How Do Men And Women Use Different Nonverbal Cues

How do men and women use different nonverbal cues to show interest and attraction in potential romantic partners? This research question can be applied to anyone that has ever felt attracted to another person. It is a broad topic, in the sense that it applies to both males and females and the findings can be applied to any heterosexual attraction encounter. There is a substantial amount of communication research done on the topic of relationships and marriages. It is a topic that many people are interested in because love and the idea of having and keeping a life partner is a goal for many. The question of nonverbal cues in the beginning stages of interacting with a potential partner is the first step in creating a relationship that could potentially lead to love and marriage, the ultimate goal for many romantic relationships. Separating the cues by gender is an important aspect of the research because males and females are very different when it comes to expressing emotions, especially romantic emotions. Further, seeing the difference between male and female cues can give researchers more insight into the motives behind actions that take place in the beginning stages of romantic attraction and even actions that take place during romantic relationships. According to anthropologist Helen Fisher from Rutgers University, a human beings body knows if another human being is physically attractive or not within seconds (Van Edwards). First impressions play a large role inShow MoreRelatedNonverbal Communication Is Defined As `` Messages Expressed By Non Linguistic Means?888 Words   |  4 PagesNonverbal communication is is defined as â€Å"messages expressed by non linguistic means†(Adler 188). This includes verbal cues that do not involve words such as: sighs, laughs, throat clearings, and other noises. Nonverbal communication also includes nonlinguistic dimensions of the spoken word such as volume, rate, and pitch. It also includes abstract factors such as physical appearance, the environment, and how far we stand away from each other and the way we use time. Nonverbal is also the factorsRead MoreActions Speak Louder than Words892 Words   |  4 Pagesbrains work differently, which causes them to have slightly different forms of interaction. Men have different proxemics, kinesics, and paralanguage than women do. Understanding these differences allow us to communicate effectively. All individuals give and receive nonverbal cues during conversation. Most individuals, when unsure whether to consider the speaker’s verbal or nonverbal cues, will pick nonverbal cues. This is because one’s nonverbal messages are natural and unconscious. It broadcasts theRead MoreEssay about Differences in Communication between Men and Women1185 Words   |  5 PagesIt is a well-known fact that men and women have vastly different styles of nearly everything, communication not excluded. Women tend to be more talkative and emotional whereas men are usually reserved and not quite as open with their emotions. Many differences indeed exist between the spoken language of males and females. What about body language? Nonverbal cues are often difficult to notice and even harder to understand. Some people may not even realize when they are communicating in this senseRead MoreDifferent Ways Nonverbal Communication Is Expressed, Examples Are Expressions, Eye Contact, And Body Lang uage ( Weitz1532 Words   |  7 Pagesexpressions of the respondent. There are many different ways nonverbal communication is expressed, examples are: facial expression, eye contact, and body language (Weitz). Each type of nonverbal communication is shown through visible aspects which allow the recipient to interpret or decode the message. Nonverbal communication is conveyed in various ways depending on the relationship of the individuals. Gender is the leading cause of variation in nonverbal exchanges, however; factors such as: statusRead MoreNonverbal Communication Essay1413 Words   |  6 Pagescommunicated through nonverbal channels like eye contact, facial expressions, posture, hand gestures, etc.† (Stinnett, 2015). Verbal and nonverbal messages are like a relationship, they work well together that way the message is sent and delivered appropriately and that there is no miscommunication. Women have their way of expressing themselves to their boyfriend, fiancà ©, and o r husband and vice versa for men. This paper will focus on the varying behavior of gender in expressing the different type of emotionsRead MoreA Pastor Is Not The Only Person Who Is Responsible For Controlling Their Nonverbals1581 Words   |  7 PagesA pastor is not the only person who is responsible for controlling their nonverbals. A good suggestions for all believers is to â€Å"use words if necessary.† This suggestion revolves around the idea actions should communicate the gospel clearly. The result of less words in a message is a stronger message. People are not going to need explanation if everything done aligns with the gospel. For example if a person shares good news with a friend, the response which is expected is one of joy. If all thatRead MoreNonverbal Communication1315 Words   |  6 PagesNonverbal Communication One thing we all have in common is that we must all communicate in one form or another. Everyone communicates if they know it or not. Both verbal and nonverbal communication is used during conversations. Using both forms helps convey and support the messages you are trying to send. Communication is the backbone of human existence. Without it we would be nothing more than organized matter. It has allowed us to grow, learn, build, and survive. When we talk to another personRead MoreUse of Nonverbal Communication at Work860 Words   |  4 Pagesme that he did not and he would talk to her about the email. A week went by and the employee was still having issues with the catering manager so, I setup a meeting with the General Manager and talked with him about the situation and what he would do to fix the problem. He assured me that he would talk with her about this issue and that would be taken care of. His facial expression of non-concern said otherwise that he would get to it if possibly or not at all. Of course it took another weekRead MoreConsent And The Potential Effects Of Affirmative Consent Essay1165 Words   |  5 Pageseffects of affirmative consent being implemented schools. The theory is that individuals do not have a common understanding of what sexual consent is. The hypothesis is that in college campuses, students have an unclear understanding of sexual consent, affirmative consent would decrease misunderstandings of consent and ultimately decrease sexual abuse. Requiring affirmative consent may decrease the vagueness of nonverbal consent and encourage parties to make it explicitly clear that they are interestedRead MoreVarying Definitions of Consensual Sex1065 Words   |  5 Pagesthroughout the assessment of what consensual sex is and how do you agree or disagree to sexual relations is a huge debate amongst many college students, both male and female. According to the academic journal, Journal Of Sex Research, college women are at an incre ased risk for falling victim to sexual assault compared to women of the general public throughout the United States. How so? College students are placing a great emphasis on nonverbal cues of sexual consent, and this is where opportunities of

