Communication and Interpersonal Skills Essay

Communication -the transfer of a message (information, idea, emotion, intent, feeling, or something else) that is both received and understood. Communication Levels 1. One-on-one level – this is you and your fellow colleagues or you and your manager and/or supervisor. 2. Team-or-unit level – level that is limited to the group and its members. 3. Company-level – larger than team level, communications with the different teams within the company or organization. 4. Community-level – how the company communicate to the different sectors of the community or society see more:explain how different forms of dementia may affect the way an individual communicates Inhibitors of Communication Kill the Messenger† Syndrome – we do not take this literally. This syndrome is our natural way of not listening to people we do not like. When we do not like the person talking, we do not listen to what he/she is trying to say because we are already assuming that everything that is coming out of their lips are not good Difference in Meaning – as seen in our activity earlier. The leader tries to explain the picture but some of us have a different perception. Maybe the misuse of words to explain is the root cause of this inhibitor Lack of trust – a symptom of the â€Å"Kill the Messenger† syndrome. Again, if you do not like and trust the person talking, you totally disregard the message the speaker is trying to convey. Information overload – sometimes called communication overload. People have a limit as to how much information one can take in a day. Notice when a person rests their forehead with their palm or fist. That is a sign that the brain needs rest in absorbing information. Yawning is another sign that the person is not yet ready to receive information and experiencing an overload. When this happens, just pause for a few second and let the listener recover for a bit then resume talking. Interference – interference may happen at any time. Whether it is through a person or an event like ringing of the mobile phone or a blast of the ambulance siren, these sudden noises can interfere the bridging of information from sender to receiver. Condescending tone – condescending from the word condescension which is synonymous to arrogance. A communication that indicates lack of respect by patronizing the recipient. Patronize meaning to talk down to. In Filipino, being â€Å"mata-pobre†. Poor listening skills – there are people who have not honed their skills in listening. All they want is talk, talk and talk some more. If everybody talks, nothing is understood. To prove my point, try to situate yourself in the middle of a busy public market and try to understand every word that each person says. Listening is an essential skill in communication. Without it, we cannot bridge out the ideas that is inside our heard. Premature judgments – this happens when we heard something bad that happened to the ones we love. A perfect example, your best-friend said that he saw your girlfriend with a guy. Before your best-friend can finish his story, you bolted out and quarrelled with your girlfriend. If only you listened to the continuation of the story, which is that the man that your girlfriend was seen with is actually her father. How embarrassing it would be, right? That is an example of a premature judgment, which leads us to the last inhibitor of communication, assumptions. Inaccurate assumptions – people love to assume things. We assume things in almost everything. Inaccurate assumptions can lead to mistakes to disastrous situations. For example, if people would assume a person immediately as a criminal just because of their looks, now that would be wrong. Remember, communications is not limited to the use of spoken words, as we will be discussing that further down the road. Assumptions are good, but remember to keep it to yourself until the assumption is accurate and proven. Listening– one of the most important communication skills Hearing- is a natural process, but listening is not. Good listening– means receiving the message, correctly decoding it, and accurate perceiving what it means Empathic listening– listening with the intent to understand Inhibitors of Effective Listening 1. Lack of concentration – this is because we do not pay attention or really not interested in listening at all. 2. Interruptions – sudden occurrence that brings our mind to focus on something else. 3. Preconceived ideas – even before the actual listening happens, our minds have a solid picture of the person who will be talking to us thus giving us the impression of not wanting to listen. 4. Thinking ahead – like preconceived ideas, our mind in preoccupied with something else, that’s why we are not listening effectively. 5. Interference – like interruptions, people or events that suddenly interrupt our listening. 6. Tuning out – not wanting to listen at all or sometimes because of communication overload that our mind shuts down momentarily to rest, thus tuning out. Listening Responsively 1. Active – Always show interest to the person talking to you. Being active gives you a good reception on what the sender is trying to say. 2. Alert – this goes hand in hand with being active. Being alert also gives you a good reception to the message the sender is giving. 3. Vigilant – Synonymous of being alert. Pay full attention to the speaker to grasp the message he/she is trying to convey. 4. Sensitive – being sensitive shows a sign of interest to the person talking. Sensing that the place have so many interferences, you can say to the speaker to go somewhere else so that you can understand what he/she is trying to say. 5. Creative – creative in a sense that you ask questions about the message the speaker has given. Asking questions is a good sign that the listener received the message properly. Improving listening skills -Upgrade your desire to listen -Ask the right questions -Judge what is really being said -Eliminate listening errors Non Verbal Communication Factors 1. Body Factors – these are our gestures and facial gestures. Whether we are the sender or receiver, we subconsciously act out our thoughts. Good readers of non-verbal cues can understand that as if you are an open book. 2. Voice Factors – these pertain to the pitch, intonation, and speed of our voice. Simple cough to interrupt the speaker means a lot of things, depending on how it was sent or received. 3. Proximity Factors – this pertains to the place or space of the listener to the speaker and vice-versa (ex. the farther we are to the speaker means that we are not interested in listening to the person talking) Communicating Verbally Show interest Be friendly Be flexible Be tactful Be courteous Asking Questions Effectively 1. Phrase questions carefully – choice of words are important, we should be sensitive as to not offend the speaker by questioning him/her inappropriately. 2. Use open-ended questions – these are questions that can give the speaker a chance to respond to further clarify the inquiry given. 3. Acknowledge emotions – be sensitive on the underlying emotions. Read the non-verbal cues of the speaker and from there you know how to handle the situation. 4. State your purpose – it is a sign of giving due respect to the speaker of stating the purpose of your question. In that way, both the speaker and the listener know that they are both on the same page on the topic. 5. Drop your defences – be objective in giving and answering questions. After all, the purpose of question and answer is to clarify things and needs further explanation. Being defensive will only inhibit the flow of communication Communicating in Writing Strategies for improved written communication 1. Plan before you write – just like in speaking, be sensitive on the reader of your written correspondence. Choose your words carefully before writing them down. 2. Be brief and direct – since the message is done in writing, might as well give your message brief. This can help the reader to understand your message and not experience eye-strain in reading a bunch of words that mean to tell him that he needs to brush his teeth in the morning for example. 3. Be accurate – go straight to the point on the message of the letter you are righting. 4. Practice self-editing – after writing, read your message as if you are the receiver. Feel the content and understand every word. Try to edit parts that you feel or notice that the reader will misinterpret what you are trying to say. Writing better reports Define the problem Develop a work plan Gather relevant data Process findings Develop conclusions Make recommendations Communicating Corrective Feedback Be positive – this is for both the manager and the employee in question. Remember to give due respect to everyone, whether you are the listener or the speaker. Watch your non-verbal communication and try to show to the one you face that you respect him/her as a person and ready to discuss anything with him/her. Remember that you subject yourself into this because it is for the better. Be prepared – think back of the reason why this activity is happening. Try to clear your head with negative thoughts as it will not help you not only in recalling past events, but also finding solutions to the  problem. Be realistic – when giving corrective feedback, look for solutions that are doable. In addition, try to focus on the subject at hand and base all of the topics on facts not hearsay or speculations. Don’t be completely negative – the negative form of corrective feedback is being reprimanded. But on the other hand, you can look at it as a form of an adv ice coming from top management to make you do better with work. So do not be negative. And if you are the one who will be doing the reprimanding, remember the â€Å"kiss and kick† principle, start with something positive then inject the negative. (i.e. â€Å"You know I like as to how you come in to work early but if only you could lessen the internet usage for surfing personal stuff, you could help the company a lot.