Values and Ethics in America Case Study

BA 3102 – Summer 2, 2012 Video Case Assignment â€Å"End Game: Values and Ethics in America† 1. The most ethical decision is if she turns left into town and report the accident to the police. Even if she turns herself in and jeopardizes to lose her school-funding grant, she knows she did the right thing and her conscious is clean. She caused a fatal accident that killed the other driver, which means she must report to the police. If she doesn’t, then her friend should turn her in and help her for the long run. Human moral and ethical values are more important then the award for the school grant and reputation in the company.In the Deckop Chapter article-â€Å"Theoretical Bases for Analyzing the Ethics of a Decision†, it compares the utilitarianism and universalism theories. It states that utilitarianism is regarding â€Å"the greatest good for the greatest number and the ends justify the means†. It’s not ethical to disregard the law and serve the greater good. If she was killed in a deadly car accident, I’m sure she would want someone to report her death to the police who would later notify her loved ones. Running away from an accident is not only unethical, but is also a crime and there is no justification for it.The consequences of fleeing a crime scene is more severe than turning yourself in. â€Å"The pressures of a situation may cause one to apply self-serving biases that while in the short-run appear acceptable, in the long-run result in damage to one’s firm, career or self in terms of staying true to ethical principals and human morals†(Desktop, 2008). I strongly agree with this statement. If she won’t report to the police, and deny what she did, she would be living with her guilt knowing she knew what was the right thing to do, but she made the wrong decision.By knowing she is responsible for someone’s life and didn’t notify anybody, in the long run, it will destroy her emotionally (guilt, depression or even suicide). 2. I think I made the right choice for Julia because either way she would have had to face the consequences. If she turns herself into the police, most likely she would get arrested for drinking and driving. She would possibly lose her school-funding grant that all her students dependent on her. She would also lose her reputation as being a good teacher, but one thing she would be acknowledged for is that she was honest and admitted for her action.However, if she don’t turn herself in, she would have to live on the rest of her life guilty knowing she hided the truth. In the long run the truth will be revealed. Part 3 doesn’t change anything for me, because I knew that the follow-up would be that she would hide the truth in order not to damage her reputation in the school, along with not letting her students down. Running away from reality is always easier then facing the truth and admitting for our wrongdoings. Many comp anies think they can get away with fraud or unethical decision-making, until they either get caught or they turn themselves in.You need to know where to draw the line between personal responsibility and accountability. 3. My decision in question 1 is more consistent with universalism then utilitarianism because universalism focuses on ethical decision making, assuming the decision-maker is following the right morals and values. For example, Julia should report to the police and turn herself in, just as if her loved ones would like to know if she was in a fatal car accident and who is responsible for her death.Also the universalism theory states that everybody is equal and moral ethics apply to everyone no matter what background or culture you are from. Universal ethics explains which behaviors are right or wrong. These ethical standards apply to everybody worldwide. It’s something that a virtuous person is supposed to adhere to and believe in, just like manners that you learn from home. Most manners are universal, though some vary from culture to culture. As a result, I strongly agree with the universalism decision-making tool.

Pros and Cons of Managed Care

Care Some of the pros for managed care are; Preventive care — HMOs pay for programs, they are set up and are intended at keeping one healthy (yearly checkups, gym memberships, etc. )The idea is, so they won't have to pay for more costly services when and if one gets sick. Lower premiums — Because there are limits set as to which doctors one can see and when one can see them, HMOs charge a premium and usually they are lower premiums.Prescriptions — As part of their precautionary retreat, most prescriptions are covered by HMOs for a co-payment that also can be very low. Fewer unnecessary procedures —doctors are given financial incentives from HMOs , to provide only needed care, so doctors are less likely to order costly test or surgeries that one does not need. Limited paperwork — While healthcare professionals and facilities have more paperwork, under managed care, HMO members usually only has to show their membership card and pay a very low co-payme nt.Some of the cons for managed are; Limited doctor groups — To keep financial burdens down, HMOs tell one which doctors’ one can see, including specialized fields. Restricted coverage — one cannot expect care on command because ones primary-care physician must justify the need based on what benefits ones plan covers. Prior approval needed — If one would like to see a specialized doctor or go to the emergency room, one would need permission from their main physician.Possibility of under treatment — Because of the incentives given doctors to limit care, the doctor may try to hold back on good care management he would give. Compromised privacy — HMOs use patient records to keep an eye on doctors' performance and efficiency, so particulars of one’s medical history could be seen by other people. Getting medical care used to be thought of as trouble-free. One would go to the physician of their choice, get great care and their health insura nce would cover the cost of seeing the physician and cover tests needed.These networks should stand for better earth care for less money. But as they work hard to keep out of pocket expenses down, the scary tales it causes are frightening: â€Å"drive-by† mastectomies, when women are not allowed facility stays after harrowing breast removal; As network bureaucrats who deny a claim for coverage to the emergency room when heart attacks turn out to be indigestion; doctors who get year-end payoffs to give constraining care and don't communicate to patients about better costly treatments.Those against managed care aren't so kind. It can be said that the system that once commended physicians for working too much for the patient now, are given an incentive for doing a lot less. â€Å"The incentive now is to put bounds on care,† says (Dr. Donald Hanscom, a Beverly gynecologist. ) â€Å"Everything is money. â€Å"After a decade of wining and dining the public with lower premi ums and a wider spectrum of benefits, the inexperienced period for managed care is noticeably over. Those opposed are uneasy by the idea of unethically abuse.They are apprehensive members, many are not getting the care needed, the specialists they want, or the coverage one should get to have, especially in health urgencies. They also are concerned about issues that come up that have plagued the healthcare system elsewhere in the nation, such as stifling guidelines set up that keep doctors from suggesting more costly treatment choices. Although they say their far reaching goal is to provide a greater healthcare, the business has brought forth an unwelcoming talk that seems to challenge that.Patients who choose a doctor that does not participate in a â€Å"The† network, either at their own expense or with restricted coverage by the network, are considered â€Å"leakage. † Doctors who go against the networks system to get better treatment for their patients sometimes risk being blackballed out of and the network. It's reassuring to know that some networks are doing a good job, but lawmakers are dealing with a weary opposition that isn't frightened by what the nation thinks. Those up on the hill have responded with a charge of state and national bills pointed at bringing in a booming healthcare industry that's pretty much free-for-all.For their part, the networks don't see what the entire objection is about. They say productiveness and peoples request will keep their guidelines just and within ones means. â€Å"The networks are trying not only for cost, but also for class and peoples’ satisfaction. It's a patron service industry when you get right down to it. The network points to their absolute success in bringing down costs and keeping the mass of network enrollees happy. Each month people across the nation join a network, so it's plain that, Network care is here to stay in one shape or another.Those against and those rooting for that of ma naged care agree that the existence of unconstrained health care on demand is declining. As health care costs push very high yearly, some say it's time for all to comprehend that the medical healthcare industry has financial restrictions just like any other industry. â€Å"People have been brought up to believe that health care is an entitlement,† says (Jeanne Holland, executive director of Northeast Physicians-Hospital Organization) at Beverly Hospital. They think ‘Life, liberty, the pursuit of happiness and health care on demand. ‘ Consumers need to change their thinking. â€Å"Resources http://ask. reference. com/related/History+of+Managed+Care? o=102545&qsrc=121&l=dir, Retrieved, October 26, 2010 http://www. ecnnews. com/hlth/manintro. htm, Retrieved, October 26, 2010 http://ezinearticles. com/? Health-Insurance-Types, Retrieved, October 26, 2010 http://www. senioranswers. org/Pages/prosandcons. htm, Retrieved, October 26, 2010

MOD 4 CA FIN 301 Essay Example | Topics and Well Written Essays - 500 words

MOD 4 CA FIN 301 - Essay Example It provides results that are simple to comprehend. This is a very useful method for comparing projects of the same size mostly least cost situations. NPV enables the comparison of various rates of interest and also helps analyses what the earning would be if another project were taken up (Weston and Copeland, 1988). The main drawback in this method is that it does not take into account the profitability of a project. This is accomplished by computing profitability index (PI) for the projects and taking the decision accordingly. Hence it is essential that both NPV and PI are computed in order to be able to arrive at a profitable and most rational decision (Burke and Wilks). Internal rate of return on the other hand can be used to assess risk in all projects and it has an intuitive appeal. This method basis its calculations on the cash flows rather than on earnings. However it is not possible to have an accurate solution using this method since one project can have more than one IRR, with very extensive and complicated calculation

How important are cultural values in the formation of human rights Essay

How important are cultural values in the formation of human rights - Essay Example Although members of the Western culture have developed worldwide organizations addressing human rights issues, there are vast differences between the way that Western values address the nature of the individual in comparison to values of other cultures. Through aspects of work, feminism, and punishment, there is a great variety of value administration towards addressing the rights of members of a society. The nature of human rights as they are practiced within a region are determined by the values of the relevant culture that has control over the ideological philosophies that inform public policy. Value Diversity What is culture? When speaking of culture, it is necessary to understand that any discussion of culture will include an â€Å"implied other†, thus defining one group as different from another (Storey 2006: 1). The truth about the concept of culture, from some perspectives, is that it divides people much more definitely than is actually appropriate. Being human allows for the same motivations for behaviors, the needs for life not changing from one regional setting to the next. Human beings need to be warm enough, cool enough, satisfy their hungers, and satisfy their bodily needs. Everything that is done is an extension of basic human needs and the way in which the environment lends support to those fulfillments. How life is framed for supporting these needs is how culture is defined. If one looks at Maslow’s Hierarchy of Needs, for purposes of understanding the nature of human need fulfillment, one can see how all people share the same focused needs, that it is just the semantics of how those needs are approached that change from one region to the next (see Appendix 1). Motivations emerge from the bottom of the pyramid up, each level of need reflected through the behaviors and activities of each region of human development, no matter what that level of development and despite frameworks that vary from one set of people to the next. Culture is defined by frameworks that support needs, rather than through differences in basic human needs. Thus, human rights, despite the differences that are appreciated from one culture to the next, are not different. It is only the introduction of power that changes the way in which one culture will define how people are treated. Those in power will assert their authority by manipulating people through threats and rewards towards their human needs. Deprive a man of basic physical needs, and the motivations to follow the reigning authority will increase as those needs are fulfilled by that authority. Deprive those needs and not fulfill them and the next rebellious force that comes along promising to fulfill those needs will gain support. How human rights are defined is about the political frameworks in which needs are addressed and fulfilled. However, this still does not fully explain or define culture. There are general terms in which to define culture. Storey (2006: 1) suggests that a good broad definition of culture can be considered by saying it is a â€Å"general process of intellectual, spiritual, and aesthetic development†. This definition allows for the separation between the diversity of culture and the cohesion of human needs as universal. People are essentially the same through each incarnation of culture. The differences are in the interpretations that are created about how to address needs, not from within the human condition. What people come to believe is a