The, Escape Proof Hiv Inhibitor - 2067 Words

NTRODUCTION An impermeable, escape-proof HIV inhibitor is yet to be discovered, more so engineered; however many scientists continue to expand the possibilities of HIV inhibition through renowned cutting edge research. Retroviral pathogenesis of HIV has been targeted at multiple stages of viral entry, replication, and release, with the most promising points of drug target being the initial interaction between the CD4 T-cell and the envelope mediated fusion of the HIV virion with the CD4+ Helper T-cell. Currently, HIV entry (fusion) inhibitors range from small lectins found in algae, to antibody based peptides, to elemental nanoparticles, and each targets a specific step, or multiple sequential steps, in the HIV entry process. Currently,†¦show more content†¦Presently, the predominant virus is HIV-1, and generally when people refer to HIV without specifying the type of virus they will be referring to HIV-1. The relatively uncommon HIV-2 type is concentrated in West Africa and is rarely f ound anywhere else. There are currently over 34 million cases of this disease reported worldwide.3 This disease is very slow to develop and may not cause any significant symptoms before it causes damage, as it is seen a person can have an HIV infection for years before it progresses to AIDS. Usually, people infected with HIV progress to AIDS when their CD4 cell count falls below 200. VIRAL LIFE CYCLE The main steps in the viral life cycle are (i) attachment of the viral gp120 to the CD4 T cell receptor, (ii) binding of the gp120 to CCR5 or CXCR4 co-receptors and (iii) fusion of the viral and cellular membranes HIV entry into the cell is mediated by its trimeric envelope (Env) glycoprotein gp120/gp41 complex and it happens in two major steps. [1, 2, 4] First, the surface subunit gp120 binds to the cell receptor (CD4) and a co receptor (CCR5 or CXCR4). Upon receptor binding, the gp41 which is originally sheltered by gp 120, undergoes a dramatic transition from its native state into an extended pre-hair pin intermediate. Then, the transmembrane subunit gp41 inserts its fusion peptide (FP) into the cell membrane and packs