†) Improving Communication Skills Keep up to date – this does not mean that you have to read a lot of magazines so that you can talk about what are the latest happenings in society, although it can help keep the interaction interesting. But other than that, keeping up to date means you talk and interact with your peers and superiors about what is happening inside the workplace. Keep yourself inside the loop so that you will not be left behind. Prioritize & determine time constraints – talks are good but do it efficiently. One can talk but make sure that you know what to talk and for how long you will be talking. It is not nice for someone to keep on talking and talking that you do not give the listener an opportunity to react. Time your talk and balance out the topics to keep the interaction going. Decide who to inform – if you know something sensitive, it would be wise to think first as to whom you will share the sensitive information with. Inappropriate sharing of information can lead to grapevine or worse can sue you for libel. Our word is our bond so be careful. Determine how to communicate – would it be proper to say it in front of his face or write it down in a memo? Just remember, saying it makes the receiver feel informal while putting it down on a piece of paper makes it more stern and formal. Analyze the message you want to convey and then choose the method of delivery. Communicate & follow-up – once you opened your communication line about a topic, keep it open. Learn to follow- up if there are updates that  you should know about. Always keep yourself in the loop. Check understanding & obtain feedback – doing follow-up makes you certain the level of understanding the listener has about the message you convey. Do not hesitate to ask if th ey understood what you mean and ask them for feedback. In feedback, you can gauge on how effective you conveyed the message and see what areas you can improve so that you can give clearer message delivery. There are three ways to convey our message across, they are: 1. Written – again, we said that this is the formal way of sending your message across. Written messages can hold you responsible and accountable on every word written. 2. Verbal – the most common method of sending the message across. It is informal and sometimes forgettable. So if you wish to send something important across using this method, make sure to ask the person if he/she understood what you are trying to say. Follow-up from time to time if the listener did understand the message you have sent across. 3. Electronic (E-mail) – emails these days have two forms, the written which we call email and voice which we call voicemail. This is the modern form of message carriers; it is fast, convenient and can be stored easily. Like the written message, you have to be careful on what you put there because each message is a file and these files can be stored and opened again if needed. Developing Interpersonal Skills Recognition of the need Careful selection Training Measurement and reward Promoting Responsiveness among Employees Value people Give people what you want to get back Make cooperation a habit Personality & Communication Personality used to describe a relatively stable pattern of behaviour, though, emotions, motives & outlook distinctive to a given individual & that characterize that individual throughout life Group of characteristics according to psychologists 1. Introversion Vs. Extroversion – are you a homebody or someone who likes to go out and have an adventure? 2. Neuroticism Vs. Emotional Stability – do you experience thinking negatively to others or you still have a clear conscience? 3. Agreeable Vs. Stubborn – do you always â€Å"go with the flow† or someone that â€Å"blocks the flow†? 4. Conscientious Vs. Undependable – do you always look into detail or are you just â€Å"happy-go-lucky†? 5. Open To Experience Vs. Prefers The Familiar – are you unafraid to try out new things or contented to the status quo? Overview of Team Building and Teamwork Team- A team is a group of people with a common, collective goal. Primary reasons for advocating teamwork are: †¢ Two or more heads are better than one. †¢ People in teams get to know each other better, build trust & as a result help each other. †¢ Teamwork promotes better communication. Rationale for Teams A group of people becomes a team when the following conditions exist: †¢ Agreement exists as to the team’s mission †¢ Members adhere to the team ground rules †¢ Fair distribution of responsibility & authority exists. There are three types of teams in the work place, they are: Department Improvement Team – their focus is improving work in the department. H. James Harrington and Kenneth Lomax have stated the importance of this type of team in their bookâ€Å"Performance Improvement Methods†. They  write, â€Å"Department Improvement Teams or DIT is one of the most valuable teams in the entire process. The team is made up of employees in a particular department reporting to the same manager. They focus on problems that they know about, has resources to use, and is empowered to solve with little or no outside approvals†¦ Since this team is looking at issues that affect its own efficiency and effectiveness, there are huge opportunities for saving organization resources.† Process Improvement Team – Harrington and Lomax has a description of this team. They write, â€Å"Another very valuable team in any organization is this team†¦ since they focus on a particular process, they are also called cross-functional teams.† Directly handled by management, its members consists of individuals who are deeply involved in that particular process. They will identify process issues that can be corrected through the use of a task team. Organizations will prioritize the critical business process and assign PITs to redesign and reengineer one to three processes at a time. In these cases that the PIT members will work on it between 50% – 100% of their time for three to six months. And just like the Department Improvement Team, thePITs has great opportunities to reduce internal cost by making process more efficient, more effective, and more adaptable. Task force-a task force is a temporary unit or formation established to work on a single defined task or activity. Members are based on experience and participation is mandatory. They are directed by management and it is also in the discretion of management on the task that they will be working on. Task mforces are formed to provide solutions as soon as possible so the urgency is very high and directly affect the entire organization. The process facilitator is optional and team leadership shall be appointed by management. Task forces are also called â€Å"ad-hoc committees† Being in a group, members should learn how to work together. Factors that influences teamwork are: Personal identity of team members Relationships among team members Identity within the organization To become a member of a team, one must: Gain entry Be clear on the team’s mission Be well prepared and participate Stay in touch Now, how can one be a leader of the team? He/she should be: Team Building and Teamwork Be clear on the team’s mission Identify success criteria Be action centered Establish the ground rules Share information Cultivate team unity And finally, the following characteristics should be present in order to exude team excellence and performance: Interdependence Stretching tasks Alignment Common language Trust/Respect Shared leadership/ followership Problem-solving skills Confrontation/ Conflict-handling skills Assessment/Action, celebration Building Teams and Making Them Work Following are the factors that influence team building & should be taken care of: Makeup & Size of Teams Choosing Team Members Responsibilities of Team Leaders Other Team Members Creating Teams Mission Statement Developing Collegial Relationships Promoting Diversity in Teams Four Step Approach in Team Building Assessing Team Needs – talk, communicate, and interact with fellow members. At this point there should not be roles played like leader and follower. Everybody is equal, therefore can equally express freely what the needs of the team are. In that way, people can identify what is essential and work on it in the process. Planning Team-Building Activities – once the needs are identified, the team should use it as basis for the activities. The activities should address a particular need, not one activity that can answer all of them. Executing Team-Building Activities – execution is key. The team should do the activities properly in order to address the need identified. Evaluating Team-Building Activities – not all activities go on smoothly. If it does, the team should not stop there. Meet and analyze the events that happened. The team can do a SWOT analysis to evaluate the activity and use the results on assessing a new set of team’s needs and do the same process all over again. Character Traits and Teamwork Following are few character traits required for Teamwork: Honesty Selflessness Dependability Enthusiasm Responsibility Cooperativeness Initiative Patience Resourcefulness Punctuality Perseverance Teams are not Bossed – They are Coached Bosses approach the job from â€Å"I’m in charge – do as you are told perspective†. facilitators of team development and continually improved performance. Following are a few characteristics of a Coach: Clearly Defined Character Team Development/Team Building Mentoring Mutual respect Human Diversity Handling Conflict in Teams Resolution Strategies for Team Conflicts: Plan & Work to establish a balanced culture Establish clear criteria Don’t allow individuals to build personal empires Encourage & Recognize risk-taking behavior Value constructive dissent Assign people of widely differing perspectives Reward and recognize both dissent & teamwork Structural Inhibitors of Teamwork Compensation and Recognition – let’s start from the most obvious. People will not lead if they will not be paid handsomely and recognized for the work. Let’s admit, it is human nature, no one will work for free.Even volunteers have their own intentions, not really working freely just for the heck of it. Planning and Control – Rank and file employees do not like additional work, work that they won’t get paid. Middle management on the other hand does not wish to work because of the length of time consumed plus the paper works. Again, people will do it, wherever he/she is in the organizational ladder, for compensation and recognition. Unit Structure – this is all about how the organization looks like. A rank- and-file cannot lead a team same as an executive becoming a memberof a team led by a rank-and-file. Unit Goals –  conflict of interest is sometimes a big hindrance for a team to move forward. Members that have a hidden agenda that sometimes conflicts with what is supposed to do can stumble or even halt the entire team’s operation. Accountability & Responsibility – I put them on top of the ladder because they are the toughest and at the same time most critical value a team must have. It is human nature that when something fails, we point fingers and not accept part or even full responsibility of the actions. Remember, a team should work as one, and working as one, the members should contribute. If members are weak in this area, the team will stumble and not reach their goal. Rewarding Team and Individual Performance The second figure shows the model for developing a team and individual compensation system. The steps are as follows: Step 1: Decide what performance to measure Step 2: Determine how to measure the performance Step 3: Identify the rewards to be offered Step 4: Integrate related process