Article Critique 2 Essay Example | Topics and Well Written Essays - 750 words

Article Critique 2 - Essay Example As a student engages in physical exercise such as playing basketball or any other health promoting physical exercise, his/her interpersonal skills and interactions increase. The thesis is also clear as it helps a reader to generally interpolate that idle students may engage in acts like alcohol consumption. In addition, students who have strained interpersonal relationships with peers may be suffering from stress. As a means of stress management, they may resort to alcohol consumption. Intended audience The study has a number of audiences that are addressed. One of the audiences is students already studying in college and those wishing to join college. The study addresses them directly as they are the subjects of the study. Other audiences are parents and university administration as they are responsible for the student’s wellbeing. The review of literature is sufficient and relevant as it looks at the three main variables in details. The literature also focuses on recent rese arch, which shows its relevance. Hypothesis The hypothesis is that college students who participate in regular physical activity have low stress levels, better interpersonal relationships, as well as low levels of alcohol consumption. The sample for the study The sample of the study drew participants from a public university in south eastern United States, whereby freshmen aged between 18 and 25 were selected. The participants must also have taken alcohol within the past three months, and they must be able to read and speak English. Samples were randomly selected from seminar classrooms and residence halls. The main mode of data collection was through the HPLP-II and Daily Drinking questionnaire (Wilson-Salandy & Nies, 2012). Critique of the conclusion The conclusion shows that the hypothesis was disapproved. The conclusion shows that there is no relationship between the three variables that the study sought to test. However, other studies reveal a positive correlation between physi cal activity and alcohol consumption, interpersonal relationships and stress management. This study shows no relationship at all. This may imply that the study may have been skewed in terms of questions asked and sampling techniques. The next step for this study is that the same study needs to be repeated in another region to examine whether the same results will be achieved. The results imply that there is no significant effect on interpersonal relationship, alcohol consumption and stress management whether students engage in physical activities or not. This may discourage students from engaging in healthy exercises. My overall impression concerning the study is that the review of literature was well grounded, but the method of data collection was skewed. The study ought to have carried out a study with a single objective such as effects of physical activity on alcohol consumption, and the other variables to be considered as subsets or minor variables. This will have helped in prec ise analysis of data. Another impression is that the study ought to have sampled students from various universities in different locations, in order to ensure that results are fairly balanced. I disagree with the results, especially from the verity that all the three variabl

World Civilizations II (since 1500) Assignment Example | Topics and Well Written Essays - 1000 words

World Civilizations II (since 1500) - Assignment Example This strengthened the empire economically thus making it to expand. Strong army that this empire had took advantage of new military possibilities to prevent internal conflicts and conquer other empires to expand its territories. However, the empire declined due to economic and military crises. According to Bulliet, Crossley, and Headrick (586), the evolution of military technologies other firearms and military strategies that were more effective. The empire found it difficult to adapt these strategies due to their nature and costs thus resulting to military crises. These crises contributed very greatly to the decline of this kingdom. Moreover, economic crises that emerged from inflation also played a significant role in declining this empire. Inflation that affected this empire came because of flooding of cheap silver from the new world (Bulliet, Crossley, and Headrick 586). The inflation resulted to a decline in the financial power of the empire and reducing its economic strength thus making it to decline. Safavid Empire of Iran and the Mughal Empire of India were similar in several ways. However, their most conspicuous similarities were in terms of politics and religion. In terms of religion, both this two empires had a specific religion. All the citizen in those empires were forced to convert into these religions otherwise they were prosecuted. In terms of politics, both the empires were ruled by an emperor. The emperor was the one entitled to make all the major decisions in the empire ranging from when to go to war and when to negotiate with other empires for peace. Moreover, both the empires used to charge taxes to its citizens to help it in running its activities of ruling. Culture and society of Istanbul and that of Isfahan have various similarities as well as differences. The major similarity in the cultures of these two cities is that they consisted of Muslim culture. In terms of their society, both the towns consisted of a

I believe that smile can bridge the gap between people Essay

I believe that smile can bridge the gap between people - Essay Example A smile is a healthy facial expression which displays happiness and I believe that it can function towards bringing people closer together and also in bridging the gap between people. The personal event that comes to my mind with this statement is a fight that I had with a very close friend of mine which lasted for days. The issue would have stayed the same and unresolved had I not let go of my harsh feelings and smiled towards my friend. I have assessed the fact that a person can use his lips to worsen relationships by using a harsh tone and being rude but a smile on these lips can do the opposite and work towards connecting people and bringing them closer together. My personal experience has made my belief stronger that a smile can serve to heal scarred relationships and it can help in forming bonds between people. My patch up with one of my closest friends after a fight gave me a strong impression that a smile can do wonders and can help in solving strained relationships. I was ve ry close to one of my neighbors and we stayed in the same neighborhood for years. She was a very close acquaintance of mine and I never hesitated in sharing my thoughts and opinions with her. We shared a strong bond of friendship and helped each other in difficult times. Not only this, we studied in the same school as young children and this brought us closer. We both knew about each other’s weaknesses and strong points and we supported each other at every point where one of us about to fail. She moved from my neighborhood and we joined different schools as well but we still enjoyed the same level of friendship. But things changed when I had a different circle of friends and so did she. We started spending lesser time together and this lack of communication brought many misunderstandings. It reached a point where we had so many problems with each other that we barely talked. Despite of these issues, I still remembered the good times that I had spent with her and I realized th at she had been a very close aide who had been with me in my times of happiness as well as sorrow. I wished that we would be together again but I did not see the possibility. One day while I was outside in the neighborhood for a walk in the evening, I saw my friend over there as well. She was there to visit her aunt. As soon as we shared looks, I could not help but smile at seeing her after such a long time. She had a very stern expression on her face but after she saw me smiling, she shared the smile and I walked towards her. If I had been like her and ignored her at that time, I do not think that we would ever have been able to get over with our problems. This event totally made me believe that a smile can build relationships and help in correcting strained relationships. A smile is one of the very powerful expressions which can do wonders and help in bridging the gap between people. It is a form of expressing happiness. I believe it is a wonderful way of overcoming problems in re lationships and it can help in bringing together separated friends and family members. It works more than words and presents the welcoming nature of an individual. The personal event of my life strengthened my views with regard to smiling and it taught me the importance of this expression and how it actually works as a healer. If a person cannot express his feelings

EU law Essay Example | Topics and Well Written Essays - 750 words

EU law - Essay Example The European Union has also come up with several measures that will help it in dealing with the member states who do not comply with the union’s laws. Key Question: How can an individual or business enforce its rights under EU law at national level? 1. What does â€Å"DIRECT EFFECT† mean? This is a principle of European law that applies to varying aspects of their law which are enforceable by the union citizens within their respective member states. This is carried out regardless of the fact that these countries may have initiated laws for their country that will be charged with implementing their provisions1. 2. Which EU measures can have direct effect? (a) Treaty articles- Have a direct effect as can be seen in the case of Van Gend en Loos v Netherlandse Administratie Der Belastingen Case 26/62 [1963]. This case established that the provisions under the treaty that helped in forming the European Union were indeed capable of establishing other legal rights that were en forceable by individuals living within the member states2. (b) Regulations- Have a direct effect as witnessed in the judgment at the case between Politi SAS v Italian Ministry of Finance Case 43/71 [1971] which concerned itself with the levying of duties on poultry imports to Italy3. (c) Decisions- Have a direct effect since as per the judgment made in the case of Grad v Finanzamt Traunstein Case 9/70 [1970] the nature, wording and backgrounds of the provisions found in various questions must be ascertained for the purpose of establishing the legal relationship between a third party and an addressee4. (d) Directives- Have a direct effect. In the case of Van Duyn v Home Office, a Dutch citizen by the name of van duyn was denied entry into the country for her affiliation to a scientific religion that was largely believed by the government to be communally harmful. After suing on the basis of the Rome treaty, the court was later on referred to the Justice court of the European Union5. (e) Recommendations and opinions- Do not have a direct effect. According to the rulings case of Grimaldi v Fonds des Malaises Professionelles Case 322/88 [1989], recommendations with no binding effects do not have a direct effect on the parties to the case6. 3. What conditions must be satisfied? (a) Treaty articles, Regulations and decisions: Three conditions on the direct effect the treaty, regulations and decisions may have were identified from the cases of NV Algemene Transporten Expedite Onderneming Van Gend En Loos V. Nederlandse Administratie Der Belastingen, Case 26/62 [1963]. They stated that the situations for the above three conditions should be precisely stated and be adequately clear, be unconditional and independent of other legal stipulations and confer specific rights upon which citizens could base their claims7. (b) Directives: For the direct effect to be applied to directives in three additional conditions require satisfaction. Firstly, the directives must be clear and precise as evidenced in the rulings made in the case of Defrenne v SABENA No 2 Case 43/75 [1976] while the second condition stipulates that the deadline for the implementation by the member states has not passed as witnessed in the case of Pubblico Ministero v Ratti Case 148/78 [1979]. Thirdly, the directives only have a direct effect which implies that the are only enforceable against their states as witnessed in t

Answer two questions Essay Example | Topics and Well Written Essays - 250 words

Answer two questions - Essay Example Every individual has the decision to make with regard to the receiving the grace of God. For example we have a choice to receive or reject Jesus Christ. There are two doctrines that seek to expound the responsibility of God and man in the issue of salvation. According to Arminiasm, salvation is received through the efforts of both man and God. Mans response is therefore the main factor, because he has freewill. Therefore the provision of salvation is not for everyman (Picirilli 482). Man is the determining factor towards the gift of salvation. For example, God saved Adam but man still resisted his grace. According to the doctrine of Calvinism, salvation is determined by the power of God. God therefore determines who will receive salvation. Both are summed up in five points. Calvinism looks as atonement being unlimited and Arminism vice versa. The number of Christian denominations, in the United States are numerous, among them Lutheran, Evangelical, Orthodox among many others. Most Christian professes to love one another yet they cannot stand the ideals of others. Religious tolerance is an important aspect both to the believer and to the community because lack of tolerance leads to misunderstanding among the community who discriminate and ignore others who does not have the same common views and background. Majority of people do not know that religious tolerance promotes respect and understanding among different believers. In the world, all the big religions share the same basic rule, the culture as our golden rule, that promotes the concept of do onto others as you would like them do onto you. According to my views, this is a major teaching that demonstrates that these religions are not different from others much. In an example, Islamic tells us that Ishmael, who was Abraham’s son, was the patriarch of the Islamic religion. Jews also believes that Abraham’s son Isaac was their patriarch as he was a Jew like Abraham and so helped in spreading the Jewish

No Day of Triumph Essay Example | Topics and Well Written Essays - 750 words

No Day of Triumph - Essay Example While being American brings about an idea of inclusion and equality, being black creates a sense of being an outsider and being separated from the mainstream. This dichotomy means that African Americans have to deal with the perception of others as well as a self-perception that could be colored by how others see them. In this respect, relationships become critical for the African Americans described in the stories since family, the idea of being connected to family values and the need to pass on the family heritage to the children is very important for the characters. While family supports and shapes the African American identity, in some ways it can also be a hindrance to the personal liberty and drive of an individual who seeks a different path. These act as the remnants of the slavery era in which freedom and being able to choose your destiny were not the options available to every African American. In fact, slavery also affects the viewpoints of white and Caucasian individuals described in the story since the idea of whites being the masters and blacks being slaves continues to reside in the cultural subconscious of the southern states where the story takes place. Perhaps the worse situation is experienced by the Mulatto who is neither black nor accepted by the whites as being a part of them. Even amongst African Americans, there is a level of awareness about being darker and thus more African than others and this difference is also reflected in the socioeconomic situation an African American can find himself in when the educated black person has to bear the burden of being better than others so that s/he can present a positive face for his/her race. These differences carry on with the love of religion which poor black people show in greater strength compared to those who are economically their betters. The

