Leadership and Hilton Group Essay

INTRODUCTION Internationalisation of the hotel industry has reached the top of corporate agendas and many hotel chains began to realise that the international business environment is going to be fundamentally different from that of the past and that their HRM strategies require attention. Organisational leadership are numerous, however, the hospitality sector has received a great deal of attention in these, in particular, the links between leadership and delivery of quality at the point of service. The hospitality sector face particular challenges with regard to motivating service staff, who are often working in less well paid positions but who are of vital importance for effective service delivery. Motivational leaders can address this situation in a number of ways, in particular by: * clarifying and promoting organisational goals; * encouraging employees to work towards these goals; * demonstrating excellent performance; and * providing positive feedback to employees. A large part of Hilton’s famous consistency springs from a global approach to training – with the online â€Å"Hilton University† a prime example. This promotes a set of shared values which in turn creates a feeling of pride in working for the company. A lot of emphasis is placed on coaching General Managers to act as good role models for their staff. Theories of leadership & Motivation: The transactional and transformational leadership theories and their related characteristics and behaviours are going to be explored to insure we have positive and successful data to guide future leaders in the hospitality industry. Transactional Leadership- Leadership through the rewards and punishment Transformational Leadership- Leadership through inspiration, passion, and vision. The transformational/transactional leadership dichotomy was introduced by Downton (1973) in his study of political leadership; to Downton, transformational leadership was characterised by a mutually-motivational relationship between leader and follower. Downton contrasted transformational and transactional leadership in his study of the differences among revolutionary, rebellious, reform-oriented and ordinary leaders. This distinction between transformational and transactional leadership orientations was later utilised by Burns in his seminal work. Leadership which examined the political, social, and psychological dimensions of leadership and examined its moral dimensions using Kohlberg’s hierarchy of moral development. Transactional (ordinary) leadership is based on an exchange relationship in which follower compliance (effort, productivity, loyalty) is exchanged for expected rewards. Implementation strategy of firm established annual goals, policies need advice, to motivate and support staff that prepared the allocation strategy can be executed in the Hilton Group plc. This strategy includes to implement ion of cultural support, creating an effective organizational structure, re-direct marketing efforts, preparing budgets, developing and information system and organizational performance, employee compensation uniting. The Hilton’s structure affects the behaviour of people and employee – between the units rivalry, competition for resources, collaborative spirit, teamwork, internal politics and belief system to all affected how people work, how they approach work and hard work will be of course, their performance. Factors that help in implementation of motivation and leadership Hilton are: EFFECTIVENESS & EFFICIENCY Efficiency and Effectiveness with which infrastructure work is effecting, but more importantly of The Hilton’s how-to organisation serves their customers to effective service. Towards disunity, lack of cross-integration of work and inconsistent behaviour of service customers’ perception will affect. ORAGANIZATIONAL CULTURE Hilton’s organizational culture, basic assumptions, values and belief system of the organization as a whole. Various elements of the organizations own culture can be. That, or can display different valuation, in Conflict with corporate culture. The Hilton’s project team could culture their own informal group who may not fully joint with corporate culture. NATIONAL (CORPORATE) CULTURE The Hilton is a big organizational company so its corporate culture, basic assumptions, values and belief system formally includes the head of an organization coalition. Often this means senior officials and enterprise owners, but staff members (co-operatives) may include Trade unions and government. Basic beliefs, values and beliefs of the founder of an organization can affect an organization’s major coalition organization long after they have left. ORGANIZATION DEVELOPMENT FOR HILTON GROUP PLC FOR MOTIVATION: The Hilton’s Organization development research we could considered Kurt Lewin’s 3-step model. In this model demonstrated the most effective group norms and consensus decision-making to separate and organisational behaviour. This model it can be also research programmes included load indicators and the effect of group discussion and commitment in changing eating habits. The process of change comprises of three stages:  · Unfreezing: create the initial motivation to change by convincing staff of the undesirability of the present situation;  · The change process itself: mainly concerned with identifying what the new behaviour or norm should be. This stage will often involve new information being communicated and new attitudes, culture and concepts being adopted.  · Refreezing or stabilising the change: implying reinforcement of the new pattern of work or behaviour by rewards (praise etc.). Develop the belief that the changed situation satisfies organisational and personal values. 1. We can show steps include in plan revolution processes.As a cyclical process of an Organisation Development research change is shown. Round circle working with clients and representative of change recruited by the work begins with a series of planning. A primary diagnosis of the main component of this stage, data collection, outcome feedback, and added combine action plan. In the language of systems article, this step contribution, the customer systems as yet unknown is alert of the problems, shows the effect of changes required to help output, maybe the problem-solving and agency process is with the ordinary stock. 2. The second stage of (OD) action research plan, or changes, phase. Related to the studying process at this stage and planning and implementing behaviour change in client organizations, add the action. The category of reply shown by a response Loop will be taken and plan to change the past with the actual of well recognize the impact of changing customer systems will transport to educational activities 3. The third part of the (OD) research production, or outcome, stage. The platform includes real change in reaction. If any resulting from corrective action ratio taken the next second stage. Data collected from customer systems again can be set so that progress and modification may be needed in the learning activities. LEADERSHIP MOTIVATION THEORY FOR THE HILTON Hilton’s build a two dimensional factor build on employee behaviour of his work. They can be also added in there company policy, supervision, salary and working condition rather than motivators. As per his theory the absence of the factor creates a job satisfaction but their present doesn’t match there. In that case Hilton Group also find out a five motivate element were strong job satisfaction. 1. Achievement 2. Responsibility 3. Advancement 4. Preconisation 5. Work it self Critically evaluate theories relating to managing cultural diversity for Hilton group of hotels? Hilton International Group is a leading global hotel brand and the company, with an expanding portfolio of hotels, mainly Hilton Brand, Conrad and Vernon Hotels. The company operates 380 hotels worldwide and is represented in 66 countries. Its 80,000 strong workforce looks after an average of 8 million guests every year. The quality of the Hilton brand is such that customer service and operational excellence is higher than in most industries. Senior executives at Hilton believe that the training and ongoing development of its employees is critical in order for the business to stay ahead in a competitive global marketplace. Consequently, learning is a major part of the company’s strategy. Hilton International is totally decentralised; splitting into countries, cities and individual hotels. Theories for managing cultural diversity at Hilton group of hotels INTERNATIONAL HRM STRATEGY 1.Recruitment: The recruitment strategy, must determine the nature of the IMD programme and the type of international manager development. Three different approaches available to managing and staffing companies’ subsidiaries include an ethnocentric approach, which will tend to use expatriates in key positions abroad; a polycentric approach with the use of local nationals wherever possible, and a geocentric approach with a mixture of nationals, expatriates and third country nationals. In the ethnocentric approach, the cultural values and business practices of the home country are predominant. All the standards for evaluation and control are determined centrally from the headquarters in the form of orders and commands. The polycentric approach is in direct opposition. The subsidiaries in each country are developed locally under the supervision of local managers. It results in little communication between headquarters and subsidiary. The geocentric approach, organisations try to combine the best from headquarters and the subsidiaries to develop consistent worldwide practices. In regard to Hilton Hotel Group, it tries to involve more integration between centre and subsidiaries to ensure close co-operation between the different parts of the chain, and implement both universal and local standards for evaluation and control. The company that applies the global integrated business strategy manages and staffs employees on a global basis. For example, Hilton has for many years attempted to recruit and develop a group of international managers from diverse countries. These people constitute a mobile base of managers who are used in a variety of facilities as the need arises. 