Storm Drainage Design Project Essay Example | Topics and Well Written Essays - 2000 words - 1

Tempest Drainage Design Project - Essay Example ertical pivot utilizing various scales, yet their level directions are the equivalent dependent on hourly readings from the 12 PM of October 12 to 11:00 at night of October 15, 1998. Precipitation information was plotted utilizing millimeters (mm) and the given perceptions were utilized with no guarantees. Then again, waterway information, which is generally plotted as a release in a unit of volume against time (cubic meters every second or liters every second) is drawn as an element of the given stream width (B) and the speed (V) of stream of the stream (since release is a result of territory and water stream speed for this situation) every hour of perception. The most noteworthy point (top) of the blue line diagram is 0.658 meter-BV every hour. The scale utilized was 1 x 10-1 m, with the end goal that 0.658 is spoken to as 6.58 x 10-1 m. This ought to clarify why the most elevated number in the vertical pivot is 7. It might be gathered from Figure 3 that in spite of the fact that perceptions were plotted each hour, the clocks were introduced like clockwork because of space impediments.). Notwithstanding, the information were investigated utilizing the first qualities and units of the waterway level every hour of perception. Preceding the precipitation in 4:00 on October 13, the normal perusing of the stream range from the beginning of given perceptions for 28 back to back hourly readings is 0.262 mm. This will be the premise of the base stream. Following seven hours of precipitation, the principal top was seen at 11:00 of October 13 with a tallness of 1.2 mm. This denotes the inception of the rising appendage of the waterway flood where the stature of the stream additionally began to rise contrasted with base stream. The precipitation information had twin tops, with the subsequent pinnacle happening at 21:00 of October or 10 hours after the principal precipitation top was watched. At 9:00 of October 14, 12 hours after the second pinnacle of the precipitation, the pinnacle stream of the waterway was recorded at 0.658 m. The measure of time for the pinnacle stream to return back to base stream or base stream time is 46 hours. A few elements which impact the qualities of

An Incident That Made Me Believe in Fate!!!

An Incident That Made Me Believe In FATE!!! I am picking that choice exists in our reality. I imagine that I settle on my own decisions consistently, yet I realize that God certainly encourages me en route. Consistently I wake up, and I settle on a choice, would it be a good idea for me to return to rest, lie here taking a gander at the dividers, or would it be a good idea for me to get up and go to class? My story happens before I was a youngster; I would need to flashback twenty years. What is confidence? Is it confidence in one’s God? How can one discover confidence? Could somebody that professes to have confidence ever question? At the point when I was twelve years of age, I imagined that I was strict. I went to a capacity with my childhood gathering. In participation were an incredible number of children, I felt misplaced in the general chaos with such huge numbers of things going on. Similarly as I mulled over to slip away, a kid approached converse with me, â€Å"How thoughtful,† I said to myself. We sat for an extremely prolonged stretch of time and read the Bible together. It caused me to feel so uncommon, similar to I was beginning to have a place with the gathering. I felt it was great to such an extent that somebody set aside the effort to see me. This experience had an uncommon importance to me. One of the most significant parts of high school life is having a sense of safety, acknowledged, and adored. At that point I felt every one of those things one after another. My evangelist approached talk with me and asked why I was sitting isolated. I gazed upward and acknowledged I was separated from everyone else. I educated her regarding the kid who had seen me. We read the book of scriptures together, and we talked for a considerable length of time. She helped me search for him and we couldn’t discover him anyplace. I was crushed and had no clue where he could have gone. I had been looking the entire end of the week for the kid who saw me, just I still couldn’t discover him anyplace. That’s when I understood this was marvelous. I know what it will be: It is destiny or confidence? Here I am at a Christian occasion, and to think I was visited by the Lord. I told the minister that, and she disclosed to me that I have to tell everybody the record of what occurred. So there I was, remaining before this gathering of children. I was so on edge, yet in addition quiet. The story just streamed out of me. I mentioned to everybody what precisely befell me this end of the week. Regardless of whether people trust in God or not, an individual must have an explanation behind their conviction. I think destiny has given me with a superb motivation to have faith in God!!!

Financial Analyst Resume Examples, Template, and Resume Tips

Financial Analyst Resume Examples, Template, and Resume Tips Did you ever wonder what profession is always going to be wanted at the job market?Do you know that there is a profession which can`t be replaced by machines and robots (in the near future, at least)?Well, today we are going to cover how to apply to work in such a profession!Today, we will cover the subject of how to write a perfect resume for the position of a financial analyst!No matter how much technology has advanced, machines still dont come close to people when its time to make decisions.There are certain factors which influence decision making that cant be quantified so that machines can understand them.For example, experience and that gut feeling you have that tells you what is right and what isnt are things that machines still dont have.That is why people who are able to analyze financial data and make good conclusions for businesses.You might have studied finance or economics at college, you might have learned it by doing it somewhere, or you completed some courses on the s ubject, and you cant wait to find a new opportunity for you to demonstrate how good you can be with numbers!Whatever your case may be, weve prepared this guide to help you write a dashing resume and leave a great impression on the recruiter!Remember, if you want to shorten the process of writing your resume, you can always use our resume builder.Lets dive into it!Financial Analyst Resume Example Right Senior Financial Analyst Example Right Create your own resumeGUIDE ON WRITING THE PERSONAL INFO SECTIONIf you want your resume to be one of the best the recruiter will get, your resume needs to start strong. How will it do that?Well, first and foremost, you need to write a good personal info section.You need to write it so that its professional, informative and precise.Nothing will leave a better first impression than a clean and well-organized personal info section.No matter how obvious it might be to you that all you need to do here is to write actual information about yourself, keep in mind that people get some things very wrong.These mistakes happen accidentally usually, and that is exactly why we want to prevent you from making them because they really can be easily avoided!If you want to beef up your financial analyst resume, you can visit our free resume templates and use a pre-made template, follow the steps you are given and easily create an excellent resume!Full NameFirst, your personal info section starts off with your full name.Here you should write exactly as it says and nothing more your full name.Dont put your nickname from a video game, your Instagram username and dont joke around with your name. Imagine you are meeting the interviewer face to face and you are introducing yourself.You would say your full name, and thats it, right?Well, this is exactly like that.Sofia Parker RightSofianance Parker WrongProfessionKeep it short and simple. A simple financial analyst will do for most people really, no need to complicate it further than that.If you are specialized or want to specialize in a certain area of financial analysis, feel free to write that instead.For example, you could be a marketing analyst, a business analyst, a research analyst, and so on. Narrowing down your area of expertise helps the recruiter form the right expectations about you.PhotoAll you need to do for this part is to find a nice picture of yourself and put it in the resume.The picture can be a headshot, a class ic resume picture.This picture can also be a picture of you working (at a desk, with a laptop, at a meeting, etc.).Avoid putting pictures where there are other people around you, and you are not the absolute main focus. Also, dont put pictures from parties or silly pictures (for example, memes).This is not the part where you are supposed to be funny.Phone NumberSome recruiters prefer calls instead of e-mails when it comes to professional communication.Having that in mind, make sure that the phone number you put in your resume is the one you are actually going to use (every day).If you miss a call from a recruiter and dont return it, the chances are that someone else will be contacted and take your place, so be responsible.AddressHonestly speaking, this is one of the least important parts of the resume.But, just because its less important than others, that doesnt mean that its useless information for the interviewer. Matter of fact, for some positions, where you live is key.The compa ny might consider giving you a car if you live far or you might need to relocate if you live very far away.The good news here is that this part of the section is a no-brainer simply write your current living address and thats it.E-Mail AddressJust like with the part where you write your phone number, you need to make sure that the e-mail address you write in your resume is an address where you could be reached fast.If you dont check that e-mail every day, either write another one or start checking it!Nothing like shooting yourself in the foot by not replying to an e-mail from a company regarding your application for a position in their team.An important thing to mention is that you write your e-mail, which is professional and representative. If you dont have one, well thats really not a problem.If anything, creating another e-mail address online is as easy as pie now. Avoid putting down e-mail addresses which can be interpreted the wrong way.parker68sofia@gmail.com Rightparker666s ofia@gmail.com WrongSocial Media ProfilesAh, social media, the invention of the 21st century! Your social media is your digital ID. To be honest, your profile tells even more things about you than your ID.While on professional social media like LinkedIn, people can see everything youve been up to in your professional life, on private social media, people can see what youre really like and what are your interests.The importance of having a nice and detailed LinkedIn profile is very high.Even if you dont put your LinkedIn profile in the resume, if the recruiter knows what he or she is doing, they will easily find your profile online.If you dont have it, then that also says something about you (and its not good for the recruiter).We always insist on putting your LinkedIn profile in your resume, while the other social media profiles are optional and entirely up to you based on comfortable you are sharing them (Facebook, Instagram, YouTube, Twitter).GUIDE ON WRITING THE SUMMARY SECTIONI ts always best to use this part of the resume as a brief overview of yourself, what you did, and why youre good for this position.Use the career summary section as your own elevator pitch about yourself.State your previous responsibilities and achievements to help the recruiter form clear expectations about you and your work.Lets take a comparative look at the right and wrong example:SummaryHighly educated and trained financial analyst with over 3 years of experience working with CFOs in different businesses on their budget preparation, spending management, ROI calculation. My advice on financial decision making helped increase profit by 20%, and I successfully created 2 new financial models for 2 clients. RightSummaryHighly educated and trained financial analyst, my advice on financial decision making helped this business grow and upscale its own operations. Im currently looking for new opportunities. WrongWhen we compare the Wrong (right) and Right (left) example, we see that th e Wrong one is very generic. If you read that as a recruiter, would you be amazed? Exactly, neither would we.The Right example is more likeable for the recruiter just because its much more precise!GUIDE ON WRITING THE EXPERIENCE SECTIONSince youre applying for a position which is very precise on its own, to prove that you can be precise when needed, you have the perfect opportunity in your resume in the experience section.The more concrete you are here, the better. Everything you can quantify, try to do so.Lets take a look at two examples again: Right WrongFor example, in the experience section, you could say that it was in your job description that you need to create new business models.Instead of writing just that, give the recruiter more information about your accomplishments.Write down how many new business models youve created.Writing a great resume for a job opening you really care about can sometimes be a very long and painful process.That is exactly why weve felt the need to create something which proves that writing your resume doesnt have to be a bother.GUIDE ON WRITING THE EDUCATION SECTIONIn the education section, its enough that you write down your last degree (university or high school, if you didnt attend university or you dropped out).If you dont put that you went to a university, nowadays that is not a deal-breaker since some companies stopped paying attention to that at all, but expect that a question about that choice might pop up during the interview. Right WrongLooking at the two examples mentioned above, we see that the Right one is much more detailed.It not only shows information about your college education but your other relevant certificates and activities.While the Wrong example simply states poorly-organized information, which is lacking any other interesting facts about you and your extracurricular activities.Here are some tips on how education section can work for you.GUIDE ON WRITING THE SKILLS SECTIONThe skills section is the part of the resume that gives a more in-depth look at your capabilities.The truth is, the recruiter can only test your skills if he or she invites you to the interview, but still this is not an excuse to lie in your resume by putting something as your skill even though you dont know how to do it.Seriously, dont write down skills just for the sake of writing them down and making your resume look better.Lets take a comparative look at the right and wrong example of the skills section:SkillsFinancial ana lyst skills:Microsoft ExcelFinancial modelingBudgetingFinancial reportingProject managementForecastingOther skills:FacilitatingEffective communicationConducting effective group meetingsLeadershipLanguages:English â€" nativeSpanish proficientPortuguese â€" basic RightSkillsMicrosoft ExcelFinancial reportingProject managementFacilitatingEnglishEffective communicationConducting effective group meetingsLeadershipSpanishPortuguese WrongThey are split into 3 different groups to help the interviewer skim through this section easier, while still having the ability to check if you have the main skills necessary for the job.You can easily see how the Wrong example is much more disorganized and harder to understand.TIPS TRICKSFinally, after going through this guide and learning what you can do to create a great resume and what you should avoid doing, for the end, weve saved for you some tips and tricks you can use while creating your resume.Lets take a look at them!Include these main finan cial analyst skills Microsoft Excel and Access, financial modeling, financial reporting, accounting, economics, mathematics, budgeting, business performance analysis, trend analysis, project management, asset management, risk management, documentationInclude these main soft skills for a financial analyst Detail-oriented, analytical, problem-solving, insightful, strategy developer, concept implementationDont put everything in your resume Always tailor your resume to the company and the job you are applying for. Once you see the job opening, do some research about the company and ask yourself what is relevant to put in your resume. For example, if you are applying for a financial analyst at a bank, its not really relevant which high school you went to and that you worked at a bakery at that time. If you dont have experience yet, then just...Include the activities you did that can be useful for your new job If you dont have experience yet, think of what you did in your life that is similar to the job youre applying for. For example, you going to the national competition in mathematics in elementary school shows that at one point in time, you did really well in math. You can also put that you were the financer in a school project, or maybe you are always the one who is collecting money from friends when youre traveling together or making a party.Update your LinkedIn profile Since you cant put everything you did, every skill you have and every interest you have on one page of your resume, work on your LinkedIn profile so that it has every little detail. The chances are that the recruiter will search for you there. Who knows? Maybe you even get a job offer there because you were active!CONCLUSIONIn order to create a great resume for a financial analyst position, you dont need to analyze a lot, simply follow this guide and you will do just fine! Remember, half the preparation for the interview is when youve sent a great resume!To make sure you do that, visit our online resume builder templates and create one without noticing how much time has passed.Hopefully, youve enjoyed reading this! We wish you the best of luck in finding a perfect opportunity for yourself! Create your own resume