Our Family Wedding Essay

â€Å"Our Family Wedding† tells the story of two families from different races in order to prepare the wedding for their daughter and son that makes them come together in this planning process. There were series of friction and collision plots between those two families. The main reason is because the cultural difference between two sides of family. The family of bride (Lucia) is a traditional Mexican family. And, the family of groom (Marcus) is African-American family. Their habits, life styles, life values and the ways of thinking are totally opposite of each other. There were a lot of cultural differences in the movies. Firstly, Lucia’s father thought that the man should propose marriage to the woman’s parents (Lucia’s father mentioned it to Marcus on their way to buy eggs). Marcus thought that modern society would not be necessary to do it. And then Lucia’s father felt out it’s extremely important to propose that was a kind of respect for the woman’s family. That was a cultural conflicts of the modern American culture and traditional Mexican culture. Maybe that was fully integrated into the different ways of thinking between the earlier generation with traditional thinking and American young people . Secondly, those two engaged young people mentioned that they would like to have a simple wedding when two families discussed how to plan their wedding. However, two families all had their own mind for the wedding which caused a controversy between the two sides. The bride’s family wanted to have a traditional Mexican wedding and the groom’s family wanted to have an African descent wedding. In addition, the cost of the wedding was another big issue during their planning process because of the different customs and traditions. Finally, the young couple made a concession for their wedding (our marriage, their wedding). Their parents agreed to share the cost of the wedding. Thirdly, the question of whether a Catholic-style wedding in the church or the father Paes wedding. Marcus would like to adopt a non-traditional style wedding but was refused by Lucia’s mother and grandmother that is religious beliefs conflict. However, Marcus does not religious believers. As their wedding planner, I would like to discuss the wedding detail with two family separately. I will try to talk about the detail of wedding with each family at one time. And them combine their ideas together to reduce their argue. I am also will tell these two families the traditional culture is important but make a wedding that the engaged couple like will be more important. Cross-culture wedding is kind of special for two families. â€Å"Our Marriage, their Wedding† these words is telling me that those young people’s marriage, but their parents’ wedding. In the movie, the two engaged couple’s families were from different races, and they all wanted to have their own traditional wedding to their daughter and son. The parents from bride and groom all have so many ideas for their children’s wedding. Parents didn’t listen what kind of wedding the young couple wanted to have. These two families were trying to make a wedding that families like not this couple. Because two families have different culture and they wanted to use their traditional way of the wedding. In my opinion, the best way to avoid this situation is two family listen to young people’s idea. If the engaged couple like simple, let them make it. And then two family can celebrate their wedding separately. One for bride’s family, and one for groom’s family.

Challenges and Opportunities of Achieving Consensus on a UN Reform Proposal

The reform and change of the United Nations has been buried with obstacles that must be overcome due to the competitive national interests of the Member States. Due to the challenges to be addressed and the opportunities to be addressed, Member States can reach agreement on proposals that may affect domestic and regional policies and norms, potentially affecting domestic, regional and international relations. The proposal of the United Nations emergency peace service aimed to respond effectively and promptly to genocide and other humanitarian crimes is no exception. Since the late 1990s, people are seeking reform of the United Nations. However, there is little clarity or agreement on what reform actually means. People who wish the United Nations to play a greater role in the world situation and wish to limit their use to humanitarian activities or to reduce their use otherwise to refer to their ideas People's opinions range from those who want to completely eliminate the United Natio ns to people who want to become a mature world government. Since the foundation of the United Nations, reforms are ongoing and are closely related to each Secretary-General. The reform and change of the United Nations has been buried with obstacles that must be overcome due to the competitive national interests of the Member States. Due to the challenges to be addressed and the opportunities to be addressed, Member States can reach agreement on proposals that may affect domestic and regional policies and norms, potentially affecting domestic, regional and international relations. - The ancient Greeks had many values ​​to make their civilization successful, but the most important thing was their community awareness. The Greeks, especially the classic Athens, thought their decision as their community, and they were interested in the situation in the country. What is important for them is that their society is functional and productive and their personal needs are often s econdary to the country.

Experience of the group assignment Example | Topics and Well Written Essays - 3000 words

Experience of the group - Assignment Example No other occurrence can be as overwhelming to a given group’s efficiency and operation as conflict. At the same time, conflict can also be of benefit in assisting group members face reality and establish new answers to serious challenges (Hjertà ¸, 2006, p.7). Conflict within groups may be considered as inevitable in high achieving firms. Several studies have brought an invaluable insight into the extent of the relationships between conflict and group operations. Since the 1950s, there have been three decades of major contributions in the study of group conflicts. In the early ‘90s, studies on various perspectives of intragroup conflicts and their links with group performance increased. The causality between the two conflict dimensions, which are cognitive and emotional, and group performance, has attracted a lot of inquiries. This has constantly accelerated to a significant amount of researches from then on (Hjertà ¸, 2006, p.7). For a long time, the general impression has been that the link between E/R dynamics of group conflicts and group performance is positive is negative, while the causality between C/T dimensions of conflict and group performance is positive. Later, researchers, however, showed that most of the scientific researches carried out in the last decade, in fact, showed that also the C/T dimensions of group conflict are not positively, but negatively correlated to group performance and efficiency. One of the major weaknesses of previous group conflict studies is that they always put much emphasis on the supposition that all members of a given group view the same amount of conflict, overlooking the assumption that group members possess differing perceptions concerning the extent of conflict existing within a given group(Hjertà ¸, 2006, p.7). Most of the studies conducted on group conflict focus on shared team properties, or the common experiences and perceptions that the team members share. Thus, they often ignore the presence of

Professional Nursing Risk Reductin Stategies to Prevent Medical Errors Research Paper

Professional Nursing Risk Reductin Stategies to Prevent Medical Errors - Research Paper Example However, the two goals are faced by several challenges which inhibit validity of the goals. Home care is one of the major goals of NSGP and is very vital in reducing medical errors. First, home care help improve the accuracy in identifying patients. During identification process, one has to accomplish some actions that will reduce errors in administering medication. For instance, one has to use not less than two patient identifiers during the specimen collection process and should label containers with the specimen in the presence of the patient. When one ensures that these actions are accomplished, home care can easily be realized. Thereby, the initial visit recommends that the caregiver or the patient state the correct date of birth and name of the patient. This will help in getting the correct address and one can give an alternative address. In case the patient is well known to the clinician, confirmed address and facial recognition are the acceptable identifiers (Coburn et al, 20 04). In practice setting, medical errors are common in different stages of treatment and diagnosis. Furthermore, home care goal is essential as it maintains and communicates accurate patient medication details. The goal has been lagging behind in our daily setting as one has to update or obtain medication information, define the various types of medication details which are to be collected and compare and contrast medication which has been taken with order to resolve discrepancies. The goal also features the provision of written medication details when the patient decides to leave the organization’s care. It also explains the significance of managing the medication details to the intended patient. Home care as NSGP goal is fostered in its implementation through several actions in reducing medical errors. First, the goal compares the ordered with the current medication and later clarifies discrepancies that may arise with the relevant physician. The goal also focuses on the re ference policies in its operation. Furthermore, all the medication details are recorded in the medical record. For instance, when a patient is discharged, a current list of medication details is printed from the PSL and handed over to the patient (Belllows et al, 2005). In addition, a letter is attached which explains the importance of updating the list and availing it to the health care providers. Later, a copy of the current medical report is left in the home with instructions about the importance of updating the list. More so, home care goal is concerned with reducing the risk of administering health care and other infections. The care is mandated with setting goals on how to improve compliance, improve compliance that is based on the established goals and comply with the hand hygiene guidelines. The goal is considered realistic as it is implemented through the UMHHC policy that was set in 2003 on hand hygiene. It also provides paper towels and waterless soaps in the various fiel ds and controls its organization. Finally, it conducts the hand washing observation which is a compliance goal that is greater than 90 %. It also educates the staff members and presents data to UMHHC infection control services (Mann & Marcus, 2006). Home care aims at controlling the risk at which patients fall. It also assesses the risk that is incurred when patients fall. The goal implements the interventions based

Case study Example | Topics and Well Written Essays - 1000 words - 28

Case Study Example Mechanism should take the four concept developed in the version of a television commercial convert to same advertisement concept. Mekanism can further launch them online without purchasing media space and instead increase the power of social media to spread the ads online. For PLP Company to market and distribute their RTD teas in North America it needs a wider range of customer power for the sales of their products as customer is the most important asset and priority of any business enterprise. To build the customers base by implementing new techniques in mobilizing the customers like the social networking sites online. For the brand Brisk, they have to influence and convince other customers using some brands like the Arizona to switch to Brisk to increase the sales turnover There is stiff competition between the companies advocating their brand attempt to create awareness to customers about the brands through the media, storytelling, and the traditional television commercials. While the Brink’s sales were growing fast, the brand was still falling behind its competitors in term of its social media presence. For example in the summer of 2010, brisk competitors such as Arizona. Snapple and SoBe had all built significant stronger social media following than Brisk. Arizona, which regularly ran popular contest on Facebook, had garnered almost 250 times more customers on it than Brisk and more than 20 times more followers on Twitter. The acronym is Pepsi Lipton Partnership. It is a business marketing strategy between the Pepsi Company and the Lipton. The companies formed a 50-50 joint venture called the Pepsi Lipton tea Partnership to enhance their marketing strategy. The collaboration allowed Lipton to take advantage of PepsiCo’s strong presence in the market across the world, and it has well developed bottling system and distribution networks. In return, PepsiCo would benefit from Lipton’s reputation as a

