Case Manager within Spectrum Health hospitals and has been for four years. Michael is twenty-eight years old and enjoys doing his job although he has stated that it can be difficult at times. Michael stated that sometimes there is over time when other employees call in and case load can be heavy at times. Michael stated that every so often he has to wear a pager so employees within the hospital can get ahold of them when emergent issues arise. On call is every third weekend and four days out of each month where Michael is on call 24/7. As Michael punches in for the day, he meets with patients that are either just admitted or ready for discharge. Michael will help patients gain what they expect within the hospital so they will be pleased with the kind of care they received while in the hospital. Michael will also help patients that are ready to be discharged gain everything needed for their home after they are discharged. Things such as canes, walkers, commodes, home care , Dr. Visit’s, etc. As I asked if Michael has every experience burnout he stated that he has felt burned out before and even a little overwhelmed when he is placed on call for a few days. Michael has never thought about quitting his job but he has felt the need to take a few days off before just to gain a clear mind and get back to work. One stage of burn out Michael has experienced would be stage three in which that is frustration. Frustration comes within Michael when he is unable to complete every task that is expected of him. Michael has felt frustrated before when he is given too much and not enough time to complete every task. Michael strives to do his best within his position and sometimes that is not enough because as he gains too much work, he cannot spend the time needed with the patients to ensure proper  care is being achieved while the patient is in the hospital. Michael often sets up agendas for his work and how to get the work done in a timely manner so he does not get frustrated when things don’t get done or issues arise. Michael relieves frustration this way because he is able to visualize what he needs to do and what things to do first. Michael often takes times off from work in order to not get frustrated within his position. Michael will spend time with his family and while at home he will not speak of work so that he can enjoy family time and not think of work while relaxing. Burnout is defined as an internal psychological experience that involves feelings, attitudes, motives and expectations. Burnout means the energy of an individual has been consumed by helping others. Energy crisis occurs when the psychic demand exceeds the supply. Burnout is often experienced with a state of physical, mental and emotional exhaustion caused by a long-term involvement within an emotionally demanding situation. Burnout is often accompanied by physical depletion, feelings of helplessness, disillusionment, negative self-concept and negative attitudes toward employment, people and life in itself. Burnout represents a breaking point where it’s hard for an individual to cope with the environment surrounding them. Compassion fatigue is often caused by a work related stress and it is also an increase of loss in compassion over a period of time. Compassion fatigue can share similar symptoms of burnout but just not in an as severe way. There are many ways burnout can occur; Burnout often comes in blocks that include Role ambiguity or the lack of clarity concerning rights, responsibilities, methods, goals, status and accountability toward themselves. Role conflict is the significance of a  demand placed on the individual that are incompatible, inappropriate and inconsistent within the values or ethics. Role overload is the quantity and quality of demands placed on the individual that are too great. Inconsequentiality is the feeling of helplessness, the individual may feel that no matter what they do they are not good enough they gain little  recognition, accomplishment, appreciation or success. Isolation means that individual may lacking in support or has minimal support and the last one is Autonomy, where the ability to make decision on what they will do and how they will deal with their patients may be affected by their place of employment. Signs of burnout may include tardiness, dreading work, turning to drug s or alcohol, withdrawing from friends or family, clockwatching, depression, sudden change in weight, suicide or homicide thoughts or attempts just to name a few. Burnout also comes in stages, there are four main stages of burnout that can occur as an employee tries there absolute best within the position they have accepted within any organization. Stage one is enthusiasm, where the employee enters the job with high hopes and unrealistic expectations. If the employee is not tempered by orientations, training and realistic expectations the Human Service work may lead to the second stage which is stagnation. Stage two is stagnation, where the employee starts to feel that personal, financial, and career needs are not met. This may happen as the employee visualizes other employees moving on faster than themselves, an increase in pressure at home, financial obligations increasing and lack of employee reinforcement from doing the job well. As these are not met or taken care of, burnout can lead to the next stage of frustration. Stage three is frustration, where the employee may doubt their Caretaker Interview 5 effectiveness, values or impact of their efforts within the organization. One employee’s frustration may hold a domino effect toward others because the effect of burnout are contagious within an environment. Frustration can be dealt with by arranging workshops and support groups to increase awareness and generate problem solving as a group effort. If frustration is not taken care of within a positive manner, frustration can turn into Apathy. Stage four is Apathy, where the employee meets the feeling of actually being burned out. The employee may become immobile, in denial and may be in stage of crisis. As an employee meets this stage of burnout, psychotherapy may be needed to reverse the actions of burnout and to get the employee at a positive state of mind.