2. DEVELOPMENT AND PERFORMANCE EVALUATION Considering the international nature of the hotel industry it becomes clear that different development needs exist believes that there are two-tiered approaches to international development. At a tactical level, companies such as Hilton, have to ensure that managers are able to operate in different locations while developing sensitivity to the local environment. The second one is based on a strategic level, where managers are required to think globally and view the organisation in an international context. Hilton has introduced a large number of HRM strategies which focus on selecting, training and developing global managers who understand the worldwide ramifications of their business and can operate throughout the world. The loss of employees is among the biggest issues facing modern-day corporations. Hilton Hotel Group is one of the examples, where managers work with closely with employees to detail their career paths. Hilton continues to demonstrate that building a satisfied and valuable workforce is not a quick-fix procedure, but an integrated approach that permeates through every aspect of the organisation. Hilton tries to recognise the importance of employee approaches and heavily invests in it. 3. RECOGNITIONS AND REWARDS AT HILTON An organisation reward strategy is perhaps the area which, for employees, provides the greatest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment – it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. Hilton International aims to make everyone feel valued within their working environment. Its objectives are to maintain high standards in human resources management and to create a business culture in which everyone can grow and develop their careers. To support this commitment, Hilton University has been launched worldwide, covering a range of skills for the hotel industry, from operational and technical to finance and general management. LABOUR MARKET: Labour supply and retention remain areas of managerial concern in the UK and international hospitality industry. High Turnover Issue: It is generally considered that turnover in the industry should be attributed to the essentially transient nature of part of the workforce, namely students, young mothers and young people as a whole, as well as to the general difficulty in retaining staff. The ageism issue is difficult to identify, and therefore difficult to eliminate in an employment context. Nowadays the industry employs mostly young people, and indeed for many of them provides the point of entry into the world of work. Older recruits often have considerable experience in the industry and may have a lower absentee rate. (Nord and Durand, 1978; Lucas, 1995) In Hilton, where employees are recognised as valued assets and receive the training needed to assume greater responsibility, and where their opinion is sought with regard to operational changes, turnover rates are lower. Impact of new technology: Technology which facilitates on-line hotels will have an impact in terms of staff reductions on the front-desk hotel staff, which used to perform those functions. This technology also calls for a different range of skills from employees. Training will therefore become a continuous need and the remaining jobs will require greater skills. Compare and contrast the style of leadership and appropriate motivation technique across different culture in Hilton group? The Hilton Group Plc also focuses the leadership styles depend on leader’s behaviour, result of philosophy, personality and experience of the leader. Here Kurt Lewin and some other philosopher declare some different types of leadership so we can be also think on this way to make a better organising management. Bureaucratic, Autocratic, Democratic or Laissez-Faire (Free Reign) Leadership. 1. Bureaucratic: – A leader who uses fear and threats to get jobs done. As a leader, an authoritarian leadership style which uses the leader with all this style also makes the same decision. 2. Autocratic: – Under the authoritarian leadership style, as a leader in federal decision-making powers is shown that leaders are rulers. 3. Democratic: – Democratic leadership style, decision as a favour done by group, as leader, after consulting group offers instruction. Democratic leader of the group members because they unilaterally decided by them in consultation with the Partnership are not born with as dictator. 4. Laissez-Faire (Free Reign):- A free rein leader does not lead, but the group showed itself as a complete leaf, a leader allows subordinates more and more freedom. They are given generous in deciding its policies and practices. Free rein leadership style autocratic style is considered better. Organizations around the world has been recognizing the cultural diversity within organization is not a contradict aspect, rather can assist an organizational pursue for glory. However it is not an easy task to manage employees with different cultural backgrounds. Nevertheless there are so many policy guidelines that can make a piece of work simplified. On a wide perspective, cultural diversity can be manage through communicating (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating acknowledgement, support and encouragement of any employee’ success by all other workers), and capitalizing (linking diversity to every business touch on and strategy such as succession planning, restructuring, employee motivation, performance management and review, and pay back systems) strategies Cross-cultural psychology at Hilton attempts to understand how individuals of different cultures interact with each other. Along these lines, cross-cultural leadership has developed as a way to understand leaders who work in the newly globalized market. Today’s international organizations require leaders who can adjust to different environments quickly and work with partners and employees. Implicit Leadership Theory: The Implicit Leadership Theory (ILT) asserts that people’s underlying assumptions, stereotypes, beliefs and schemas influence the extent to which they view someone as a good leader. Since people across cultures tend to hold different implicit beliefs, schemas and stereotypes, it would seem only natural that their underlying beliefs in what makes a good leader differ across cultures. Hofstede’s Cultural Dimensions : One of the most prominent and influential studies to date regarding leadership in a globalized world is the Hofstede dimensions of culture. The study reveals similarities as well as differences across cultures and emphasizes the need to be open-minded to understand the differences in other cultures. Hofstede and Hofstede (2005) utilize five dimensions of culture to compare cultures to give leaders an understanding of how to adjust their leadership styles accordingly. These dimensions include Individualism/Collectivism, Feminine/Masculine, Power Distance, Uncertainty Avoidance, and Long Term/ Short Term orientation. Leadership Styles Across Cultures: Leadership is a universal phenomenon That is, wherever there are people, there are leaders. The question here is not whether leadership exists across cultures, but do various leadership styles (paternalistic leadership, transformational leadership, transactional leadership) translate across cultures Paternalistic Leadership Paternalistic leadership â€Å"combines strong discipline and authority with fatherly benevolence and moral integrity couched in a ‘personality’ atmosphere† Paternalistic leadership is composed of three main elements: authoritarianism, benevolence, and moral leadership. At its roots, paternalistic leadership refers to a hierarchical relationship in which the leader takes personal interest in the workers’ professional and personal lives in a manner resembling a parent, and expects loyalty and respect in return . A great deal of research has been conducted on the prevalence of this leadership style in non-Western business organizations, indicating the prevalence of paternalistic leadership in countries like China and Taiwan. However, considerably less research has been done on whether paternalistic leadership exists in Western cultures. Recently, there has been an increase in the amount of attention placed on paternalistic leadership in non-Western cultures. Based on recent cross-cultural studies, paternalistic leadership seems to be more apparent across cultures than previously believed. Further research is needed to explore how prevalent it is, and how individual characteristics may play a role in where paternalistic leadership is found. Transformational & Transactional Leadership In addition to paternalistic leadership, other well-known leadership styles include transformational leadership and transactional leadership. Transformational leadership is loosely defined as a charismatic leadership style that rallies subordinates around a common goal with enthusiasm and support. Transactional leadership is characterized by a give and take relationship using rewards as an incentive. These concepts were introduced by Bass (1985) and have been updated and studied throughout the years, claiming the transferability of these types of leadership styles across cultures. With the help of cross-cultural business surroundings comes a need for people to be aware of how culture influences the organization. The cause of event is the leadership challenge is very hard to achieve. The Leaders of new era should have the ability to managing people of different cultures; the leaders must have the ability to listen every one and should understand the actual meaning of diversified cultural co-workers. This is the main and the core challenge which a leader faces; when people perceive the world, communicate and view their leaders in different ways, the leader’s ears may be ringing with misunderstood messages. Behavioural Theories: Behavioural theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviourism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. 3. Contingency or Situational Theories: Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. 4. Participative Theories: Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. Theories of Motivation 1. Abraham Maslow’s â€Å"Need Hierarchy Theory†: One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator. As per his theory this needs are : (i) Physiological needs : (ii) Security or Safety needs : (iii) Social needs : (iv) Esteem needs : (v) Need for self-actualization : Description: Motivation 2 â€Å"Theory X and Theory Y† of Douglas McGregor : McGregor states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. 3 Mayo Theory of Motivation Elton Mayo (1880 – 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work. 4 Herzberg Theory of Motivation Frederick Herzberg (1923-) had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (Hygiene factors) Critical Analysis of leadership Theories Trait Theory: The Trait Approach came from the â€Å"Great Man† theory as a way of identifying the key characteristics of successful leaders. It was believed that through this approach critical leadership traits could be isolated and that people with such traits could then be recruited, selected, and installed into leadership positions. This approach was common in the military and is still used as a set of criteria to select candidates for commissions. The problem with the trait approach lies in the fact that almost as many traits as studies undertaken were identified. After several years of such research, it became apparent that no consistent traits could be identified. Although some traits were found in a considerable number of studies, the results were generally inconclusive. Some leaders might have possessed certain traits but the absence of them did not necessarily mean that the person was not a leader. 2 The Behavioural Theory: The results of the trait studies were in concluded. Traits, amongst other things, were hard to measure. How, for example, do we measure traits such as honesty, integrity, loyalty, or diligence, while in this theory of leadership its very clear that the behaviour of the leader is very important, its doesn’t matter how intelligent he is or how educated the leader is. its the game of behaviour and game of personality. This style of leadership, we can see mostly in south Asian countries or third world countries. And in my view this kind of leadership is based on idealism. 3 The Contingency Theory The behavioural theories can help the managers at Hilton Group for developing specific leadership behaviours they give them little guidance as to what constitutes effective leadership in different scenarios. Indeed, I feel that no one leadership style is right for every manager under all circumstances. Instead, contingency-situational theories were developed to indicate that the style to be used is contingent upon such factors as the situation, the people, the task, the organization, and other environmental variables. 