Critical Analysis Of A Good Man Is Hard To Find - 1781 Words

But the discrepancies between how O Connor is often read and how she claimed she should be read cannot simply be explained by her theology of grace or by the lack of religious feeling among readers. Critical opinion over the years has tended to line up behind O Connor s own explanations; however, O Connor s analysis of A Good Man Is Hard to Find still seems baffling and occasionally a critic has questioned the theology of the fiction. Andre Bleikasten, focusing on O Connor s novels, claimed that the truth of O Connor s work is the truth of her art, not that of her church. Her fiction does refer to an implicit theology, but if we rely, as we should, on its testimony rather than on the author s comments, we shall have to admit†¦show more content†¦Yet O Connor is not diminished by the contradictions between her work and her explanation of her work; she is made richer. The fury that lights up her art keeps A Good Man Is Hard to Find from being reduced to a theological exercise. The complexity of this story in part explains its broad appeal to audiences who do not see the story as a parable of grace. Grace is the uneasy cloak O Connor designed to cover and justify the violence in the story. The grace is a guise, a rationale that is not brought off. O Connor s naive and deluded mothers and grandmothers are often brought low by a violent encounter that shakes them out of their petty superiorities and their would-be aristocratic and genteel trappings. They are forced to realize their vulnerability, their ridiculous condition. The character of the grandmother in A Good Man Is Hard to Find, for several reasons, contradicts any reading of her as an agent of grace. First, the grandmother s judgments of others are totally twisted. She pronounces Red Sammy Butts a good man despite the evidence he is a lazy slob who treats his wife like a slave. Throughout the story the grandmother is a full-blown agent of disaster, a Geiger counter for catastrophe. Her fuzzy fantasies about a southern mansion combined with some assistance from the smuggled cat manage to cause the car wreck. Then her pronouncement You re The Misfit seals their fate. The few pleasures in the story involve the grandmother s falseShow MoreRelatedCritical Analysis on A Good Man Is Hard to Find2403 Words   |  10 PagesReligious Symbolism in A Good Man Is Hard To Find This paper will present a rhetorical context for the use of violence in the short story, A Good Man Is Hard to Find, as she presented in her essay The Element of Suspense. The form of classical tragedy in this story will also be analyzed from the critical theories of Aristotle and Longinus. Tolstoy will be used to examine the use Christian symbolism. Nietzsche will provide a more well-rounded universal conclusion to the uses of tragedy andRead More Critical analysis on A good man is hard to find Essay2334 Words   |  10 Pages Religious Symbolism in â€Å"A Good Man Is Hard To Find† This paper will present a rhetorical context for the use of violence in the short story, â€Å"A Good Man Is Hard to Find,† as she presented in her essay â€Å"The Element of Suspense.† The form of classical tragedy in this story will also be analyzed from the critical theories of Aristotle and Longinus. Tolstoy will be used to examine the use Christian symbolism. Nietzsche will provide a more well-rounded universal conclusion to the uses of tragedy andRead MoreCritical Analysis Of A Good Man Is Hard To Find By Flannery OConnor1573 Words   |  7 PagesFlannery O Connor was often shocked to find how people interpreted her stories. Some readers of A Good Man is Hard to Find believed the grandmother was evil, even a witch. Soon O Connor set out, quite explicitly, in letters and lectures to detail the theology of the story and the importance of the grandmother as an agent of grace. In a letter to John Hawkes, she explained how violence and grace come together: More than in the Devil I am interested in the indication of Grace, the moment when youRead More Flannery OConnor: A Twentieth Century Fiction Writer Essay829 Words   |  4 Pages There has been a significant amount critical analysis written about Flannery OConnors short stories and novels. There is a significant amount critical analysis about Flannery OConnor because she used so many styles that have not been used before. Flannery OConnor ranks among he most important American fiction writers of the twentieth century. Flannery OConnor was born in 1925 in Savannah, Georgia, and lived there until her family moved in 1938. OConnor and her family moved to a small GeorgiaRead MoreAnalysis of Characters, Conflict, and Symbolism in ‚Äà ºa Good Man Is Hard to Find‚Äà ¹771 Words   |  4 PagesAnalysis of Characters, Conflict, and Symbolism in â€Å"A Good Man Is hard to Find† The story â€Å"A Good Man is Hard to Find† is a fascinating story about a family traveling to Florida for a family vacation. The story’s main characters are the grandmother, the mother and a baby, the father Bailey, and the two children June Star and John Wesley. On this trip the family has a run in with the other characters The Misfit, Bobby Lee, and Hiram who are escaped convicts headed towards Florida. O’Connor usesRead MoreDeep Rooted Work On A Hard Man1427 Words   |  6 PagesResearch Paper: Deep Rooted Work on a Hard Man Flannery O’Connor was born March 25, 1925, in Savanah, Georgia. She went to what is, now Iowa University and majored in literature. She’s primarily known for her short stories but was a novelist. Flannery O’Connor passed away in 1964 after losing a battle with lupus. The piece of writing that I will be discussing is titled: â€Å"A Good Man is Hard to Find,† she wrote this work in 1953 along with several other short stories (Biography.com Editors)Read MoreAnalysis Of O Connor s A Good Man 869 Words   |  4 Pages My first reaction to â€Å"A Good Man is Hard to find† was that of sadness and I felt that it was tragic of what happened to the family in the story. I felt really bad for the grandma because no one seemed to be pleased with her or listen to her. I felt like the son was almost tired of dealing with his own mom, or that is the feeling I got from his reactions to her. Even the children did not seem to respect the old lady. Oâ €™Connor’s story was very descriptive. Throughout the whole story there wereRead MoreForegrounding of Feminism in A Good Man is Hard to Find Essay1237 Words   |  5 PagesForegrounding of Feminism in â€Å"A Good Man is Hard to Find, by Flannery OConnor â€Å"A Good Man is Hard to Find, by Flannery OConnor, shows a family trip to Florida which end to an unexpected death at the end of the story. In the progression of this story, O’Connor has presented women as naà ¯ve with graceful images. Women are presented as the weaker sex while men are given more importance and powerful roles. In this regard this story can be viewed as feministic point of view. Feminism is self-awarenessRead MoreA Good Man Is Hard to Find OConner Essay example1745 Words   |  7 PagesOConners Analysis: A Good Man is Hard To Find A Displaced Person Through her assortment of unpalatable characters and violent actions, OConnor tries to show grace at work in the world. According to her beliefs Christ, the Incarnate Son of God, has shown that God so loved the world that He became man Himself. Yet this God is not accepted by men, so they have to be shocked into a recognition of their need for Him and the salvation He offers. (MAYER, 1976) In this analysis I will explainRead MoreA good man is hard to find analysis819 Words   |  4 Pages3/4/12 â€Å"A Good Man is Hard to Find† Analysis EN 102 In the short story â€Å"A Good Man is Hard to Find† the author, Flannery O’Connor communicates literary symbols and prominence of Southern culture. Within the story, there are subtle yet important details that make the entirety of the piece as iconic as it is. The reoccurring theme of being a lady and moral codes both are important to the overall concept of the story. The unnamed grandmother in â€Å"A Good Man Is Hard to Find† considers