Which step of concept analysis requires research on the concept Essay

Which step of concept analysis requires research on the concept - Essay Example Concept analysis process in nursing theory development involves numerous steps. Walker and Avant (1994) propose that the identification of the concept and its uses requires research. This is because concepts are articulated by a phrase or word. As a result, Walker and Avant (1994) acknowledge that the analysis of a concept must unavoidably be a review of the descriptive word and its use. To me, concept analysis is; therefore, an examination of the term and its significance in nursing and its comparison to other related phrases (McEwen & Wills, 2014). The identification of the concept and its use requires research because lack of research would lead to wrongful identification of the concept, and result to wrongful conclusions and the whole process would be wrong (Ziegler, 2013). According to McEwen and Wills (2014), it is imperative for the researcher to use research to identify the concept and its applications in the development of the theory. This step would also assist in accurate identification of the attributes of the concept. Townsend, L., & Scanlany, J. (2001). Self-efficacy related to student nurses in the clinical setting: A concept analysis. International Journal of Nursing Education Scholarship, 8(1). doi:10.2202/1548-923X.2223 Permalink to

Rhetorical analysis of first writing since Essay

Rhetorical analysis of first writing since - Essay Example Such is an acknowledgement of how people should consider the problems in all other nations instead of America alone. Hence, her response is towards the terrorist attacks, which occurred in September 11, 2011. The poem by Hammad is beautiful and it provides a clear illustration of the feelings and belief she has towards terrorism. The message calls for unification of the entire world irrespective of the cultural background and taking each society as important as the other for the purpose of fighting terrorism and addressing common social issues in different nations. Analyzing the poem through Aristotle’s rhetorical appeals, pathos, ethos and logos, it is clear that Hammad had the ability of creating an appeal to the audience through the pathos. As such, the poem is directed to different cultural backgrounds (American Booksellers Association 18). The entire audience is affected by the theme of the poem since one gets a picture of the September 11, 2011 events â€Å"†¦. Sky where once was steal†¦.†. Hence, the audience makes a connection of the state of the nation and the environment before the attacks and after the attacks. She ensures that the audience has the ability of developing mental images of the people inside the towers before the attacks and after the attacks. Further, she uses Logos and Ethos in an effective manner. â€Å"My hand went to my head†¦dead Iraqi Children, the dead in Nicaragua and Rwanda†¦Ã¢â‚¬ . This is a vivid illustration that Hammad comprehends the current issue, which is facing the American people. However, she needs people to minimize their focus towards the issue and pay attention to the social problems, which are occurring in the other countries. This is also illustrated by â€Å"One more person ask me if I know the hijackers†¦.† (Hammad 1). Her point in this case is that she is fixed in a situation because of her ethnic background, which would indicate that she is

Scale Construction Evaluation Project and report Essay

Scale Construction Evaluation Project and report - Essay Example A., & Lefcourt, H. M. ,1983; Miczo, N, 2004) It alleviates stress and can be resorted to in building stronger interpersonal relationships. Studies on humor’s implications on physical health have likewise been done and it shows that â€Å"there is very little evidence of stress-moderating effects of humor on health-related outcomes, using existing self-report measures of sense of humor and life events measures of stress† (Martin, 2001, conclusion, para. 13). However, it was also contended that certain types of humor may be effective with certain types of stress. Self-report measures of humor have been developed and used in studies on humor. The Situational Humor Response Questionnaire (SHRQ), (Martin & Lefcourt, 1984) measures respondents’ degree to which they smile and laugh in a wide variety of situations. The Coping Humor Scale (CHS), (Martin & Lefcourt, 1983), participants evaluate how they use humor as a coping strategy. The Sense of Humor Questionnaire (SHQ-6), (Svebak, 1996) evaluates different components of the humor process and the Multidimensional Sense of Humor Scale (MSHS), (Thorson & Powell, 1993) investigates different humor behaviors such as humor creation and humor appreciation. In 1999, Martin and associates (Phulik-Doris and Martin, 1999) developed a humor scale measuring four humor styles: Social humor (tendency to share humor with others to put them at ease and enhance relationships); Self-enhancing humor (tendency to maintain a humorous outlook on life even when not with others, to cope with stress or to cheer oneself up); Self-defeating humor (tendency to amuse others by self-disparagement to hide one’s true feelings from self and others); and Hostile humor (tendency to use offensive humor to put down or manipulate others). This 60-item Likert-type format questionnaire has been developed and validated by Puhlik-Doris and Martin (1999) in a large Canadian sample. This original version of the Humor Styles Questionnaire was

Divorce Problem Question Essay Example | Topics and Well Written Essays - 1500 words

Divorce Problem Question - Essay Example 105). Also, individualism, increased work pressures, and career aspirations have been cited as contributing factors to increasing rates of divorce. Numerous studies have shown that divorce can be very stressful and difficult as it not only affects the status of marriage but also have far-reaching implications on children and finances. Constitutions and legislations have made provisions for dissolution of marriage if there are sufficient grounds for that. In the United Kingdom (UK), the law on family, marriage, and divorce is covered under the Family Law Act 1996 (The National Archives). Based on this legislation and cases relevant to divorce, this essay will address a divorce problem facing Alsa in a bid to advise her on whether she would be successful in obtaining a divorce. Facts Bob and Alsa have been married for 10 years but have both been unhappy for the past four years. Bob works full time as an engineer and Alsa is a full time housewife. Alsa is becoming tired with Bob’ s lack of assistance in the house; he constantly begins projects and does not finish them. His last project was to fit a new bathroom suite but after removing the old suite, he did not find time to fit the new one. Alsa feels that she cannot cope with his unfinished projects any longer and has moved into the spare room. Although Bob and Alsa continue to eat meals together, they rarely communicate but Alsa has continued to do all of Bob’s washing. More recently Alsa has started to engage in an extra-marital relationship with Ted. Issue Whether Alsa would be successful in obtaining a divorce? Rules Under Family Law Act 1996, divorce and separation is provided for. There is one ground to initiate divorce proceedings: irretrievable breakdown of marriage. The law has provided for five grounds for divorce which the court can rely upon as evidence that the marriage has irretrievably broken down and thus should grant divorce. The five grounds are: desertion; five years’ separa tion without consent; unreasonable behaviour; adultery; and two years’ separation with consent. In addition, the law has set threshold that has to be met before a husband or wife file for divorce: meet specific rules regarding how long one has lived in the country; prove that the marriage has irretrievably broken down; have a marriage that is recognised, legally, in the UK; and have been married for a minimum of one year. Analysis Considering the increasing rates of divorce and how they occur after a very short duration after marriage, Bob and Alsa can be considered to be have sustained their marriage for a relatively longer period (10years). However, both of them have been unhappy in the marriage for the past four years; an indication that the marriage has been experiencing some problems within that period. From the facts gathered, it seems Bob and Alsa marriage does not experience â€Å"serious† problems compared to other marriages whose partners are seeking divorce. Alsa’s main concern is that Bob does not provide assistance in the house as he constantly begins projects and does not finish them. Comparatively, this issue can be considered â€Å"lesser† in marriage and that which can be solved using other avenues rather than the legal avenue. Since this issue does not touch entirely on the fundamentals of marriage, services of a counsellor, church priest, or a family friend can be sought to resolve it (Probert, 2007, p. 65). Besides,

Leadership Essay Introduction Essay Example for Free

Leadership Essay Introduction Essay Perhaps none of you are lucky enough to be a leader and fight for animal rights or other beliefs, but every year colleges and universities require students to write a leadership essay. Its goal is to identify and evaluate your potential leadership qualities. One of the best ways to cope with the task is to list the characteristics that successful politicians or opinion leaders have. And then demonstrate their presence in your case by an example of specific life situations. This is the main difference between the leadership essays and similar ones. Instead of analyzing literary works or their authors, you need to focus on your own personality. The leader is not always associated with the commander or the strong-willed warlord. An effective guide could be strong and weak, learn and teach simultaneously. The leadership category offers a lot of qualities, the presence of which plays a great role in the life of each person. We are talking about empathy, dedication, sincerity, consistency, altruism, responsibility, self-development, influence, the ability to teach. The essential part of leadership paper outline consists of describing the bright moments of your life to substantiate the stated thesis. Examples should not be abstract and contain pathos reflections. It is better to resort to the specifics and show in which cases you showed courage, intelligence or organizational skills. It is the details that increase the confidence in the content of the text. The personal nature of the essay on leadership makes it possible to use anecdotes as arguments. Each new quality must begin with a new paragraph while keeping in touch with the previous text using transitional phrases. This will help make the essay easily readable to the audience. You also could use the information collected earlier from various sources. When writing a leadership essay, the following necessary components should be considered. First of all, to compose an idea of ​​the phenomenon of leadership, use online resources or biographical stories. They will not only clarify the concept but will also lead to good ideas. Do not confuse the leadership essays with the heroic epic. You need attention to yourself, but not to other people. At the same time, it is necessary to avoid fantasies and blatant lies. Remain as honest as possible to make your work realistic, and look like a fairy tale. To achieve this, shun qualities that are not inherent in you. The use of the method of brainstorming will help determine the required skills. Remember the situation where you were given a great responsibility, for instance, a project, a sports team or the main role in the play. In general, any experience of cooperation can be presented in the context of leadership. Once you have decided on the field of research, it is significant to develop an essay scheme. Thus, a successful completing of a leadership essay depends on the depth of understanding of this concept, your honesty and life experience. Also, remember that real effective leaders have a unique vision of things. Use this quality to present yourself in a favorable light.