Mastery Is Maturity

In life, there is a time when one loses his or her innocence, later resulting in new awakenings that cause an individual to see their world in a different view. Throughout the novel, Harper Lee illustrates the journey of two characters, Jem and Scout Finch, to adulthood. Scout, Jem, and their childhood friend, Dill, often mess around with their neighbor, Boo Radley. Boo is a mysterious man that isolates himself inside his house, but makes an appearance at the end of the book in order to save Jem from Mr. Ewell. Ewell wants to assert his power through threats of violence to anyone associated with Tom Robinson. Scout and Jem do not have much of a connection with Tom directly, but attacking them is a powerful way to hurt Atticus, their father, a defense attorney, who accuses Bob Ewell of abusing Mayella. Through Scout and Jem’s adventures and journeys, they eventually mature from mere children to wise adults. Prior to Tom Robinson’s trial, Jem and Scout are both innocent and naive. However, as they witness Tom Robinson’s trial they are able to perceive the inequality and racism within their community. Through this experience, Scout and Jem later experience life differently by realizing that everything is not always the same what it seems like. In To Kill a Mockingbird, Harper Lee demonstrates that the transition to adulthood involves the loss of sweet innocence while gradually understanding the adult world through the characters of Jem and Scout. Initially, Jem acts childishly, but when he experiences the harshness of the adult world, he begins to have a greater understanding of the real world and changes him so that he becomes more mature. In the beginning, Jem, Scout, and Dill are fascinated by Boo Radley and believe that he is a ghost-like person since he is never seen outside his house. Once, the children decided to concoct a plan to force Boo Radley come out of his house. Read also  How Powerful Do You Find Atticus Finch’s Closing Speech? While Dill and Scout deliberate a plan, Jem warns Dill about the consequences that may arise from executing this plan. Jem says, â€Å"I hope you’ve got it through your head that he’ll kill us, each and everyone, Dill Harris. Don’t blame me when he gouges your eyes out,† (Lee 17). When Jem says that Boo will â€Å"kill us,† it shows the absurd perception and child-like view that he has of Boo, whom he hardly knows. It furthers shows that when children are young and naive, they tend to exaggerate reality and draw unrealistic conclusions about situations or people. When Lee writes, â€Å"he gouges your eyes out,† Lee illustrates that Jem is childish because he characterizes Boo as a monster. Jem’s judgment of Boo is considered accurate because society perceives Boo as a monster. Children readily believe what adults regard as the truth without considering what the truth really is. Most people of Maycomb County view Boo Radley as a monster. As for now, Jem also sees him as such. However, as Jem grows older, he starts to look at situations in a more sophisticated manner. Subsequently, Dill secretly runs away from home and sneaks into Scout and Jem’s house. Jem must decide whether he should tell Atticus about Dill’s escape or not to show that he is responsible. Jem believes that telling Atticus is the right thing to do because he wants Atticus to know that he's responsible. Eventually, he tells him and announces to Dill, â€Å"‘Dill, I had to tell him, you can’t run three hundred miles off without your mother knowing. ’ [Scout and Dill] left him without a word. †(Lee 188). When Jem argues, â€Å"I had to tell him,† it shows that he is becoming more responsible. Even though Scout and Dill would be upset with him, Jem is aware that ultimately telling Atticus is the right decision. Jem says that he â€Å"had† to, which shows that he is starting to make the right choices in life rather than succumbing to what his friend and his sister may want him to do. He makes his decision based on what is right for Dill, which reveals his maturity. Clearly, Jem evolves and matures as he starts to understand the adult world and begins to form his own opinions of what is right and wrong. On the other hand, Scout also begins to understand the adult world as she begins to grasp her father’s lessons about empathy, relating his teachings to the real world. This causes her to become more mature and grow over time. Scout is originally enraptured by Boo Radley’s isolated existence, but later sees the world from Boo’s perspective and begins to understand Boo’s decisions. Like most of the people of Maycomb, Scout has misconceptions about Boo Radley because he hides inside his house. Scout rationalizes that Boo Radley must be dead. In one instance, Miss Maudie and Scout discuss Boo Radley’s history. Since Scout has never seen Boo before, she explains to Miss Maudie why she thinks Boo is dead. Miss Maudie’s responds to Scout’s inquiry, â€Å"What a morbid question†¦ I know he’s alive, Jean Louise, because I haven’t seen him carried out yet. However, Scout childishly responds, â€Å"Maybe he died and they stuffed him up the chimney. † (Lee 57). While Miss Maudie, being an adult, makes reasonable conclusions using logical reasoning of situations, Scout does not understand Miss Maudie’s reasoning due to the rumors she hears aro und town. Scout justifies her thoughts about Boo Radley by theorizing that Boo’s father must have, â€Å"stuffed him up the chimney. † She expresses her childish outlook because she easily falls for what others say about Boo Radley rather than understand the situation from Boo’s perspective. Because children are inexperienced in situations concerning the real world, they believe everything they hear, and cannot distinguish between what is true and false. This shows that Scout is still very much a young child. Near the end of the story, when Bob Ewell attacks Jem and Scout, Boo saves them. This leads Scout to change her perspective about who Boo Radley really is. She starts to connect her father’s teachings to real life. Once Scout finally meets Boo and is asked to take him home, she realizes that â€Å"Atticus was right. One time he said you never really know a man until you stand in his shoes and walk around in them. Just standing on the Radley porch was enough. † (Lee 374). The words, â€Å"Atticus was right† imply that, prior to the attack, she did not comprehend Atticus’ message. However, when Scout applies her father’s teachings to her understanding of Boo Radley, it demonstrates that she now grasps what Atticus was trying to teach her. Scout learns one cannot judge others by their outer qualities or their appearance, but to understand a person entirely. It is important to refrain from judging others but â€Å"[stand] in [their] shoes and [walk] around in them. She puts to action Atticus’ words of â€Å"standing in one’s shoes† by literally standing on Boo Radley’s porch steps, leading Scout to understanding all the previous events through Boo Radley’s perspective. Through this experience, Scout grows and learns by losing her innocence and becomes more mature by understanding. In To Kill a Mockingbird, Jem and Scout’s comin g of age begins with their childish outlook of life, leading into their eventual understanding of the adult world. By the end of the novel, Jem and Scout have evolved into young adults that become more responsible. They have not fully understood every aspect of life, but they are beginning to, as through the events concerning Boo Radley, the Tom Robinson’s trial, and the Bob Ewell’s attack. Thanks to Atticus’s life teachings, Scout has been equipped with the tools to navigate the world by maintaining compassion and empathy in their lives. On the other hand, by learning from his experiences and what he has witnessed, Jem is also now responsible and able to understand the real world. Now their world is indeed different, but as the old adage states: With experience brings maturity and wisdom.