4 Participative Theories Participative theory may helps more to the managers rather than other above theories. The positive thing about participative style of leadership is distribute the power among the team members. That’s means the leader transfer and share the power among all the team members. This will help to make better decisions, because every team member will participate in the decision making process. In this case every team member has the importance and that thing motivate and enhance their confidence level. On the other hand if the leader transfer the power to that member who I not capable of doing assigned work than that thing can impact negatively. Maslow’s theory is not easy to test because of the nature of the subject involved, the difficulty with defining the plan or intention and only cover partly, for example between love and esteem, or physical and safety needs. Deprivation: The person who is not available in all of the basic needs containing as part of the whole being consi dered physiological, safety, love, and esteem would likely feel a powerful desire for food above all else. In the Maslow as a witness explain the example of a persisting for a long time or constantly recurring hungry person for whom no other interests exist beyond food: â€Å"he dreams food, he remembers food, he thinks about food, he emotes only about food, he conscious of only food and he wants only food†. Maslow suggested that people who experienced extreme emotional and/or physical the damaging lack of material benefits considered to be basic necessities in a society early in life may be permanently destroyed in terms of the social, esteem, and fulfilment of one’s talents and potentialities needs. Individuals develop coping mechanisms in the face of ongoing stressors: in the context of chronic deprivation of basic needs, the person may break the connection from the higher needs, since they may seem causes despair out of reach. Adults who were process of moving up the hierarchy of needs as the lower needs become satisfied criticized theories that rest on especially significant details of human behaviour under remarkable conditions, Care taken to avoid danger or mistakes against unknown situation from human behaviour in emergencies to human behaviour in more typical situations. Maslow stated a fact or belief confidently and forcefully that those who attempt to measure the goals of humankind based on not involving anyone â€Å"behaviour during extreme physiological deprivation is used to emphasize being blind to many things .it is important to observe human behaviour under more normal circumstances in order to develop a generally applicable theory that is not distorted by reaching a high environments. Maslow’s theory of the hierarchy of human needs make an effort to achieve an account for the experience of the persisting for a long time or constantly recurring hungry and the chronically satisfied within the same model, but the model’s structure does not allow enough flexibility to account for the extremes of satisfaction and the damaging lack of material benefits considered to be basic necessities in a society as well as the normal experiences of the general population. â€Å"Theory X and Theory Y† of Douglas McGregor This lasting legacy of McGregor’s The Human Side of Enterprise and his Theory X and Y is that it shows how far management thinking has come. Objecting to the dominance of Theory X in the workplace of the time, McGregor noted that ‘if there is a single assumption that pervades conventional organization theory, it is that authority is the central, indispensable means of managerial control.’ McGregor then put forward an available as another possibility or choice the art of representing three-dimensional objects on a two-dimensional surface so as to give the right impression of their height, width, depth, and position in relation to each other. Theory Y was based on the opposite set of assumptions, namely that people need not only to work but want to work. Under Theory Y, the worker finds that mental and physical effort at work are as natural as it is not working or occupied; that belonging to control and threats are not the single means of control in a company; that the average human learns not only to accept but to attempt to find responsibility; and that most of us have a fully occupying the available area to display a high degree of forming new ideas, and original in sorting out problems. It is true that neither of McGregor’s two polar opposites are achievable in any organization. Even the most swollen and distended or congested corporate giant has human spirit remain hidden within it, while the most off-beam creative firms require an organization a set of ideas. McGregor recognized this fact and was busy by the terms of a will a hybrid of organizational human try hard to achieve something, theory Z, when he died. Mayo Theory of Motivation Mayo theory of motivation has described that treating with people as human is important. The manager Should give them self respect and importance, this is an effective tool for the people who work in an organization. But the negative aspect of this theory is that mayo has forgotten about the basic needs and one of them is money. Only the self respect is not enough other things also matters. In my opinion the mayo theory of motivation is competitively less effective that other theories of motivation. Herzberg Theory of Motivation Herzberg has discussed two factor here in my view Hygiene factors avoid job dissatisfaction, for example the company polices really matters. Are they helpful to the workers, how the administration is working, what leadership style they have? If both company policy and administration is worker friendly than it really helpful to the workers and motivates them, there few other factors which have the importance is supervision, interpersonal relationship, working conditions, salary, status and security. these are the factors if they are shown preferably in the company policies that can really motivate the employees. While in Motivation Factor – work condition related to the satisfaction of the need for psychological growth, job enrichment and leads to superior performance & effort Motivation-Hygiene Combinations (Motivation = M, Hygiene = H) Benefits of Cultural Diversity For producing desired results multi-cultural managed companies have cost effective competitive advantage. It helps in boosting minority friendly reputation among progressive employees. Diverse cultural corporations help to get the best customers which have a variety of people. Diverse group of employees are seems to be more creative and efficient in problem solving as compared to similar group. Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Globalization is the increased interdependence (economic, social, technical, and political) between nations. People are becoming more interconnected. At Hilton there is more international trade, cultural exchange, and use of worldwide telecommunication systems. In the last 10 years, our schools, organizations, and communities have become far more global than in the past. Increased globalization has created many challenges, including the need to design effective multinational organizations, to identify and select appropriate leaders for these entities, and to manage organizations with culturally diverse employees. Motivation strategy at Hilton: An organisation’s rewards strategy is perhaps the area which, for employees, provides the greatest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment – it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. At Hilton, the acquisition of leisure group Stakis plc in March 1999 promoted a review and subsequent update of the company’s rewards program – Esprit Club. Through their â€Å"Espirit† programme, Hilton International aims to make everyone feel valued within their working environment. Its objectives are to maintain high standards in human resources management and to create a business culture in which everyone can grow and develop their careers. To support this commitment, Hilton University has been launched worldwide, covering a range of skills for the hotel industry, from operational and technical to finance and general management CONCLUSION:- The hospitality industry, being so people-centred and customer-driven, needs inspirational leadership in all its sectors. In that case The Hilton Group Plc’s Organisation culture is analytical –learning search problem and explains process adds in to the customer service systems. This data in the form of a printed report has not come quickly, but quick response into the open joint session, and client and change agent to identify specific problems and ranking co-operation, ways to discover their real reasons in preparation, and plans to compete with them in developing realistic and practical. As a Hospitality method of data assembly, Customer satisfaction, Cleanness, accuracy, measuring results and management however, as strictly followed as a rule so it could be make lots of customer ratio. Hilton’s strategy on globalisation strongly affects the approach it takes to international human resource management. To ensure the development of managers with international experience, Hilton and other global hotel chains need to establish HRM systems as a core component of general organisation strategy and adopt a formalised approach to IMD. Whichever approach is adopted, it seems essential to plan the strategy and focus on a holistic, long-term approach rather than the individual, short-term approaches. A more centralised approach can optimise Hilton’s management as a competitive resource. The double challenges thinking puff leadership development and improve effective leadership developing practices In the Hilton Group Plc It would be greater than best of previous. At that time we find our self carefully positive field for the future. Some of the positive trends that are the make a future both challenging and interesting for the Hilton’s employee. Hilton’s strategy on globalisation strongly affects the approach it takes to international human resource management. To ensure the development of managers with international experience, Hilton and other global hotel chains need to establish HRM systems as a core component of general organisation strategy and adopt a formalised approach to IMD. Whichever approach is adopted, it seems essential to plan the strategy and focus on a holistic, long-term approach rather than the individual, short-term approaches. A more centralised approach can optimise Hilton’s management as a competitive resource. References: 1. www.hospitalityleadership.com 2. www.ukessays.co.uk 3. www.carererandhotelkeeper.com 4. http://www.caterersearch.com 5. http://www3.hilton.com 6. http://www.papercamp.com/group/harvard-hilto 7. Master of Science in Hotel Administration -William F. Harrah College of Hotel Administration 8. Leadership research in hospitality: a critical review- Steven Boyne 9. Organizational Behaviour: Foundations, Theories, and Analyses: By John B. Miner 10. Armstrong M., 1996, Personnel Management Practice, Kogan Page; 11. Article, 2001, Human resources development, employment and globalisation in the hotel, catering and tourism sector, International Labour Organisation, April 2, www-ilrror.cornell.edu/public/english/dialogue/sector/techmeet/tmhct01/tmhctr2.htm