History of Security in the United States Essay Example for Free

History of Security in the United States Essay Abstract Security in America has evolved from the time of the first settlers to today’s well-trained forces. Factors leading to the significant growth of private security from pre-Civil War to post World War II consisted of a lack of public police and large monetary loss by private industry. Today, security is global and faces challenges and changes, with increases in terrorism and technology crimes. It must maintain a high level of professionalism and maintain technological innovation remain a respected industry. History of Security in the United States Nineteenth Century The nineteenth century saw the private security industry fill in many of the gaps left by public law enforcement in both manpower and ingenuity. The development of public police forces was slow in the infancy of the United States. In the latter half of the 1800’s, police departments were fragmented, decentralized and often corrupt, creating a need for private security. The American frontier saw an extreme shortage of law enforcement, as they had to resort to deputizing civilians and forming posses. Citizens often had to resort to vigilante justice due to a lack of law enforcement. In 1850, Henry Wells and William Fargo established American Express and Wells Fargo cargo companies and in 1851 Allen Pinkerton established the first national private security and investigations service (Ortmeirer, 2009, pg. 10). Pinkerton provided security and investigative service to the railroad, offered private detective services and was actually the intelligence arm of the Union Army during the first half of the Civil War. In 1853 August Perry patented the first burglar alarm followed by Edwin Holmes in 1858, who produced the first central station burglar alarm. That same year, Washington Perry Brinks introduced the armored carriage for the transportation of valuables and money (Ortmeirer, 2009, pg. 10). Twentieth Century The quelling of labor unrest brought about a poor reputation to private security leading up to the Great Depression. Decades earlier, industries such as manufacturing, transportation and mining turned to agencies like Pinkerton for not only asset protection, but also to combat labor violence and break strikes. There were numerous violent incidents involving strikes resulting in civilian injury, deaths and job losses. One incident in particular was the Homestead Strike of 1892 in Pennsylvania, which culminated in a gun battle between Pinkerton agents and the strikers (Lipson, 1988). Incidents such as this eventually led to private security being viewed as ‘Knights of Capitalism’ by the public. Security companies were banned from carrying weapons and crossing state lines to break strikes in some states (Joh, 2006). There was a decline in the employment of private security during the Great Depression. According to The HUB, â€Å"There seems to be some controversy as to whe n the first proprietary security forces arose, but many sources attribute Henry Ford as the man who refined ‘in house’ security to factory work. As the automobile gained popularity so the industries providing the necessary materials for the factories producing them across the nation needed and utilized private security personnel. With the high unemployment and possibility of crime due to the Great Depression, private security further embedded itself within industry† (Hub pages, http://dyonder.hubpages.com/hub/The-History-of-Private-Security). There was an expansion of private security leading up to and during World War II due to infrastructure, military and industrial security concerns. Post World War II saw an increase in the professionalism of private security, as returning veterans with military police experience began to seek employment in the security industry. Anti-espionage procedures established by the government during World War II carried over into the Cold War era, with the government insisting on a quality security force and plans, to protect defense contractors and government assets. The private security industry followed the government’s lead, thus entering the era of the security manager (Hub pages, http://dyonder.hubpages.com/hub/The-History-of-Private-Security). The security industry increased in size in the mid twentieth century, as did the crime rate and police were unable to protect private property. Many organizations realized the value of protecting their personnel and property during this time. In 1955, the American Society for Industrial Security (ASIS) was formed and today is the world’s largest organization of security professionals. ASIS continues to formulate security policy and direct security programs in a vast number of businesses, industries and government operations (Ortmeirer, 2009, pg. 11-12). In 1970, private security continued to grow and matched the number of police personnel at 500,000. In 1976, the Task Force Report on Private Security was published and it was addressed for the first time that private security was an essential element to public safety. The Task Force recommended that the private sector be encouraged to nurture and improve the quality of security services and work with law enforcement to fight crime. This created an environment that saw the security industry continue to grow due to concerns over increased crime and limited law enforcement resources. By 1991, the number of security personnel had nearly tripled that of law enforcement and by the year 2000, private security personnel numbers rose to two million, clearly showing private security is the primary protective service (Ortmeirer, 2009, pg. 6-7, 13). Future The private security industry has made giant steps since the nineteenth century. It is clear from history that the private security industry must continue to complement the public police forces by providing innovative and needed support to industry and government. It must maintain and constantly improve upon its procedures and training, to keep the respect of the public, which it currently commands. It must above all remain one step ahead in today’s technological world, as M. Lipson (1988) stated, â€Å"The history of the ancient craft of private security may be illustrative of opportunities for those of the industry with foresight† (Lipson, 1988). It is crucial private security continue with its current expertise in antiterrorism and computer security operations. It is also imperative private security continue to foster the close, post-911relationships that were developed with law enforcement, from federal to state to local police agencies, to successfully move into th e future. References Joh, E.E. (2006). The Forgotten Threat: Private Policing and the State. Indiana Journal of Global Legal Studies, 13(2), 364. Lipson, M. (1988). Private Security: A Retrospective. Annals Of The American Academy Of Political Social Science, 49811-22. Ortmeirer, P.J. (2009). Introduction to Security. Prentice Hall. The Hub (2009). (Hub pages, http://dyonder.hubpages.com/hub/The-History-of-PrivateSecurity).

The Relationship Between Fashion and Personality

The Relationship Between Fashion and Personality Fashion is related historically to an individuals personality since it gives a general idea of what the person is thinking of and minimizes his personality as well. Personalities have a big and great responsibility; they represent the individual himself. Clothes help in expressing the innermost thoughts, kindness, and feelings. This is enough to know what kind of clothes and what way to wear appropriately. Sometimes we feel uncomfortable for being in a place that obliges us to be with a certain dress while we have a different life style. Fashion simply is our appearance, manners and characteristics. Fashion and personality are related and each one completes the other. When looking at a well-dressed person you probably ask yourself does this person create the clothes or just those fit him exactly? Colors most of the time give the mood of the person; choosing the color while dressing is done according to the mood of the person, no one can dress red, green, or yellow if he is in a certa in situation and not happy, while dark colors are relaxed colors worn by the stressed and sad people. Attraction for woman is just as visual as it is for man. They think what she might be from the way she dress and walk and vice versa. Selection of the clothes according to the occasion, time or mood reflects the taste of a person. The way of choosing the dress comes without planning and it cant be realized by the person himself unless someone points and asks about sadness and gloominess. Fashion does not necessarily means that one has to wear what is common to all but it relates to a person own thinking and perception. Everyone likes to be special and unique where as in some situation being unique is as being lonely and far from the world, for this purpose there are different trends, and designers that make a person dress the way he likes and the way it fits his personality otherwise fashion and style will be a ridiculous job. Moreover there is a story behind what people wear. It is not as simple as we can conclude from the first look; time is needed to adopt fashion. Thus taking time in choosing clothes and coming up with a style is an essential issue to take into consideration since it became a way of judging a ones personality and mood. A persons personality is shown through his fashion style whether it is: casual, classic, romantic and trendy style. Most of the time fashion personality fits a persons lifestyle. Classic Fashion Personality Classic fashion describes the style exactly. The person wearing classic has neutral look such as gray, navy blue, beige and black which is the key in color choice among those colors. This gentle clothes and accessories style is more likely for the people above the age of forty since if a woman under 25 years old dresses this style then people around will probably ask why she is looking older and over 40 years. People of this style do not ignore their traditional lifestyles but they try to show their personalities whether the clothes are very expensive or not where the aim is to look chic and elegant. Most women choose this style of fashion for a reason that wearing classical clothes makes them look thinner and thus taller. Women prefer to wear this style for the purpose of simplicity, chicness, and highlighting their personality. These classical women have a linear approach to fashion where they choose durable fabrics such as tweed, wool blends, cashmere, silk and good quality of cotton. They go for the timeless wardrobe and this includes their fashion accessories. Being elegant and tailored in the classical fashion personality is the desired purpose that wearer look for while choosing this style. This style differs from another since its the only style which by looking at, the wearer can recognize directly that it is suitable to his personality. This style shapes the way of moving and walking around with a sense of elegance and softness without even feeling if touching the ground or not. Classic fashion always starts with the simplest ideas. Silhouettes are sleek and concepts are unpolluted. It is this clean thinking that allows a classic fashion to melt into any current theme or style. The biggest benefit of this style is that classic styles as a little black dress are different from the trendy ones. According to men simple jacket, pant and bow-tie is most preferable in classic style. Classic fashions tend to stick with classic colors as well as classic lines. Black, blue, white and brown are much more common than bright yellow, hot pink and neon orange. Natural materials, such as cotton, silk and leather, are much more common than synthetics, such as polyester, rayon and pl eat her. In addition to the tailored and elegant style, sustainable style is also one of the classical fashions. However it is a smart investment in which the purchasers spend more on a single quality item of clothing than spend loads on throw away fashion accessories. Furthermore, they on their neutral colors and dark suits for years to come. Thus, classical style is related and almost has a peace of mind personality, means no confusion of what dressing since this style is very simple, and by giving a special touch of your lifestyle gives a great classical look. The person carrying this fashion style is a very simply person by which he/she looks at the clothes and buy without caring about the price, it is enough that this is appropriate to his/her personality. This personality is often tends to take the shots and being famous people. Minimalism and Preppy fashion are also a variation of this style. Thus who feels his style fits the classical one then do not hesitate in being a classical fashion style (refer to App. I, Fig. 1 2). Romantic Fashion Personality Fashion is also a factor that cultivates love and romance. It attracts a person towards others and this attraction may lead finally to a strong bond of love. Prolific fashion designer, Coco Chanel says, Fashion is in the sky, in the street; fashion has to do with ideas, the way we live, what is happening. Fashion is therefore the power which actually metamorphoses an image. To some fashion is a typical form of art again to others fashion is verve, a sensation, a feeling. That is with respect to romantic fashion that has a unique way of dressing. The romantic dresser sticks to the pastel colors and loves paisley prints, florals, gingham and polka dots. It is described by the long skirts, hats, gloves and deep cut blouses or dresses with plunging necklines such as a sweetheart neckline or V neckline. And sometimes searching and looking for special antiques which are not found in the usual places, maybe visiting certain countries for getting ones wants. Such people and especially women love girly, whimsical detailing such as tiered frill skirts, patchwork and overlays of lace, bouncy tiers and upstanding frills. This look is sometimes outdated. The love of the past is applied in present with this way of styling. This style refers to the Victorian period where a woman dresses according to that style known in the past. Whatever it is to most people, fashion is a process, rather a significant method of utilizing accessories and clothing to bring out the best of them. Therefore hiding or showing fashion is actually a method of expression, and a mode to express their personality. Romantic fashion personality is soft, thin and lovely personality. This fashion loves people and goes with all the ages by differentiating each one from another, dealing smoothly without hurting or causing any harmful thing to people even by words and dialogs. This personality is often and mostly found in Europe due to their different nationalities and cultural variety of people. This personality is the most feminine personality among the others. It gives a soft and sweet taste for the wearer, and it helps the individual to form a picture for himself/herself as the heroine in a historical romance. Being feminine is the aim of most ladies; smooth soft and kind look is also available for those who have this style of fashion (re fer to App. I, Fig. 3). Trendy Fashion Personality: A trendy fashion style is an up to date style where modern fashion exists which is related to the technological phenomena nowadays. This type of style includes young people from age eighteen to twenty-four years who follow fashion trends, are technology-savvy, up on the latest modern music, and in general are part of a group of people who all follow these same trends thus they can be known directly from the first sight. In addition there is difference between trendy women and men. Trendy girls are easily recognized. They are shopaholics, and therefore wear the latest top fashion clothes. They are notoriously known for tight-fitting jeans and belly buttons are exposed (usually pierced) by their wearing of small tops. Moreover they wear ripped jeans, flannel and converse shoes. Whereas typical trendy guys commonly wear tight jeans and are usually long with fancy new belts. They may also wear short sleeve t-shirts of top names such as FCUK, and may wear a jacket. People of trendy fashion style appreciate a good sale, dont especially look for value in their wardrobe and investment dressing is not their thing. Also they limit their budget but spend more time on fashion than others. Although they own some clothing in neutral colors, the idea of wearing an item of classic tailored clothing purchased several years ago is foreign to their fashion sensibility. Trendy fashion is not suitable for workplace. In contrary it is a perfect style for fun and entertainment places dressing the latest designer jeans, or six-inch high heels, and trendy wardrobe which makes the wearer stand out from the crowd, showoff and also fit in well with an active lifestyle. In conclusion, trendy fashion starts out being weird until it is picked up by a fashionable source consisting of models, stars and fashion labels further endorsing the product that is trend into the mainstream (refer to App. II). Casual Fashion Personality: Casual usually is the style where probably jeans, t-shirt, sweats, and pants are preferable. This style is a relaxing and comfortable one and trumps style. This style comes when no shots is coming at the near and no lights would take place in the individuals life. For this purpose this style does not look through the new fashion features. A casual person is much comfortable in ones decisions especially in choosing the clothes and colors and it is suitable more for the casual lifestyle, since it doesnt fit the workplace and official places too. People around this stylist feel stressed and tired from seeing the person with the same style always. Women and men dress randomly and they dont intend to wear something special or think hardly of the items even in buying it. They focus on accessories and hand bags more than any other alternatives. Casual style is totally away from the red carpets. This fad is just a casual one far from the famous life. The wardrobe of this style is free from special and chic items. This fashion style has a very strange personality; it is often a confusing one. The person having this style is a comfortable person focusing on other issues than on clothes, however the look through each item in the store whether they want to buy or not just for entertainment and being up to the latest fashion. An accessory attracts this person style since it is luxury according to them and it can complete their personality. This personality goes easily in wearing but confusing in mental thinking. Thus, casual fashion style is good in some places and inappropriate in other cases. Being a casual fashion style is very simple and easy (refer to App. III). Fashion is an essential and primary issue to be realized especially when an individual recognizes his/her personality and what fits it. Dealing and cooperating with fashion and styles is not an easy method, since not everything can be suitable and appropriate . In additional to that having a unique fashion style is not preferable since it makes a sense of loneliness and far from the usual styles found around. It minimizes the individuals personality as well. It is a way of showing thought, kindness, and feelings. A person must ask himself directly when looking at the mirror what clothes fits him/her exactly? Choosing the colors is one of the most important manners to care about and take into consideration. Choosing those modes reflects ones attitude through life and his/her taste in fashion. It is all related to ones perceptions. Furthermore, differentiating among: classic, trendy, romantic and casual style is a bit hard on those that have no definite type of dressing and for those who dont care for being a tidy and a good person. Choosing shoes, bags and accessories goes also for the rule of choosing those items and related them to clothes. In conclusion, by looking at a person we can know and realize what hes thinking of and his feelings by just looking at their way of dressing. This is a very simple way in knowing personalities rather than keep noticing each single movement of talking. Without regarding the emotions that also can be a big and important factor for distinguishing personalities.