Health and Social Care Level 3 Extended Diploma Unit 1 Developing Effective Communication in Health and Social Care Task 2 Essay

In this assignment, I will be explaining different theories including Argyle’s stages of communication and Tuckman’s stages of group interaction. Communication is the act of transferring information from one place to another. Different types of communication include spoken/verbal communication (face-to-face, telephone, television), non-verbal communication (body language, gestures) and written communication (letters, emails, books, and internet). Group members need to share a common system of beliefs and values in order for the group to communicate and perform effectively. These values may be identified when you watch a group at work. Communication is rarely simple. It can be effected easily by: the physical environment emotional factors social factors the level of communication skillindividual needs Tuckman’s Stages of Group Development (1965): Communication in groups can be influenced by how people feel they belong together. When people first meet in a group, they usually go through the process of group development. Most groups experience a struggle before they unite and communicate effectively. Tuckman suggested that most groups go through this process: Forming: this stage is important because the members of the group get to know each other and become friendly. It is the process of meeting Storming: relationships between group members will be made or broken at this stage. This stage often is the cause of tension, struggle and arguments. Norming: the group agree on rules and values. They begin to trust themselves and individual group members start to take greater responsibility so that the leader can step back. Performing: there is now a high level of respect in the group. Effective communication and performance is given. He believed that group members need to share a common system of beliefs or values in order for the group to communicate and perform effectively. Argyle’s Communication Cycle (1972): According to Argyle, socialising involves a cycle where you have to â€Å"decode† what other people are communicating and adapt your own behaviour to communicate effectively. Verbal and non-verbal communiation is not always easy. The Communication Cycle: Idea Occurs: thinking about what we are about to say and who to say it to. Message Coded: planning to say the message. Message Sent: communicating the message across. Message Received: when the other person hears what you have said. Message Decoded: when the person you are speaking to breaks down your message. Message Understood: when the other person can understand the meaning of what you have said to them. If Argyle’s Communication Cycle is used incorrectly, there is a risk that the information won’t be passed over correctly. For example, a teacher was giving his students instructions on what to do that lesson. However, one of the students was not listening and therefore did not receive the message. For this reason, the message was not decoded or understood even though the idea had occurred and the message had been coded and sent. Bibliography: http://www.studymode.com/essays/Argyles-Communication-Cycle-And-Tuckman’s-Interaction-1092710.html NVQ Level 2 Health and Social Care, Yvonne Nolan, Page 27.

Shakespeare adaptions Essay Example | Topics and Well Written Essays - 1250 words

Shakespeare adaptions - Essay Example Taking into account the works of Zeffirelli and Luhrmann, it is possible to agree with Tatspaugh and her vision of film adaptations and new approaches to the tragedies of love. Critics underline that modern adaptations of Romeo and Juliet comprise a composite art of story-telling, by which the film maker claims and rewards the attention of his viewers while ensuring that they will be alerted to everything they should know. Alterations may also be justified because of the centuries that stand between Shakespeare and the modern audience. Following Zeffirelli, it is the responsibility of film makers to bridge this gap to the classics and imagine that the author had been able "to write that play today for us" (Zeffirellia 257). So Romeo and Juliet's love-making in the film was appropriately more physical than Shakespeare's circumstances permitted. A movie-maker who seeks a popular audience must also mediate boldly between the original theatrical medium and film: "cinema creates a different chemistry with the audience, a different taste, and the attention of the audience moves so fastfantasy gallops in the audience in movies (Zeffirellia 261)your mind flashes-f lashes-flashes" (263). Dramatization of the timeless conflict between generations allows film maker to attract young audience to the play. Film adaptations of Romeo and Juliet are linked to youth culture and the pedagogical implications of Shakespeare's popularization on film. Popularization has meant the proliferation of representations, on the one hand, and thus an enlargement of what can be legitimately studied as part of the Shakespeare canon. Critics admit that these changes lead to the disappearance of a single, unified Shakespeare whose works. Two reasons make Zeffirelli's success as a "popularizer": costs of filmmaking and power to make audiences laugh and weep. In his approach to Romeo and Juliet, his characteristic accent on youth was of the essence. For his production of the play he chose unusually young principals and cast. Certainly his film draws on similar youth-culture, generation-gap appeals. As he recounts in his Autobiography, the fact that a Hollywood producers teenage son was moved by what he saw of the film in progress was crucial in the producer's decision to fund its completion (Zeffirellib, 228-29). For the most part Zeffirelli seems to let the story tell itself, pausing in places to admire the beauty of the lovers' faces and bodies, but in a compelling away entering into the story's own pace, rhythm, and points of climax, which he emphasizes by lavish use of background music. Deliberately calling attention to a social space, the film makers appropriates Romeo and Juliet as a mirror in which youth might confront the romantic relations and their prevailing social order. Luhrmann attempts to change the "original" staging conditions and portray the play as a modern drama. Romeo and Juliet is no less integrated, but in it the director's hand is less obtrusive. As before he allows his inventiveness several virtuoso displays-the opening brawl, the ball, the duels-all of them handled in his characteristically supercharged, richly textured style. Luhrmann changes em otional gears in mid-course, as he delineates the problems that confront the marriage (Palmer n.d.). Aspiration toward timeliness, although it helps to attract paying customers, need not lead to a cheapening of the original. The film makers have not succumbed to the too-easy updating that can come with