Leadership, culture, ethics - Free Essay Example

Sample details Pages: 6 Words: 1734 Downloads: 6 Date added: 2019/10/10 Did you like this example? Introduction Wal-Mart being one of the successful companies whose success was majorly brought about by culture, is being used by learners to evaluate the role of cultures in companies and what it needs for a culture to make a company successful. In this essay therefore, am basing my arguments of the well understanding about the company, the culture which it practiced to be able to climb up the ladder in the market. The essay also discusses the ethics of in a company just like Wal-Mart and how unethical behaviors can result to the corruption of the organization culture which can be a greater reason for the failure of the company (Collins and Porras, 1996). Don’t waste time! Our writers will create an original "Leadership, culture, ethics" essay for you Create order The essay thus generally analysis the Wal-Mart company which went up to high positions in the market as a result of incorporation of culture in the company which positively adapted by its staff. Wal-Mart was named among one of the biggest companies in the world. It was ranked in this position since it was able to make sales up to a quarter trillion. It was also ranked this was since it was able to employ the largest number of employees in the world employing up to 1.3 million employees thus offering employment to a very large number of people in the world thus considered the biggest retailing successful company which ever existed during this time (Sadri and Lees, 2001). Wal-Mart was developed and also received nurturing from Sam Walton who was said to have raised the company to this high level after the death of his brother. To achieve this position, the company applied various mechanism which triggered its success in the market. One of the mechanism which was the major cause for success was the incorporation of culture in the company which was adopted by every worker in the company thus contributing to the success of the company. Wal-Mart’s success was therefore considered as its ability to manage the elements of its culture as well the entrepreneurial spirit possessed by its workers. The culture of the company was characterized by offering of very good services to the customer as well as the providing the services at very low prices (WAL-MART, 1993). The reason for the success of the company using the culture strategy was that the rules of the company based on culture were too much flexible with challenges brought about by globalization and change in technology. The use of culture in companies has grown to higher extend since some of the companies consider it the reason for success in many companies. Though it seems that some companies haven’t yet known the various cultures to incorporate in the company and this is the reason why some companies have been considered failures in the market (Mary, 1998). The companies fail to distinguish between the positive cultures which lead to the success of the company like cooperative culture and the negative cultures which are said to bring negative impacts in the progress of the company. Sam Walton the founder of the Wal-Mart incorporated a positive form culture which was referred to corporate culture which was positively accepted by the staff of his company resulting to identical success in the market where it was ranked as one of the best companies in the world. This means that not any culture which leads to the leads to success in the companies but only the positive cultures. Positive cultures are therefore said to bring good unity and cooperation among the members thus creating good working environment among the workers resulting to high production in the company and therefore the reason for success as a result of the culture (CARDEN and COURTEMANCHE, 2009). Implying that negative culture promote bad working environment of the workers thus causing disunity and conflicts in the company which finally results to its failure. Corporate type culture originated from people with different ethnic backgrounds and different cultural heritages in which everybody had his or her own cultures. These people were therefore brought to working in the same working environment. The working of these people together thus made sure that nobody is in position to practice his or culture since it was different from the others. The working together of these individuals demanded for the adoption of new cultures and norms. The mixture of the cultures thus led to the rise of a culture which borrowed from the different cultures and coming up with a collective form culture which everybody accepted since he or she could count his or her culture in the collective culture. This was therefore the origin of the corporate culture which made corporation of many cultures and which was used by San Walton to his company resulting to its success. Corporate culture used by Sam Walton was therefore a positive culture which creates cooperation in the company and with led to the success of the Wal-Mart company. Corporate culture said to be influenced by factors like patterns interactions between the members, the history of the company, the geographical positions of the company and the industry in which the company operates. It is therefore defined as culture whereby the workers work together through having collective thoughts, habits, behavior and feelings all focused at achieving the best for the company (Frazier, 2005). It is characterized by valuing of all the employees since every employee has a good idea to input in the company leading to achieving better or growth of the company. Wal-Mart Company thus grew to high position by use of the corporate culture in which San Walton and his management had employed very high number of employees who first had high production power even with low supervision and know Sam Walton comes in with the culture strategy. This thus makes the growth of the company grow very quickly due to high man power as a result of being triggered by culture approach. The culture approach is thus said to have resulted to provision of good working in the company where each and every employer considers himself and achiever and no critics towards the employees thus every employee works to his or her level best since the employees have one slogan and one culture and he or she feels highly motivated to work (Kotter, 2008). This thus led to the growth of Wal-Mart and achievement of its goals which are also the goals of the employees. Unethical leadership is that leadership which does not obey the ethics of the organization. This type if leadership is offered by the poor leaders in the organization. This thus is characterized by leaders conducting behaviors that are illegal or that which violet the moral standards of the members of the organization or the employees.   It can also be characterized by making of decisions which don’t benefit the organization or which result to conflicts in the organization (Brown and Mitchell, 2010). This thus cause misleading of the employees resulting to confusion in the organization and can even contribute to its failure due to poor functioning of the employers. Poor leadership or unethical leadership can therefore result to corruption of the culture which the company bases its work or which the company lays success in. For example if a company has a certain culture which has a defined set of principles, some unethical leaders may end up unquestioning some employees who go against the principles of the organization culture. This is therefore considered as favor to some of the employees and some sought of corruption in the organization. This can therefore result to change of attitude towards the organization culture and everybody starts to break the principles and become corrupt whenever he or she does a mistake. This may therefore result to the death of the culture of the organization or the failure of the organization’s goals in the market. Corruption can also be practiced through some poor leaders making decisions which are in favor of a certain person instead of making the right decisions (Co-founder, 2009). This may thus result to less honor of the employees towards the leaders resulting to difficulties in managing the organization which can also result to failure of the company. Unethical issues in a company may result to the failure of various cultural organization or company which can in turn end up leading to the failure of the entire company. Such issues violate the working environment of the organization leading to poor production and poor attitudes among the employees towards the leaders and organization culture as well (Williams, 2005). This has therefore been the cause for failures in many organizations. To avoid such issues which can lead to failure in the organizations therefore, organizations need to be very keen in the selection of leaders to manage the companies. The leaders should be governed by high levels of ethnics which don’t support the bad morals or morals which result to the straight governance of the company resulting to success in the market. Ethical leaders are capable of making straight decisions and perform acts which don’t violate the working environment and instead make decisions without favoring anybody in the organization. They therefore make decisions which are right and which judges every employee in the organization accordingly to ensure there is good working environment and respect of the leaders by the employees which consider them as directors (Toor and Ofori, 2009). This thus helps in achieving the best in the company since everything is in order and the production activities are efficient. Conclusion Wal-Mart is one of the companies which succeeded and gained high levels in the market by incorporating corporate culture in its working system. Many other young companies should therefore try this approach to see whether they can succeed in the help of the same approach. Cooperate culture has been adopted by very many companies to compete with others in the market. The companies using this approach should thus ensure that they also incorporate other principles like good leadership and positive ethical practices which act as accelerators behind corporate culture leading to the success of the company. Leaders should therefore lead by displaying positive characters and avoiding immoral acts like corruptions which are a major causes of the failure in many of the companies (Mayer, Kuenzi and Greenbaum, 2010). For a company to succeed therefore, it should generally ensure good working environment for the workers, ethnical leaders to manage the employees and employees dedicated to work focu sing on the success of the company through delivering high productivity.

Portfolios Free Essays

Using Portfolios to Assess Professional Competence and Development in Medical Laboratory Sciences Abstraction Background Portfolios have been recommended for the appraisal of professional development. To excite battle and assess professional development during research lab preparation, portfolio appraisal was proposed for the concluding twelvemonth BMLS and DMLT programmes in Kampala International University. Work Done The pupils undergoing clinical research lab preparation in learning infirmaries, and engaged in everyday research lab services under supervising of qualified Medical Laboratory Scientists, composed a portfolio detailing their day-to-day experiences, work done, and lessons learned. We will write a custom essay sample on Portfolios or any similar topic only for you Order Now Their supervisors and facilitators provided day-to-day feedback and endorsed their entries. The portfolios were examined at the terminal of preparation by module staff and external tester through unwritten presentation and interviews. Rating rubric considered quality of presentation, portfolio content, presentation of progressive development, and ability to do professional judgement. Students ‘ and assessors ‘ credence of this instrument was determined with questionnaire. Consequences 72 % of the pupils and assessors accepted the method. Many pupils reported that it improved committedness to preparation, encouraged contemplation, and allowed for frequent feedback. Many believed that it was a rational appraisal, but it was clip devouring. 88 % of the participants would welcome it as a addendum to the criterion trials. Decisions The portfolio appraisal was good accepted, rational, and provided a valid appraisal of pupil battle and patterned advance during professional preparation. Take Home Message The inclusion of portfolio appraisal in Medical Laboratory Sciences Education provided valid appraisal of pupils ‘ battle in preparation and professional development over clip. Introduction The usage of portfolios in wellness professions instruction has increased dramatically over the old ages. The enthusiastic credence of this rule is in portion born out of the of all time turning involvement in results based instruction in all divisions of wellness science.1 The course of study of most wellness scientific disciplines schools now emphasize reliable experiences, promote self way and contemplation in acquisition, and results based appraisal. Portfolios non merely stimulate professional development and brooding acquisition, they besides provide chance for self way, and avenues for feedback from faculty.2, 3 Portfolios have been recommended for the appraisal of professional development in medical education,4 and several studies document their successful usage in appraisal of competency at both undergraduate and postgraduate levels.5,6 To excite battle and to measure professional development during clinical research lab preparation, portfolio development and appraisal was p roposed for the concluding twelvemonth Bachelor of Medical Laboratory Sciences and the Diploma in Medical Laboratory Technology pupils of the Kampala International University, Uganda in 2008. This article reports the experience of the usage of portfolios to measure professional development in these programmes. Methods Institutional blessing for the survey was obtained from the IREC. Eighteen concluding twelvemonth pupils who were undergoing clinical research lab preparation in the instruction infirmaries at the Kampala International University Teaching Hospital Ishaka and the Mulago Hospital in Kampala and take parting in everyday day-to-day research lab work were requested to compose and keep a portfolio consisting inside informations of their day-to-day experiences, work done and lessons learnt during their preparation. Their supervisors and programme facilitators provided day-to-day feedback on their work and endorsed all entries. At the terminal of their clinical research lab preparation, the portfolios were examined by the four module staff and an external tester. The pupils were besides required to do a 15 proceedingss presentation based on the portfolio content, and take interview on lessons learned and overall impact of the preparation on their development. A evaluation rubric used for the appraisal considered the quality of pupil ‘s presentation, portfolio content, presentation of pupil ‘s progressive development over clip, and their ability to do professional judgement. Questionnaires were used to find the pupils ‘ and raters ‘ positions on the acceptableness, convenience, and utility of this method of appraisal. The informations were analyzed quantitatively and qualitatively. Table 1: Rubric for the appraisal of the pupils ‘ portfolios Standard met Standard non met 1 Presentation was complete in 15 proceedingss 2 Quality of presentation 3 Student showed progressive development over clip 4 Student reflected on experiences and could do good professional judgement 5 Portfolio content was equal 6 Overall appraisal Base on balls Fail General remarks: Consequences The consequence showed that 70 two per cent ( 72 % ) of the pupils and assessors accepted the method as a valid and effectual agencies of measuring professional competency. Many pupils ( 15 of the 18 ) reported that it improved their committedness to the research lab preparation, and encouraged them to reflect on their day-to-day experiences. Both module and pupils reported that it allowed for frequent feedback and more battle in the programme. Many believed that it was a rational appraisal as it captured development over clip, but it was clip consuming and rather tasking on both pupils and staff. Eighty eight per cent ( 88 % ) were of the position that it should be a addendum and non a replacement for the standard written and practical trials. Discussion The development of portfolio as a tool for the appraisal of professional competency and development offers several advantages over the traditional criterion trials which to a big extent are reductionist and do non capture patterned advance over clip. Application of portfolio appraisal in Medical Laboratory Sciences instruction is non widespread and merely few studies are available in literature.7 This survey demonstrated that portfolio development and appraisal is good accepted by both staff and pupils in the medical research lab scientific disciplines programme of the Kampala International University. An of import facet of medical instruction is the matching of assessment methods with larning manner, as assessment thrusts larning. Portfolio appraisal aligns good with competence based instruction whose dogmas include learner centeredness, formative feedback, developmental procedure, contemplation, and multiple types and beginnings of assessment.3 This survey demonstrated this clearly as it promoted pupil /staff battle in the clinical research lab preparation programme, pupils ‘ ownership of their preparation, and reflective acquisition which are some of the advantages highlighted by similar old studies of the usage of portfolio in other programmes.8, 9 The survey besides showed that many of the survey participants would non welcome this signifier of appraisal as the lone manner of pupil appraisal. Rather it would be a valuable add-on to the traditional methods of appraisal of competency. The restrictions of this survey include the little sample size used for the survey. It is recommended that a larger sample of pupils be included in a more luxuriant survey perchance over a longer study period. To ease the load of appraisal, utilizing structured interview to measure the portfolio as recommended by Burch and Seggie 10 could be helpful. Decision: The usage of portfolios to measure pupils ‘ advancement and professional competency in Medical Laboratory Sciences is a welcome proposition. It should be used to supplement the criterion written and practical trials. Its advantages include stimulation of pupil battle, self way, brooding acquisition, and monitoring of advancement over clip. It is nevertheless seen to be clip devouring for the pupils. Its debut extends the methods of appraisal in Medical Laboratory Sciences. Mentions 1. Davis MHhttp: //informahealthcare.com/entityImage/ ? code=200B A ; zwnj ; , Amin Zhttp: //informahealthcare.com/entityImage/ ? code=200B A ; zwnj ; , Grande JP, O’Neill AEhttp: //informahealthcare.com/entityImage/ ? code=200B, Pawlina Whttp: //informahealthcare.com/entityImage/ ? code=200B A ; zwnj ; , Thomas R. et al.Case surveies in outcome-based instruction. Medical Teacher 2007 ; 29 ( 7 ) :717-722 2. Driessen, E. , Van Tartwijk, J. , Overeem, K. , et Al. Conditionss for successful brooding usage of portfolios in undergraduate medical education.Medical Education 2005 ; 39:1230 -1235 3. Carraccio C. Portfolio Assessment: The Key to Learner Centered-Education. Downloaded from: hypertext transfer protocol: //innovationlabs.com/r3p_public/rtr2/downloads/Portfolios % 20R3P % 20Group % 20Plenary.ppt. Accessed 13/01/2010. 4. Friedman Ban David M, Davis M H, Harden R M, Howie P W, Ker J and Pippard M J. AMEE Medical Education Guide No 24: Portfolios as a method of pupil appraisal. Medical Teacher 2001 ; 23 ( 6 ) :535-551 5. McCready T. Portfolios and the appraisal of competency in nursing: A literature reappraisal. International Journal of Nursing Studies 2007 ; 44 ( 1 ) :143-151 6. Izatt S. Educational positions: Portfolios: The following appraisal tool in medical instruction? NeoReviews 2007 ; 8 ( 10 ) : e405 7. Thom A ; eacute ; G, Hovenberg H, Edgren G. Portfolio as a method for uninterrupted appraisal in an undergraduate wellness instruction programme. Medical Teacher 2006 ; 28 ( 6 ) : e171-e176 8. Lim J L K, Chan N F, Cheong P Y. Experience with portfolio-based acquisition in household medical specialty for maestro of medical specialty grade. Singapore Med J 1998 ; 39 ( 12 ) : 543 – 546 9. Hadfield I, Murdoch G, Smithers J, Vaioleti L, Patterson H. Is a professional portfolio, as a record of continued professional development, the most effectual method to measure a physical therapist ‘s competency? New Zealand Journal of Physiotherapy 2007, 35 ( 2 ) :72-83. 10. Burch VC, Seggie JL. Use of a structured interview to measure portfolio-based acquisition. Medical Education 2008 ; 42 ( 9 ) : 894-900 How to cite Portfolios, Essay examples