Life Span and Development and Personality

Life Span Development ad Personality Christina Schwartz PSY/300 17 March 2013 Richard Alpert Abstract I have selected a famous individual from the 20th and/or 21st century; Princess Diana. I conducted research concerning the background of Diana to determine what forces impacted her life from the viewpoint of developmental psychology. Diana Frances Spencer, better known as Princess Diana or Lady Di was born in 1961 in Norfolk; she was the younger daughter of Edmund Roche and Frances Rosche. In 1964 Diana’s parents divided and her mother remarried Peter Kydd.Diana’s education came from a private boarding school for girls in Norfolk. In 1977, after finishing her education Diana went to see her father to join him and her sister Sarah in attending an event knowing that wealthy upper class royalty were on the guest list. This would be the first encounter with Charles the Prince of Whales, but it wasn’t until a 1980 festivity after a polo match that she would run into P rince Charles again. Fast forward a little over a year to February 1981 when Prince Charles proposed, and Diana accepted; the engagement was officially announced on February 24th at a press conference.During that press conference the two were asked if they were in love, Diana responded with ‘of course’ and Charles with ‘whatever love is’ which much later in time would be reflected back on revealing a more accurate image of what the marriage truly entailed (Reynolds, 2011). Diana was born into wealth and royalty with her father Earl Spencer who was a personal aide to King George VI and to Queen Elizabeth II, and the godson of Queen Mary. (Lewis, 2013) After Diana’s parents divorced in 1964 her father gained guardianship of the children and her mother somewhat disconnected herself from their lives after running away with a wealthier man.Diana being born into royalty, and being subjected to a certain lifestyle, a certain expectation of future endeavors and relationships from infancy set the tone in her future and what was to come. Although Diana’s road to love, happiness, and a family would come, it had its difficult times, as a young child the absence of her mother was difficult to handle. Diana had feelings of abandonment and rejection after her mother left, but took comfort in caring for her youngest sibling; her brother Charles (Princess-Diana. om, 2013). Taking the motherly role for her younger brother came naturally, and with this would come the interest in being around and caring for younger children, along with having a family of her own some day. Although hereditary traits along with environmental factors influenced Diana’s persona there is a level of moral and cognitive psychological development that is intertwined with her experiences. Moral development has a biological emphasis, which focuses on characteristic goodness of individuals.In the midst of the engagement announcement and planning a wedding with Prince Charles Diana had her first of many negative experiences with the paparazzi. One of the first popular images that caused uproar in the royal family was taken by cleaver paparazzi while Diana was attending to a kindergarten class. He positioned Diana and two children strategically with the sun beaming down behind them while Diana was wearing a thin white skirt, which revealed a silhouette of her legs; from the moment the photo was published Diana learned she could not be so trusting of others and built a guard to the outside world.At first it may have been a subconscious defense mechanism, but it developed into something much more serious. B. F. Skinner who developed a personality theory stated, â€Å"Personality is acquired and maintained through the use of positive and negative reinforcers† (Credo, 2001). Although Diana was born into royalty she did not carry a high profile until the relationship with Prince Charles, the significance of her appearance in general, much less in the media never crossed her mind.This experience was a turning point in her life that leads us to believe she carried traits that associate with Skinner’s behavioral theory. Diana had to learn the hard way that not everyone in her forthcoming life would be her friend. The famous photo symbolizes Diana’s trust in others being taken advantage of as a negative reinforcement; she would never allow such a thing to happen to her again. Although the chaos of the photo eventually passed in hindsight the photo was just the precursor of what was to come.After marriage and children Diana became known for her charity work and her loving, charismatic personality. Social-cognitive theories emphasize interactions between a person and events according to (Credo, 2001). One might say social-cognitive personality theories contradict with Diana’s personality; one also might say this theory is what turned Diana into the iconic humanitarian she was. All individuals endure n egative experiences but we also learn from them through reinforcement and through revision of outcomes.Diana took her experiences good and bad and used it as motivation to do worthy things for other people. B. F. Skinner believed that positive behavior, which receives positive reinforcement, causes the individual to adjust displays of process and the same with negative actions and reinforcements. Diana faced some serious challenges in her lifetime being in the public eye and the wife of a Prince as well as the mother of two boys, William and Henry. With the media watching the families every move it was only a matter of time until the truth was leaked out.The truth, being that Diana was living in a world full of lies and betrayal. Through the years there had been speculation of Charles’ infidelity, with a life long friend Camilla. It wasn’t until Diana un-expectantly showed up at the country home in Highgrove and found the house a mess, with couch cushions on the floor, bath towels dirtied and so fourth; it was obvious what was taking place. Through this period Charles accused Diana of self-mutilation, being depressed, eating disorders, and even possible boarder line personality disorder, which was never confirmed.With the deterioration of the marriage full fledged it wasn’t long before Diana had her own lover outside of her marriage as well. During such a destructive time in Diana’s marriage, family, and life in general she still managed to continue and expand on her charity work. In 1987 Diana visited the first ward for AIDS sufferers in Britain (Reynolds, 2011). She expressed empathy and concern for the ill individuals as well as those within the Red Cross and other charities. The ability to do for others while her marriage and family are being torn apart in the public eye displays characteristics of a truly remarkable human being.The cognitive-social approach states â€Å"personality reflects a constant interplay between environ mental demands and the way the individual process information about the self and the world† (Kowalski & Westen, 2011). It seems as though Diana made a conscious decision to not let the media, or the position she held as the Princess of Whales to make or break her interest in charitable work and motherhood. Through the divorce of the couple Diana was forced to detach from more than 100 charities she associated with, but continued to work for the ones she could.She was able to take her negative experiences in her marriage, process them mentally, accept them emotionally and move forward with her son’s and a new life. The strength she portrayed in front of the world signifies behavioral characteristics of cognitive-social theories, even more so after her tragic death. Before, during, and after Diana’s death individuals still find her work notable and encouraging; it is not often this world has been touched by someone so heartfelt and caring, even through the trials a nd tribulations of her life.References 1. (Reynolds, 2011) http://www. oxforddnb. com. ezproxy. apollolibrary. com/view/article/68348? docPos=1 2. (Lewis, 2013) http://womenshistory. about. com/od/diana/p/princess_diana. htm 3. (Princess-Diana. com, 2013) http://www. princess-diana. com/diana/childhood. htm 4. (Credo, 2001) http://www. credoreference. com. ezproxy. apollolibrary. com/entry/worldsocs/personality_theories 5. (Kowalski & Westen, 2011) https://ecampus. phoenix. edu/content/eBookLibrary2/content/eReader. aspx

Assignment3 Assignment Example | Topics and Well Written Essays - 500 words

Assignment3 - Assignment Example This is a public case since it draws the interest of all society members. Evidently, police brutality is a matter of concern for all. A jury was therefore involved in determining the case. Apparently, the jury represents the stance of the common people and is usually called upon when matters of public concern are being determined. The burden of proof means the obligation to provide evidence that either incriminates or absolves an accused person. The legal standard that should be applied in this case is that of establishment of proof beyond any reasonable doubt. The plaintiffs asked for both compensatory and punitive damages. They wanted compensation to recover what they had lost due to the unlawful arrest and sought punitive damages to punish the crime perpetrators. Punitive damages are appropriate in this case since the police violated the rights of the Martinez family. The granting of punitive damages by the jury serves as deterrence for Denver State authorities and other who may be inclined to act in a similar manner against their people. The defendant most likely alluded to the seriousness of the war on drugs that they were involved in during the time of the raid. The article reports that the police raided the family home looking for drug dealers who had vacated the premises a month before. (6 points) What result or outcome do you think the case should have? How should the court rule? (Or, if the court has ruled, do you agree with the outcome? Why or why not?) Use course concepts to explain your answer. I agree with the outcome of the case. The jury’s decision to award compensation to the plaintiff is commendable under the tenets of justice. The unlawful arrest had violated the balance of justice hence there was need for reparation. If the Denver city pays the price of the actions of its officers, the leaders are likely to demand the proper performance of duties among its officers, leading to a better

Is There a Hispanic Challenge to American Nationalism Essay

Is There a Hispanic Challenge to American Nationalism - Essay Example However lately it has been seen that the influx of Hispanics has increased in the region and this has ignited a debate between the multiculturalists and American nationalists. It is at this point that the nationalists argue that their culture and identity is being changed from what it was before when the protestants formed it. On the other hand the multiculturalists believe that the Hispanics are a part of the American culture and they are not harming the integrity of the American nationalism. In my view Hispanics are only giving a platform to the American identity through which they can flourish in a bilingual country. Their language and culture is being assimilated such into the nationalism that the original roots are still being revived. This essay would further revolve around the issue of Hispanic challenge to the American nationalism (Huntington 2004; Strum et al 2004). According to Huntington the culture of America was formed by the protestants and whites whereas with the large influx of Hispanics into the region this culture is seriously being challenged. He believes that the Americans do not ponder much on the issue of Hispanic immigration in the region but rather focus on the economic benefits that the Hispanic immigrants are providing the nation with. Huntington further argues that this can bring a challenge to the identity of America by forming two different cultures with two different languages. He argues that if the immigration of Latin Americans is stopped the wages of the U.S citizens itself can improve along with the original identity of the American nationals. Stopping them would not only allow to improve the policies of immigration but would also help the authorities to assimilate these immigrants into the American culture as it was previously. The Hispanic immigrants have increased so much in the south-western region that some schools in Los Angeles are slowly becoming Mexican as put by Huntington. Moreover with the rapid influx of these immi grants it is also seen that within no time the Hispanics would not have any incentive in learning the English Language. This can create differences between the American citizens and the immigrants and thus all these factors are put forward when discussing the challenge that the Hispanics pose to the American nationalism (Huntington 2004; Lowenthal 2004). On the other hand the proponents of Hispanic immigration have totally different views about the challenge that it poses to American nationalism. According to the proponents no such challenge is posed by the Hispanic population on to the American nationalism. According to consensus it has been seen that the Hispanic population has been largely dispersing into the assimilated neighbourhoods where they can easily get used to the new language and culture (Skerry 2005). The argument that the Hispanics don’t tend to learn English is denied by the proponents as they put forward the 2000 consensus in which it was found that the 50% o f the Mexican born immigrants only talked in English or knew how to speak in English very well. Similarly immigrants from Mexico have lived in America for years and it has been found that the coming generations are talking frequently in English. This clearly shows that the Hispanics are not affecting the language culture formed in the United States (Citrin et al 2007). The 2002 Pew National Hispanic Survey

Auto industry Essay Example | Topics and Well Written Essays - 500 words

Auto industry - Essay Example This is meant to ensure that there are no delays that can witnessed in the manufacture of the automobiles. Careful management of the supply chain entails that the automobile manufacturer will be in a better position to meet its target. Essentially, the aim of business is to make profits and this can be possible if an organization is capable of meeting its demand at a particular time. There should be no loopholes in the supply chain in order for the organization to operate effectively and efficiently. The other reason for managing the supply chain is related to the aspect of maintaining quality. Different companies can supply the same component required in making automobiles. However, the likely challenge to be encountered is that the quality of the components supplied by different suppliers may differ. Some parts supplied may be substandard and this can compromise the quality of the final product manufactured. It is the duty of the automobile manufacturer to outline the standard expectations with regards to the quality of the components supplied by different suppliers. Ensuring high quality components supplied can be achieved through establishing a quality assurance department within the manufacturing plant that would be responsible for ensuring that the parts supplied meet the standards. Defective components can be rejected and if needs be, these can be replaced with quality products. The other reason why managing the supply chain is important is about creating a good relationship with the suppliers. This is very important since this means that aspects such as pricing can be negotiated. A reputable car manufacturer can negotiate the prices of different components that are used in manufacturing automobiles. This is very important since the best deals can be achieved. Favorable prices of the components required for making cars mean that the final prices of the ultimate