Oil and Off Shore Drilling Research Paper Example | Topics and Well Written Essays - 2500 words

Oil and Off Shore Drilling - Research Paper Example While drilling of oil is deemed necessary for compensating the deficiency of oil and to reduce its ever-increasing price, the large scale environmental effects of offshore oil drilling cannot be overlooked. According to the law of environmental science mass is always constant and therefore the amount of materials human beings release into the environment must go somewhere and in the course renders its due effect on nature. Hence during oil spills a large area around the rig is affected destroying the habitat both of water and land. The BP and the Exxon Valdez oil spill cases are remarkable in this context and the arctic zone is extremely vulnerable (BP oil spill: Italy drilling ban hits UK-listed explorer, 2011; Fontova, 2008). Although offshore drilling was temporarily banned after the BP incident, the constant demand for oil and petroleum and its high price of $110 per barrel have prompted US to relax regulations and favor offshore drilling. Moreover the economic goals of meeting d eficiency and reducing prices are not met by increase in offshore drilling. ... Hence the team participants of the Organization of Petroleum Exporting Countries have been deeming it conducive to boost the production of oil in order to control price rise. The author explains that when the supply increases in order to ensure future availability and reduction in cost, this further creates a boost in demand and hence the normal cases of price fall under increased supply does not take place. However while talking about oil price and the need to reduce the same, one needs to consider the global oil politics and the economy, which will be at stake. For instance, the oil exporting nations reap a major part of their revenues from oil. The sudden rise in oil prices made the oil dependant nations cautious about the supply strains and countries like United States put large-scale efforts to expand foreign reserves for future use. When the demand for oil fell suddenly in 2009, prices began to fall and this led to major problems with respect to decreasing government expenditur es and welfare activities in the oil exporting nations. The reserves of â€Å"easy oil† were already exhausted and extraction of â€Å"tough oil† requires large-scale investment in drilling and exploration, which the companies were not ready to make considering the falling demand. Therefore as the remaining reserves were getting depleted there was an impending rise in oil price, as demand would surge after recovery of the economy (Klare 2009). This shows the dangers involved in attempts to lowering of prices. Brian K. Mignone, director of research on Energy Security Initiative, has projected a similar explanation in his article ‘Offshore Drilling Will Not Significantly Lower Energy Prices’. Mignone (2008) observes that offshore drilling will

Analyze love or power and control on two sheakesperean plays and Essay

Analyze love or power and control on two sheakesperean plays and feminist literature, and feminist research - Essay Example ian leash, Shakespeare openly created female characters to transcend socially permitted female behaviors of the time and exposed female characters and their manipulations and power games they tried to play. All the heroines of his plays all have a deep trace of rebellion and some feminist views opposing male dominance and control. Seen from a feminist perspective Lady Macbeth was a strong-willed, intelligent woman, who was driven to consorting with devils because the male demons of her own culture prevent her from doing what men assumed by right. Her wish to shed her sexual identity, as seen through the â€Å"unsex me here† line, reinforces desire for power and control in a male dominated world. Similarly Hermia can be seen as a female who despite the penalty of death on disobedience rebels against the control of her father and the King so that she can choose her own life partner. Macbeth: Shakespeare’s Macbeth is a tragedy where both the villains Macbeth and his Lady are also the tragic heroes of the play.   A tragic hero is a character that the audience sympathizes with despite his/her actions that would indicate the contrary.   Macbeth, in spite of his horrible murders, is a pitiable man.   He suffered because he could not enjoy his royal status as  fear, paranoia and sleeplessness plagued him.  Similarly Lady Macbeth is also a tragic hero.   Her early ambition and daring did not last long, and she soon deteriorates into a delusional, hapless somnambulist.   She breaks down due to the strain of the crime.   Macbeth and his wife are pitiable characters because the audience is able to follow their every thought and action and can see the how their greed is followed by guilt and remorse.   A Midsummer Nights Dream: A Midsummer Nights Dream is a comedy in which Shakespeare shows many different kinds of love and marriage with the underlying theme of male dominance and their women’s rebellion against this control. Helena and Hermia flee into the woods on

The mans effect on environment Essay Example | Topics and Well Written Essays - 1000 words

The mans effect on environment - Essay Example The man’s effect on environment This would restore the natural habitat of salmon, estuary and beaches because the nutrient rich sediments will flow downstream. It will prevent erosion and also would enhance the natural eco – system. In the case of water flow in Florida and the people can be affected by such projects. However, people need to take precedence for environment restoration because a responsible and intelligent we have the obligation to protect and preserve nature. If at all any destruction is caused to nature despite of the agent causing it we have the responsibility to take action to protect nature. My estimated greenhouse gas emissions are 15Â  tons of carbon dioxide (CO2) equivalents per year, which is below the U.S. national average. In order to limit our impact on environment we should use energy only for need basis. The lighting in the house needs to be efficient. The diet should contain less of meat products. It is essential to use less of vehicles for movement and the recycle products as much as possible. I need to use more organic food and should resort to vegetables and fruits. I need to switch to solar panels for fuel needs. One of the invasive species which is threatening is zebra mussels. It is a problem both in Unites States and Europe. Zebra mussel is a small fresh water mussel and was native to Southern. Russia. This species was introduced to many regions in West in unknown incidents. They are small in size and as they disrupt the ecosystem they are tagged as an Invasive species.