The Strategic Leader

Question: How to developthe Strategic Leader? Explain. Answer: Different kinds of strategies, which are developed by the different organization, will guide the managers to evaluate all the goals and objectives of the organization in a proper manner, which will help to develop strategic initiatives. There are five CEOs Ray Kroc, Fred Turner, Michael Quinlan, Jack Greenberg and Jim Skinner is the five CEOs of Mc Donalds, and the assignment will focus what are the key areas as well as what are the key strategies developed by leaders by which Mc Donalds got benefited in particular ways ("Home :: McDonalds.com", 2016). Mc Donalds is one of the global organizations, which operate its burger business across the major cities of the globe. There are different kinds of strategic initiatives which majority of the firm companies towards achieving the common organizational goals and objectives. However, there is one common purpose, which the various organizations were operating any business try to make towards increasing overall sales and profit in an effici ent manner. The strategic initiative includes towards developing a proper business plan, which bridges the gap between where we are standing where we want to go. Ray Kroc, the founder as well as a builder of Mc Donald is provided as an industrial pioneer no less capable than Henry Ford is. The most significant aspect of his leadership style is the revolution made in the American restaurant industry towards imposing discipline on the production of hamburgers, fresh fries, and milkshakes by developing a sophisticated operating as well as delivery system, which made all the customers very much satisfied with the business operations (Collins, 2012). Fred Turner guided the organization in a different manner, which imposed an overall change in the organization and explained why change is required in the organizational operations for the accomplishment of the organizational goals and objectives. Change is necessary for both inside operations as well as external operations of the business, and the most significant point is the organization got benefited in particular ways by applying the change management in the organization. As a director of the Industrial Relations Research Center, Michael Quinlan develops individual organizational as well as managerial activities in the proceedings of the business. The most important part which Jack Greenberg follows in the overall business operations is towards identifying different challenges of Mc Donald and to develop different kinds of strategies which will be executed in a proper manner ("Home :: McDonalds.com", 2016). The contribution of Jack M. Greenberg in the Mc Donalds business contributed one of the significant aspects as the Worlds biggest restaurant chain implements the Made for you a heating system which was designed to keep the burgers fresh from getting stale; the new regime requires restaurants to make food fresh. This particular initiative developed by Jack M. Greenberg contributes to a noticeable increase in sales and profit in an overall manner. Jim Skinner, the CEO of Mc Donalds has made an overall revolution in the menu. The objective of Jim Skinner has restructured Mc Donalds and redesigned the redesigned the restaurants with the addition of premium coffee offerings, fruits and walnut salad and chicken wraps ("Home :: McDonalds.com", 2016). Skimmers also earn high marks towards offerings better value and improve operations in the overall marketing process of the organization. However, to be more accurate, there are certain ways, which need to be fulfilled to evaluate different kinds of strategies. Communication strategy, strategic planning task force, vision statement, mission statement, values, goals, objectives, tasks, implementation strategies and monitoring strategic plan are the key objectives towards the implementation of the strategic planning and objectives (Jobber Ellis- Chadwick, 2013). The overall objectives of all the CEOs of Mc Donalds are to develop common as well as overall strategies, which will conclude the following factors in the next part of the assignment. The development of the communication strategy is much essential for the efficient development and implementation of strategic plans and operations (Gupta, Massisimo, Koontz, 2013). The development of core team objectives of the organizational leaders is to create different kinds of strategic planning is as well as implementation. The notion of the vision statement includes the development as well as implementing the roadmap for the future. The application of mission statement will conclude the goals, values, and objectives of the organization (Hood, 2013). These are the particular element, which needs to be analyzed by the team to evaluate all the operational activities. The present assignment is classified into three questions, which will conclude how different CEO of the various organizations developed their strategic leadership for the betterment of the business operations. There are certain organizational goals and managerial objectives, which different groups based on the nature as well as objectives of the company need to develop in the overall business operations (Cateora, Gilly, Graham, 2013). The role of the various leaders towards the accomplishment of the organizational as well as managerial activities is very much significant in the overall business transactions. The second question in the assignment will find on what are the specific elements of the various types of strategic initiative relates to the course of concept (Dibb, 2012). However, the final point of the assignment will find what are the positive affect as well as what are adverse effects of which are included towards the development of a proper initiative. The, the most impor tant thing that the leadership style and strategies which are concluded in the assignment is the strategic as well as the leadership style adopted by the CEO of Mc Donalds. All the factors are very much crucial as well as significant in the overall activities, which have been followed in the right manner. The objective towards developing different kinds of strategies in the organization will guide the company to develop various types of plans and proceedings to guide the common goals and objectives of the organization. There are certain advantages as well as certain disadvantages, which will conclude how different organizations will apply different kinds of plans and policies. However based on various findings and research work there are certain points, which will find how the organization was benefited after using these in the organization. On the other hand, there are some issues as well as different challenges, which this team needs to focus in the process of developing a proper initiative for the betterment of the society. In the era of globalization, the purchasing options of the buyers are more diversified which will ensure the application of a proper marketing plan and options (Jobber Ellis- Chadwick, 2013). The role of CEO is diversified as it develops all the programs and proceedings towards the development process of the strong operational activities (Kotler, 2013). This part of the study will ensure what are different kinds of findings that will provide the selected organization to focus on what are the different types of key factors, which helped the decision, making process of Mc Donalds in the overall business manner. The leadership strategies of five CEO are highlighted in the overall assignment, which will execute the application of the different kinds of leadership skills towards the achievement of the common managerial goals and objectives. It is one of the most important as well common objectives of the various leaders of the different organization in the process of development of the organizational goals and activities and on the other hand, how the company will be benefited after applying these leadership skills of the five different CEOs of the organization. Reference List Cateora, P., Gilly, M., Graham, J. (2013).International marketing. New York: McGraw-Hill Irwin. Collins, D. (2012).Business ethics. Hoboken, N.J.: John Wiley Sons. Dibb, S. (2012).Marketing concepts and strategies. Andover: Cengage Learning. Gupta, D., Massisimo, A., Koontz, C. (2013).Marketing Library and Information Services II. Berlin: De Gruyter. Home :: McDonalds.com. (2016).Mcdonalds.com. Retrieved 25 June 2016, from https://www.mcdonalds.com/us/en/home.html Hood, D. (2013).The marketing manifesto. London: Kogan Page. Jobber, D. Ellis- Chadwick, F. (2013).Principles and practice of marketing. Maidenhead: McGraw-Hill Higher Education. Kotler, P. (2013).Principles of marketing. Toronto: Pearson Canada. Kotler, P. Keller, K. (2012).Marketing management. Upper Saddle River, N.J.: Prentice Hall. Kotler, P., Armstrong, G., Harris, L., Piercy, N. (2013).Principles of marketing. Harlow, England: Pearson.