Business Ethics Essay Example | Topics and Well Written Essays - 500 words - 13

Business Ethics - Essay Example But, never, the vocabulary never so rude.† (cbsnews.com). 3. According to Sainz and reports, when she was on the sidelines before the match, some Jet players and coaches appears to have intentionally thrown footballs in her direction. Then, when she waited in the locker room to conduct an interview with Mark Sanchez, she was reportedly harassed with catcalls and rude comments. (cbsnews.com) 4. Although, there are numerous pictures showing Sainz dressed in a â€Å"provocative† or sexy manner, it no way lessens the crime committed by the team. It is a personal choice and is part of her job, and that does not give the team any right or leeway to harass her. â€Å"When she posts sexy photos on her website, shes showing off her assets and creating an image of a strong, sexy woman. The two are not incompatible.† (Peveteaux). 5. From the reports, it is clear that Sainz did not do anything wrong or even provocative to elicit the player’s response. She was just doing her job and her costumes was her choice, and so it no way makes any difference to the crime committed. â€Å"When Sainz is in the locker room, shes asking questions as reporters do. Shes not giving a lap dance. There is no excuse for disgusting behavior.† (Peveteaux ) 6. Inez Sainz being a former Miss Spain or a 33 years old or married or being a mother of three children does not make any difference or lessens the misdemeanor. However, it makes the crime more erroneous and unethical, because even a committed married woman and mother, who is charting a career path, is not free from sexual harassment. 7. Yes, female reporters are allowed in the male players’ locker rooms, but after this incident there should be re-thinking on the part of the authorities, team management and the media houses. The harsh environment of the locker rooms was pointed out by "Early Show" co-anchor Erica Hill, "A locker room is a tough place for anybody, male or female, and a lot

The Effect of an Ageing Population ans its Effect on a Nation's Health Research Paper

The Effect of an Ageing Population ans its Effect on a Nation's Health Care System - Research Paper Example The demand for a nations healthcare services is directly linked to its population. As such, between 1980 to 2007, the population of the US grew by an average of 1.1% per year. Thus, the population grew from around 227 million in 1980 to 302 million in 2007. A simple extrapolation based on current growth trends will put the US population at around 440 million by 2050 (refer to figure 1.1). It is not simply the size of the population but also its composition that is very important, especially the percentage of the senior population. According to the 2000 census, the population of 65-and-older was estimated to be 35 million in the US. This translates to around 12.7 % of the total population but will rise to almost 20% of the population by 2050. As the population grows older, the health care system will face higher demand since senior citizens suffer from more chronic illness and require more medical attention than any other age group (refer to figure 1.3). In other words, the higher the price (sacrifice) the fewer people will be willing to purchase it. This also applies the other way around: the more people are willing to obtain a good or service, the more they are willing to sacrifice or pay. However, changes in the price of a good will result in a change along the demand curve while other factors (such as aging of the population) will push the demand curve to the right. Demand itself, its determined by various factors such as the price of the product, the price of substitutes and alternatives, consumers income, consumer’s tastes, and other individual and environmental factors. Â  

Compare and cotrast the accounting conceptual framework and the Essay

Compare and cotrast the accounting conceptual framework and the accounting regulatory framework in the Uk - Essay Example The accounting conceptual framework in the UK One of the elements of the accounting conceptual framework, as applicable in the United Kingdom, relates to goal of financial statements that is to offer information on â€Å"financial position, performance and changes in financial position† of an enterprise (Rolfe 2006, p. 123). The subject information must however be significant to the entity’s stakeholders. Three documents, financial statements meet the objectives. Cashbook reports an entity’s financial position, income statement reports financial performance and cash flow statement reports and entity’s change in financial position. Basic assumptions in accounting are another set of factors that form elements of accounting framework. The framework identifies two assumptions: the going concern, an assumption that an entity will exist until unforeseeable future and upon which accounts are prepared, and accruals basis, a requirements that value in transactions are realized as soon as the transactions occur and not money on the transactions are received of remitted. Another element of the accounting framework relates to property of financial information and the framework identifies â€Å"understandability, relevance, reliability, and comparability† (Rolfe 2006, p. 124). These properties require that financial information be simple enough for users to understand, identify with users’ needs, be consistent, and offer a basis for comparison with the entity’s longitudinal information of comparison with other entity’s information (Rolfe 2006, p. 123, 124). The accounting conceptual framework also lists composition of financial statements. The balance sheet discloses an entity’s financial positions and items’ balances that contribute to the position. Assets, capital, and liabilities constitute the balance sheet. The income statement that discloses an entity’s sources of revenues and expenditure is another element of financial statements and shows an organization’s financial performance in a period. Statement of shareholders’ equity that illustrates changes in capital, and disclosures that concerns these statements is other components of financial statements (Rolfe 2006, p. 125, 126). Recognition and measurement are other aspects of the framework and required numerical disclosure of value of items and narratives that describe the numerical values (Weil 2012, p. 22; Spiceland, Sepe and Nelson 2013, p. 19). Treatment of capital and management of capital items are other aspects of the conceptual framework. The United Kingdom adopts financial approach to treatment of capital, an approach that recognize profit or loss on capital based on the difference between value of a capital at the end of an accounting period and the corresponding value at the beginning of an accounting period (Bellandi 2012, p. 271). The conceptual framework serves multiple purposes in accounting . It helps the accounting board in its role of reviewing current financial reporting standards and in formulating the standards for future applications. The accounting fram

Movie Critic Essay Example | Topics and Well Written Essays - 750 words

Movie Critic - Essay Example There are not unexpected traditions or extensive use of computer generated effects. The flow of the movie is very natural as if a person watches it behind the backs of the main characters. In other words, the directors did not want to experiment with new elements of editing and adhered to the traditional ways so that the attention of the audience would not be distracted by it. Speaking of the sound, one should not that the movie features a lot of natural sounds and hardly any music. Of course, there are certain scenes that have background music in them. Overall, one might note that the use of sound is rather effective since it does not distract the viewers from the development of the plot. Since the majority of the scenes are rather dramatic, the feelings that the score elicits are not positive. The directors used it to create the atmosphere of loneliness and despair when it was appropriate. Furthermore, the sound of nature, often incorporated into the songs, shows that the action takes place outside. The cinematography of the movie is quite notable. On the one hand, there is the perspective of one of the characters from which the story is told. On the other hand, there many scenes when the action is shown and there are no commentaries articulated. At certain points the movie features transitions, suggesting that some time has passed. Since the film does not tell a particular episode from one’s life, but rather a large part of it, the inclusion of such transition is appropriate. In addition to that, the narration, often told from the point of view of the main character allows the audience to see this new post apocalyptic world with their own eyes. I think that 2010 is a landmark in the world industry since it marks the end of good movies with a profound meaning in the world. In the years after the majority of them primarily relied on special effects or featured the old

Qualifications of arbitrator 2 Essay Example | Topics and Well Written Essays - 5000 words

Qualifications of arbitrator 2 - Essay Example The SAL 2012 does not define this, but the set of its Implementing Regulations, which has not yet been issued, is expected to clarify this issue. Meanwhile, one could turn to its older version, the Implementing Regulations of the previous Saudi Arbitration Law, which included the same requirement.3 The regulations states that a person can be considered of good conduct if he has not been "sentenced to Had or Ta'zir4, to penalty for a crime of dishonor, or being dismissed from a public position following a disciplinary order."5 Taking from this conception as well as the body of previous court proceedings and judgments, it is clear that the requirement of good conduct is close to the requirement of Adalah in Sharia but it is not regarded as equal to it.6 This is because committing minor sins and persisting on them which are considered as acts contrary to Adalah according to Sharia do not always constitute an offense or offenses in the eyes of the law. Most of these do not call for the i ssuance of a judicial decision with Ta'zir or dismissal from public position at the present time in Saudi Arabia. 7 Therefore, what contradicts Adalah according to the perspective of Sharia does not necessarily contradict the good conduct in the Kingdom. One could also examine the motivations of the legislators. By refraining from mentioning Adalah in the law, the Saudi legislature is explicit in its intent. If Adalah was meant to be the same as the requirements for good conduct and reputation according to Sharia, then the framers would clearly mention it like what they have done in the Judicial Law concerning the requirement of eligibility. In that law, it was clearly stated that he who is appointed as a judge â€Å"shall have full judicial competence according to Sharia provisions†.8 In practice, the good conduct is a presumed quality in the arbitrator unless contrary is proven by who claims otherwise.9 Should the contrary be proven, it is supposed that the appointment of t he arbitrator is to be nullified in line with the Saudi Arbitration Law, which in turn exposes the arbitral award to challenge. There arises a question here concerning international arbitration and whether it is required for the arbitrator to be of good conduct and reputation within the criterion of the Saudi Law. This issue is addressed by adhering to the criteria of good conduct by the law, that which governs the arbitrator, as agreed upon by both parties in dispute. If the arbitrator is a Saudi national then the criteria of the Saudi Law is to be applied, if the arbitrator is from another state then that state’s criteria of good conduct is to be applied. This is due to the aim of the Saudi legislature from this requirement which is to issue a fair and correct award. Therefore, it is supposed to apply the law of the state of the arbitrator since it would be less contentious, more impartial and more appropriate barometer in determining the good conduct of its citizens. 1.1 L egal Capacity (Age of Puberty and Mental Ability) Sharia scholars agree that a judge or arbitrator should at least reach puberty and should be mentally able as well.10 They is based on the principle that the legal actions of immature and mentally ill persons - without the permission of their guardian - are not approved, and thus