Extraordinary Circumstance Review Free Essays

Introduction and Aim of the Review This review of WorldCom is based on the Extraordinary Circumstances by Cynthia Cooper. The purpose of review report is to conclude whether WorldCom satisfied the Code of Ethics and the Attribute and Performance Standards set forth by the IIA. Background WorldCom was one of the largest telecom companies in the world during 1996 to 2002. We will write a custom essay sample on Extraordinary Circumstance Review or any similar topic only for you Order Now The company helped to grow a small regional company that bought and re-sold long distance in the South into an international behemoth that operated in over 65 countries. However, in 2002, the senior management and employees perpetrated a massive fraud, and in June, WorldCom announced that it had â€Å"misstated† its financial statements over the last five quarters by $3. 8 billion. After coming out this scandal, WorldCom went bankrupt, and it has been the largest bankruptcy ever. Analysis Based on the book Cynthia Cooper wrote, WorldCom didn’t comply with the Code of Ethics and the Attribute and Performance Standards. Fraud The internet bubble that burst in March, 2000 is followed with much larger and more devastating collapse: Telecom. WorldCom’s financial statements were far worse than expectation that would result in stock price fall, downgrading company and most importantly—losing capital to acquire companies. Then CEO and CFO were planning to change the financial statements with mid-level accountants. They thought if the financial statements were better in next quarter, they could cover the change. But things didn’t go according to plan. They had to change the number until the whistle blew. Lack of risks assessment During the WorldCom expansion, CEO, Bernie led the company through 70 acquisitions in less than 20 years. Bernie was too audacious to expand the company without consideration. For example, when board didn’t want to invest any more capital or incur more debt on telecom, Bernie mortgaged everything he had to buy TMC outright. The strategy helps LDDS expand, but also planted bomb in the company which exploded in the future. Gambling rather than risk control When World Com was acquiring other companies, some were not willing to receive a combination of cash and stock. They would sell the stock as soon as they get. In order not to let the stock price fall, the executives in WorldCom bought the stock instead at a discount price. Luckily, as the result, the stock price went up dramatically. Low internal Audit department position Internal audit department was a dispensable unit in the company and didn’t get high attention during that time. Unlike external counterparts, internal auditors are usually employees of the companies they audit. Some companies choose to have only a small, token group, others none at all, and others outsource the function altogether, sometimes to the same public accounting firm performing the external audit. Cynthia Cooper was announced to be the director of internal auditing by CEO, Bernie. They probably had some deals under table during CEO fraud. Individual manipulation and lacking of proficiency LDDS was too big to have so many employees reporting to CEO, Bernie directly. Meanwhile, Bernie doesn’t have technical telecom or financial training and he was only interested in what he liked and understood. His goal was to make WorldCom to be the NO. 1 stock on Wall Street rather than capture market share or be global which implied the tragedy of WorldCom. He continuously acquired the other companies to make WorldCom bigger and bigger without deep consideration, even paid the price to lose his confidants. Lack of programs improvement WorldCom was praised as a â€Å"fast-growth† company—a rate of growth usually achievable only by external acquisition, not organic internal evolution. If WorldCom ever stops acquiring, growth will most likely slow, which will negatively impact analysts’ ratings and WorldCom’s stock price. The main business in WorldCom is not real telecom business; instead, it’s a acquiring and resell business. Thus, there were no improvement or clear organic structures in the company. What’s more, WorldCom didn’t have its own wireless network and it only sells wireless service, which would result in loss revenue later. Lack of after acquiring testing WorldCom acquired 65 companies successfully until the failure of acquiring Sprint. Internal auditing department only employed 10 people to monitor the huge company. Not mention to monitor and test the acquired companies. Lack of auditing CEO During the golden period of WorldCom, Bernie obtained loan from plenty banks which related to the stock price of the company. As long as WorldCom stock stayed higher above a level, banks wouldn’t issue a margin call, requiring Bernie to come up with the cash to pay down enough of the loan to bring the collateral to remain at a certain percent of the loan. As a result, when the stock market fluctuated in 2002, WorldCom stock price went down below the certain level, and the board had to help Bernie to pay the loan, or the stock price will keep falling as the banks lose confidence in WorldCom and sell stocks one after another. But at the beginning, there was no one to control Bernie not to borrow money and take that risk to pay marginal call. Conclusion WorldCom was proved to be a big success and a tragedy in the history. Its strategy of expansion through acquiring constantly helped it grow-up to be a top 100 company in the stock market. However, it’s precisely because this â€Å"crazy† acquiring method let the WorldCom ignore the foundation of operating activities. Investors neglect the cash flow statements rather than totally relied on the equity return. As the internal department, it didn’t play a good role in assurance and consulting activities for the acquiring process. Since the department wasn’t gain enough attention from the board and was usually influenced by the executives, like CEO—Bernie, it was hardly to let them perform well under the Bernie’s control. In this case, Bernie was seen as â€Å"Gods† in WorldCom and there was no one came up with objections, even some will oppose the acquiring, but at last Bernie still could do what he wants. Even Cynthia found there was a fraud from the new CEO and CFO after Bernie left WorldCom. It still couldn’t prevent the tragedy Bernie planted before. At the same time, this case also gives a lesson that power should be divided rather than central control, and the person who holds the power should have the enough capability and professional knowledge. ——————————————– [ 2 ]. On page 52 [ 3 ]. On page 57 [ 4 ]. On page 77 [ 5 ]. On page 84 [ 6 ]. On page 129 [ 7 ]. On page 175 [ 8 ]. On page 127 [ 9 ]. On page 152 [ 10 ]. On page 172 [ 11 ]. On page 183 How to cite Extraordinary Circumstance Review, Papers