Case Study Stanbic Bank Tanzania Essay

Case Study Stanbic Bank Tanzania Essay Stanbic Tanzania is one of members of the Standard Bank Group. Idea of establishment of Standard Bank Group was brought by group of business men in 1857 due to economic prosperity in Port Elizabeth in South Africa, which was the major port and was used to the export of wool. The man behind the Idea was John Paterson who with fellow business men wanted to establish the Standard bank of Port Elizabeth. This idea did not work due to fear of competition from the existing of the two banks. Paterson sailed to England to search for support of British Investors. Patersons efforts were successful and in April 1860, a prospectus for The Standard Bank of British South Africa was published in London. In 1862 The Standard Bank of British South Africa was established. On 15 October 1862 the bank was incorporated and registered as a limited liability company. Its capital was fixed at à ¢Ã¢â‚¬Å¡Ã‚ ¤1,000,000 with 10,000 shares of à ¢Ã¢â‚¬Å¡Ã‚ ¤100 each. The Standard Bank of British South Africa op eration commenced in 1863 and Port Elizabeth remained to the Bank Head Quarters. In 1883 the word British was dropped from the name. In 1962 a subsidiary company was formed to carry business in South and South West Africa (now Namibia) under the banks old name. The name Standard Bank Limited was adopted for the holding company in England (subsequently to become Standard Chartered Bank plc). Standard Bank Group was established in 1969 as Standard Bank Investment Corporation the holding company of SBSA. Standard Chartered sold its 39% stake in Standard Bank Group in 1987, transferring complete ownership of the holding company to South Africa. The Standard Bank group, based in Johannesburg, South Africa, has total assets of about US$81 billion and employs about 35 000 people worldwide. Its network spans 17 sub-Saharan countries (including South Africa) and extends to 21 countries on other continents, including the key financial centres of Europe, the United States and Asia. In addition to banking, Standard Bank has a strategic interest in the insurance industry through its control of the Liberty Group, one of Africas leading life offices and financial services groups. The group has one of the biggest single networks of banking services in Africa. Through this network we offer a wide range of banking products and services which are delivered through more than 1 000 points of representation in 17 African countries (including Tanzania). We are active in international and cross-border transactions and in those areas liaise closely with Standard Bank Corporate and Investment Banking and Standard Bank London. We offer a wide range of financial products and services in the following markets: Personal We are committed to providing our customers with the security, convenience and value for money they expect from an international bank with African roots. As such, we offer you a range of products and services that enhances your banking experience. Business We recognise that as a Business Banking customer you lead a busy life. Through our comprehensive service offering we aim to simplify your financial transactions so you can spend more time on your business and less time on your banking. Corporate and Investment Our corporate structure ensures that we are able to provide customized products and services to both established customers as well as newer, entrepreneurial companies. By focusing on personalised solutions and ongoing financial product development, we are committed to delivering solutions that support our clientssuccess where it matters most. Stanbic Tanzania background Stanbic Bank Tanzania was established in 1995 by Standard Bank group to take over operations of the defunct Meridien Biao Bank Tanzania limited. Stanbic Bank Tanzania is one of the members under the Standard Bank group. The bank has eight branches: City branch in Dar es Salaam Main branch in Dar es Salaam Industrial branch in Dar es Salaam Mayfair branch in Dar es Salaam Arusha branch in Arusha Moshi branch in Moshi Mwanza branch in Mwanza Mbeya branch in Mbeya Stanbic Centre branch in Dar es Salam Vision and values of Standard Bank group Our vision We aspire to be a leading emerging markets financial services organisation. Stanbic bank core values Serving our customers Stanbic Bank aim to do everything in their power to ensure that their customers are provided with the products, services and solutions to suit their needs, provided that everything they do for them is based on sound business principles. Growing our people Stanbic Bank encourages and helps their people to develop to their full potential, and measure their leaders on how well they grow and challenge the people they lead. Delivering to shareholders The Standard bank understands that they earn the right to exist by providing appropriate long-term returns to their shareholders. The bank tries extremely hard to meet various targets and deliver on their commitments. Being proactive Standard Bank strives to stay ahead by anticipating rather than reacting, but their actions are always carefully considered. Working in teams The bank, and all aspects of their work, is interdependent. The bank also appreciates that, as teams, they can achieve much greater things than as individuals. They value teams within and across business units, divisions and countries. Guarding against arrogance Bank has confidence in its ability to achieve ambitious goals and celebrate success, but it must never allow itself to become arrogant. Respecting each other Standard Bank staff has the highest regard for the dignity of all people. They do respect each other and what Standard Bank stands for. The bank recognises that there are corresponding obligations associated with our individual rights. Upholding the highest levels of integrity The banks entire business model is based on trust and integrity as perceived by its stakeholders, especially their customers. SWOT analysis Stanbic strengths Performance oriented (rewards) staff. Stanbic Bank uses Performance index as a key to success. Staffs are rewarded based on their performance. This has built a culture which has encouraged the bank staff to deal more with corporate clients with big business. Portfolio diversification Competitive advantage on products offered by the bank. The Bank offer a wide range of products which are more competitive compare to other banks. Among other products includes, Capital and investment products, Assert and vehicle financing, Home loans, affordable agricultural loans with a guarantee up to 70% of the acquired loan. Networking with internationals hence meeting customers expectations. Standard Bank group operates in more than 37 countries worldwide hence form a large network with their customers. This means customer can easily operated to any of Standard Bank group branch conveniently. Security system in the branches. The Bank has invested much on Technology especially on security hence provide insurance of customer assets both financial and non financial Wide range of currency, due to its wide network coverage the Bank operates with a range of currency hence become more convenience to more of its customer compare to local Banks in Tanzania Weather index insurance in agricultural products. More recently Agriculture in Tanzania has become a top priority nation agenda. Stanbic Bank Tanzania offer affordable loans with guaranteed to 70 percent to its customers. Apart from that the bank has adopted Weather index insurance in connection with agricultural loans. This has attracted more customers to operate with Stanbic Bank. Weakness Small branch network in Tanzania,-Currently Stanbic Tanzania has on 11 branches in Tanzania which in this case do not reach its customer in most of the regions. Apart from small Branch networks, Stanbic Bank has been focusing more on corporate clients leaving behind the retail customer occupying the big populations in Tanzania. Opportunity Branch network expansion in other region Retail banking Competitive products not offered in other areas Threats Fraudulent as it not local as multinational organisation Competition Chapters 2 Organisation structure What is organisation? Organisation is defined as group of individuals, large or small that cooperate under direction of executive leadership in accomplishment of certain common objective (by Keith Devis). Louis defined organisation as a process of identifying and grouping the work performed, defining and delegating responsibility and authority and establishing relationship for the purpose of enabling people to work most effective together to accomplish the indented objective. Organisation can also be defined as form of any human association for attainment of common purpose. From above definitions it is clear that any organisation have main four components namely task, people, structure and Technology. Task is the purpose of an organisation existence. Every organisation has specific objectives to be accomplished that define its existence by producing outputs in terms of goods and services. People are the workforce or human part of the organisation which help in performing different function in the organisa tion. To ensure that different task are well coordinated organisation must have structure which tells the basic arrangement of people in the organisation. Technology is the intellectual and mechanical process used to transform inputs into products and services. Definition and types of organisation structure Mintzberg,( 1979:2) defined organisation structure as the sum total ways in which it divides its labour into distinct task and achieves the coordination among them Organisation structure is framework of policies and rules within which lines of authority, communication and rights and duties of people are identified and arranged. Mintzberg further differentiated Organisation structure to be formal or informal. Roles, power and responsibilities are delegated, controlled and coordinated through the organisation structure. Organisation structure also determines how communication is done between levels of management. The type of the organisation structure mostly depends on objectives and strategies set by of the organisation to achieve the objectives. In organisation with a centralized structure, most of the decisions are centered to the top management while in decentralised structures powers for decision making is distributed where departments have varied degree of autonomy. The organisation structure determine the approach in which it operates and its performance. The Structure allows the responsibilities for different functions and processes to be clearly allocated to different departments and employees. The structure also determines level of resources utilization, it also monitors the activities of the organisation and organisation structure promotes the accountability for areas of work. The erroneous organisation structure will hinder the success of the organisation business. Organisational structures should aim to maximize the efficiency and success of the Organisation. An effective organisational structure will facilitate working relationships between various sections of the organisation. It will retain order and command at the same time promoting flexibility and creativity The organizational structure is mainly influenced by internal factors such as size, product and skills of the workforce influence. The chain of command will lengthen and the spans of control will widen as the business of the organisation. The higher the level of skill each employee has the more the business will make use of the matrix structure to maximize these skills across the organization. Burns and Stalker (1961) introduced the notion of two different types of structure i.e. The Mechanistic structure which is characterised by rigid divisions of activities, clearly defined roles and hierarchically organised authority and The Organic Structure which consists of more fluid and flexible working arrangements. Organic Mechanistic Channels of Communication Open with free information flow throughout the organization Operating styles Allowed to vary freely Authority for decisions Based on the expertise of the individual Free Adaptation By the organization to changing circumstance Emphasis on getting things done unconstrained by formally laid down procedures Loose informal control with emphasis on norm of cooperation Flexible on-job behaviour permitted to be shaped by the requirement Decision Making participation and group consensus Highly structured, restricted information flow Must be uniform and restricted Based on formal line management position Reluctant Adaptation Emphasis on formally laid down procedures Tight control Constrained on-job behaviour Only superiors make decisions Firms with Mechanistic structures pursue centralised decision making arrangements, strict enforcement of adherence to rules and procedures, rigid control over information content and flows, and carefully designed reporting relationships (Slevin and Covin, 1997). Organic structure on the other hand, reflects an organisations emphasis on delegation, participation, creativity, openness and adaptability (Brouthers et al, 2000). Mechanistic structures are preferable for analyzing new products and processes and for implementing such entrepreneurial endeavors, as concentrated power often prevents imaginative solutions of problems. On the other hand Organic structures are enhancing the use of rational strategic decision-making by providing the flexibility needed to take advantages of market opportunities or minimize a competitive threat. The pursuit of shareholders value by private firms may be facilitated by the flexibility afforded by Organic structures. Hence it also proves the positive relationship between organic organization structures and private ownership Mechanistic organization tends to offer a less suitable environment for managing the creativity and the innovation process. On the other hand organic system is adapted to solve problem in unstable conditions, when new and unfamiliar problems arise. This entails the importance of designing an effective organisation structure which will be flexible and able to respond to future demands and development. The effective structure will be able to adapt changing environmental influences and also will be able to provide social satisfaction for employees in the organisation. A poor organisational structure make good performance impossible no matter how good individual Managers may be. Poor structures are likely to have low motivation and morale to employees, slow and poor decisions, not cost effective and they are likely not to quickly respond to new opportunities. There are two specific principal of general interest in when structuring the organisation i.e. the span of control and the chain of command which need to be balanced in designing the effective organisation structure although there is no a right combination effective to every organisation.. Span of control Mullins 2009 defines