Investigating Castle Mall management Essay Example for Free

Investigating Castle Mall management Essay The castle mall is a shopping centre located in the centre of Norwich. It is owned by the insurance company Friends Provident. Friends provident employ a whole managerial team who run the centre. This is called Castle Mall Management. This is what I will be investigating in my project. E1 Public and Private Limited Companies (PLC) Castle mall management Ltd is a private limited company (ltd). A private company is a business with limited liability whose shares are not available to the public. A Public limited company (PLC) is a business with limited liability whose shares are not available to the public. PLCs are required by law to publish their accounts. This means that they are available for scrutiny, not only by the owners (shareholders), potential investors, and bankers, but also, by competitors. The Memorandum of Association must state clearly that the business is a public company and it must be registered as such. The term plc must appear after its name. The differences between the two, private and public limited companies are; A public company can raise capital from the general public, while a private company is prohibited from doing so. The minimum capital requirement of a public company is à ¯Ã‚ ¿Ã‚ ½50,000. There is no minimum for a private company. Public companies must publish far more detailed accounts than private companies. Advantages 1) The shareholders have limited liability. 2) It is easy to raise capital by issuing more shares. 3) It is much easier to raise finance because the banks are much more willing to lend money to a large, well established, as they see it as much less of a rise. 4) This all makes it easier for the PLC to grow and expand. 5) The shareholders will appoint specialists to manage and runt the company for them. Disadvantages 1) Setting up a public limited company is expensive. There is a lot of administration work involved and at least à ¯Ã‚ ¿Ã‚ ½50 000 has to be raised before a PLC can be set up. 2) The PLC has to issue much more information about itself and this again is very expensive to produce. It has to prepare and annul report as well as Annual Accounts and these have to be printed and sent to all the shareholders. They also available to the general public and competitors to see. 3) The extent to which any one individual, or group, can maintain control of an organisation is severely limited by the sale of its shares on the stock exchange. A family may find their influence on a business diminished when a listing is obtained. In turn, this means that publicly quoted companies are always vulnerable to take over bid. This may affect the decisions taken by directors. For example, they may be more inclined to cut back on staffing during a recession, whereas a private firm would want to hold on to experienced staff for when the economy starts to recover. E6 Communications There has to be communication between each member of staff for the company to function properly. I will now look at how this can be done within the company. Uses of communication To contact each other To make deals To give instructions To give or receive information To exchange ideas To announce plans or strategies To compare actual results against a plan To lay down rules and procedures Job descriptions, organisation charts or manuals Direction of communication Formal Informal Vertical Vertical * Downwards Between peers, friends or -From superior to subordinate. Colleagues. * Upwards Could be given as From subordinate to superior emotional support. Or to organise a function Horizontal or lateral or party. People of the same rank, (In the same section Or in different sectors) Diagonal Interdepartmental communication by people of different ranks. Methods of communication A) Face to face communications Formal meeting Word of mouth Interviews Informal contact B) Oral communication The telephone Public address system C) Written communication Letters, external mail systems Memorandum, internal mail system Reports Forms Notice board News letters, bulletins, house journals Organisation manual, handbook, leaflet D) Visual communication Charts Films, PowerPoint Presentation E7/A3 Quality Control * Quality is one of the ingredients in the purchasing decision of consumers, who demand ever-increasing levels of quality * Any firms that ignore the quality aspect of both inputs and outputs risk losing market share to those firms who make it a priority. Quality is defined by the Customer W E Deming (American Quality Guru) Quality Defined * It is difficult to provide a single definition for quality as it means different things to different groups of people. Certainly the perception of the customer is a key element. Here are some of the minimum requirements for customer satisfaction: * Fitness For Purpose The product can do what is it meant to do. This is a useful definition as it can be applied to a wide variety of products, including cheap products such as disposable pens. * Meeting the minimum standards prescribed by acts of parliaments Health and Safety, Weights and Measures and Trade Description Legislation provides a legal framework for minimum standards across a wide range of goods. * Meeting trade association standards Some industries have self regulating bodies that guarantee their members work, e.g. the national house building council. In final analysis it is the customers perceptions of quality that really matter, firms must strive to convince the market that their product/service is the best value for money. Quality Control Systems In the past, Quality Control in the UK meant inspecting the product after production has taken place. In other words it was a faultfinding exercise. Today quality control it is all about building in quality at each stage of production. Such a preventative approach reduces the high costs of rejects and re-working. The Japanese perfected this is known as: Total Quality Management (TQM) Basic features of TQM are: * The establishment of culture of quality among all employees * The recognition of quality chains where each stage of production is treated as a separate customer to be valued and looked after * The use of Quality Circles * Empowerment of workforce * The emphasis on after-sales service as well as quality manufacture. TQM is not a management tool but a Philosophy. Requiring a complete mind shift on behalf of the entire company (Managers and employees) Quality Initiatives In recent years these have been many initiatives introduced to assist firms to achieve Assurance.Quality Quality Assurance Refers to all of the activities that ensure the satisfactory delivery of goods and services to end customer. Quality Assurance refers to all of the activities that ensure the satisfactory delivery of goods and services to the end customer. Key factors include: * The quality of inputs such as raw materials and components * The quality of the design process so that the products meet customer requirements whilst still being economic to manufacture * To appropriate skill level of the workforce and its commitment to quality assurance * The quality control methods used in the production process * The quality of advice at the purchasing point and after-sales service The Main Initiatives Have Included: TQM A philosophy of quality QUALITY CIRCLES An informal discussion group drawn from all parts and levels of the business that meets regularly to discuss quality problems KAIZEN An approach to advocates continuos improved in small steps rather than a competitive overhaul of the production system. BENCHMARKING Identifying the best practice of the leading firms and using that as a yard stick with which to measure ones own performance ISO 9000 An international quality certification procedure ZERO DEFECTS A philosophy that encourages all employees to strive for the ultimate goal of a perfect product TRAINING Where management has recognised that for quality to be assured a quality culture must be implemented at each stage of the process; it is imperative therefore to train all employees to have the requisite skills, both for their direct tasks and for quality monitoring Quality can be achieved in diverse ways but the ultimate goal is to satisfy the customer, which of course is a constantly moving objective. The thing is that Castle Mall Management does not sell anything. This can be a problem when trying to implement quality control. To overcome this they have to vet the stores they have in the centre and make sure that they use quality control. This would help castle mall management reach their objectives especially the main objective to make a profit. As Castle Mall management do not sell anything they cant run certain procedures. This means that the design and production side is out of their hands, but is it? If they want to be really sure of what they are getting into they can agree with the firm or business to have an input into what they are selling. For example, they could check the production side of a chocolate shop making sure that their production line is of a high standard and that they are not breaking any laws. Another thing they could check, although not directly liked with quality is where the product is made. If a product is made in a small 3rd world country with the st aff getting paid for example 50p a day they might disagree with this and not allow the shop to trade in their centre. I believe that one of their objectives should be to help the customer in buying a quality product. The use of quality control to add value. * Adding value For landlord * Increase foot fall * Increase spending * Operate a profitable environment City * Investment in the city * Precence Population * Provides jobs * Provide social outlets * Sponsorships * Castle Mall is the only underground shopping centre in Western Europe. This makes it a landmark E2/E3/C1 The objectives of Castle Mall Management Objectives: A statement of what an organisation wants to achieve Objectives are a statement of what an organisation wants to achieve through its operation. A firms formal objective is given in its memorandum of association, and larger firms may publicly state their general philosophy and values in a list of objectives. For most PLCs profit is only one goal among others. Objectives provide criteria for decision-making. Most firms harden these general objectives into more dynamic aims, which are intended to drive the organisation forwards in the chosen direction. Mission statements are focused declarations of intent, designed to energise staff at all levels to work in common cause. In practice the overall objectives of a large firm need translating into terms that have meaning for each operation or function. This may mean that one objective is particularly highlighted. 