Barack Obama - Knox College Commencement Address free essay sample

SAT Admission Ticket What It Is, How to Print It Out, and What to Do if You Lose It

SAT Admission Ticket What It Is, How to Print It Out, and What to Do if You Lose It SAT / ACT Prep Online Guides and Tips If you’ve signed up for the SAT, you’ve probably heard that you need an SAT admission ticket to get in on test day. The College Board makes a big deal about these tickets, and it can be stressful to figure out how to input all your information, get the right picture, and find a way to print the ticket. Don’t worry! This guide will walk you through exactly what the admission ticket is, how to print it out, and what to do if you lose it. What Is the SAT Admission Ticket? The admission ticket is your proof that you are registered to take the SAT. You must have it to be admitted to the testing center on test day.It also has helpful information about your testing center (for you) and any accommodations you might need (for your proctor). I've included my SAT admission ticket below, so you can see what one looks like. Let's go through the key sections- I numbered them above. Your photo: it's a picture of you! The College Board requires this to help discourage cheating. There's lots more info about how to pick a good photo below. Your personal information: This section contains info like your address and your birth date. Make sure it's all correct well in advance of your test date. Test day info: This section has information about when and where you're testing and which test you're taking (the SAT, the SAT with Essay, or the SAT Subject Tests). Notes for students: This section includes special instructions for what to do when you get to the test center. For example, at my testing center, I had to pay a dollar to park and got my room assignment at building FF. (Despite the instructions, I hit a few snags, so remember to leave yourself plenty of time no matter how prepared you are.) Supervisor instructions:This section includes any extra info your proctor might need. For most students, it's blank, but if you do have special accommodations of some kind, politely remindyour proctor when you arrive. Why Do You Need an SAT Admission Ticket? Essentially, the admission ticket is meant to prove you are who you say you are. In its current form, the ticket is a reaction to issues the College Board has had with cheating: students would have someone else register in their name and take the test for them. Make sure to bring your SAT ticketwith you on the day of the test or you won’t be allowed in. How Do You Get an SAT Admission Ticket? As you might have gathered, in order to get an admission ticket you must register for the SAT. If you haven’t already done so, you can find step-by-step instructions here. During that process, there are two key steps that you'll need to complete to get your SAT ticket. How to Pick a Photo During that process, you’ll be asked to provide a photo for your ticket. This can seem daunting, because the College Board has a lot of rules for what kind of photo you can use. There’s no need to panic, however. The key points are that it needs to be a photo of you that is just your head and shoulders and is well-lit enough that you’re easily recognizable. If you have a .jpg version of your school photo, you can use that. Another good option is using a webcam to just snap a photo right with your computer. Otherwise, get a friend or family member to help you take a headshot with a phone or digital camera. How to Print Your SAT Admission Ticket When you’re done with registration, a screen will come up with your SAT Admission Ticket. Make sure all the information is correct and then print out. It can be in color or in black and white- as long as all of the information, including your photo, is clearly visible. If you prefer, you canwait to print the ticket out later. You can access it anytime through your College Board account. Print your ticket out in advance so you don't have to worry if the printer decides not to work. But What Should You Do If... ...You Lose Your Admission Ticket? If you misplace your ticket, don’t panic! It's easy to reprint a lost SAT admission ticket. Just go to the College Board website and sign in. Click on the link for â€Å"Print My Admission Ticket† and reprint. ...You Realize the Information on the Ticket is Incorrect? Again, this problem is easily fixed by logging into â€Å"My SAT.† You can edit your personal information at any time, up until the Monday before the test date. Remember to reprint the ticket once you’ve made your changes to ensure that it matches the information that the College Board has on file. ...You Get to the Test Center and Realize You Don't Have Your Ticket? The proctors will not let you take the test without your ticket, so if you don't have it you'll be in a bad spot. However, you can try having a friend or family member bring it to you if they live nearby. It’s better to avoid this situation all together, so make sure you have everything you need for the test together in one place the night before. If you’re prone to losing things (or just very paranoid), you can also try: making a backup copy and putting it in the car. taping the ticket and your ID to your calculator. Having a system will make you more likely to remember everything you need on the day of the test. Key Facts to Remember About Your SAT Admission Ticket Let's review the important points you need to keep in mind: You must have your admission ticket to get into the test center on the day of the SAT. Your picture must be recognizable as you. Make sure to print your ticket out at least the night before so you know you have it. You can print your SAT admission ticket at any time by logging into â€Å"My SAT.† If you have any other questions about the SAT ticket, just post them in the comments! More Suggested Reading If you're uncertain about the registration process, check out our step-by-step walkthrough of the process (with pictures) and our guides to when to test, how much the SAT costs, how to cancel your registration, and whether you should send the four free score reports. If, on the other hand, your test date is right around the corner, read up on these last minute test day tips that will help you reach your ideal SAT score. Finally, consider taking a look at some of our SAT prep materials. We have great guides for all three sections, including general strategies, study tips, and in depth skill reviews(there are links to each section on the right). Try starting with our guide to the 5 tips that you must use, which will get you thinking about the test in the right way. Want to improve your SAT score by 160points?We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

MANAGING INDIVIDUALS AND TEAMS Essay Example | Topics and Well Written Essays - 750 words

MANAGING INDIVIDUALS AND TEAMS - Essay Example I am currently working as a volunteer in this organization. I am working as part of a volunteer team headed by Omar. Our team recently took two decisions; one related to the selection of a place for volunteering and the other related to the recording to the video from the selected volunteering place. This paper analyses how we made those decisions as a team. â€Å"The main characteristic feature of the team is synergy through which team members act together and achieve better results than if they perform alone or in other organizational forms†(Petrov, p.91). Our team leader is really a good person who respects the opinions of all the team members. He is democratic in his functioning and always ready to consider the opinions of each team member seriously. Before the selection of the place for volunteering, he asked the opinions of all the team members. Each team member gave suggestions about the places which need volunteering services. Since ours is a charity organization, we decided that the most suitable place for volunteering should be the place where homelessness is a critical problem. Many places were suggested by the team members. Then after brief discussions we have shortlisted two places. After an opinion poll, we selected a place which was supported by the majority of our team members. The decision related to the recording of the video was also taken after hot and meaningful discussions within our team. Some team members argued that each member should be given the permission to record videos from the site/place we selected whereas others pointed out the practical difficulties while everybody concentrates on video recording alone. Finally we decided that only few people will record videos while others concentrate on other matters related to our assignment. â€Å"Team Dynamics are the unseen forces that operate in a team between different people or groups.

Radio report about jazz Essay Example | Topics and Well Written Essays - 750 words - 1

Radio report about jazz - Essay Example Ultimately, Blakey sets in the performance with his drum thus blending the mix proportionately. Benny Golson finds his way again after two and quarter minutes with his saxophone that purposes to offer liveliness and reality to the band. Lee Morgan halts but the other musicians maintain their respective roles in the band. Bobby Timmons seems to enjoy the music as he is seen very vibrant and also seems to follow everything closely. One can clearly notice the sounding of the drum set that Blakey bring into play to add rhythm to the piece. All the five band members now come in but the trumpet is higher in pitch and tune, something that is noticeable. Lee Morgan seems to struggle so as to hit higher notes to maintain the pitch and to also upkeep with the rest in the performance. The jazz slows down and picks rhythmically. Blakey is seen stepping from behind the kit and gives a brief introduction about their platter that he does in a rush. Lee Morgan is the solo who seems more involved in this piece. Morgan is likely to have found solace in his trumpet that he deliberately sounds consistently to blend the music. The trumpet is the most conspicuous in the entire piece thus Morgan is a key element in the band as he carries on strongly even when his colleagues slow down or even remain silent at some instances. He is seen to struggle to deliver the highest pitch ever in the performance but he still perseveres on. Only at some few instances does he rest although not so long like some other members. Lee progresses with success to the last point of the performance with a lot energy, lively and composed. Moanin’ Moanin’ was performed live in Belgium in 1958. The band members include Art Blakey, Benny Golson, Bobby Timmons, Lee Morgan and Jymie Merritt who play the drums, saxophone, piano, trumpet and the bass respectively. This song is a rendition about the projects title that plays for nearly fifteen minutes and is basically a joyful piece of music more so to those who like the studio. Noticeably, the camera work has been done with excellence that makes the performance clear. The piece starts by the solo engaging the audience who in turn applaud the message. The piano kicks off the performance as others join the accompaniment. Benny with his saxophone and the trumpet rest at some intervals after which the trumpet carries on for the better part of the piece with others on board too. At this point Benny stops and rests for the others to continue but joins at some point after which the trumpet rests. All except the trumpet are live and active with the applause from the being noticed. I remember Clifford I remember Clifford is the title of the jazz that was written by Benny Golson who played tenor saxophone. This was done to commit to memory the life of Clifford Brown, who played the trumpet, after his death in an accident. These two were great band mates the entire album pays tribute to Brown with Lee morgan for trumpet, Art Blakey with his drums, Jymie Merritt for bass and Bobby Timmons playing the piano all on board. Timmons is seen moving his foot inconspicuously counting in the number being also in the speed and tone of the music. The entire band heightens the speed and pitch charging ahead where Golson and Morgan howl at the top of their ability thus displaying their prowess and might while at the same time revealing their respective insight and