span of control as the number of subordinates who report directly to a given manager or supervisor. V.A. Graicunas developed a mathematical formula for span of control which show the limitation of number of subordinates who can effectively be supervised by a Manager. The number of subordinates is determined by total direct and cross relationships R= n (2n/n+n-1) Where n is the number of subordinates and R is the number of interrelationships. Urwick supported the idea of Graicunas and suggested that span of control should not exceed 5 and at most six direct subordinates whose works interconnect. However from Woodwards study span of control varies from organisations depending on type of technology and production systems. Mullins further pointed other factor influencing the span of control includes: Nature of the organisation, complexity of work, range of responsibilities, similarity of function Ability and personal qualities of the manager Amount of time manager is available to spend on subordinates Ability and training of subordinates Effectiveness of co-ordination nature of communication Physical location of the organisation Length of the command chain Importance of span of control With wider span of control: It is difficult to supervise subordinates effectively and may stress more the mangers Planning and development, training and control may suffer Wide span of control may limit opportunities to grow Too wide span of control may result to slowness to adapt to changes On the other hand with too narrow span of control It may lead to problem of coordination and consistency in decision making and hinder effective communication across the organisation Morale and initiative of subordinates may suffer due to close to a level of supervision It increases administrative costs It can lead to additional level of authority in the organisation creating unnecessary long chain of command. Chain of command This refers to the number of different levels in the structure of the organisation, the chain, or the hierarchical command. The chain of command establishes the vertical graduation of authority and responsibility and framework for superior-subordinate relationship. A clear line of authority and responsibility is necessary for the effective operations of the organisations. Few chains of command will help decision making and fasten communication in the organisation. Types of organisation structures Tall organisation structures A tall organisation structure has relative many levels of management and supervision with long chain of command from the top to the bottom of the organisation. Tall structure normally do not exceed 8 levels of management because number of levels decrease span of controls. The tall organisation structures have the following advantage Span of control is narrow where each manager has small number of employees to supervise hence easy to control. There is clear management structure There is clear distinction on function of each layer hence clear line of responsibility and control In the tall organisation structure there is clear succession and promotion ladder. However there is some disadvantage of the Tall organisation structure Freedom and responsibilities for each employee is very restricted There is slow decision making as approval may be required from each level of authority. Communication is slow as it takes place through many levels of management Tall structure has high costs of management as managers for each level are paid more than their subordinates. Flat organisation structure On the other hand unlike tall organisation structure a flat organisation have relatively few layers or may be just one layer of management. This means that there is shorter and wide span of control. Small organisations usually opt for flat organisation structure since it has small number of management layers. Flat organisation structure there is greater communication between Management and employees which influence better team spirit and it is less bureaucracy hence quick decision making. Flat structure has less cost of Management due to fewer level or layers of management. However among other constrain of flat organisation structure includes; Employees may be controlled by more than one manager hence employee may be confused on the reporting channels, Organisation growth may be hindered with this type of structure, Structure is limited to small organisations and hence do not fit to big organisations Function of each department or person could be distorted and amalgamate into the job roles of others.   Hierarchical organisation structure An organisation where employees are ranked at various levels within the organisation is known as hierarchical, each level is one above the other. At each level in the sequence, a person has a number of workers directly reporting to him/her, within their span of control. Under this type of structure there is a tall hierarchical organisation which has many levels and a flat hierarchical organisation will only have a few. The way authority is organized is a typical pyramid shape. A traditional hierarchical structure clearly defines each employees role within the organisation and defines the nature of their relationship with other employees. Hierarchical organisations are often tall with narrow spans of control, which gets wider as we move down the structure. They are often centralised with the most important decisions being taken by senior management.   Ã‚   In the twentieth century as organisations grow bigger, hierarchical organisations were popular because they could ensure command and control of the organisation. However with the advent of globalisation and widespread use of technology, in the 1990s tall hierarchical organisations began to downsize and reduce their workforce. Technology was able to carry out many of the functions previously carried out by humans. The Hierarchical Organisations have the following main advantages Authority and responsibilities are clearly defined There is a clear defined career growth of members of the organisation The hierarchical organisation structure create environment which favour effective use of specialist managers The structure makes employees to be very loyal to their department within the organisation. On the other hand hierarchical structure has disadvantages This structure tend to be bureaucratic and respond slowly to changing so as to meet customers needs and Markets within which the organisation operates Poor communication within the organisation especially for horizontal communication Poor decision making as it may only focus to individual department rather than the organisation as a whole. Centralised and decentralised organisation structure In a centralised organisation head office (or a few senior managers) will retain the major responsibilities and powers. Conversely decentralised organisations will spread responsibility for specific decisions across various outlets and lower level managers, including branches or units located away from head office/head quarters. An example of a decentralised structure is Tesco the supermarket chain. Each store of Tesco has a store manager who can make certain decisions concerning their store. The store manager is responsible to a regional manager. Organisations may also decide that a combination of centralisation and decentralisation is more effective. For example functions such as accounting and purchasing may be centralised to save costs. Whilst tasks such as recruitment may be decentralised as units away from head office may have staffing needs specific only to them.   Ã‚   Certain organisations implement vertical decentralisation which means that they have handed the power to make certain decisions, down the hierarchy of their organisation. Vertical decentralisation increases the input; people at the bottom of the organisation chart have in decision making.    Horizontal decentralisation spreads responsibility across the organisation. A good example of this is the implementation of new technology across the whole business. This implementation will be the sole responsibility of technology specialists Senior managers enjoy greater control over the organisation. The use of standardised procedures can results in cost savings. Decisions can be made to benefit the organisations as a whole. Whereas a decision made by a department manager may benefit their department, but disadvantage other departments. The organisation can benefit from the decision making of experienced senior managers. In uncertain times the organisation will need strong leadership and pull in the same direction. It is believed that strong leadership is often best given from above Disadvantages Senior managers have time to concentrate on the most important decisions (as the other decisions can be undertaken by other people down the organisation structure. Decision making is a form of empowerment. Empowerment can increase motivation and therefore mean that staff output increases. People lower down the chain have a greater understanding of the environment they work in and the people (customers and colleagues) that they interact with.   This knowledge skills and experience may enable them to make more effective decisions than senior managers. Empowerment will enable departments and their employees to respond faster to changes and new challenges. Whereas it may take senior managers longer to appreciate that business needs have changed. Empowerment makes it easier for people to accept and make a success of more responsibility. (http://www.learnmanagement2.com/) Matrix Organisation Structure Matrix organization is an attempt to combine functional and pure project organizations to couple the positive aspects of both and minimize the negative. Matrix organisation structure is widely used in many industries such as automotive industry. Each staff member is a member of 2 distinct organizations Advantages of matrix organisation structure Project as a point of emphasis PM takes the responsibility for managing the project. Project has reasonable access to all required resources without having to maintain them draws from the functional resource pool as required Less anxiety about what happens when the project is completed Response to client is as rapid as pure project Project has access to the administrative units of the parent firm to maintain consistency w/ policies, practices and procedures With several projects in work, matrix offers a better companywide balancing of resources Matrix organizations span the extremes of the organization spectrum from functional to pure project. Disadvantages include: Delicate balance of focus of decision making power between Project Manager and functional manager Multiple projects have to be monitored as a set to derive the benefits of a matrix organization Strong matrix organizations have problems shutting down projects similar to pure project organizations Division of decision making responsibilities between Project Manager (administrative decisions) and functional manager (technological decisions) is complex and not so clear for the operating Project Manager Project members have at least two bosses, the functional and the Project Manager. This can lead to confusion and disorder. Stanbic Bank Tanzania Organisation structure Based on aforementioned types of organisation structure and their feature Stanbic Bank Tanzania has adapted flat organisation structure with wider span of control and few levels of authority. In the Stanbic bank structure there is greater and quick communication between Management and employees which influence better team spirit and it is less bureaucracy hence quick decision making. The structure has less cost of Management due to fewer level or layers of management. However Stanbic Bank organisation structure has a number of disadvantages such as employees may be controlled by more than one manager hence employee may be confused on the reporting channels. This type of structure may hinder organisation growth as the case we have seen with Stanbic Tanzania with only 11 branches countrywide compared to other bank like National Microfinance Bank with 138 branch and was established 1997.function of each department in this type of organisation structure could be distorted and amalgamated into job of others. Flat organisation structure is normally limited to small organisation hence may not be suitable for a fast growing with large network Bank worldwide like Standard Bank group in which Stanbic bank is part of. Recommended organisation structure Chapter 3: Organisation culture and behaviour 3.1 Organisation culture Organisational culture is a system of shared values and beliefs about what are important, what behaviours are appropriate and about feelings and relationships internally and externally .Values and cultures need to be unique to the organisation, widely shared and reflected in daily practice and relevant to the company purpose and strategy. But there is no single best culture (http://www.cipd.co.uk/research/_visionandvalues). On the other hand Armstrong, (2007) defined organisation culture as the pattern of values, norms, beliefs, attitudes and assumptions that may not have been expressed but shape the ways in which people in organizations behave and things get done. Other definition for organisation culture includes: A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with the problems of external adaptation and internal integration that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to these problems. Schein (1985) Culture is the commonly held beliefs, attitudes and values that exist in an organization. Put more simply, culture is the way we do things around here Furnham and Gunter (1993) Culture is one of those terms that is difficult to express definitely, but everyone knows it when they sense it. One can tell the culture of an organization by looking at the office arrangement of furniture, what they boast about, what employees wear, language used etc. similar to what you can use to get a feeling about someones personality The concept of culture is principally important when attempting to manage organisation change. Most managers and other practitioners have realised that, despite the best-laid down plans, organisational change should include not only changing structures and procedures, but also changing of the corporate culture as well. Most of the literature generated over the past decade about the concept of organizational culture especially in regards to understanding how to change organizational culture. Organizational change efforts are noticed to fail most of the time. These failures have been related to lack of understanding about the strong role of culture and the role the it plays in organizations. That has become one of the important reasons that many strategic planners currently place more emphasis on identifying strategic values as the way they do mission and vision. Successful organisations are characterised by strong values and a strong guiding vision that communicates what behaviour is appropriate and what is not.