1) The Main objective is to make a profit. They have to make a profit in order to ensure that the investors i.e. Friends Provident get return on their investment. This is the main objective of most businesses; they set out to make money. If they do not then they are considered a failure. 2) To provide a Safe and secure environment for their customers. In order to make a profit people have to come in to the centre. If possible customers feel that the centre is secure and they will be safe then they may visit and return for all their needs. If they consider the centre and car parks not to be safe then they will not visit as they feel that they or their property is not safe. 3) To increase footfall per year. The footfall is the amount of people that visit the centre in a measured time. The more people that come in the more chance of them buying items and the Castle Mall making a profit. Even if a non-customer walks through the centre everyday on the way to work then they may see a shop or an item in a window, which they may come back and buy it when they want it. 4) To increase amounts of visits per person. This is not the same as footfall as footfall is the amount of people who visit the mall, whereas the 4th objective is to increase how many times one person visits in a measured period. Again more visits means potentially more profit. 5) To increase visits from within a large catch-ment area. Trying to gain custom from shops in a large catch-ment area. This means trying to get potential customers from other places of Norfolk up to a 1-hour drive away. 6) For customers to stay longer when they get there. The longer the customer stays the more money they are likely to spend. Also with plenty of food restaurants in the mall if people are there a long time then they may get hungry and buy food. This will help increase profit. The overall objective all the objectives lead to is to Make a profit. E4 The Functional areas of Castle Mall management Ltd The main functional areas of Castle Mall Management Ltd are; * Marketing * Accounts * Administration * Security * Human resources * Food Court * Customer service Each area has its own responsibilities and objectives. Next I will explain each areas responsibility; * Marketing Public Relations Advertising -Briefing the creative/media buying agencies -Approving copy and schedules -Ensuring targets and deadlines are met Web Site Christmas Decorations Promotions -Events -Displays -Activities Research Sponsorship Buying -Maintaining stock levels -Existing literature -Briefing in new requirements -Checking prints quality -Distribution Health and Safety checks on displays * Accounts The accounts section of Castle Mall Management Ltd looks after the money side of the company. This can involve checking and counting all the money side of the centre. This can range from making sure people have paid their rent and how much they should have paid to counting the money that is put into the car park pay machines. This is a very important side of the company as without them they would not get any money in and staff would not get paid etc. * Administration Admin look after the paperwork side of the company. This can involve writing to perspective clients and customers with information about the centre. Also it can involve internal communication helping the company run. Without the admin department the company could not run, this is because they basically sort everything out. If a letter needs to be sent, a contract needs to be singed or a delivery needs to be taken admin are there, if they cannot sort it out then they can contact a someone who can. * Security The security department is a very important in the Castle Mall. Weather you see them or not they are always there. There are a team of highly trained security staff patrolling the Mall 24/7. This offers a visual presence for the customers, making them feel safe and secure. What the customers dont see is the main control room where the operation is run from. Here they control over 50 cameras. Some of these are visual to the customer, some a hidden Matchbox cameras which can be hidden basically anywhere. The CCTV system is very important in the mall, if a situation is spotted then the security guards can be contacted by radio and told any information they need to sort it. The security staffs also are called into action when there is a fire alarm. When this happens the mall is evacuated and the fire service is called, when they arrive its the security guards job to show them to the area where the alarm is. When the all clear is given it is the guards job to let everybody back into the m all. From shoplifters to lost customers the security guards are helping the mall function properly. * Human Resources The human resources department is in charge of the employment side of the company. This can involve placing adverts in the paper for a new position, looking at the application forms. Deciding on candidates and then interviewing them. They would then have to decide on a new employee with their experience and knowledge. * Food Court The food court has a different sort of agreement with Castle Mall Management, they are directly accountable to Castle Mall Management Ltd as there targets are set by them. If they are struggling to meet this Deadlines Castle Mall Management will intervene and try and sort the problem. As they have this relationship the profits they make are shared with Castle Mall Management. This is a pre-arranged agreement, which was sorted when the mall opened. As the food court is a large part of the mall and is closely linked with Castle Mall Management they have their own manager within Castle Mall Management. It is their job to make sure that the food court are meeting their targets and are running with no problems. * Customer Service The customer service desk and team have a large area to cover. They basically look after the customers of the mall. Here are some of the areas they cover. Information services for the mall and local area. Security Car parking Disabled parking and access Disability service Shopmobility Information leaflets Public relations informing public about evens Baby changing facilities Good signage and directions First aid Directory leaflets Also the customer service desk is also the first place to make a complaint. It depends on the nature of the complaint as to how it is dealt with. However, all that make a complaint will get a letter of some kind of response from the centre manager. All complaints are dealt with as soon as possible. If necessary clients/customers will be invited backs and helped. One example is when a fire alarm went off and a mother with a toddler with a pushchair had to carry the pushchair down flights of stairs because she had taken the wrong turning. She aired her concerns to CMM Ltd who invited her back to show her that there was an access/ exit especially for disabled/pushchair access. This alleviated her concerns and she is more than likely to return to the shopping centre because her concerns were dealt with efficiently and effectively. Complaints cam be made either through the information desk or by post. Customer fills in form They will then be sent to the management suite where the corresponding manager will deal with it. Investigation carried out And acted upon E5/C2/A1/A2 Organisational structures When you look at the structure of Castle Mall Management it looks, as it is hierarchical (See additional page 1). This is not 100% true, when I asked Erik Kirk the manager of Castle Mall management Ltd he described them as having elements of all structures and cultures. Organisational structures can be described as flat, hierarchical or matrix shaped. Where decision-making is decentralised, the structure tends to be flat. This means that managers and the staff are given wide ranging responsibilities in deciding what to buy, what prices to charge and which staff to employ etc. An organisational structure where decision-making is decentralised it can be described as flat because it does not have many layers. A disadvantage of this type of organisation is that decision-making can be slow. For example any decision that is made this way can take a long time. However, the decision-makers have the advantage of being close to the others day to day activities. In other words there is not along line of communication between the decision-maker and the work to be done. The most extreme version of this is the sole trader who does all the work and carries out all the decisions of the business. Some organisations have in recent years cut out layers in the middle management with the aim of improving communication and decision-making. It can be called de-layering this has had the effect of widening the span of control of the managers who are left. This means that managers can become overwhelmed by the information coming to them and the quality of decision-making suffers. The managers start to loose control over practices and procedures. Narrow Span of control Wide Span of control An alternate way to run the business is to centralise operations. This approach takes decision-making power away from junior staff. This resulting structure is described as hierarchical. Senior staff makes all-important decisions. Below is an organisational chart showing a centralised structure it has several layers of command and is pyramid shaped, i.e. wide at the bottom and narrow at the top. Most large businesses are organised in a hierarchical structure. The senior managers are responsible for taking decisions affecting the whole, or large parts of the businesses whilst shop floor workers mainly carry out decisions made by others. Manager Senior supervisor Senior supervisor Junior Supervisor Junior Supervisor Junior Supervisor Junior Supervisor Shop Floor Workers Shop Floor Workers The Key advantage of a hierarchy is that it allows strong leadership and centralised decision making. It ensures that the organisation has a consistent policy, approach or activity. A problem with hierarchy is that the line of communication between top and bottom might be quite long. There are layers of people who to receive and pass on information and at each stage the Information can be reinterpreted or misinterpreted. One way of avoiding this problem is to delegate