Abraham Lincoln Bio Essay Example for Free

Abraham Lincoln Bio Essay Since his death in 1865, Abraham Lincoln has been immortalized as one of, if not the greatest hero in American history due to his role in ending the Civil War and abolishing slavery. He led our country through its’ darkest days and was able to prevent the south from successfully seceding and preserving the United States. Throughout history many have been called heroes, some deservedly and others not. Lincoln’s recognition as a hero is valid because of his many achievements and his leadership style. Lincoln was born in February 1809, in Kentucky. His early life was difficult, losing his mother to illness at 9 years old. The family was poor and Lincoln needed to work to help support them. As a result, he had very little formal education, but it was this hard work and humble beginnings that ignited the spark in Lincoln to learn. When he was a young man the family moved to Illinois and it was there that Lincoln learned the law and became interested in local politics. In 1834 he was elected to the Illinois State Legislature. He taught himself the law, was admitted to the Bar in 1836 and also began a career as a successful lawyer. Between 1847 and 1849 he served one term in the U.S. House of Representatives. As a result of the increased opposition to slavery, the Republican Party was born and Lincoln joined the party in 1856. It was his anti-slavery views and the continuing passing of laws to protect slavery that further sparked his interest in politics. He ran unsuccessfully for the U.S. Senate but obtain national exposure from the race due to his unique communication and debating techniques. It was this exposure that found him as a candidate for President in 1860. He was elected the 16th President of the United States and the first President from the Republican Party. Because of his well-known views on slavery, the  secessionists began their plans to split from the Union prior to his taking office. The Civil Was began in April of 1861 with the attack on Fort Sumter in South Carolina. Almost immediately in his role as President, Lincoln was faced with the most challenging situation of any President prior to him. His decision-making and communication skills, though unpopular at times, would be a vital part of his success over the next several years. Lincoln possessed strong social intelligence skills. He was sensitive to other people’s feelings and moods, and he was particularly adept at reading people. Lincoln had a great ability in understanding the motivations of others, and was skillful at getting others to cooperate with him. He knew to be pleasant and approachable while also being fierce when fighting for causes he believed in. One tool that Lincoln would use was storytelling. He would use stories from his past which would put people at ease while at the same time relaying his point in a clear way. Another method he would use was to ask questions to get his rivals to see things his way. His communication style and speeches were simple and logical. Abraham Lincoln’s most famous speech was the Gettysburg Address given in 1863 at the dedication of the National Cemetery after the battle at Gettysburg. The speech last just over two minutes and was an example of how Lincoln understood his audience. There had been much â€Å"Pomp and Circumstance† throughout the ceremony and many long speeches prior to his. The words he chose were short and to the point, but were full of inspiration and emotion. The speech focused on the principles of the founding fathers of our nation and the words from the Declaration of Independence that â€Å"all men are created equal† and that all men have the unalienable rights to the pursuit of life, liberty and happiness. One of the main things Lincoln wanted to accomplish with this speech, was to rally support for the 13th Amendment, which would abolish slavery and was in jeopardy of failing to pass in Congress. Lincoln again used his influence as a communicator to get the 13th Amendment passed. He would spend hours with his political rivals building relationships. It was important that he understood their perspectives on the issues and would give them the opportunity to express their views and needs. His approach was thoughtful and personal. This bill was met with much opposition and it took great skill and tenacity on Lincoln’s part to insure its passage. Many Presidents since Lincoln have also faced challenges when trying to pass  legislature, among them our current President Barack Obama. Whether or not you are a supporter of our current President aside, some similarities can be seen between the two. As was the case with Lincoln, Obama is known for his listening skills, and taking in ideas from all sides. He is a skilled orator and there is a strong sense of morality in his tone when speaking. There are many references to President Lincoln in Obama’s speeches which show the influence the former President has on him. Abraham Lincoln led our nation through one of its most turbulent times. He used his communication skills and understanding of people to obtain success. His ability to talk to people and understand what they stood for while moving them to see things his way led him to be regarded as one of our greatest Presidents. References A-E Networks. Abraham lincoln biography [Web log message]. Retrieved from http://www.biography.com/people/abraham-lincoln-9382540 Abraham and Mary Lincoln: A House Divided PBS. (n.d.). Retrieved from http://www.pbs.org/wgbh/americanexperience/films/lincolns/player/ Hubbard, C. (n.d.). Retrieved from http://www.historynet.com/abraham-lincoln Communicate like Abraham Lincoln. Retrieved from:http://www.communitelligence.com/blps/article.cfm?weblog The Connections Between President Barack Obama and President Abraham Lincoln (n.d.)Retrieved from: http://www.reobama.com/ObamaLincoln.htm House passes the 13th Amendment. (n.d.). Retrieved from http://www.history.com/this-day-in-history/house-passes-the-13th-amendment

George Walker Bush Essay Example for Free

George Walker Bush Essay George Walker Bush became the President of United States of America on January 20, 2001. As the President of U. S, he had taken many wrong decisions that affected the economy and foreign policy of U. S. He was successful in lying, cheating, killing and drinking his way to the top. He was victorious in his supposed war of terrorism on two countries and continuously killing and harming innocents. George Bush’s War on Terrorism George Walker Bush has not been successful as a President. As a leader, he assumed near absolute power soon after the September 11, 2001, attacks. He led the war against terrorism and championed both the USA Patriot Act and Homeland Security Department domestically which allowed his government’s to take up absolute power over the aspects of the international war on terrorism which included establishment of military tribunals and removing fundamental rights long recognized under the American law. Again Bush was successful in acting unilaterally by expanding his authority as he saw fit to accomplish his aims and objective without any regard to any of the fundamental rights of human beings which all people have whether they are American or not (Altman, 24). He was successful in launching his war of terrorism shortly after the September 11, 2001 attacks. Like a dictator, he ordered the Taliban to surrender Osama Bin Laden. In response, Taliban tried their level best to bring Bin Laden to be trialed under Islamic law. At this, Bush made the decision to invade Afghanistan. After successfully capturing Afghanistan, the U. S captured various prisoners who he believed were associated to Al-Queda. The trouble was that many of the so called accomplices to Al-Qaeda were teenagers. Bush next target was to attack Iraq. In early 2002, Bush declared that Iraqis were developing weapons of mass destruction. He also announced that Iraqi regime was responsible for developing anthrax, nerve gas and nuclear weapons for over a decade (Andrew, 52). Based on this assumption, the United Nations sent a group of inspectors to Iraq to investigate on it. After a systematic and comprehensive search, the UN announced that were no nuclear weapons in Iraq but this was not sufficient answer for Bush. He took the decision to invade Iraq in March, 2003. There was no approval of force found with the United Nations. By doing this, Bush broke all global war agreements. His main intention to wage war on Iraq was for oil. By attacking Iraq, he is getting $5million out of Iraq per week. On attacking Iran, Bush decided to withdraw from the World Court of Law and made a decision that the policies and guidelines of United Nations were completely irrelevant. This showed that Bush’s intentions were to invade Iraq at any cost in order to get control of the oil fields. Bush as a leader George Bush with the help of Clarence Thomas has taken the most far-reaching and drastic standpoint, encouraging the government’s right to confine even American citizens as adversary opponents without allegations. The former deputy assistant legal representative in Bush’s Office of Legal Counsel, John Yoo, stand for president’s right to order torment if he considers it essential for nationwide security. It’s not surprising to know that Bush is considered an imperial president who is transgressing assembly and establishing is own laws (Bacevich, 36). The significance of this is the detail that Bush is implementing unrestricted authority and influence and getting away with it because of his campaign in the name of freedom and terrorism. As the president of United States of America, Bush has failed to defend America’s freedom and has given birth to his own democracy. He views all threats to his ultimate power as unpatriotic and he had used this early in the war effort and removal of Osama Bin Laden in Afghanistan and invading Iraq on false account. Because of his actions, the constitution of United States of America has become meaningless. George Bush has acted more like an imperialist rather than president by imposing his views on the local and overseas affairs calling for removal of other nation’s leaders for the name of democracy. Bush and Education in United States He had passed the No Child Left Behind Act which was suppose to aid schools achieve better grade levels and improved state tests. However, Bush had failed to provide adequate resources to help schools to accomplish the standards of the act (Balmer, 69). Bush and United States Economy When Bush started his term as the president of United States, he made many tax deductions that generally assisted the wealthy. Money that was earned through stock ownership was not taxed but money that was earned by hardworking individuals was to be taxed. The unemployment rate in Bush reign has increased from 4. 2% to 5. 6%. About 2. 4 million jobs were lost in 2003. The unemployment rate went to 9% in 2005. Surveys conducted in 2005 showed that there are 9 million American who are unemployed. The unemployment rate among those aged 16-24 was 13% in 2005 (Blumenthal, 74). Although Bush proposed to eliminate Youth Opportunity Grant program that aims to give training to youngsters. A $225 million program in 2002 was being done away. His proposal of free trade agreements resulted in the loss of job in the United States of America to global market and taking advantage of workers from developing countries (Barber, 39). Bush and Environmental Issues Bush had approved the Clear Skies Act that challenges the Clean Air Act. The Clean Skies Act allows about 9. 9 million tons of varied chemical toxins to be released in air than the Clean Air Act would have if it was implemented. Bush also failed to defend 3 million acres of Tongass National Forest from logging and also had the maximum concentration of bald eagles on earth. He also withdrew from the Kyoto agreement on global warming which had been agreed upon by more than 170 countries (Benjamin, 98). He had also made frequent efforts to authorize oil drilling in the National Wildlife Refuge. Other Facts about Bush He has cut funding for about 375000 low income college students and reduced Pell Grant amounts to such a drastic level that it efficiently caused about 84000 students to be no longer being suitable for Pell Grants. Pell amounts have been cut down for 1. 5 million students. He backed out from the International Criminal Court. He was also the first president in US history who rejected the United Nations Election Inspectors. He had taken 11 authorized measures to undermine reproductive rights. He is also the first president of United States who had criminal record. He had also slashed financial support that was provided to women against violence. He also responsible for 521 billion dollar financial plan shortage in less than period of four years after inheriting 200 billion dollar surplus Conclusion The evaluation of George Walker Bush as the President of United States and compared to previous presidents proves that he was the wrong choice for United States of America. With military troops dying and no end to war, Bush has strained relations with other foreign countries. The strong backing of many nations has been lost by the United States because of Bush’s wrong choices. There have been immense modifications that have occurred due to Bush Administration. Digging deep into the economical, social and political features of U. S, Bush has changed the face of U. S. Work Cited: Altman, Daniel. Neoconomy: George Bush’s Revolutionary Gamble with America’s Future. New York: Public Affairs, 2004, 2005. Andrew, Christopher. For the President’s Eyes Only: Secret Intelligence and the American Presidency From Washington to Bush. New York: Harper Collins, 2007. Bacevich, Andrew J. American Empire: The Realities and Consequences of U. S. Diplomacy. Cambridge, MA: Harvard University Press, 2002. Balmer, Randall. Thy Kingdom Come: How the Religious Right Distorts the Faith and Threaten’s America, An Evangelical’s Lament. New York: Basic Books, 2006. Barber, Benjamin R. Fear’s Empire: War, Terrorism, and Democracy. New York: W. W. Norton, 2003, 2004. Benjamin, Daniel and Steven Simon. The Age of Sacred Terror: Radical Islam’s War Against America. New York: Random House, 2004. Blumenthal, Sidney. How Bush Rules: Chronicles of a Radical Regime. Princeton: Princeton University Press, 2006.