Fusion is The Future of Energy Essay -- Clean Power Alternative Energy

Fusion is The Future of Energy Abstract: Fusion energy is the same energy that provides the power for that of our sun and other stars. An example of Fusion energy is when two separate hydrogen atoms combine to form one helium atom. In this process some of the mass of the hydrogen is converted into energy. This energy is very powerful and is considered inexhaustible by the scientific community. But the ability to control this energy seems to be out of our reach. The "heating, compressing, and confining of hydrogen plasmas is very challenging." (NIF, 2007) Even so, many facilities such as NIF still try to learn the secrets of Fusion. Introduction: The idea of Fusion energy came from a man who lived in the 20th century. He thought that mass could in fact, be converted into raw energy. His name was Albert Einstein, one of the greatest minds of his time. As the years went by, physicists came to know of two ways to convert mass into energy. The two methods are known as fission and fusion. Fission is where neutrons are induced in a cycle of fissions to create more fission and so on. Fusion energy is energy produced nuclear fusion reactions. When two atomic nuclei fuse to create a bigger and heavier nucleus, extra mass in converted into energy. This energy is very hot and heats plasma up to ten times that of the sun. The trick is to keep the energy bottled up and going, scientist‟s predictions are all over the place and we still Future of Energy 3 have no idea what to do with the heat and how to harness it. To create a power plant we would have to complete 3 objectives: equilibrium, stability and transport. The plasma has to be in a constant state of equilibrium and stability to stay hot and we have to make sure the particles a... ...he NIF project going every year. Due to the unknown time schedule and the grand costs, it seems nobody truly knows when our Earth will become fully dependent, but Fusion energy is on top of everyone‟s minds as our future. References 1.Thinkquest, (2006). Fusion: Future Energy. Retrieved August 1, 2007, from Energy Matters Web site: http://library.thinkquest.org/20331/types/fusion/advant.html 2. Heeter, Robert (2000). How Fusion Reactions Work. Retrieved August 1, 2007, from The Nuclear Physics of Fusion Web site: http://fusedweb.pppl.gov/CPEP/Chart_Pages/3.HowFusionWorks.html 3. ITER, Project (2005). The ITER Project. Retrieved August 1, 2007, from Fusion Energy Web site: http://www.iter.org/ 4. DeMeo, Anthony (2004). Fusion Energy. Retrieved August 1, 2007, from Princeton Plasma Physics Lab Web site: http://www.pppl.gov/fusion_basics/pages/fusion_energy.html

Nietzsches Perspective on Abortion after Rape :: essays research papers fc

Nietzsche's Perspective on Abortion after Rape â€Å"The will to power.† A strong statement made by the philosopher, Nietzsche. He explains this statement in his work, â€Å"Thus Spake Zarathustra.† It can be found in multiple sections explaining different topics. When Nietzsche uses the phrase, â€Å"the will to power,† he means the ability to extend oneself to the furthest of capabilities. He believes that humans have the ability to always do their best, and try their hardest to improve themselves. In this work, he says that humans must overcome themselves and move towards that which is hardest. Giving up is not an option for him, unless in giving up you are pushing yourself to be greater. Abortion due to rape cases is the most controversial reason for an abortion. For the most part, when you ask someone if they think abortions are moral, they will say yes or no. If they say no, half the time they say with the exception of rape cases. With this paper being about the morality of abortion due to rape cases, the â€Å"will to power† idea fits. It can be used to explain either side. Nietzsche explained the idea to mean working to be the best you can. Having an abortion can be looked at as using your will to power because having it done will make you to be a better person. However, it can also be used to back up someone choosing not to have an abortion in saying that by having the baby you are forcing yourself to do the harder thing, therefore helping yourself to grow. I think that even Nietzsche would have a hard time arguing the validity of both of those arguments. Pregnancy can be a way of extending yourself. Extending yourself means growing to be the best you can. Pushing yourself to do better is what Nietzsche feels every person should do. This is â€Å"the will to power.† A person should always strive to do the best they can, whether it is to make themselves feel better or in competition with someone else. In having a baby and going through pregnancy, a woman is pushing herself to do what she feels is necessary to become a better person. Extending yourself involves facing difficulties. Facing difficulties in life helps you to grow. Part of what Nietzsche is saying in â€Å"the will to power† is that you have to conquer the hardest obstacle to make yourself better.

Harrison Bergeon Vs. 1984 :: essays research papers

Harrison Bergeron vs. 1984   Ã‚  Ã‚  Ã‚  Ã‚  Harrison Bergeron and 1984 were both based on a similar concept. This concept is creating peace by limiting and controlling the population. In George Orwell’s “1984';, it was done through brainwashing and doublethink. In Kurt Vonnegut’s “Harrison Bergeron';, it was done by limiting everyones abilities until everyone is equal in all ways. Each author used class systems, nature, and society to portray their negative utopia.   Ã‚  Ã‚  Ã‚  Ã‚  Class systems played a more important role in 1984, than they did in Harrison Bergeron. In 1984, there were three classes. The highest class, the Inner Party, controlled everything. They controlled what the people saw, heard, and read, and even what they thought. The middle working class, or the “regular'; party, did all the work that the inner party wanted to be done, in order to keep the population, including themselves, in control of everyone. The third, and lowest, class is the proles. The party does not even watch or care about the proles, because they are not important, and have no power at all. Harrison Bergeron apparently had everyone equalized through handicapping all those with extraordinary abilities. The classes were the same as they are in modern America, only with handicaps.   Ã‚  Ã‚  Ã‚  Ã‚  Human Nature was repressed in both stories. It is human nature to express one’s talents in some way. In 1984, any kind of personal expression was thoughtcrime, and would cause the guilty individual to be taken to the ministry of love, and brainwashed. In Harrison Bergeron, every person was unable to display any kind of superiority over anyone else. The strong were weighted down, and the beautiful were forced to wear masks. No one was able to display any kind of talent even if they wanted to do so.   Ã‚  Ã‚  Ã‚  Ã‚  Society had almost the same roles for men and women in both stories. In 1984, men and women were both treated the same, as mindless members of the party. They both had the same jobs and duties, and they both had the same rules. In Harrison Bergeron, men and women seemed to be treated the same as they are in modern society.   Ã‚  Ã‚  Ã‚  Ã‚  The search for justice actually contributed to the creation of both societies. Both were created in the hopes of eliminating crime and injustices by controlling the population. In 1984, there was only one crime, and only one punishment. If you commited thoughtcrime, you would be taken to the ministry of love and brainwashed, until you were fit to be released back into society.

MBA Essay Writing for B-Schools Essay

I come from a land of unparalleled physical beauty and the home of my heart- ‘India’. Today, I consider myself extremely fortunate to be here in United States which is also known for its best Academic Curriculums. For past two years, ever since I moved to States, I had been hoping and planning to earn an MBA degree and am excited to now be on the cusp of making that dream a reality. I’ve come a long way from the shy college freshman who initially could hardly even thought of being a ‘Class Representative’ because it would involve so much interaction with the fellow students and faculty, whom I hardly knew. But I conquered those first challenges and went on to become the faculty’s pet. My path hasn’t always been easy, but through the challenges and goals I’ve set for myself, I’ve grown into a Confident, Thoughtful and Respected leader at my work place and personal life. And I know that these new skills will serve me well as I embark on this next scholastic challenge and the career I see before me post MBA. I’ve chosen this specific MBA program because it provides strong conceptual oversight into the modern practice of management and good understanding of how to apply the theory we read in the course room to practice in the business environment. I see this as perfectly in-step with my goal of pursuing a career as a leading Marketing professional. I am sure the continued group work with my fellow students from various back grounds will serve to cement my new found confidence in my own abilities and ideas. My interest in ‘Marketing’ first sparked during my first year of Bachelors in ‘Advertising, Sales Promotion and Sales Management’ when I conducted a workshop on Personal Selling skills, in the college campus and was awarded with the ‘Creative Ability’ certificate. I was also selected to work for the State Level Exhibitions & Fair for which I was awarded with the certificate of honor in making the event successful. Later, after a couple of On the job training during my semesters, I completed my undergraduate with distinction and all geared up for the Big change hence forth.. In this ever broad global market place, I am aware of what an asset being a Multi-educated is, and to that end I plan to pursue my studies further before I hit the market. There how I pursued a one year ‘ International Post Graduate Diploma in Risk Management’ to improve my marketability. Soon later, I was offered to work with a Portal Company where I gained practical experience for about an year designated as ‘Communication Analyst’. Currently, if I am admitted to your program, I will bring with me Enthusiasm, Dedication and a Stalwart work ethic. I am proud of what I have accomplished thus far in my life and see much of it as a stepping stone towards a successful future in the business world. I now need to expand my skill set beyond its current level and I see the curriculum offered at ‘Adelphi University’ as a perfect way to do so.

1 Malaysia

A very good afternoon to the honor judges, Ms Linda and Ms Joane, all my friends and the fellow audience, and especially the organizer of this public speaking competition. My name is Chin Kar Mei, from DHT. Well! This is my pleasure for having a chance to present my speech at this stage. I am here seeking for your attention; my topic is about ? ExcellentCulture in Malaysia.? Hopefully all of you will enjoy for it. Ladies and gentlemen: First and foremost, our 6th Prime Minister, Dato ¶ Seri Najib Razak used to say, ?OneMalaysia should be existed today onwards?. Dato ¶ Seri continued saying that, ? This is the best solution for restructuring our society during the outbreak of a global recession?. What does it mean by One Malaysia concept? One Malaysia concept consists of 8 values. They are culture of excellence, perseverance, humility, acceptance, loyalty, meritocracy, education and the last one, integrity. All of these are prime conditions to reach 1Malaysia. This concept is neit her too hard nor too easy to be achieved.Since Malaysia is being developed, current Prime Minister espoused 1Malaysia concept and it is purposely takes into considerations the interests and aspirations of all communities in moving country forward. Ladies and gentlemen: Malaysia is a multi-racial community. For instance, Malays, Chinese, Indians, Iban, Kadazan and so on. Every Malaysian should understand and tolerate among each other in order to create a harmony place. There is a good example, understanding Islam among Muslims and non-Muslims. Non-Muslims cannot take alcoholic beverages, cannot take pork product and so forth. There is another situation, still could remember, when I was working in hotel last time. I have realized that there was several gangs in my department. They are Malays, Chinese and Indians gang. They were arguing among each other every time just because of small, little things. They were never ever tolerating among themselves. Until once upon a time, there was a severe mistake done by someone else. And because of this, warning letter will be given to everyone unless we able to find out the solution. Therefore, all the 3 gangs finally discussed together regardless the races and we really found the best solution.

Paradox of Samsung’s rise Essay

Summary Samsung has been grown up to the one of the world giant company. Thus, Samsung faces the challenge of moving beyond their home markets. As the company growing abroad, the CEO Gunhee Lee needed to reinvent the strategy. Thus, Samsung tried to follow the strategies of developed Multi National Corporation. Samsung multiplied Japanese management system and Western management system at the same time into the new Samsung’s Hybrid System. This system continuously improves the organizational process. It also creates the culture focusing on the innovation. Thus, the president Lee decided that sending the people abroad and hiring people who were non-Korean. That way, Samsung can openly experience lots of culture and systems and find what are the best suitable for the company. Samsung also provides the sufficient competition for talent, combined with a strong confusion tradition of respect for elders, through changing into performance based-pay system form seniority-based compensation an d promotion system. These several factors especially Samsung’s Hybrid system and Mix and match strategy led the Samsung to become a global company. Arguments 1. The purpose of hiring employees from outside is very ideal, but it is hard to headhunt talented people especially hunting the entry-level employees from outside. It works for high position (Samsung even uses their chartered plane to scout the competent people). However, what Samsung is trying to do is spreading whole company with new-thinkers and sending insiders abroad. How do they attract some big innovators from abroad for even relatively low position? Although it is clear that Samsung itself is internationally competitive enough, it will be very difficult to entice talented outsiders who want to work for their own countries. 2. In terms of Global Strategy Group (GSG), in this article, they are trying to dilute their geodraphical repatriation in Samsung. In reality, they are not many board members from outside. Most external employees are likely to go abroad after working Samsung for only few years. It tells that Samsung seems hard time to make their company global. There is still existed strong hierarchy culture inside. Also, high-pressured membership training in every summer is one of the important reason to lead new-thinkers go back to outside. Samsung’s strong confusion tradition of respect for elders and seniority-based compensation and promotion system are still existed. Thus, it seems to stand in the way of outsider’s loyalty towards Samsung.