decision-making. This means that people within the organisation are given the authority to make decisions themselves rather tan wait for instructions from the top. Advantages and Disadvantages of centralisation Advantages * Bulk buying reduces costs * Fewer staff are required in the whole operation. * The scope for specialisation increases * Producers such as ordering and purchasing can be standardised * Planning and control tends to be more effective * Decisions are made for the good of the company rather than the branch * Leadership is likely to be stronger and more consistent Disadvantages * Middle managers may be less motivated because they have less responsibility * Local needs are less likely to be met * There is less flexibility * There may be more administration * Communications between different sections might be poor * The burdens of management is more concentrated to the centre More example of Structures Location Allied Breweries Ltd Calsberg/ Allied Breweries Allied Tetley UK Netherlands Breweries Trading World-wide Product Allied Lyons PLC Spirits Retailing Brewing Food + Manufacturing Wholesaling Some organisations have structures that cannot be described as flat or hierarchical. They use tears that cut across traditional departmental boundaries. Sometimes the tears are permanent, in other cases the are brought together for a specific purpose. Project tears are increasingly being used by businesses to develop new products. Such tears have MATRIX STRUCTURES. In that the have members drawn from several departments. One example of a project team is the one Rover used to develop the 600 series. From the start of the project, stylists, manufacturing, production engineers, production line operates and suppliers all worked together. All team members had the authority to act without consistent referral to senior management. Stylists Engineers Team Leaders Production line Operates Suppliers How does the organisational structure affect its performance The organisational structure of Castle Mall Management (or as they call it the Family Tree) has a hierarchical shape. This means that there is one main centre manager. The centre manager Eric Kirk then goes directly to a deputy centre manager. They then lead directly to four other managers of separate divisions. The marketing, food court, security and administration manager all then head a team in that department except the marketing manager who has no team and works closely to the deputy and main manager. The structure shows that the centre manager has direct input to the four division managers. I believe that having a structure of this sort will be successful. This is because everyone has a link with everybody else. If there is a problem then there is always someone there to sort it. Also as the main manager has close links with most of the staff under him so if he makes a request they may not mind carrying it out. I think that the structure helps Castle Mall Management meet and exceed its objectives because they work well as a team. This is because everyone is linked with everyone and there is always someone to help you out if need be. You see how important they find these as they call there structure the Family Tree. This can help with all objectives, especially the objective, to make it a safe and secure place for the customers to shop. If the employees believe they are doing a important job and feel wanted as a part of a team then they may put more effort. This means that they may make the extra little bit of effort to clean a spillage etc. The management culture The management culture of a business is how the people very high on the hierarchy act to the lower down employees and their associates. It depends on how managers act, if they tell people what to do or if they leave it up to them to make their own decisions. A good model to show this is the leadership continuum. Autocratic style Participative style Free-Rain Style Consultative Consensus Democratic Autocratic style An autocratic leader maintains most of the authority by issuing orders and telling what to do without consulting them. To the autocrat, the basis for leadership is formal authority. Autocratic leaders may have a few favourite subordinates but they usually regard close interpersonal relationships with group members as superfluous. The autocratic style of leader is generally in disfavour in modern organisations. Participative style A participate leader is one who shares decision-making authority to the group. Participative leadership occupies enough space on the continuum to warrant dividing it into three subtypes: Consultative, Consensual and democratic. A Consultative leader solicits opinions from the group before making a decision, yet does not feel obliged to accept the groups thinking. A standard way to practice consultative leadership would be call a group a group meeting to discuss an issue before making a decision. A Consensual leader encourages group discussion about an issue and then makes a decision that reflects the general agreement of group members. Consensual leaders thus turn over more authority to the group than consultative leaders do. The consensus leadership style results in long delays in decision making because every party involved provides input. Free-rain style or laissez-faire style A Laissez Faire or Free Rain leader turns over almost all authority to the group members and does as little leading as possible. Given a situation in which the work to be done by each employee is clearly defined, weather it is sorting coupons or cutting gears with laser beam, such leaders maintain a hands-off policy. They make few attempts to increase productivity or to coach their employees. At times the free-rain leader is a abdicator who cares very little for productivity goals or developing subordinates. Erik Kirk of Castle Mall management is certainly not like this as he has very high targets and standards. As with any leadership style, there are some situations in which an autocratic style is appropriate. One example is a high-accident work area where the employees are not particularly knowledgeable about the potential risks. Many autocratic leaders have been successful as high-level leaders in the private and public sectors. One good example of this is taken from Management and organisation by DuBrin, Ireland and Williams. Jack Traimiel, the controversial executive who has occupied key positions at both Commodore and Atari. A co-worker of Tramiels said, Commodore was the house that jack built, and when he left the company, so did the spirit, the aggressiveness and the drive. Decision making also went by the wayside Castle Mall Management are democratic and laissez-faire at times but are autocratic at times of: * New Employees New employees may not know about certain parts of the business so if they make decisions however small they could make curtail mistakes, which could cost money or customers. Also if they are not taught they may never learn a certain technique and carry on using the wrong way forever. * Health and safety Health and safety is very important as it involves the welfare of workers and customers. If they want to meet their objective of proving a safe and secure place for people to shop they will have to be very strict on this subject. This means that precise decisions need to be made which are in lines with all guidelines set by the governments of the world. * Security Is very important, again if they want to meet their objectives they will have to be very strict and precise on security matters. This may involve making decisions based on laws and keeping information form other employees lower down the hierarchy. Erik Kirk and his associates like to have a team of workers who are loyal and work hard. He also likes to make them feel part of something, a team. He has an open door attitude when it comes to this. He likes to feel that if there is a problem it can be sorted. No matter how small the problem is he feels that he can help providing answers and privacy. On paper the structure appears hierarchical but it does have elements of a flat structure. Overall the culture is: * Philanthropist in attitude * Good work ethics * Relaxed * Productive * Efficient * Good and open communication channels * Clear objectives * Safe and secure working environment E6 The use of ICT in communications Castle Mall management would be severally impaired without ICT. The main use of ICT is communication. There are many areas of communication featuring ICT, these are: * E-mail Internal External * Web site * Alarm System (2 way communication) * Reports * Telephone (external + between departments) * CCTV + Mini cameras E-mail Castle Mall Management uses E-mail to communicate between department, level and centre. E-mail is a very good way of communication as it is virtually instant. Also you can send designs, graphics and programs as attachment files. This is very helpful as it saves in paper costs and also cannot be lost as with paper. Castle Mall Management uses E-mail to communicate with each other no-matter where they are in the building or country. For example a admin worker could e-mail his supervisor to alert them of a problem or just to book holiday. Another example is Erik Kirk the main centre manager E-mailing another manager of another centre alerting them of a security problem. Web site Castle Mall Management help run the castle-mall.co.uk web site. Some Castle Mall Management staff has been trained to update and redesign the web site. The web site can be used to make customers aware of events and new promotions. It can also give customers information about what shops are in the mall and what services are available. Alarm systems The alarm system in the mall has a communication system built in so if there is an emergency most people in the mall can contact each other through the alarm system to find out whats happening. It can also pinpoint where a person is so if they are in danger then they can quickly be located and helped. Reports Reports are written by all sections of management so that other people in other positions know what is happening, why and when. They are written about special events to inform people what is happening and how successful something was. Also reports are written once a week, month and a major one written each year. These reports are read by managers and then sent to Friends Provident or FisPam. To let them know how they are getting on. If there is a problem with the reports then friends provident will try and suggest ways to rectify it.