What Is Executive Coaching And Its Benefits Management Essay

What Is Executive Coaching And Its Benefits Management Essay This report has been structured around the changes and concerns that are currently impacting Cassidys as an organisation, such as our decision to develop Cassidys into an international organisation. The first international store to open will be in Auckland, New Zealand, which is set to open early 2011. International growth will continue with opening of Cassidys in Canada in late November 2011. In order for business growth and the expansion of Cassidys, we need to make sure our executive leaders are ready to lead our organisation within a new environment. Due to the growth of Cassidys our needs are changing. We now require a larger and more flexible leadership team that has the skills and knowledge to succeed in an ever changing environment. Organisations will always benefit from having highly trained executives who possess exceptional leadership skills. Investing time and money into the development of executives are a necessary expense if an organisation aims to excel. The success of Cassidys requires that our current and future leaders perform to their maximum potential. Developing the skills and knowledge of executive leaders can benefit the whole organisation, as they have the ability boost our sales, profits, revenues, consumer recognition and loyalty. Executive staff retention is also critical to the success and growth of Cassidys. Last financial year it was recorded that our organisation spent over two million dollars on costs related to staffing retention. Failing to retain a key employee is costly, various estimates suggest that losing a middle manager costs an organisation up to 100 percent of his salary. The loss of a senior executive is even more costly. It is important for Cassidy to work on staff retention if it wants to grow .2 There has been a phenomenal increase in use of executive coaching over the past decade or so. A 2004 survey of the HR/Training community conducted by the Chartered Institute of Personnel and Development (CIPD) in the UK showed that four-fifths of respondents now use coaching in their organisations. The Australian Institute of Management claims 70% of its member companys hire coaches. Berglas (2002) stated that there were more than 10,000 professional coaches in the United States, and this figure was expected to exceed 50,000 by 2007. What Is Executive Coaching and its Benefits? Executive Coaching is a specialized form of coaching that is becoming one of the fastest growing trends within employee development. Executive coaches work with an organisation to help highlight and develop a plan that works in conjunction with the needs and objectives of the organisation and members of the executive team and supporting staff. In an increasingly fast-paced and complex corporate world, there are few places where an executive or senior manager can step back and reflect on the range of issues facing them. Having a coach provides a wider perspective, additional points of view and a degree of objectivity that can be difficult to obtain when youre leading an organisation. Coaches are seen as a sounding board outside of the organisation, having this option benefits the executive as they have a listening ear that provides a safe way for them to voice their frustrations, explore their options, and talk through new courses of action. Kilburg (1996) describes the relationship o f a coach and client as: A helping relationship formed between a client who has managerial authority and responsibility in an organisation and a consultant who uses a wide variety of behavioral techniques and methods to help the client achieve a mutually identified set of goals to improve his or her professional performance and personal satisfaction and., consequently, to improve the effectiveness of the clients organisation within a formally defined coaching agreement Kilburg (1996, p.142) He also describes key benefits that clients and organisations achieve through executive coaching: Executive coaching can assist executives to find new and productive ways to manage the interpersonal aspects of leading others Coaching can provide executives to find powerful ways to influence others Reduce turnover and retain top performing staff Enhanced individual and organisational performance Improved organisational strength Perception of management as being committed to employees and their growth and success Improved employee morale, more committed employees, thus greater productivity Retention of high potential talent and talent magnet Better client relationships Positive work environment, thus  greater productivity Executives learn coaching techniques  which they can implement with their teams for improved relationships and productivity, as well as  enhanced employee development Positively affect organisational culture Ability to  recruit key talent through enhanced reputation within the industry Executive coaching helps the executive to expand leadership skills Who coaches are trained facilitators, not consultants, counselors, trainers or mentors What coaches do produce positive changes in business behavior within a set schedule with a limited time frame. The process of executive coaching Whilst it is important to understand the benefits that Cassidys can achieve using executive coaching, we also need to understand some of the methods and practices coaches use. Kilburg (2000) suggests the coaching process is a kind of circle of awareness within which the coach engages the client in a series of single-loop, double-loop, and triple-loop learning experiences to assist the client to understand the nature of the current organisational environment, the leadership situation, and his or her experiences with it: Learning in action: The ability to be self-aware as the client is performing a task. Reflection on learning in action: The ability to be aware of different ways to approach a task and how to modify approaches as the task is being performed. Reflection on reflection on learning in action: The ability of the client to be aware of multiple levels of complexity, paradoxes, and polarities in the situation with the intent of learning how to better perform in the future Internal and external coaches To select the correct type of coach of the right saturation both internal and external coaches need to be explained. An external coach is an external consultant to the company. An internal coach works for the company and usually a senior manager, a persons line managers, or members of the HR department. Each type of coach excels in supporting the executives for a board range of scenarios. External coaches excel in these areas: Coaching clients at the higher end of the corporate ladder If there is an environment of low trust and/or hostility between staff Navigate attitudes and little expectation of success When objectivity is critical for helping the executives Confidentiality between the coach and client External expertise and knowledge Unbiased and impartial opinion Internal coaches excel in these areas: Interment knowledge of the company is required Culture issues are affecting the client and internal knowledge is required The budget on coaching is limited or other Financial constraints Large amount of coaching is required The need to provide a Consistent approach provided by the company A mixture of internal and external coaches will provide Cassidys with the greatest flexibility. The external coach should be used to train the more senior members of the team, while also training and mentoring the internal coach. This will enable the internal coach to gain experience and knowledge, while still providing useful corporate and culture knowledge about the organisation. Leadership The skills and behaviour of organisation leaders affects the entire organisation and its successes. It is vital to Cassidys future that we assist our leaders to develop and help them reach their maximum potential. Cassidys requires exceptional leaders to help change and run this organisation, while ensuring that leadership and inspiration are coming from the top and filtering down. With the expansion into our new overseas market, some of our executives will be required to lead these stores. Cassidys will need to provide extra assistance for these executives as they will be responsible for the growth of our international stores, faced with an array of obstacles such as developing the Cassidys name within a new market. Executive coaching could be a strategy used to enhance Cassidys leaders. By using executive coaching, our leaders can be coached to successfully change operational procedures, expand and emphasize their extensive corporate knowledge, develop their communication skills, and improve their influence on those around them. All of these are traits of an effective leader. Elizabeth Thach (2002) conducted a study using 360 feedback and executive reporting with the aim to determine the impact executive coaching has on leadership and its effectiveness. The study was carried out over three different phases with feedback on the leader being collected from direct reports, peers, and managers. The executives were also required to report the number of times they met with their coach, and their self-reported increase or decrease in leadership effectiveness. It was found that the executives reported a smaller increase in their effectiveness as compared to what was reported in the 360 feedback. Figure 1 shows what the impact of coaching has on increasing leadership effectiveness. Figure : The Impact of Executive Coaching on Leadership Effectiveness Executive coaches usually work with individual leaders encouraging them to lead by example, motivate, improve their focused and stay committed. Although individual executive coaching could be a key to Cassidys success, isnt the only method that can be used to develop its leaders and executives. Other methods Cassidys should venture into are executive team coaching and mentoring. Team Coaching helps a group of individuals to perform more effectively in their work as a group. Although often provided via one person who is in-charge of the team, Team coaching aims to discover major values and expectations, agree common goals and targets and helps improve communications/lessen disharmony/conflict between team members. With the expansion of Cassidy there will be new executive teams created in both national and international departments. To help the executives transition into their new roles and create a productive team Cassidys should be to providing extra support to executives so they can create a cohesive unit that can quickly build a foundation of trust. One method Cassidys could use to help executives build effective teams is to hire an executive team coach. Executive team coaching differs from executive coaching in a group setting in that the coaching client is the whole team as a system rather than each of the executives in turn. During executive team coaching sessions, the team works on its usual business, typically running a business meeting, and then is coached on its collective process to achieve results. The focus of the team coaching process is on improving operational interfaces between team members while they work on achieving their objectives, rather than focusing on developing each of the executives individually, or simply focusing on improving relationships. They are each expected to contribute according to their strengths and the needs of their team. The same goes for team coaching which is not meant to develop perfect teams, but teams that contribute better to their organisation. Further, the successful development of an executive team will yield more effective collaboration, greater alignment in strategy execution, improv ed quality, products or services for customers, and ultimately, financial returns for the team and organisation. Mentoring differs from coaching but is focused around the transmission of knowledge and the forming of relationships between the parties. This relationship is usually long running and typically is formed with a more experienced person transferring their corporate knowledge and understanding to a newer staff member, whilst also providing support. Cassidys could use mentoring when the international transition occurred to provide the newer team members with the corporate knowledge they will need to succeed in the international environment. Cassidys will also need to investigate the return on investment (ROI) before proceeding with the implementation of a executive coaching plan. Below is an extract from a case study that shows the great returns that could be gained: INTRODUCTION A Fortune 500 firm and Pyramid Resource Group, a coaching services company, recently engaged MetrixGlobal LLC to determine the business benefits and return on investment for an executive coaching program. A Fortune 500 firm launched an innovative leadership development effort that was expected to accelerate the development of next generation leaders. The participants in this effort were drawn mostly from the ranks of middle managers and from many different business units and functional areas. Leadership development activities included group mentoring, individual assessments and development planning, a leadership workshop and work on strategic business projects. Coaching was considered to be a key enabler for this approach to leadership development because the participants could work privately and individually with his or her coach to develop specific leadership competencies. The client organization engaged the Pyramid Resource Group to provide coaching to the leadership development participants. While participants spoke very highly of their experience with coaching it was decided to conduct a formal assessment of the effectiveness and business impact of coaching. As a result of coaching the participants reported that coaching significant improvements in: à ¢Ã¢â€š ¬Ã‚ ¢ Personal or workgroup productivity 50% à ¢Ã¢â€š ¬Ã‚ ¢ Employee satisfaction (personal as well 50% favorable as being able to increase employee satisfaction of their team members) à ¢Ã¢â€š ¬Ã‚ ¢ Customer Satisfaction 50% à ¢Ã¢â€š ¬Ã‚ ¢ Annualized financial benefits 50% of participants Most frequently cited significant impacts: à ¢Ã¢â€š ¬Ã‚ ¢ Work output 30% favorable à ¢Ã¢â€š ¬Ã‚ ¢ Work quality 40% favorable The Bottom Line: Coaching produced a 529% return on investment and significant intangible benefits to the business. Our organisation is about to embark on one of its biggest developments in the history of Cassidys. As an organistation we need to prepare our executives with the skills and knowledge that will help them compete in a very competitive environment. Although coaching and mentoring can provide us with assistance in growing our department stores we need to remember that the upcoming pressures that could arise. Investing in making sure that our leaders have the best tools and skills to carry them through the could benefit from implementing all three programs if they are used correctly. For any of these methods to work the individual receiving the training needs to be willing to change and believe that coaching and mentoring can be a positive experience for those who are involved. It also needs to be understood that coaching and mentoring is not a solution to every problem within an organisation. A

Essay on Edwin Chadwick

Edwin Chadwick was a man that made a huge different in our world a long time ago. Mr. Edwin Chadwick was born January 24th, 1800 and passed away July 16th, 1890. He lived a very long life and it was all due to the changes in the world that he made that prolonged his life as well as our lives today. I know everyone is asking the same question, â€Å"What did a man that died about 120 years ago do that helps prolong my life today? † I will tell you and explain how we still live by Mr. Edwin Chadwick’s changes and use his invents to this day. Mr.  Chadwick was born in Manchester, England; but was raised by both his parents in London. Mr. Chadwick was an attorney. Edwin Chadwick received his earliest education in Longsight and Stockport. In 1810, his parent decided to more to London where then begun to receive education by private tutors. Mr. Edwin Chadwick was an attorney that was all about making changes in the reforming of the poor laws and making sanitary conditions better so it could improve the public health. Mr. Edwin Chadwick believed that his inventions would not only improve the health of people, but it would also save money. In 1834, Edwin Chadwick was given a job as the secretary of the Poor Law Commissioners. Mr. Chadwick’s sanitary ideas made the government fierce and sustain criticism. Mr. Chadwick paid out of his own expense for researches and publishing papers about the unsafe sanitary conditions. Mr. Edwin Chadwick had a lot of problems with his superiors and there was a lot of disagreement that lead to the dissolution in 1847 of The Poor Law Commission. At the same time that Edwin Chadwick was working for The Poor Law Commission, he was answering questions about sanitary and trying to find away to improve it. Mr. Chadwick was all about making changes in reforming of the poor laws and sanitary conditions. Mr. Chadwick strongly believed that the unsafe sanitary conditions were causing illnesses and lots of unnecessary deaths. Mr. Edwin Chadwick was putting together ideas that later was known as the â€Å"sanitary idea†. In 1842, Edwin Chadwick invented what we know today as the sewer tank. He found a healthier and proper way for removal of trash and sewage. Mr. Edwin Chadwick knew that the odor from the sewage and trash was harming the public. Mr.  Edwin Chadwick also knew that by putting the sewage underground and running it through a special pipeline into a special designed tank would be healthier for the public and by doing so the unpleasant odor (miasmas) from the above ground sewage and trash would disappear. After Mr. Chadwick introduced the sewage tank and proper trash removal the life expectancy increased. Edwin Chadwick invented the self flushing toilet; it was lined in glazed bricks. We use these several times today and never really thought about where they came from or what life would be like without them. Mr. Chadwick invented and changed our sanitary conditions; by doing so there are few illnesses and deaths. We can flush our toilet and do not have to smell that nasty odor from the gas that would one day kill us. Edwin Chadwick had the idea of separating the sewage lines and water line a distances away from each other. By doing so it proved clean fresh drinking water that we enjoy today. In 1847, Edwin Chadwick changed the amount of smoke and soot that comes from chimneys. He created a law that protects the public from the harm of hazard materials. By doing so Edwin Chadwick helped control the pollution in our environment. This made it a lot easier and safer for people to breath fresh air and enjoy being outside. Edwin Chadwick forced the government to get health inspectors to see that our community stays safe, so that we could have healthier lives. He also pushed the government for better-ventilated and less crowded housing for families, wider streets for traveling to and from, workplace health and safety legislation for employees, increased use of indoor plumbing, and stops the children employment in factories. In 1854, Edwin Chadwick pushed the government to registration of all births, all deaths, and all marriage. It is amazing that if it was not for Edwin Chadwick we would not have birth certificates of our children, death certificates of our loved ones, or marriage licenses to our spouses. A driver’s license is needed to get a job and/or any government help that anyone might need. In 1854, Edwin Chadwick pushed the government to registration of all births, all deaths, and all marriage. It is amazing that if it was not for Edwin Chadwick we would not have birth certificates of our children, death certificates of our loved ones, or marriage licenses to our spouses. By inventing these certificates we can keep count of the population of people today. Because of Edwin Chadwick, We have birth certificate for our husbands, sons, daughters, and ourselves. We have marriage licenses to show our husbands when they acts crazy; okay and the men can show them to the wives too. We need death certificates to claim life insurance policies of loved ones.