Critical Psychology and freedom Term Paper Example | Topics and Well Written Essays - 1500 words

Critical Psychology and freedom - Term Paper Example Freedom means being out of external coercion from all aspects of life. In most cases this coercion comes from the government. Globalization has been brought about by individuals desire to live better and to be free. The importance of a globalized world is the mobility associated with it across the world. The key attraction to globalization is freedom as suggested by Micklethwait and Wooldridge (2000). The nature of globalization overcomes the barriers associated with where to invest, what to buy or where to go thus giving individuals the chance to make choice. This freedom associated with globalization is in terms of social, political and economic freedom. In the case of political freedom, globalization provides for the best opportunities good governance and democracies. Globalization brings economic freedom in terms of free market competition for goods and services. Social freedom means that individuals are free to move to all parts of world and interact freely without any kind of r estriction. However some scholars According to Nikolas Rose, Freedom and its value is becoming principle of most of the political endeavor and projects. The free world where the individuals dwell is triumphed with free market economy brought about by globalization according to Rudnycky (2010). The aspect of freedom according to Nikolas Rose underpins individual’s perception of how they want to be organized, ruled and understood in respect to their predicament. In the past, freedom in all spects of life was seen to eradicate social stability, order and ethics of work, civility and the value of the family. Today with the growth of globalization, freedom is valued as it brings about social mobility. Individuals have desired to be free and are always on the motive of getting liberation. However political freedom appears to be paradoxical and is almost theoretical rather than practical. According to Rose, this is because the world today is characterized by the opposition existing between freedom and government. As suggested by Baum (2000), the value of current politics has been defined by the value of liberalism. A state which is liberal is limited in that the practices of the government are restricted by individual liberty. With the issue of globalization freedom is understood as practical, material, governmental and technical. The principle of individual freedom is only moral aspect which has led to growing and advanced civilization. Protecting and enhancing citizens’ freedom secures the state’s wealth, productivity, health and its welfare. Nikolas Rose argues that freedom has been the governments’ objective. It is also perceived as governments’ instrument and means of promoting the intervention of various governing technologies. According to Zygmunt Bauman, Freedom refers to a situation whereby the motives of the individual shape their actions and the desired results of the outcome. Just like Rose, Bauman is against the idea th at freedom existing universally. Bauman argues that freedom in the modern world is constructed as a social creation and capitalism development resulting from privileges and power. In his discussion on the concept of freedom Bauman uses three different themes as suggested by Oksala (2005). One of these themes is relational concept freedom which implies that freedom to one individual is lack of freedom t anther individual. Secondly is the issue of the influence capitalism has on modern freedoms. Finally, he underscores the idea of government’

HR Practices At For Profit And Not For Profit Organizations Essay

HR Practices At For Profit And Not For Profit Organizations - Essay Example This move toward HR puts information, authority, rewards, and a communication system in place at each stage in an organization. If organizations are to be sustainable in the middle to long-term, workers must be provoked to care about the job they do, to obtain knowledge-related skills, and to execute the work to the best of their capabilities. Superior employee participation can only be attained during a cautiously directed procedure that struggles for contribution by incorporating the personality with the organization to attain high efficiency and spirited benefit. This course engages reformation the work so that it is demanding, motivating, and inspiring as probable. Employees at all stages are set authority to control decision-making, they are given information concerning the organization's processes and presentation, and they are skilled so that they can function with a talented accepting of the industry. Though, elevated quality employees do not guarantee an organization of having a stable spirited benefit or even a short-term benefit. If employees are inadequately aggravated or if the right organizational systems are not in position, the employees' aptitude may be exhausted or lost to opponents (Pfeiffer & Veiga, 1999). As well, leadership is serious to the stability of an organization and it desires to be renowned that the leaders of organizations now need new talent and capability. Old methods of leadership, shatterproof by conventional bureaucratic hierarchies, are no longer suitable to organizations that at the present face confronts of challenging in worldwide markets and speedy technical modifications (Fitz-enz, 1993). Importance of HR Practices Profitable and non-profit organizations have altered noteworthy features of their service policies throughout the 1990s. According to Dyer and Reeves (1995) the function of trade unions has turn down, bartering about employment circumstances and earnings has moved to the endeavor stage and rising numbers of organizations are initiating systems to converse straightly with their employees. There has been an enlargement in reimburse for presentation schemes, supple service practices, teaching, performance evaluations and wider work arrangements. These expansions entail an importance on humanizing employee presentation even as together growing the suppleness of labor. Current literature in the delayed 1990s places tough stress on the requirement for high- participation labor practices, better employee contribution in decision-making and control over how the work is carried out and augmented elasticity and casualization of the staff. The practical and hierarchical managerial structures have given means to wider and praise arrangements where self-directed work teams have become more widespread and workers and employees have a contribution to the