Personality Features of the Entrepreneur

Personality Features of the Entrepreneur Ability to set high personal but obtainable aims The concern of personal accomplishment, rather than reward of success Knowledge and experience-According to Schultz (1975) states that entrepreneur talent is not only innate, but may also improve by experience and education. Entrepreneur knowledge is the important element for any company performance. Brà ¼derl et al (1992) states that the higher level of Entrepreneur education bring positivity in the productivity, which automatically leads to increase the company profit. Hence higher productivity helps to increase efficiency and processing of management and on otherwise tends to attract the customers and participating profitably with suppliers and Investors. Hambrick and Mason(1984) also concludes that company success is totally dependent on the entrepreneur Knowledge. Knowledge mainly depends on the education and the past experience (Barker III and Mueller 2002; Hadjimanolis 2000).By attaining good knowledge, entrepreneur develops new innovative ideas and try to make them real. On the other hand Hisrich Peter (1995); Mcgrath MacMillan (2000) argues that there is perception that education experience do make contribution to the function of Entrepreneurship, however these experiences may not always exclusively transpire through formal education The environment of the different culture can produce difference in attitude (Baskerville 2003) as well as differences in the behaviour of entrepreneurial (North 1990; Shane 1994) culture knowledge is another aspect which can be understood by entrepreneur. According to Zhao (2010), the cultural awareness could be defined as the understanding of a peoples historical and cultural backgrounds as well as their approach to life and their ways of living and thinking. Therefore, as Rogers and Steinfatt (1999) argue, culture has very powerful effects on individual behaviour including entrepreneurial behaviour. Vernon et aI (1997) explained that culture is an significant in any discussion of Entrepreneurship because it determines the attitude of individuals towards the commencement of Entrepreneurship. Prior hand experience is considered to be beneficial for any entrepreneur and can be expected to have a greater ability to resist unfavourable shocks and to perform corrective actions in a new venture. According to Davidsson and Honig (2003) Starr and Bygrave (1992) explains that the previous experience helps to lead to an implement skills that critically influences subsequent efforts to establish and build up new ventures. Also Shane(2000) Ucbasaran et al. (2003) concludes that the individuals who engage in the multiple starts-up called habitual entrepreneur, who develops a entrepreneurial approach and problem solving ability which automatically helps to increase their skill to recognize and utilize further opportunity. Propensity to take Risk-Risk attitude influence the entire life cycle of Entrepreneur. According to Cramer et al (2002) caliendo et al (2009), there is positive linkage between Risk attitude and the decision to become an Entrepreneur. Entrepreneurs tend to be more independently-minded, ready to take risks and accept the penalty if things go wrong.Casson (1982) concludes that risk taking ability and innovativeness are the personal characteristics and more over they have all the knowledge of handling business. Thus, people with more experience, higher abilities or greater knowledge in the field of potential self-employment tend to perceive the risks connected with certain decisions as lower ( Gifford 2003).Caird(1988) also agreed with Casson and concludes that successful entrepreneurs have abilities and knowledge to sense business risks and profitability and try to accurate errors to improve business performance and prospects. On the other hand Grable and Lytton (1998) also claim that the educational level of entrepreneurs is the most important variable in distinguishing risk-taking intensity in businesses. Psychological theory has pointed out that the individuals risk attitude is only one of numerous personal variables possibly influencing the decision to become an entrepreneur ( Rauch and Frese 2000). Person risk attitude is one of the key variable In the choice between a salaried job and entrepreneurship. According to Chell et al. (1991), there should be an inverse U-shaped relation between risk attitudes and entrepreneurial survival, where low risk attitudes characterize more risk averse and high risk attitudes indicate less risk averse persons. Recent research by Baron (2004) and K ¨ollinger et al (2007) provides further explanations for why particularly risk-seeking entrepreneurs might decide to start a business venture, even if low or even negative outcomes may arise with relatively high probability. Leadership- According to Graen and Scandura(1987) Leadership is broadly viewed as an interactive process, dependent upon both leaders and followers . and an entrepreneur is often described as a leader who must define a vision of what is possible and attract people to rally around that vision and transform it into reality (Kao, 1989). Hence, it is argued that there is interconnection between entrepreneurship and leadership (Jensen and Luthans, 2006) and to be successful entrepreneurs must possess leadership skills (Colbert, 2003).A leader has to be Entrepreneur aswell.It has been written that Entrepreneurial leadership deals with concepts and ideas,which are related to problems that are not of an organisational nature ( EL-Namaki 1992). Hinterhuber and Krauthammer (1998) assert that in todays turbulent environment, which demands not only continual innovation but radical improvements in all stakeholders satisfaction, leadership is more critical than ever for entrepreneurs. Author agin states that leadership stands onthree pillars: (1) Envisioning (2) Being an example and (3) Increasing the value of the firm Avolio et al (2004) provided a theory driven Framework for Studying Entrepreneur as a leader, with the focus on experience, self regulatory process, and leader behaviour The above theory explores that how a entrepreneur leadership can positively linked to the organisation commitment, satisfaction of the job, happiness to his/her employees. Rhoades et al(2001) add on that when employees are treated in a fair and caring manner, they become more committed towards the organisation ,and more likely to have positive attitude. Confidence- Confidence is the key to success for any individual. Very few Entrepreneur need to have important skills, out of which confidence is very vital. Confidence helps entrepreneur to convert an idea into Business success. According to Wilson et al., (2007) self confidence is based on the abilities and perception of the skills rather than objective ability. But Global Entrepreneurship Monitor(GEM) found that there is difference between the level of self confidence ability to believe in an entrepreneurs non-entrepreneurs. Minniti et al., 2004) also supports the idea of GEM that there is difference between the level of confidence in an Entrepreneur. Boyd and Vozikiss theory of intentionality helps us understand the role of confidence here too. They argue that self-efficacy not only positively influences intention, but that it also influences the transformation of intention into action (Boyd and Vozikis, 1994).While many entrepreneurs may have a clear intention to start a busine ss, not all do, and one of the things which predicts entrepreneurial action (i.e. launch) is self-efficacy. High confidence promotes a go-ahead spirit that can lead to success amid such uncertainty (Bazerman,1998) On the other hand Forbes (2005) states that the Entrepreneur who found their own business are more over confident than those who dint. According to Griffin and Varey, (1996) ,over confident is treated as situation specific. He means that the individual who is overconfident in one task might not be in second one. Gist and Mitchell (1992) Social cognitive theory tells us that self-efficacy, an assessment of ones confidence, is situation specific and implemented to the particular tasks rather than a general state of being. The real power to attract money comes from our own self-reliance, determination, and will; not from any dependence on anothers help and support. The power to attract money comes from the psychological viewpoint that I am the ultimate determinant of my fate. One of the reasons for Americas founding and continuous success was that her people were dedicated to self-reliance. Casson, M. (1982). The Entrepreneur: And Economic Theory. Oxford: Martin Robertson. Caird, S. (1988). A Review of Methods of Measuring Enterprising Attributes. Durham: Durham University Business School. Davidsson, P. (1989). Continued Entrepreneurship and Small Firm Business. Stockholm: Stockholm School of Economics Bellu, R.R. (1988). Entrepreneurs and managers: are they different? In Reynolds, P.D., Birley, S., Butler, J.E., Bygrave, W.D., Bird, B. (1992). The operation of intentions intime : the emergence of new venture. Entrepreneurship Theory and Practice, 17 (1), 11-20 Brockhaus, R H. (1982). The psychology of the entrepreneur, hi Kent, C. A., Sexton, D. and Vesper. K. (Eds.), Encyclopedia of Entrepreneurship (pp. 39-56). Englewood Cliffs, NJ: Prentice-Hall. McClelland, D.C. (1961), The Achieving Society. Princeton, NJ: Van Norstrand Co Opportunity-According to Shane et al (2000) The major task of entrepreneur is to find out and utilize oppurtunities Risk taking Capability- according to REFERENCES FOR BIT 1 Baskerville, R.F. 2003. Hofstede Never Studied Culture. Accounting, Organizations and Society 28(1):1-14 North, D.C. 1990. Institutions, Institutional Change, and Economic Performance. New York: Norton. Shane, S. 1994. The Effect of National Culture on the Choice between Licensing and Direct Foreign Investment. Strategic Management Journal 15:627-642. Brà ¼derl, J., Preisendorfer, P., Ziegler., R., (1992), Survival Chances of Newly Founded Organizations,American Sociological Review, Vol: 57, 227-242 Hambrick, D. C., Mason, P. A., (1984), Upper echelons: the organization as a reflection of its top managers,Academy of Management Review, Vol. 9, no. 2, 193-206 Barker, V. 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Alternatives to the Death Penalty Essay -- Capital Punishment Justice

Alternatives to the Death Penalty Mead Shumway of Nebraska, was convicted of the first degree murder of his employer’s wife on circumstantial evidence and sentenced to death by jury. His last words before his execution were: â€Å"I am an innocent man. May God forgive everyone who said anything against me.† The next year, the victim’s husband confessed on his deathbed that he [the husband] had murdered his [own] wife (Radelet, Bedau, Putnam 347). There are an uncertain numerous amount of incidents similar to the one depicted above, that have repeatedly occurred throughout the course of history. Two highly distinguishable figures in the area of capital punishment in the United States, Hugo Bedau and Michael Radelet, discovered in 1992, at least 140 cases, since 1990, in which innocent persons were sentenced to death (Hook and Kahn 92). In Illinois alone, 12 death row inmates have been cleared and freed since 1987 (Execution Reconsidered). The most conclusive evidence in support of this â€Å"comes from the surprisingly large numbers of people whose convictions have been overturned and who have been freed from death† (Bedau 345). One out of every seven people sentenced to death row are innocent (Civiletti). That’s nearly 15%. The numbers are disturbing. Innocent people are becoming victims of the United States judicial system by its overlooked imperfections. A former president of the American Bar Association (ABA), John J. Curtin Jr., said it best when he told a congressional committee that â€Å"Whatever you think about the death penalty, a system that will take life must first give justice. Execute justice, not people.† Though some of the innocent death row inmates have managed to escape their execution, there are numerous others who are unable to overturn their sentence through appeals. Many cases of innocence go unheard and result in the unfortunate fatality of an innocent bystander. When the death penalty in 1972 was ruled unconstitutional in Furman v. Georgia, the Justices expected that the â€Å"adoption of narrowly crafted sentencing procedures would protect against innocent persons being sentenced to death†. But the chances that innocent persons have been or will be executed remain astoundingly high (Bedua 344). The United States justice system was formed on the premise that it should protect society’s general well being from any harm. Processes and procedures... ...om). â€Å"Execution Reconsidered.† Economist. Jul 1999. Ebsco host. Cerritos College Norwalk, CA. 4 Nov 1999 (<a href="http://www.epnet.com">http://www.epnet.com). Gleitman, Henry. Psychology. 4th ed. New York: W.W. Norton and Company, 1995. Hook, Donald D. and Lothar Kahn. Death in the Balance: The Debate Over Capital Punishment. Lexington: Lexington Books, 1989. Mac Farlane, Theresa. International Organizations. Detroit: Gale Research, 1997. Montague, Philip. Punishment as Societal Defense. Maryland: Rowman and Littlefield Publishers: 1995. Radelet, Michael L., Hugo Adam Bedau and Constance E. Putnam. In spite of Innocence. Pennsylvania: The Maple Press, 1992. Radin, Edward D. The Innocents. New York: William Morrow and Company, 1974. Stewart, David O. â€Å"Dealing With Death†. ABA Journal. Nov 1994: 50-53. United States Department of Justice. Bureau of Justice Statistics Bulletin: Capital Punishment. 1995. Washington: OJP, 1996. Weiten, Wayne. Psychology: Themes and Variations. 2nd ed., brief version. Pacific Grove: Brooks/Cole Publishing, 1994. Yanich, Danilo. â€Å"Making Movies Real: The Death Penalty and Local TV News.† Crime Law and Social Change. 26 (1997): 303-328.