Application of Communication Theories | Reflection

Application of Communication Theories | Reflection Applying Communication Theories to the Career of a Graduate Student Alayna Naro Organizational Culture Theory Members of an organization create their own culture within that organization. The culture can come from ways members communicate with each other, rituals of the organization, and shared symbols within the organization. Each organization has a culture that is distinctly theirs and differs from the cultures of other organizations. Furthermore, organizational culture is not created overnight. An organization’s culture is something that forms over a period of time and is specific to the way of â€Å"living† within an organization. Since the fall of 2010, I have been a student of Mississippi State University. I began my academic career as an undergraduate student. The organizational culture I was a part of at that point in my life is a lot different than the organizational culture I am a part of now. As an undergraduate, I was familiar with a majority of my professors, but I did not necessarily extensively communicate with them. Now, as a graduate student, the organizational culture that I am most familiar is within the School of Human Sciences, where I am a graduate assistant as well as a full time student. The make-up of the organization is important when discussing its organizational culture. In the School of Human Sciences, the organizational make-up consists of a director, faculty members, staff members, and graduate assistants. All of these members, though they have different roles, are who establish the values and morals for the organization. By being active participants within the organization, the members help to create meaningful symbols within the organization. Symbols include verbal and nonverbal communication that is unique to a specific organization. The first type of symbol that can be seen within an organizational culture are physical symbols. Physical symbols consists of designs, logos, dà ©cor, and material objects. Within the School of Human Sciences, we have certain symbols that express the culture house in our organization. The School of Human Sciences has a specific logo that we place on key chains, shirts, pens, and other items to market our department. Even our building, Lloyd Ricks-Watson, is a physical symbol that houses us all under one roof. The second type of symbol that can be seen within an organizational culture are behavioral symbols. Behavioral symbols are things such as ceremonies, rituals, or traditions that are specific to that organization. In the School of Human Sciences we have plenty of behavioral symbols that we continuously participate in. Every fall semester, there is a welcome back tailgate for students, faculty, and staff. In the spring, there is a chili supper welcoming students back for a new semester. And one Friday, every month, we have a faculty meeting where we discuss upcoming news within the School of Human Sciences. These reoccurring behaviors help to establish and identify the culture within the organization. Finally, the third type of symbol is verbal symbols. Verbal symbols include jokes, jargon, or stories that revolve around the organization. Within any type of organization, jokes and stories are going to be expressed through verbal communication. Furthermore, faculty calling each other by their first names when students are not around can be seen as a verbal symbol. As a graduate student, I catch my instructors calling other faculty members by their first names and then correcting themselves when they realize they are speaking to a student. By listening to stories, joke, or understanding the jargon, one can better understand the culture of the organization. Everyone within an organization is connected. A variety of members make up an organization, and each member contributes something unique to the culture of the organization. We find connections to the organization through shared ideas, rituals, and symbols. Through physical, behavioral, and verbal symbols, one can feel connection with the organization they are a part of. One way this particular theory does not coincide with my career, is that not everyone participates or actively uses all of the things that make up an organizational culture. In any organization or work environment, there are going to be those employees who choose not to participate. Even when they are required to immerse themselves within the organizational culture, resistance can still be seen. However, overall the theory was very applicable to my situation, and will be applicable to any organizational situation I encounter in the future. Structuration Theory Groups and organizations engage in certain behaviors in order to achieve their goals. Within an organization, structure is a necessity. Structure can include the rules and resources used to sustain the organization. Through structuration, organizations transform socially because of the rules and resources that dictate relationships. Rules and resources guide behaviors and decisions within an organization. Rules consists of guidelines for how a goal can be accomplished. Resources refer to the power that all individuals within the organization bring to the group. Therefore, structuration allows for members of an organization to better understand the social structure of their organization. Power structures are evident in any organizational setting and aid in guiding the decision making process. Power enables members of an organization to achieve goals. Every member within an organization has some form of power; superiors, subordinates, etc. Power allows for members of an organization to get what they want within the system. For an individual, power is an authoritative resource that helps the organization to function properly. In regards to this theory, there are five different types of power that an individual can exemplify; reward, coercive, referent, legitimate, and expert. Reward power refers the perception that another person within the organization has the ability to provide positive reinforcement. With reward power, the rewards can consist of praise or material rewards. As a student, I deal with reward power on a pretty frequent basis. My instructors are able to reward me for exceptional work by providing words of praise or encouragement. Additionally, as a student, there are ample opportunities for honors, awards and distinguishments. So at the same time, the university itself holds reward power too. Not to mention the greatest material reward a student can receive, a college degree. Because I know that my professors hold a majority of the reward power, I try my hardest to produce exceptional work. By producing that exceptional and receiving verbal rewards from professors, it provides a sense of incentive to seek out higher rewards, such as the material rewards previously mentioned. Coercive power refers to the perception that someone within the organization has the ability to provide punishment. Coercive power makes others feel as though they must comply with the requests of their superiors in order to avoid negative consequences. As a student, the same people who provide me with reward power can also provide me with coercive power, my professors. However, I do not do my work solely to avoid ridicule or punishment, I complete my work in order to maintain my credibility. If I were to not give all of my effort on assignments, did not respect my professors, and did not produce quality work, my credibility with my professors would decrease. Referent power refers to establishing a relationship between a superior in an organization and a member who has less power than them. A person who holds referent power is typically a friendly, well liked, well respected individual who may even serve as a role model for others within the organization. Again, I believe my professors have often exposed me to referent power. Sometimes it is very easy for me to form a meaningful relationship not only with my advisor, but also instructors within the department that I respect. I respect them so much mostly due to their personality and the way they choose to interact with me as a student. Though I know my professors are above me academically and within the work environment, they still treat me as an individual and pursue general interest in my goals and aspirations. Legitimate power refers to exerting power due to a particular position or title. In the academic community, there are many individuals who exert influence on others based on their titles. For example, I comply with the wishes of my major professor. Her position as my advisor allows her to influence and help structure the direction of my goals by providing her input and expertise when needed. Furthermore, my major professor has someone who exerts legitimate power on her as well. The director of our department within the School of Human Sciences holds legitimate power over all instructors within the department. By holding the power as being the director of the department, he has the right and the ability to exert influence over the department as a whole. Expert power refers to a person having a specific set of knowledge or expertise. Those with expert power are very valuable for any type of group or organization. Expert power allows those individuals to assist in decisions making processes and as a source knowledge when consulted. Yet again, my professors hold a sincere amount of expert power. All of my professors have completed a bachelor’s degree, a master’s degree, and most have completed their PhD. Therefore, my professors are experts in their fields. It is such a benefit for an organization, more specifically outside of academia, to have employees that exhibit expert power. As a graduate assistant, I even experience possessing all five of these powers at some point. As an instructor in classes, I use reward and coercive power by being the person who is in charge of my students’ grades. Hopefully, through the reward and coercive power used, my students respect me and my assignments, knowing that I hold the power within the classroom. Additionally, I hope I possess some form of referent power with my students and my colleagues. I hope to establish a working relationship with those that I work with and encounter an on everyday basis. I possess legitimate power because of my title as a graduate assistant. That title provides me with the opportunities to serve as an instructor for certain classes, conduct research for myself and for others, and deciphers me from undergraduate students. Finally, I exert expert power because of my degree titles. I have already completed a bachelor’s degree in which gives me an extensive amount of knowledge in the field of agriculture. Currently, I am pursuing a master’s degree which will further enhance my expertise within the field. Social Penetration