Emergency Preparedness Essay Example for Free

Emergency Preparedness Essay Emergency preparedness is vital for the safety and security of the general public. Disasters, according to Powers (2010), are events that cause damage to lives and property during which community resources cannot keep up with the demand. In the unfortunate event of a disaster, having a plan in place as to how a it will be managed allows for the smoothest possible outcome with the fewest amount of casualties. The three levels of emergency preparedness prevention are each an important part of being ready for a disaster. The planning involves the time before the disaster, the acute disaster scene, and the long term management of the disaster survivors (Rittenmeyer, 2007). At the disaster scene, a triage color code system is used to organize and prioritize patients and the level of care they require. There are many types of disasters that can affect the public. see more:short essay on disaster management Three technological disasters will be addressed, all involving exposure: biologic, chemical and radiation. Nurses and other health care workers may encounter a disaster where their skills are needed, whether it be on the job or as a citizen. It is important that health care workers understand the components of disaster management, triage at the scene, and different types of agents to which patients may have been exposed. Levels of Disaster ManagementEmergency Preparedness Prevention There are three levels of a disaster management plan: primary, secondary and tertiary. Each of them is important to allow for the best possible outcome in the event of a disaster. Primary Prevention Primary prevention involves everything that can be done before the actual disaster occurs. This includes training personnel, educating the public, and creating evacuation plans. Rittenmeyer (2007) describes disaster planning as assessing the risk of a disaster occurring as well as the capacities that will be available during a disaster. First, a risk assessment to determine what hazards a particular community is vulnerable to is done (Powers, 2010). Based on the findings, a disaster response plan is created for the greatest risks to the community. Training and practice for the disaster(s) are the core components of primary prevention. For instance, in a hospital setting, nurses can attend a seminar on evacuation as well as participate in an evacuation drill to simulate a real disaster. The simulation provides the opportunity to become familiar with the disaster plan and how it will be carried out. Secondary Prevention Secondary prevention, or relief response, is the interventions that take place during the acute disaster stage (Rittenmeyer, 2007). Patients are triaged based on level of acuity for further treatment. If exposure to a toxin or microorganism has occurred, the nurse may be assisting with decontamination and/or applying chemical suits and respirators. As Powers (2010) mentions, nurses in the field may be assessing the needs of the community that has been affected to determine who needs shelter, food, water or vaccinations and helping them to obtain what they need. Disaster relief also includes performing rescues, relocating people who are displaced, and preventing disease and/or disability (Rittenmeyer, 2007). For instance, during Hurricane Katrina in 2005, nurses and other health care workers were deployed to assess, stabilize and evacuate patients to safer ground (Klein Nagel, 2007). Tertiary Prevention Tertiary prevention, or disaster recovery, begins when the initial crisis is over and involves long term support for the needs of the population affected by the disaster. Activities that take place during the recovery phase include rebuilding affected infrastructure, hospitalization for the injured, rehabilitation and therapy to cope with the disaster. These will vary according to the type of disaster that has occurred. Rittenmeyer (2007) states that during the recovery phase the effectiveness of the disaster plan should be evaluated and the plan then altered based on the findings. Triage Color Code System In the event of a disaster, the triage color code system is beneficial for three major reasons (Klein Nagel, 2007). First, triage determines who needs rapid medical care. Next, triage reduces the amount of patients sent  to hospitals by separating minor versus major injuries. Thirdly, triage distributes casualties among available medical facilities to keep any one facility from being deluged with patients. The system most widely used during a disaster triage is the IDME color code system. The mneumonic IDME stands for the levels of acuity of the patients. Each level is assigned a color. They are as follows according to Husted (2012): IImmediate (Red); DDelayed (Yellow); MMinimal (Green); and EExpectant (Black). The categories have criteria that the responder should be familiar with in order to triage the patients into the appropriate color. Based on the patient’s level of injury, each is given a triage tag, commonly placed on the wrist. Using this system, patients are treated in order of the urgency of their injury. The red category is reserved for critical patients. These patients are seriously injured but do have a chance of surviving. The yellow category is for patients that need first aid but should not deteriorate rapidly if care is not immediate. The green category is for patients that are considered the â€Å"walking wounded†. These patients may have minor injuries such as abrasions or contusions and can either self treat or be taken care of by a someone without medical training. The final category is the black which is for patient who is unresponsive and without a pulse or has a catastrophic chest or head injury (Husted, 2012). Types of Disasters Three types of disasters that could occur are exposure to biologic, chemical and radioactive agents. It is important that medical personnel are familiar with the types of possible toxins and agents to appropriately treat those affected while protecting themselves as well. Exposure to Biologic Agents This type of exposure is a deliberate release of a virus, bacteria or other germ (Briggs, 2006). These agents are used to cause illness or even death. They are naturally occurring agents and can be spread via inhalation, orally in food or water, or through the skin (Briggs, 2006). Examples of biologic agents, also know as bioterrorism agents, are smallpox, the plague, and anthrax. Exposure to Chemical Agents The release of a hazardous chemical that is released and may harm people’s health is termed a chemical emergency (Centers for Disease Control and Prevention, 2012). Chemicals can be natural or created. Examples of possible chemical health threats are nerve agents and vesicants. Nerve agents such as Sarin and VX affect nerve function. Vesicants cause erythema and vesicles on the skin and can also injure the eyes, the airway and internal organs. The nerve agent Sarin was used in 1995 in a Tokyo subway, affecting over 5,500 people (Briggs, 2006). Chemical agents are now deemed terrorist weapons. Exposure to Radiation Briggs(2006) describes ionizing radiation’s effect on the body. Radiation alters the cells in the body, damaging or killing them. External irradiation occurs when the whole body has been exposed to radiation from an external source such as an x-ray. Contamination occurs when radioactive material comes into contact with the body, either externally or internally. Contamination by radioactive agents can occur through contact with the skin, being inhaled or ingested. Conclusion Emergency preparedness is extremely important for the safety of the public. By having a disaster management plan in place, the acute disaster scene will not be just chaos but will have a sense of order amidst the mayhem. The injured will be organized by the triage color code system to ensure the treatment of those in greatest need first and delaying treatment for those that can wait. It’s important to understand the differences in biologic, chemical and radioactive exposure in order to best treat patients should an unthinkable disaster occur. References Angeli, E., Wagner, J., Lawrick, E., Moore, K., Anderson, M., Soderlund, L., Brizee, A. (2010, May 5). General format. Retrieved from http://owl.english.purdue.edu/owl/resource/560/01/ Briggs, S.M. (2006). The  ABCs of disaster medical response. International Trauma and Disaster Institute, Harvard Medical School, Massachusetts. Retrieved from http://www.gs-interactive.net/ITDI/ABCs2ndEDition.pdf Centers for Disease Control and Prevention (2012). Retrieved from http://www.bt.cdc.gov/hazards-specific.asp Husted, E. (2011). Principles of triage during a mass casualty incident. (PowerPoint Slides). Retrieved from http://www.ohioresponds.gov/docs/Triage.pdf Klein, K.R., Nagel, N.E. (2007). Mass medical evacuation: Hurricane Katrina and nursing experiences at the New Orleans airport. Disaster Management and Response: DMR: an official publication of the Emergency Nurses Association, 5(2), . Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/17517364 Powers, R. (2010). Introduction to disasters and disaster nursing. In E. Daily (Ed.), International disaster nursing (pp. 1-10). Cambridge, MA: Cambridge University Press. Retrieved from http://www.wadem.org/documents/chapter_one.pdf Ramesh, A. C., Kumar, S. (2010). Triage, monitoring, and treatment of mass casualty events involving chemical, biological, radiological, or nuclear agents. Journal of Pharmacy and BioAllied Sciences, 2(3), 239-247. Retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/ PMC3148628/ Rittenmeyer, L. (2007). Disaster preparedness: Are you ready?. Men in Nursing, 2(3), 18-23. Retrieved from http://www.nursingcenter.com/prodev/ce_article.asp?tid=726331#