Organizational Analysis: Apple Inc. Essay

Apple Inc. is an iconic United States technological company based in Cupertino, California. Apple is engaged in the development of World changing consumer electronic products such a mobile phones, music media devices, tablets, and personal computers. The company also sells and creates operating system software, peripherals and delivery of third-party digital content (iTunes) to consumers. Apple sells its products and services via it 250 U.S. and 140 international retail stores worldwide (Europe, Japan and Asia-Pacific), online stores and third-party wholesalers, retailers and resellers. As of September 29, 2012 Apple has 72,800 full-time employees and 3,300 temporary employees and contractors. Apple is one of the largest and most innovative companies in the world with increased net sales from $65 billion in 2010, $108 billion in 2011 and $156 billion in 2012. (Apple 10K) Two young entrepreneurs; Steve Jobs and Steve Wozniak founded the company in 1997. They relied on each other different strengths to propel the business forward. Wozniak was the technical know person and Jobs was the visionary who knew how to conceptualize the product. One of their early computer products was called Apple II. The next big product that brought Apple to the forefront of the computer industry was the introduction of the first Macintosh computer reveled to the world in 1984. Apple spent over 30 million dollars on the advertising of the product, which also launched the famous and iconic television ad that ran during the Super Bowl. Over the years the company has survived management conflicts were Steve Jobs left the company for many years, but was brought back 1997 to help revive Apple from dismal stock prices and competitors. In short, under Steve Jobs leadership the company shifted its focus towards making the best innovative and uniquely designed products Worldwide for consumers. (WPost) Structure: Organizational structure that keeps Apple â€Å"alive† is uniquely different than other multinational companies, but they still follow distinct rules of a well-function organization. To help understand Apple’s structure, we first need to look what is the company’s purpose. Apple wants to be number one at creating some of the best and innovative products for consumers that brings life changing user experience to customers. Formalization – Apple is derived from the create quadrant of the CVF were they pay close attention innovation and envision the future, but at the same they also have a very formal structure that is running in full start-up mode at all times and they can still take part in spontaneous actions without the politics and red tape of normal large companies Centralization – One of the key drives of Apple’s corporation is that they are a highly collaborative company that works really well together in the decision making process, but I would also say they are combination of a highly centralized and decentralized type of business. Hierarchy – Consisted of Steve Jobs being the visionary and visible leader of the company till his recent death. The person now steering the ship is Tim Cook, who is a veteran Apple employee and has been appointed several times as stand-in CEO in the past. Apple has what would be considered a tall organizational structure, but still unique because of how they foster collaboration. Complexity – Like any large multinational company Apple has an array of 10 Top Executives, Board of Directors and a CEO Tim Cook (Apple bios). Integration – Apple is a highly integrated organization, but once again due to how collaborative the company is, different organizational units and sub-units work very well together to meet the core objectives and goals of the company. Leader-Follower Relationships: Apple is probably one of the best in the tech industry, even though Steve Jobs has passed away. â€Å"Entrepreneurial leaders leave a lasting imprint on the structures on the organizations they found,† which is the case with Apple being led by Tim Cook now. The management styles are a little bit different between the two men, but the revenue numbers speak for themself in this situation. Apple’s structure allows the current CEO to carry on with business as it did in the past with the exception of trying figure out what would Steve Jobs do in this scenario of keeping Apple a vibrant company. Steve Jobs watched companies like Walt Disney be non-productive after their CEO passed away and did not want that for Apple, so he explained to Tim Cook â€Å"don’t ever try to figure out what would I have done in a certain situation, just do what is right for the company† (MSNBC). I think this type of leader-follower relationship transcends throughout the Apple organiza tion very well. Stakeholder relationships on the surface seem to be in very good standings. Apple is a leader in so many ways with making superior products; they are number one, who doesn’t want to be a part of the Apple machine? For example, the recently opened Apple store in Grand Central Station, all forms of stakeholders are benefiting from that deal; consumers, employees, Grand Central, New York City etc. Multiply that by various locations around the world and we have a majority of happy stakeholders ready to follow with open arms all because of the structure of how Apple operates its company. Productivity and performance due the company’s organizational structure allows Apple to be number one. For example, when netbooks were all the rage and Apple was introducing the first iPad and started coining the phrase we are now entering into â€Å"post-pc era,† some people or industries did not take that statement serious, but look at the numbers now. 95% of all web traffic from tablets are from iPads and it is only increasing every year (AllthingsD). The benefit and cost of the current structure is very evident all over the world, especially when Apple has a new product launch. It’s like a cult following (in a good way). For example, people start lining up all over the world; to get their hands on whatever product is being released; online sales via Apples website will start to have a 3 to 4 weeks backorder on products because they are in such high demand. Basically the current structure allows Apple to achieve high net sales on all products being sold and keeps their position as number one consumer product seller in the world. Culture At Apple, the work culture was driven by a passion for new products with no end to challenges and opportunities. Apple became the pioneer of the â€Å"Work Hard Play Hard† ethic. The corporate culture at Apple was exemplified by its intense work ethics. Al though it’s work environment was relaxed and casual, there was a very strong commitment to company deadlines. Apple was based on an idea that self-motivated individuals will work harder if they do not have a boss micromanaging every action. This unique structure of Apple had allowed it to grow and react more quickly to changes than its competitors like IBM and Microsoft. The reason Apple took action to a quick responsiveness, is that it was much easier to get a project started if there are only a few people to obtain approval from. One view of Apple’s leader follower relationship can be explained by how quickly Apple initially grew. Due to the ability to have employees make decisions at the lowest possible level. Corporate headquarters made policy and oversaw all activities, but the local employees made the day-to-day decisions in countries all over the world. This type of top-down philosophy allowed for quick responsiveness and resolutions to situations without involving the corporate headquarters, thus avoiding corporate red tape. Analysts have been known to summarize the work culture at Apple as fun, yet demanding. â€Å"Culture helps focus individual effort directly on achieving the organization’s objectives.† (Greenwald, P207) The Apple experience as a stakeholder has always been about the user experience not just the technology, even though the majority of the market didn’t care about that Apple wanted to be different. Apple is a company that is in the business of making markets vs. addressing markets. The Apple ego is a belief that it is the best company in the world and it should carry itself that way, all its lenders, employees, software designers and customers understand its ego and for those who don’t like it found out it has become a call to arms for all of the company’s stakeholders. Another way to view Apple is that it doesn’t ask people what they need but gives them products they decide they want. Think about a simple question, does anyone need an iPhone or iPad? Not really, but a lot of people seem to want them. Apple’s culture is based on some basic facts that really drive its productivity performance. It is a vertical integration company where most of technology is developed in house for its key products and it will have key advantages over other less vertically integrated companies and Apple makes â€Å"cool† products. Attention to design and detail, fit and finish really distinguishes Apple’s products from competitors. The iPod was not the first digital music player and the iPhone was not the first smart phone and the iPad is not the first portable computing device. But having differentiated business models where Apple develops and innovates products with key features like the iPod+iTunes and iPhone+App Store provides a strong competitive advantage, where this process makes it difficult for competitors to match what Apple is producing in a timely fashion. Apples culture produces and offers very clear and simple set of products. It’s easy to understand the differences between their products, product families and the various configurations where many other companies complicate things unnecessarily. Apple’s employees had to run their own show and work in a challenging and creative environment. Apple adopted a style that was not too formal or hierarchical and a more results-driven approach, which worked best for them. Apple fostered a culture of secrecy. The demand for absolute secrecy and insistence on control were infused into the company culture right from the beginning. â€Å"My job is to not be easy on people. My job is to make them better.†(Steve Jobs, 2010) Human behavior The understanding of the human behavior at the Apple organization has truly shaped its design, structure, function and culture by the following points. * Apple employees understand that a key internal emphasis at the company is that it cares about the design of its products more than any other firm in the market, unlike Microsoft who has done a poor job of creating aesthetically pleasing products. Apple’s focus on design shows it understands what consumers want and how to meet those needs and desires, and it sets out to beat any and all expectations. The pressure falls onto an employee who doesn’t help the company meet those needs they may end up with another company sooner than later. * Apple is known to do everything differently; therefore employees need to forget what they ever knew about the technology world. Whether it’s the design of products, system for developing ideas for new products or the way it handles data everything is different at Apple. Employees who function similar to a past employer is a mistake that could cause trouble within the rank and file. * Apple takes it flaws to heart and listens when it hears people criticize its products. They respond with firm tone and harsh statements in ways that other companies in the industry would not dare to replicate. Apple doesn’t like being told that it’s wrong. * Apple will never admit defeat no matter how badly its products are getting beaten. The company seems to find ways of turning itself around and out of the hole with an right strategies business action that saves the day. Nowhere is that more evident than in the computing market. With the results that Apple is setting record profits. * Apple understands attention to detail is key strategy that will pay off in the long run. Apple goes that extra mile which has become a staple of the company’s vision and it’s something that it expects from its employees. * Apple’s focus on technology domination worldwide is everything that the late Steve Jobs aspired to be. It was his ultimate goal to not only compete with his competitors in the all the markets his company competes in but rather destroy them. He wanted to make it clear to the world that his company was the best and would beat them all. At apple he established a culture that would help him achieve his legacy. Communication and decision making styles We know that the form of communication within an organization is directly reflective of its structure. Information is transmitted through diverse methods such as speech, writing, symbols, and body language. (Greenwald, Organizations; Management without controls, 2008) At Apple, communication is what they sell and what they welcome. â€Å"Whether or not you as an Apple employee choose to create or participate in a blog, wiki, online social network or any other form of online publishing or discussion is your own choice. In general, what you do on your own time is your business. However, activities that affect your job performance, the performance of other Apple employees, or Apple’s business interests are still covered by company policies and guidelines. This applies whether you engage in these activities in or outside of work, and whether or not you identify yourself as an Apple employee.† (Heath, Alex, 2012) It is clear that Apple knows that it is to protect itself from the very creative minds it cultivates. This policy leaves no room for unnecessary overlap. Business is business and that is what matters. â€Å"Apple runs an extremely tight ship, with tiny product groups; just two engineers were given the task of writing the code to convert the Safari browser to run on the iPad, a task that on its face seems like a huge undertaking that other companies such as Microsoft or Google might have devoted dozens of people to.† (The Dictatorship, 12) Apple, as a formal organization has had a long history of capturing informal leaders. The previous excerpt is from an article, which also describes the gathering of 100 exclusive employees. They were not all at same pay grade and or security clearances but they could be trusted to keep dates and products a secret as well as to give their honest opinions. â€Å"Every executive action, product or project has a â€Å"DRI† – directly responsible individual – who carries the can (or laurels) for its outcome.