Theory Social penetration refers to a process of relationship bonding where individuals move from superficial communication to more intimate communication. Social penetration relates to more than just physical intimacy, it also incorporates intellectual and emotional intimacy. Social penetration suggests that relationships progress in a systematic way, are predictable, and dependent on our verbal, nonverbal, and environmentally oriented behaviors. All relationships form and follow a particular trajectory in which there are four stages. The four stages of the social penetration process include orientation, exploratory affective exchange, affective exchange, and stable exchange. The orientation stage begins by revealing small, ordinary facts about ourselves to others. This past January I moved from an office across campus where I was by myself, into an office which I would share with two other students. For my situation as a graduate assistant sharing an office with two other graduate assistants, the orientation stage was very important. At this stage, we divulged enough information for others to begin to find common ground with us, but not enough to be able to judge us. Though the information we tend to express in this stage is simple, and sometimes superficial, it is a necessity for any type of relationship to form. The exploratory affective exchange stage occurs when we begin to share aspects of our individual personality with others. Self-disclosure becomes a crucial part of this stage because it helps to transform superficial relationships into more intimate ones by revealing information about yourself. After a few weeks in the new office situation, I began to realize that I was learning more and more about my office mates. Without even realizing it, we would end up in short conversations about things unrelated to classes or work, which helped to better grasp each other’s personalities. The affective exchange stage is where the closeness of the friendship begins to blossom. At this stage, nonverbal communication can sometimes substitute for verbal communication. For instance, I can come into the office not say anything, but smile, and my office mates can substitute that as a â€Å"good morning†. Also, during this stage we begin to form our own jargon and inside jokes. For example, after about three months of sharing an office, we had inside jokes, we shared funny videos and pictures, and we also listened to music together. We share information about our families, significant others, and ask for advice on any problems we may be having. Through this stage we were not only able to form a more intimate friendship with one another, we were also able to create an office environment that was comfortable for everyone. The final stage is the stable exchange stage. At this stage, the relationship is more spontaneous than before. Communication and behavior are a lot more predictable, and those involved know a lot more about each other and how they react. After reaching this stage, I can say my office mates are more than just people I share a room with Monday through Friday, they are my friends. We know when to talk, when to not talk. We can tell when someone might need a pick me up. And we are not afraid to be ourselves. By working through the stages of the social penetration process, we were able to divulge information about ourselves at a progressive speed and form relationships with one another. The only way to understand other people is to engage in personal conversations with them and by sharing personal bits of information about yourself. Each personality will influence the direction a relationship will take. Though initial conversations may seem unimportant, they allow individuals to understand each other and provide early relational development. Through the social penetration process individuals achieve a way to balance their needs while also forming a relationship with another person. Overall, this theory was very applicable to my current situation. I have seen first-hand how relationships develop, and I agree that they are a linear process. I also agree that there a certain steps, or stages, one must go through when developing a relationship with another person. There is give and take with all individuals associated with a relationship, and relationships take time to develop. I will forever keep this theory in the back of my mind as I embark on my professional career where creating, developing, and maintaining relationships is so important. Groupthink Groups are sets of individuals whose goal is to work toward completing a task or solving a problem. Groups need a solid foundation and need to be able to remain unaffected by all other influences. In order for the members of a group to work together effectively, the group needs a certain level of cohesiveness, or culture, within the group. Group cohesion encourages greater satisfaction within the group, the group members are more enthusiastic, and the group experience is overall positive. As a student, I am required to work in groups on a pretty regular basis. For example, I am an ambassador for the Graduate Student Association on campus. As an ambassador I am required to attend planning meetings, assist when we host events, and serve as a liaison between the GSA and certain departments on campus. As a task oriented group, every group member has a specific job assigned to them, and when everyone does their job, our overall goal is more easily accomplished. Groupthink is a way of group negotiation that reduces conflict and emphasizes the need for unison. When working within a group, sometimes it is easy to have tunnel vision on the end result. We can succumb to pressures of needing to keep the group harmonious and not really address the problem that we need to solve. The need to form a homogeneous group often distracts away from the true purpose of the group. Furthermore, rather than face rejection, some members will even withhold their input if it differs from others’ within the group. The initial group meeting for any group is where groupthink is going to be most visible. Certain people choose not to speak up if their opinion slightly differs, some people do not want to offer up new ideas, and everyone looks to the group leader for direction. As meetings become more frequent and the group members get to know each other, I believe those barriers break down and people feel more open to express their opinions. On the other hand, there will always be group members who are never afraid to voice their opinions. It is easy for those people to have influence over the less vocal members in the group, so it is important to keep a happy balance. The only problem with this theory, as it relates to the group I am a part of, is that the theory seems to focus more on decision making groups. Though the GSA committee makes decisions that affect the graduate student body as a whole, it is not our primary role. This particular group, as originally stated, is more task oriented. Regardless, overcoming groupthink is a reoccurring challenge when working within a group. One of the ways we have actively addressed groupthink within the GSA committee is by allowing members to voice their doubts. We have created a very neutral environment where everyone feels comfortable expressing their thoughts, even if they differ from the majority of the group. When we cannot make a unanimous decision on an issue or task, we completely discuss both sides. Without interruption, without judgement, and without ridicule, we as group work together to find the solution that will be best for the group as a whole. References West, R., Turner, L. (2010). Groupthink. In Introducing communication theory: Analysis and application (5th Ed.). Boston: McGraw-Hill. West, R., Turner, L. (2010). Organizational Culture. In Introducing communication theory: Analysis and application (5th ed.). Boston: McGraw-Hill. West, R., Turner, L. (2010). Social Penetration Theory. In Introducing communication theory: Analysis and application (5th ed.). Boston: McGraw-Hill. West, R., Turner, L. (2010). Structuration Theory. In Introducing communication theory: Analysis and application (5th ed.). Boston: McGraw-Hill.

Single Parent vs. Traditional Family Essay example -- Parenting, Famil

Which behalf is the best side, the single parent versus the traditional family? A traditional family is defined or described as two parents working together to solve anything that goes on in their house. The advantage of a traditional family is that they are going to have a more stable income that will buy them a reasonable house or an apartment. â€Å"The traditional families have two parents, the mom and the dad, jointly raising kids with help and advice from each other† (Magnier). An accustomed family also expresses their feelings towards one another and has respect among others in their home. A dysfunctional family is usually described as conflicted adults living on their own. Although a dysfunctional family may sound inadequate, it is quite reputable. â€Å" Single parenting is already becoming a rapidly growing trend in the society† (Magnier). Single parents are very common in the US. Statistics say that one out of every two children in the US will live in a single parent household at one point before they reach their adult age. â€Å"The situations of single parents vary greatly: it may be that you are divorced, widowed or never married† (all-about-motherhood.com/advantages). Being a single parent states that an individual is strong enough to carry the parts of two roles in a house. Single parents are a good influence on their children and any other individuals because they can take care of their financial problems, have greater control over their kids, and the children tend to have greater independence when living with a single parent. One problem every single parent has is their financial situation. Single parents usually have a difficult time in supporting their child in every way financially. Divorced parents usually hav... ...ent to be able to nurture up a child in the right way by being a single parent. If the parent can build a strong foundation for the child, then consider that parent to be special and blessed because single parenting is not a walk in the park. Works Cited Magnier, Jenny. â€Å"The Effects of Single Parenting on Children†. Ezine Articles. n.p. n.d. Web. 26 Nov. 2011. McGrath, Victoria. â€Å"Causes and Effects of Single Parents†.Ehow.com. n.p. n.d. Web. 27 Nov. 2011. Moore, M.F.T., Shellee. â€Å"How to Be the Best Single Parent You Can.† California Divorce Online: Orange County Divorce: Do It Yourself. Divorce Wizards: Expert Sources, Guidance, Lower Costs, 2011. Web. 27 Nov. 2011. â€Å" The Advantages of Single Parenting†. All- About- Motherhood. n.p. n.d. Web. 26 Nov. 2011. â€Å" The Disadvantages of Single Parenting†. All- About- Motherhood. n.p. n.d. Web. 26 Nov. 2011.