Strategy of international business pressures

Strategy of international business pressures The strategy of international business involves analysing the progression of globalization in the worlds economy and how a company responds and what measures it takes, strategy-wise to compete effectively beyond national borders. It involves business transactions crossing national borders at any stage of the transaction; it also involves dealing with many different cultures and extensive field experience. 2.1 GLOBAL EXPANSION There are many advantages for firms who expand globally which include increasing their profitability and higher growth of profits. Most basically it creates a larger market size. It allows firms to reduce their costs through differentiation. Global expansion helps realize location economies, recognize higher cost economies and earn a higher return by exploiting any valuable skills from foreign actions. 2.2 COMPETITIVE PRESSURES. The competition in the market place is not easy for the firms. Firms in the market place usually face two types of pressures. 2.2.1 PRESSURES FROM COST REDUCTION. One type of pressure is the one they receive due to pressures for cost reductions. In response to this companies try to lower the costs of their value production. Ways a firm may do this could include mass producing standardized products in a location where it is most optimal to do so and realize economies of scale and location and/or outsourcing certain functions of the job to foreign suppliers that cost less so as to reduce costs. Most companies face difficulties distinguishing commodities since differentiating non-price factors is complex. 2.2.2 PRESSURES FROM LOCAL RESPONSIVENESS. The second pressure they face is that from local responsiveness. Such pressures arise from varying differences in traditional practices, infrastructure and customers preferences and tastes. To respond to this, firms need to differentiate their products in each country to take into account all these factors. 2.3 CHOOSING A STRATEGY. Differences in the strength of pressures for cost reductions versus those for local responsiveness affect the firms choice of strategy. Firms typical choose among four main strategic positions when competing internationally. These can be characterized as a global standardization strategy, a localization strategy, a transnational strategy, and an international strategy. The appropriateness of each strategy varies given the extent of pressures for cost reductions and local responsiveness. 2.4 PROCTER GAMBLE. Procter Gamble was founded in 1837. It is one of the worlds most international companies. PG sells over 300 brands including tide pampers, Crisco and IAM pet food. Nowadays PG is a large global consumer product business that has sales of over $50 billion. Most of these sales are generated outside the United States in Canada, Britain, Western Europe, Japan and other Asian nations. These expansions led to growth opportunities, created value by transferring its business model to foreign countries and preempted other retailers that were also starting to expand globally. However the company started facing some issues and had to rethink their strategies of expanding globally. 4.0 PG REORGANIZATION. Procter Gamble, as observed were initially following an international strategy, which was possible since they had low pressures to reducing costs and low pressures on local responsiveness. However their costs were rising and in 1993, in response to the increase of costs, they initiated a major reorganization. During this they closed down thirty manufacturing plants worldwide and fired about 13000 employees. In addition to this they focused their production on lesser plants so that they could reach regional markets and achieve better economies of scale. It is apparent that PG are moving towards a global standardization strategy from their previous international strategy. 4.1 GLOBAL STANDARDIZATION STRATEGY. This strategy is appropriate if the cost reduction pressures are high but the pressure on local responsiveness stays low. Under this strategy the products are standardized worldwide. They undertake a low cost approach on an international basis. They rarely try to differentiate their product offering because often their costs increase when customization is undertaken. As a result of this strategy, PG reduced their costs by about $600 million but it still was not enough. Their profits were still not favorable and sales were slow as ever. 4.2 ORGANIZATION 2005. In 1998, PG tried yet again to control these increased pressures and embarked on its second reorganization. They named it Organization 2005. The company hoped to change the ways in which their products were being innovated, manufactured and marketed. The strategy consisted of modifying the structure of the organization, culture and work processes comprehensively. It including laying off 17000 employees within the next 3 years and it changed its organizations structure by breaking up their four geographic business units and focusing it on 7 global business units (GBUs). These units were derived according to product categories ranging from food products to baby care. Each unit was completely in charge for generating profits from their products and also their own marketing, production and product development. Their focus shifted to only few large plants, trying to build global brands where possible so as to remove differences in marketing among countries. It also intended to speed up th e developing and launching of new products. It is evident that PG is now moving towards a transnational strategy because they are faced with high pressures to cost reduction as well as high pressures to local responsiveness. The international and global standardization strategies failed to be effective since PG didnt take into account the falling barriers to trade and customers abilities to trade internationally and therefore increase in demand for variety of goods. 4.3 TRANSNATIONAL STRATEGY. A transnational strategy is one where companies try to keep their costs low while simultaneously differentiating the products they offer across national borders and fostering a flow of skills across different subsidiaries in their operations network worldwide. This strategy is difficult and involves the company in balancing the local markets demands for consumer products whilst concurrently aiming to save their costs. PGs seven units are called global business units, but function on a very decentralized way. They develop their strategies locally or regionally and implement them. In other words their product development, delivery and marketing are conducted locally whereas the background functions of finance, payroll and human resource management is carried out on a worldwide basis. 4.3.1 BENEFITS AND RISKS. There are many benefits for pursuing a transnational strategy. It enables firms to gain scale economies as well as location due to the increase in sales in global volume. It also helps transfer distinguishing competences and skills. The home country may hold many different competences and it is only right to share it with other countries as well. In addition it simultaneously lowers pressures on local responsiveness. However one risk they face is trying to differentiate the product to respond to local demands in different geographic markets raises costs, which run counter to the goal of reducing costs.