† (Heath, Alex, 2012) â€Å"The creative process at Apple is one of constantly preparing someone – be it one’s boss, boss’s boss, or oneself – for a presentation to Jobs,† writes Adam Lashinsky, who calls him â€Å"a corporate dictator who makes every critical decision – and oddles of seemingly noncritical calls too†. (Heath, Alex, 2012) While Apple does subscribe to what may be considered a ‘normal’ type of policy and set of norms, we often learn of the overlapping, dictator-ran, bully-driven ship that shines through in their product releases and market bravado. Observations: Our observations of Apple employees are limited to Apple Store ® employees. Although we have included various reports and accounts of encounters between Steve Jobs and other executives, we find it necessary to compare the culture levels on the outer bands of this grand organization. Passing by the Apple Store in any mall, it is apparent how different the selling atmosphere is. The products are all sprawled out for customers to play with and engage in. There is nearly a 1:1 staff/customer ratio. They have a â€Å"genius bar† where any consumer holding a MAC product can bring their device to for assistance. The environment is alive and vibrant. These geniuses are the face of the company to the everyday employee and they are raised and bread by Apple. They are taught communication styles, they are integrated into the norms and values of the Apple brand and they execute a marketing and sales strategy that benefits the customers and the company. This is done through verbal communication, non-verbal communication and symbolic communication. The entire store is a symbol of Apple. The training manual for the Apple Genius explicitly trains the employees on nonverbal queues and communications to control each interaction (Biddle, 2012). Apple Inc. executives could teach a PhD level course in human behavior and how to influence. It. Just as with any other product or organization, saturation levels are pushed if we don’t pay special attention to how we grow our business. In the early stages, Apple was more of a novelty and so could afford to hire ‘like’ minds to mind their storefronts. Having to expand its numbers in an effort to combat other retailers for sales, Apple has had to let in a second tier of mildly interested individuals who would be just as happy working for Geek squad ® at BestBuy ® or any other tech driven retail outlet. The promise of â€Å"first dib’s† and other benefits are now comparable to family discounts received throughout the malls. This is not only acceptable but it is a welcomed change in personnel type for Apple ®. The dictatorship can freely set plans for stores without worrying about everyone trying to become the next ‘Steve Jobs’. Part 2 – Team Analysis Team Formation: The team assignment was posted to the module 3 team assignment, but did not clearly state who the teams were comprised of. In an effort to be proactive and to get started on creating a team, Jim reached out to the entire class to try and obtain volunteers to work as a team to complete the assignment. Team member volunteers emailed Jim expressing their interest. Thirty minutes after his initial email, our team was formed. Initially the team consisted of Jim Fiorino, Amber Winters, Jason Shanks, Khari Clarendon, Kevin Connolly, and Michael Keys. Shortly after we formed this team, Dr. Kymn clarified team assignments and sent out communication to the class helping to bring clarity to the assignment. Dr. Kymn honored our volunteer formed team, minus Kevin who had previously left our class. The team formed is a formal organization, working and communicating with each other according to standardized patterns recognizable by everyone (Greenwald, 2008) as students under the larger group we all belong to, the Empire State MBA program. The team selection process reflected our coursework in our Human Systems and Behavior class, as well as earlier class work specifically Competing Values Framework (CVF). Our team has charged itself with finding the perfect balance to the 4 quadrants of the CVF, COLLABORATE, CREATE, COMPETE and CONTROL. The entire team is a group of independent and busy individuals who are all focused on completing the assignment on time, and making sure that we all contribute equally to the assignment given. Team members agreed to be flexible and focused in this process with the ultimate goal in site, a successful organizational analysis. Organization Selection Process: A list of companies was suggested via course email by Michael Keys and was sent to the team for consideration. The list included The Apple Store, Home Depot, Target, Macy’s, and Gap stores. Through email discussions, it was decided by consensus that the group would analyze Apple stores. Mike in the role of team liaison, texted Dr. Kymn with our result, and our selection was approved. Self managing teams are defined as groups of workers assigned the responsibility for making decisions over the manner in which work will be carried out, setting schedules, assigning individuals to perform specific functions, and evaluating members’ performance (Greenwald, Organizations. Management Without Control, 2008). This is a true example of our team, we all need to manage our own time and make decisions that are going to support the timelines discussed on our conference call and complete the specific assignments (specific functions) described earlier. Team Roles and Tasks Roles naturally defined themselves as our team members learned more about each other. Jim’s initial outreach to the entire class identified him as our team’s natural LEADER and PROJECT MANAGER. He was charged with keeping the team on task, on time and on topic. He also promoted positive and timely communication, key to the success of any organization. Our group by nature, is limited to strictly verbal/written communication in our virtual learning environment. This communication mode is characterized by use of words and numbers. Verbal communication has clear advantages over other modes for the exchange of deliberate messages. Transmission of data is always a verbal process (Greenwald, 2008). Amber took on the role of EDITOR and PROOFREADER. A major challenge of the approach our team took to writing this paper was creating it in five voices. The role of editor is important to put the paper in one voice. She also is responsible for reviewing the paper of grammar and typos. The team members shared a few common roles. We all played the role of TEAM MEMBER, RESEARCHER and WRITER. By assigning sections to each team member, we were individually responsible for researching our portion. Following the compilation of our research, we were each independently responsible for writing our 2 page section. Team Responsibilities: After agreeing on the organization to analyze, Jim reached out to the team and we agreed to have a conference call on Sunday December 9th to discuss next steps and to assign the work. Prior to the call Mike had sent out an email stating that he had already completed sections A & B of part 2, which was a great way to get everyone motivated on getting this assignment completed early. During the conference call, the work was split up among the team. Mike already completed A & B, Jason was assigned C & D, Khari was assigned E & F, and Amber was assigned G. Jim volunteered to take all of part two, the team analysis. During this meeting it was agreed that all team members would try and write two pages on their sections to meet the minimum assignment target of ten pages if the content. We agreed that each of our sections were to be completed by Wednesday night and emailed to Jim all of our work can be consolidate and sent over to Amber to allow her time to complete her part of the assignment. During this conference call we all agreed that we will regroup on Wednesday December 12th, to make sure that we are all complete with our sections and to seek assistance if needed. Team Outcomes: Our successful organization, role structure and communication allowed our team to be productive and successful. There were no disagreements or conflict and we all agreed that we want to complete the assignment early, but be successful in doing so. The entire team worked collaboratively with good discussions through positive verbal communication. . All of us shared in ideas and agreed on a time commitment and schedule. People who are collaborative share the same objectives, mutual and equal contributions, and a sense of collectivity among the group, producing a work environment that is free of conflict and tension (Cameron, Quinn, Degraff, & Thakor, 2006). Our two page sections were all emailed to our TEAM LEADER on time. He combined them and sent them to Amber for review and editing and for the summary to be completed. All team members met their obligations as agreed. Team Assessment: Our team can be defined as a high performance team. A high-performance team can be defined as a group of people with specific roles and complementary talents and skills, aligned with and committed to a common purpose, which consistently show high levels of collaboration and innovation that produce superior results. (Hanlan, 2004). The high-performance team has individuals who are highly skilled and are able to interchange their roles and are flexible. Our team operated in this exact manner and had positive outcomes. By definition, this is a good description of our team. Teams that are successful translate their common purpose into specific, measurable, and realistic performance goals. Specific goals facilitate clear communication and help teams maintain their focus on obtaining results (Robbins & Judge, 2009). Our time lines that we discussed on the conference call set clear goals and challenged the group to make sure that we left enough time for Amber to review the work and complete her section. Difficult goals have been found to raise the performance of team members especially to avoid letting down another member of the team (Robbins & Judge, 2009). Forming teams is almost always more productive than having people work by themselves (Cameron, Quinn, Degraff, & Thakor, 2006). This is very true when you have a team like ours that was very collaborative throughout the entire process. Because we were able to work independently, we are able to bring our own ideas to our assigned sections. Many new ideas come from individuals being given the time and resources and allowed to work apart from the normal activities of the organization (Cameron, Quinn, Degraff, & Thakor, 2006) Team Grade: As a team, we have agreed that our work qualifies for a minimum of an A-. We completed the project as assigned. It is our belief we met the challenge of this project by applying the tools of this class successfully. Through organization, structure, communication, role defining and proactivity, we were able to avoid conflict and complete this project on time and in good quality. Our established set of norms that exist within the graduate structure of this class set a good base for the team members to start from. Our team led the class in team creation before the professor was able to clarify the approach. We consider ourselves leaders. We are sure the paper isn’t perfect, no product from any working team is. But what it IS, is a successful compilation of teamwork. SUMMARY: Apple Inc. is a perfect company to analyze through the human behavior lens because their founders understood and structured their company with human behavior in mind. They considered their people and the behaviors that were desired, but they also pay close attention to the consumers and their behaviors. Jobs maintained a company by building a structure, culture, set of norms and values that fostered creativity. He was a genius of people and technology. Jobs did this at apple under 7 rules of success (his norms/values). Rule one is passion, because most people fail because they don’t love what they do. Rule number two is build a team of great people, success hinges on the ability to identify talent and the know how of building successful teams. Rule number three is vision. One must never lose sight of the big picture. Rule number four is creativity; you have to think outside of the box in business and in practice. Rule number five is to learn to say no more often. It’s all about the power of focus. Rule number six is help customers reach their dreams. If you don’t solve a problem, if you don’t accomplish a dream, you don’t have a business. Finally, work on your marketing message (communication externally). Trumpet your success and deliver it in a way people want to hear about it. Don’t be the norm or fill the status quo. (Gallo, 14 O) Steve Jobs says â€Å"Apple is an incredible collaborative company.† Did you know that? Do you by chance know how many committees they have at Apple? ZERO! Teamwork is key to Apple. Teamwork, in terms of trusting that people that will deliver what they committed to without watching them all the time. Jobs set up a training environment that taught his people about people and how to interact with them and get them to achieve the desired result (sales). There is a cult like following not only because of the quality of product, but because of the great care the leaders at Apple took to create and maintain their company in a way that considers (and possibly manipulates) human behavior. Recommendations for Apple Inc. are a bit more complex. With Jobs passing, Tim Cook is just starting to get his feet wet in running and driving the company. Consumers and employees have a high expectation for apple. In terms of structure and communication, roles and culture, it seems Apple is a leader. It will continue to be important for Apple to define that fine line between taking advantage of their knowledge of human behavior and manipulating it for strictly gain. Their technology has also been a leader in the industry. However they have many competitors who are catching up and arguably, surpassing them. The question will be how so they stay ahead and keep their creative people happy. It may require a new out of the box thinking. With new leadership in Cook, it is likely that there will be changes. He will have to establish himself with his people and his consumers who so loved his predecessor. References Cameron, K. S., Quinn, R. E., Degraff, J., & Thakor, A. V. (2006). Competing Values Leadership. Northampton: Edward Elgar Publishing. Greenwald, H. P. (2008). Organizations. Management Without Control. Thousand Oaks: Sage. Hanlan, M. (2004). High Performance Teams. Westport: Praeger Publishers. Robbins, S. P., & Judge, T. A. (2009). Organizational Behavior. Upper Saddle River: Pearson Prentice Hall. All Things D. (2012, May 25). Mobile devices now make up about 20 percent of U.S. web traffice. Retrieved from AllthingsD.com: http://allthingsd.com/20120525/mobile-devices-now-make-up-about-20-percent-of-u-s-web-traffic/ Apple. (2012, December 9). Apple Press Info. Retrieved from Apple.com: http://www.apple.com/pr/bios/ Apple Inc. (2012, December 9). Investors Relaitons. Retrieved from Apple.com: http://investor.apple.com/financials.cfm MSNBC. (2012, December 7). Rock Center – Apple CEO on challenge of keeping company cutting edge. Retrieved from Video.msnbc: http://video.msnbc.ms n.com/rock-center/50112247#50112247 Washington Post. (2012, December 9). Apple: A history of one of the world’s most valuable companies. Retrieved from Washingtonpost.com: http://www.washingtonpost.com/business/economy/apple-a-history-of-one-of-the-worlds-most-valuable-companies/2012/02/29/gIQA1VFVmR_gallery.html#photo=1 Don Reisinger (2010) Apple’s Corporate Culture: 10 Lessons for Staying in Steve Good Graces, Enterprise IT Technology News, retrieved from: http://www.eweek.com/c/a/IT-Infrastructure/Apples-Corporate-Culture-10-Lessons-for-Staying-in-Steve-Jobs-Good-Graces-825505/