When You Shouldnt Go Global

Running head: VETTING GLOBALIZATION STRATEGIES When You Shouldn’t Go Global; Vetting Globalization Strategies Table of Contents Executive Summary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 Case Overview †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 SWOT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Situation Analysis†¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 STAB Principles †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Christian Values †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦. 13 Recommendations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 Executive Summary It has been argued that companies who have experienced some level of failure when trying their hand at cross-border ventures have simply attempted the leap under misguided information. It is argued that such failures are in direct result of inadequately vetting their globalization strategies. We offer an in depth discussion surrounding the globalization issue and the necessary strategies, followed by recommendations we believe could help reduce the prevalence of globalization failures. We open our discussion with a 2008 case study urging the company considering globalization to ask themselves a series of revealing questions. Providing real life examples, we go on to highlight several underlying pressures and challenges often associated with the process of globalization. An analysis of the strengths, weaknesses, opportunities and threats, often associated with a firm who is not prepared for globalization, is performed. The often intimidating global climate and several mixed assumptions surrounding globalization are discussed across a multitude of service industries. We continue by presenting three of Sun Tzu’s principles, as cited in The Art of Business, as we argue ways in which they are instrumental to any successful globalization venture, providing examples of firms who have historically and successfully applied the three principles. Several Christian values and how they are intertwined within the structural framework of a successfully globalized firm mentioned, noting the importance of a functional mission statement and several key characteristics to be explored before attempting the cross-border venture; ensuring global readiness. Finally, we offer several recommendations that we conclude are vital in addressing globalization preparedness, suggesting that with additional research, insight, and after fully vetting the related risks and rewards, the frequency of globalization failures would be significantly reduced. Case Overview Marcus Alexander and Harry Korine (2008), argue that many companies do not take the time to ensure that their globalization strategies were not â€Å"deeply misguided. † Believing that many of these failures could be avoided, Alexander and Korine (2008) recommend the company pondering globalization ask themselves three questions: 1. Are there potential benefits for our company? 2. Do we have the necessary management skills? and 3. Will the costs outweigh the benefits? Among the arguments made by Alexander and Korine is that which encompasses the pressures surrounding the globalization process. Alexander and Korine (2008), argue that companies going global in relation to various marketplace pressures are making serious mistakes, subsequently forced to undo their international investments, often involving the firing of senior management teams. Alexander and Korine (2002), offer up examples of failed strategies such as Dutch financial-services firm ABN Amro, Daimler-Chrysler, and AES – a U. S. based energy firm that despite operating in 29 countries on five continents, struggle to bring added value. The authors relate the struggles of deregulated industries to a â€Å"glocal† problem. That is to say that many â€Å"customer expectations, operating environments, and management practices of a globally standard service can vary greatly depending on location,† in example, citing the standardization of electricity flowing over power grids (Alexander & Korine, 2008, p. 107-109). Every industry has its own challenges with globalization. Issues within the service industry, such as Starbucks, for example, have been that profit margins are equivalent to about half of that which can be expected domestically. In the IT industry the protection of intellectual property rights has caused many companies to simply leave countries like India, while the failed integration of Daimler-Benz and Chrysler is a perfect example of a failed globalization strategy in the manufacturing industry (Alexander & Korine, 2008). In discussing some of the strategies that did work, such as GE, and Renault’s alliance with Nissan, Alexander and Korine caution against focusing on these success stories. Stating that that while many companies are planning rapid expansion, they are underestimating the management challenges. Their final point is that the landscape of players is very different than that of the global landscape of 30 years ago. Today’s successful global behemoths, according to Alexander and Korine (2008), are more diversified â€Å"both in type and international footprint. † Meaning, such companies possess a greater diversity in the types of subsidiaries they own and operating in more countries than ever before. SWOT Analysis – When you Shouldn’t Go Global Strengths Reduced financial, political, currency, and exchange risk- Foreign investment involves all of these risks. By refraining from foreign investment we avoid these risks. Simplicity of operations- Setting up and maintaining foreign investments complicate operations. Refraining from going global keeps operations more simple. Protection of intellectual property- It is very difficult to protect intellectual property in foreign countries. By keeping all activities domestic, one is adding a layer of protection to intellectual property rights. Weaknesses Loss of economies-of-scale and economies-of-scope- This according to Alexander and Korine is what is not being fully realized by going global, and therefore may not be that significant of an issue in many industries. Loss of first-mover advantages- Choosing not to go global may mean making the irrevocable choice to give up the first-mover advantage. This is usually a very small window and a one-time opportunity. Foregoing additional revenue sources- For a company that has no additional potential revenue sources domestically, going global may be the only opportunity to gather additional revenue. Foregoing market growth- For companies wishing to expand market reach, the choice to forego going global will limit their market penetration. Opportunities No financial investment- Refraining from foreign financial investment frees-up those funds for investment in domestic activities. No use of other resources- Refraining from going global frees-up all resources (human, etc. ) for use in domestic activities. Threats Loss of market share to competition- Should one’s competition be successful in going global, they may be able to offer similar products at much lower prices thus forcing you out of the market. The competition may also offer superior products at higher prices, and capture the market, via the use of superior technology. Loss of talent to competition- In many fields, such as high tech and engineering, the worldwide competition for talent is fierce. Failure to go global often means failure to secure talent. Loss of learning opportunities- Since globalization can take the form of joint ventures. There is also the threat of the loss of learning from a joint venture partner that should be considered. Situation Analysis Since the seventh century business have possessed the desire to operate internationally however, those considered truly global, did not start appearing until the past century. With growing stories of globalization successes, follow just as many testaments to failures. Despite the growing number of failed attempts the overwhelming pressure to conduct the ultimate border-less business has become increasingly enticing. Most large companies founded 20 years ago feel battered by numerous external forces pushing them towards globalization. Driving forces such as the removal of political and regulatory barriers to global trading and investment and the ability to conduct business 24 hours a day from anywhere in the world, draw these business behemoths one step closer to customers in emerging economies (Alexander &Korine, p. 106). Deanna Julius (1997), lists in her article titled Globalization and Stakeholder Conflicts; a corporate perspective), three primary, macro-level forces, driving the need for change as; how companies are organized, how goods and services are produced and how they are bought by and delivered to customers. Alexander & Korine (2008), mention that while many of the companies that have rushed to globalization have benefited, or at the very least have not suffered irreparable damage, some are witnessing major fallout from the move. The authors suggest that while companies often fail from misguided global strategies and an unanticipated level of execution, they could have avoided such failure by seriously addressing if potential benefits even exist in going global, if their management possess the necessary skills and the most logical one, will the costs of going global outweigh the benefits? Alexander & Korine (2008), argue that most companies fail to ask themselves these questions due to previously held false assumptions regarding the virtues of globalization and seduction from the stock market. As previously mentioned, deregulated industries such as those who provide water, power, and mail service are among those experiencing global failure. Alexander & Korine (2008), suggest that deregulated industries are operating under the misguided assumptions as well. The greatest assumption being that, going global will save them money, given they will be sharing resources across their international operations. When in reality, the costs to enter the foreign markets end up outweighing the assumed benefits (Alexander & Korine, 2008, p. 107). Managerial fads are suggested to undermine rational behavior from within a company, thus resulting in sloppy thinking that distracts management from more imperative tasks associated with global success. Properly servicing global customers from a national perspective contributes too many failures given, much attention must be afforded to a mix or global and local factors simultaneously. Global manufacturing companies are said to fail due in part to the complexities related to the integration tactics necessary grow and compete better, resulting in costly delays and thus failures (Alexander & Korine, 2008, p. 110). STAB Principles Win All without Fighting – Capturing Your Market without Destroying It The goal of business is to survive and prosper over a long period of time. Sun Tzu, author of The Art of War, described the strategy in achieving this long term prosperity as an offensive one in which a company must take all under Heaven intact, â€Å"Thus your troops are not worn out and your gains will be complete (McNeilly, 1996, p. 11). McNeilly (1996), utilizing Sun Tzu’s principles in his book The Art of Business, adds that, by taking all under heaven intact you will capture your marketplace thus ensuring your company’s survival and prosperity. However, your desired markets must be defined as such and nothing less than commitment in achieving market dominance must be displayed (McNeilly, 1996, p. 1). Application of Sun Tzu’s principle, win all without fighting – capturing your market without destroying it, as cited in McNeilly (1996), has been useful to many of today’s leading companies, including global cement producer, CEMEX. Cemex’s CEO Lorenzo Zambrano has applied Sun Tzu’s technique when expanding his cement company in Mexico and abroad. By the year 2000, CEMEX had become the world’s third largest cement company. In Cemex’s quest for market dominance they switched to a strategy of growth through acquisitions. In the late 1980’s large firms were considering expanding their operations into Cemex’s Mexican territory. Realizing the imminent threat CEMEX decided to unify its Mexican operations by acquiring two of Mexico’s large cement producers, affording CEMEX access to Mexico’s central market and bolstering its exporting capabilities, making CEMEX Mexico’s largest cement producer and a threat not to be competed against. While CEMEX won all without fighting, they gained market dominance in Mexico, later fueling their geographic expansion (Ghemawat, 200, p. 155). Deception and Foreknowledge – Maximizing the Power of Market Information Foreknowledge, as described in Sun Tzu’s third strategic principle, is not projecting what will happen in the future, based on past occurrences or merely conducting a trend analysis. Foreknowledge and maximizing the power of market information is to; gain firsthand knowledge of your competitions strengths and weaknesses, know their capabilities, culture and mindset, and obtain a deeper understanding of who their decision makers are and what their future goals and plans are (McNeilly, 1996, p. 0). As Sun Tzu stated in The Art of War, as cited in McNeilly (1996), regarding foreknowledge â€Å"What is called foreknowledge cannot be elicited from spirits, nor from Gods, nor by analogy with past events, nor from calculations. It must be obtained from men who know the enemy situation. † In order for a company to succeed on a global scale not only do the ins and outs of their competition need to be understood and plotted against, they must also know themselves; their own weaknesses, strengths, people and plans as well as the market in which they will be entering. A corporation lacking this level of foreknowledge should reconsider entering global markets until they better know themselves and their competition. Before Wal-Mart swept our nation, Sam Walton gathered vast amounts of information on his competitors, large and