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

Our Neighborhood Drawbacks Essay -- essays research papers fc

My family and I live in a private zone in Visalia which has neat streets and attractive sidewalks decorating our neighborhood. In addition, we count with a secure playground area for our kids funny. It is surrounded by a high fence and has a soft carpet under the playground to protect our kids against fall downs. Many of our residents declare that is a pleasure to take a walk around our area. Laura, a woman who lives in front our home said: â€Å"It is a delight to walk to school every morning because I can enjoy our neighborhood beauty.† In addition, we have the advantage of the splendor during any season. For instance, we can see numerous leaves of different colors falling down in the autumn. Reds, browns, and oranges tones cover our streets. In the spring, everyone can take a leisure time under shades of flourishing gardens full of leafy trees. We are very proud of living in this beautiful area. Nevertheless, a large deserted lot near our locality brings out some annoying effects on the residents.   Ã‚  Ã‚  Ã‚  Ã‚  This unoccupied lot gives to the community a disagreeable look that contrasts with the beauty of our neighborhood. The owners send a person to the terrain once a year to clean it up, but waste cumulates quickly. Old mattress, useless tires, and worn-out shoes give our area a nasty aspect. In addition, some people who buy their provisions in a store located at the back of our vicinity leave shopping carts in this careless lot. Consequently, gangs take adv...

The Rule of Law Essay examples -- fair legal system

The rule of law is a difficult concept to grasp and proves elusive to substantive definition. However, the following work considers the attempts of various social and legal theorists to define the concept and pertinent authorities are considered. Attitudes and emphasis as to the exact shape, form and content of the rule of law differ quite widely depending on the socio-political perspective and views of respective commentators (Slapper and Kelly, 2009, p16), although there are common themes that are almost universally adopted. The conclusions to this work endeavour to consolidate thinking on the rule of law in order to address the question posed in the title, which is at first sight a deceptively simple one. The rule of law Modern legislation places the ‘rule of law’ firmly at the heart of the English legal system. The Constitutional Reform Act 2005, for example, states in section 1 that the Act does not adversely affect ‘the existing constitutional principle of the rule of law’. Moreover, the oath required to be taken by the Lord Chancellor, as specified in section 17(1) of the 2005 Act, pledges that the rule of law will be respected alongside defence of the independence of the judiciary. Unhelpfully perhaps, at least in the context of the question posed in the title to this work, the 2005 Act does not provide a definition of the concept of the rule of law. As Lord Bingham observed in a 2006 lecture, the draughtsmen of the 2005 Act seemingly acknowledged the difficulty of establishing an accurate, comprehensive and succinct definition appropriate for incorporation in the statute, and so left the job of definition to the judiciary in their subsequent interpretation and application of the Act (Bingham, 2006, Sixth Sir Dav... ...yranny begins.† (Locke, 1690). This Lockean stance emphasises the importance of the rule of law as a golden precept and inviolable principle that controls the way in which a State’s power is exercised over its citizens or subjects. BIBLIOGRAPHY Constitutional Reform Act 2005 Dicey A.V., An Introduction to the Study of the Law of the Constitution, (1885) Locke, J., The Second Treatise of Civil Government, (1690) Hayek F.A., The Road to Serfdom, (1994) University of Chicago Press Lord Bingham of Cornhill, ‘The Rule of Law’, November 2006, Sixth Sir David Williams Lecture, Centre for Public Law, University of Cambridge Raz J., ‘The Rule of Law and its virtue’, (1977) 93 LQR 195 Slapper G. & Kelly D., The English Legal System (2009) Routledge Cavendish Thompson E.P. (Thompson D. (ed)), The Essential EP Thompson, (2001) The New Press