small, before he ever brought competition to their territory. In fact, before Wal-Mart took on then behemoth value retailer Kmart, it was the smaller, local mom and pop retailers that were seized up. Walton learned about the smaller retailers value chains and distribution methods, through foreknowledge, he attacked their weakest points, where they could not afford to compete, in costs and deceptfully defeated them where they did not expect it; in their own small, rural towns. Defeating the smaller retailers gained Wal-Mart the necessary market share to then surround urban Kmart. Wal-Mart, knowing that Kmart’s operating costs was on average 5% higher than theirs attacked Kmart at its cost structure, and won. Kmart was just not able to get under Wal-Mart’s five point advantage in operating costs (McNeilly, 1996 p. 25). In 2009, after waiting for a new government with a more ‘hopeful’ political environment and a well paired partnership with local market-savvy grocery retailer, Bharti, Wal-Mart utilizes foreknowledge and deception to enter India’s market. Historically however, Wal-Mart has been unsuccessful in several global markets such as Japan due to their inability to adapt to local markets and tastes (Consumer Goods, 2009). As McNeilly (1996), notes in summary, you must learn everything you can about your competition, not merely the facts, but you must also learn about its culture, market, mindset and capabilities. Possibly additional foreknowledge in these areas could be of great use to Wal-Mart. Character Based Leadership – Providing Effective Leadership in Turbulent Times Character based leadership is not only desirable but it is an attribute than often separates the globally successful firms from the rest. When a company first tries its business hand and people skills at cross-border trading, most of the times are turbulent ones and without effective and transparent leadership, going global can quickly escalate from intimidating to downright terrifying. When we think of character based leaders, often people like Chrysler’s Lee Iacocca, Steve Jobs (Apple), The Snyder family (In-N-Out burger), Dan Cathy (Chick-Fil-A), Eric Schmidt (Google) and Jim Skinner of McDonalds come to mind, but McNeilly (1996) reminds us that not only are leaders of this caliber unique, they can also be hard to find. It is of no coincidence than that we can more readily recall companies operating under less than character based leadership, faster than those with it. Companies like Nike, BP, Exxon (Valdez Oil spill) and even Carl’s Jr’s current CEO Andy Puzder, come to mind. Sun Tzu stated in The Art of War, as cited within McNeilly (1996), â€Å"The general who in advancing does not seek personal fame, and in withdrawing is not concerned with avoiding punishment, but whose only purpose is to protect the people and promote the best interests of his sovereign, is the precious jewel of the state†¦few such to be had. McNeilly (1996) suggests that leaders of this caliber are desirable given they put the needs of others before theirs, they have strong and well developed characters. Becoming such a leader is not easy and will require much sacrifice to: â€Å"Build your character, not just your image; lead with actions, not just words; Share employee’s trials, not just triumph s, motivate emotionally, not just materially, assign clearly defined missions to all, avoiding mission overlap and confusion and the make your strategy drive your organization; not the reverse† (McNeilly, 1996, p. 119). Jim Skinner, CEO for McDonalds and winner of the 2009 CEO of the Year award is greatly admired and willingly followed by his employees around the world and thus a great example of a character based leader attributing to McDonald’s global successes. Skinner, who began his career with McDonald's in 1971 as a grill cook was named CEO in 2004, at a tumultuous time for the company. Skinner acted quickly to turn the company around and in result between 2004 and 2008 McDonald’s revenues climbed 41. 1 percent in four years, and net income jumped by 81 . 3 percent (Top Executive, 2009). The top nominees for CEO of the year are judged by such criteria as; leadership, integrity, ability to outperform and for their commitment to employees. It was no surprise to those who knew and worked with Jim Skinner that he had excelled in every category. After receiving the award, Skinner acknowledged the support his leadership team, along with the entire McDonald's system, stating â€Å"Together, our franchisees, employees and suppliers make up what we call our three-legged stool, we succeed only when all three legs of that stool are strong, aligned and performing at the highest levels† (Top executive, 2009). In closing, Skinner noted that while the challenges of leadership have grown more complex in the multifaceted business climate, holding fast to fundamental principals will serve today's global business leader well (Top Executive, 2009). The character based leader of today’s successful global firm provides effective leadership in turbulent times, Sun Tzu refers to this as ‘moral influence’ stating in The Art of War, as cited within McNeilly (1996), â€Å"By moral influence I mean that which causes people to be in harmony with their leaders, so that they will accompany them in life and unto death without fear of mortal peril. Skinner possesses moral influence among his employees, an important principle that will undoubtedly advance McDonalds in global markets around the world. Christian Values At the minimum, companies poised for global success, will adopt a mission statement. Ideally, these companies will have a statement of values. One organization that is not on ly global, but transnational – World Vision International has a statement of values that serves as moral compass in decision making and strategic planning. It states that WVI’s values are to â€Å"Bring a Christian, community-based, child-focused HIV and AIDS response, reflecting God’s unconditional love for all people and the affirmation of each individual’s dignity and worth† (World Vision International, 2009, p. 2). It is these types of clear statements of vision that removes the guess work from the Christian Business Praxis model. Additionally, companies need to look at the characteristics of their organization and the values their leadership possesses to determine whether or not the decision to global is in the best interest of the organization. Some examples are: Benevolence- For many organizations benevolence is the primary reason for going global. This was certainly the case of bicycle manufactures and APU alumni ACIRFA, who after going on mission to Africa saw a need for transportation and found a way to meet that need. Stewardship- Stakeholder theory, which seems to dominate most modern business decision making, indicates that it is unethical to go global without first considering the impact on all of your stakeholders. Clearly, one’s shareholders are his or her primary stakeholders. However, one must be mindful of the fact the fact that the organization is also the steward of its employees. And, to that end the organization has a duty to plan responsibly and minimize risk to those employees. As such, it is important for organizations to ensure that they are balancing potential profitability with the potential of not serving some of those under their care. Collaboration- This is a particularly useful skill if an organization is considering joint ventures. If, however, the organization has found that that the leadership of the organization or the organization as a whole is particularly weak in this area this is an indicator that a joint venture is not ideal. Integrity- The challenge associated with integrity (assuming that your organization possesses a great deal of integrity) is that one doesn’t know the off-shore partners and vendors one’s organization will be dealing with. New relationships will need to be established, and with that trust will need to be cultivated. Management skill- For every ounce of management skill it takes to manage domestically it takes a pound to manage off-shore. This is because there is an entirely new set of challenges and risks. There are language barriers in many cases. There are currency fluctuations, political risks, supply chain issues, and a whole host of challenges that one may not have realized existed even with extensive due diligence. Passion- The type of passion we are addressing here is the type associated with buy-in. If all members of the executive management team have not bought-in to the idea of going global it is going to be very difficult to have a great deal of success. Leadership must be passionate about going global. They must be excited, and they must be convinced that this is the future of the organization for global efforts to be successful. Preparation- Preparation is the key to success in going global. It may be fine to start out by simply exporting a few items. However, as demand increases, organizations will find that the need for strategic planning and preparation will also increase. Should a company wish to enter into either a joint venture, licensing agreement or build facilities off-shore, extensive due diligence involving outside consultants will be necessary. Zest- As we have suggested, going global is not for the faint-at-heart. Leaders have to be willing to take risks, and moreover leadership should invigorate others. Going global is not an easy task, great planning and preparation are integral. There will be many challenges and many hurdles and in many cases there will be more reasons to quit than stay the course. Therefore, zest is a prerequisite for going global. Recommendations Before making the decision to go global, heed Alexander and Korine’s advice, and ask three questions of your organization: 1. Are there potential benefits for our company? 2. Do we have the necessary management skills? and 3. Will the costs outweigh the benefits? The answers to those three questions will give the organization a starting point from which to determine if going global is in the best interest of the organization as a whole. Next, ask the operational questions- Is going global necessary for the growth and/or survival of our organization? Is globalization worth the various risks involved? Can effectively and protect our intellectual property in a cost efficient manner? Will the complications surrounding operations be overwhelming? What do we stand to lose if we don’t go global and if we don’t who within our competition will? What possible ramifications exist at the expense of not going global? Are we losing out on a learning opportunity by not going global? Is there unsecured talent out there that we may miss out on by not going global? Then ask the company, how much the above is worth in terms of opportunity cost? If we don’t utilize our time and resources in going global, how then will we allocate said resources to growth? Then ask your company the values questions- Is going global a responsible and ethical management decision? Can we trust that we will find people of integrity in the global economy to do business with and if so, do we possess the necessary passion and zest to be successful at such as risky cross-border venture? In addition, have we well prepared, and will we continue to be, throughout every step of the process? After asking the above questions we recommend conducting a detailed SWAT analysis where all possible risks and rewards involved with going global are fully vetted, then establish that all Christian perspectives are clear and present and finally, if the decision to go global is made, go forward while applying Sun Tzu’s Art of Business principles. In conclusion, Alexander and Korine (2008), suggest that we should not expect the influx of globalization failures to stop or improve any time soon. Making the valid point that, companies in a variety of industries will continue on in their reckless pursuit of global strategies, activists will continue to cause change and disruption and less than character based leaders will stand behind flawed globalization strategies, all the while, customers will always be demanding select attention. While it is undeniable that globalization is a seductively daunting opportunity with promises of increased power and unlimited benefits looming about the mere thought and that while even the best and brightest leaders, heading up the most well prepared companies may eventually succumb to its pressures, make the cross-border transition and possibly fail at it, keep in mind- sometimes to fail is necessary to succeed. References Alexander, M ; Korine, H. (2008). When You Shouldn’t Go Global. In Bartlett, C. A. ; Beamish, P. W. Transnational Management- Text, cases, and readings in cross-border management. 6thed. p. 105-112). New York: McGraw-Hill Irwin. Consumer goods: Wal-Mart cashes in. (2009). Business India Intelligence, 16(12), 3-4. Retrieved from http://search. proquest. com Fraser, R. (2006). Marketplace Christianity: Discovering the kingdom purposes of the marketplace. 2nd ed. Kansas City: MO: New Grid Publishing. Ghemawat, P. (2000). The Globalization of CEMEX. In Bartle tt, C. A. ; Beamish, P. W. Transnational Management-Texts, cases and readings in cross-border management, 6thed. (p. 146-166). New York: McGraw-Hill Irwin. Julius, D. (1997). Globalization and Stakeholder Conflicts: A corporate perspective. International Affairs (Royal Institute of International Affairs 1944-). Globalization and International Relations (Vol. 73, No. 3, p. 453-468). McNeilly, M. (1996). Sun Tzu and the art of business: Six strategic principles for managers. New York: Oxford University Press. World Vision International. (2009). Global hope initiative annual report 2009. Retrieved from http://wvi. org/wvi/wviweb. nsf/0CF6565756AEA942882575590061CEAC/$file/ Hope_Annual_Report_Exec_Summary_2009. pdf 2009 chief executive of the year. (2009). Chief Executive, (242), 68-70. Retrieved from http://search. proquest. com/docview/212098908? accountid=8459