Babe Ruth Essay Research Paper Ruth in free essay sample

Babe Ruth Essay, Research Paper Ruth in 1898 at the age of 3. ? The Babe Ruth Museum On February 6, 1895, Kate Schamberger Ruth gave birth to her first kid. George Herman Ruth, Jr. , was born in the house of his grandparents in Baltimore, Maryland. He was the first of eight kids born to Kate and George Herman Ruth. Unfortunately, most of the kids died in babyhood, and merely George, Jr. , and his sister Mamie survived to take a full life. Ruth? s father worked as a barman and finally opened his ain tap house. He and his married woman spent small clip with their boy because they worked long hours. Contrary to popular belief, immature George was non an orphan. For the first seven old ages of his life he was with his parents, but he survived without counsel on the dirty, crowded streets of the Baltimore riverfront. Young George experienced small, if any, existent love from his parents who made no clip for their boy. Ultimately, they felt that they could no longer care for their boy and on June 13, 1902, George Herman Ruth took his seven-year-old to St. Mary? s Industrial School for Boys. Not merely did he topographic point immature George in the school, but he signed over detention of the male child to the Xaverian Brothers, a Catholic Order of Jesuit Missionaries who ran St. Mary? s. St. Mary? s was both a reform school and orphanhood, which was surrounded by a wall similar to a prison with guards on responsibility. There were about 800 kids at St. Mary? s, which had four residence halls that housed about 200 childs each. George, Jr. , who by the age of seven had already been involved with arch affraies, was classified as # 8220 ; incorrigible # 8221 ; upon his admittance. Although for a few brief periods he was returned to populate with his household, he was ever sent dorsum to St. Mary? s, and no 1 of all time came to see him while he was at that place. Ruth with one of the Xaverian Brothers at St. Mary # 8217 ; s. ? The Babe Ruth Museum Possibly the one positive thing stemming from his clip at St. Mary? s was run intoing Brother Mathias. Brother Mathias was the chief martinet at St. Mary? s. He spent a great trade of clip with George, Jr. , supplying the counsel and support that the child did non have from his parents. He even helped immature Ruth develop as a baseball participant. It is because of his hard childhood and the positive influence of Brother Mathias that Babe Ruth came to love kids and why all of his life he went out of his manner to make things for childs, particularly those in demand. Baseball was a popular and primary signifier of diversion for the male childs at St. Mary? s and immature George Ruth, Jr. , displayed his potency at a immature age. He played all places on the field, was an first-class hurler and surely had the ability to hit the ball. By his late teens Ruth had developed into a major conference baseball chance. On February 27, 1914, at the age of 19, Ruth was signed to his first professional baseball contract by Jack Dunn, director of the Baltimore Orioles, at the clip a minor conference franchise in the International League. Because Ruth? s parents had signed over detention of the child to St. Mary? s he was supposed to stay at the school until the age of 21. To besiege this, Dunn became Ruth? s legal defender. Jack Dunn was good known for picking up childs whom he thought had major conference potency. When George Ruth, Jr. , appeared with Dunn at the ball park the other participants started checking gags, and one of the participants quipped, # 8220 ; Well, here? s Jack? s newest Babe. # 8221 ; The remainder of the participants besides started mentioning to immature George as # 8220 ; Babe # 8221 ; and the name stuck. Therefore began the celebrated calling of Babe Ruth. Merely five months after being signed by the Baltimore Orioles, Babe Ruth was sold to the Boston Red Sox. He made his introduction as a major leaguer in Fenway Park on July 11, 1914, fliping against the Cleveland Indians. In the forenoons, Ruth would patronize Landers? Coffee Shop in Boston, and it is here that he met Helen Woodford, a seventeen-year-old waitress. They married on October 17, 1914 at St. Paul? s Roman Catholic Church in Ellicott City, Maryland. As Babe? s calling began to bloom and his wage increased, by 1919 he was doing $ 10,000 per twelvemonth, he and Helen were able to purchase a place outside of Boston in Sudbury, Massachusetts. In December of 1919 Babe was sold to the New York Yankees, owned by Colonel Jacob Ruppert and managed by Miller Huggins. Prior to Ruth? s reaching in New York, the squad had neer won a crown. With # 8220 ; The Babe # 8221 ; as portion of their arsenal they became a dominant force in major conference baseball, winning seven crowns and four World Championships from 1920 to 1933. Dorothy, Claire, Babe and Julia go forthing for a trip in January of 1931. ? The Babe Ruth Museum In New York, Babe and Helen moved into the Ansonia Hotel on Broadway, which was besides the New York place for many famous persons. Unlike her hubby, Helen was diffident and reserved and did non bask the changeless ill fame that accompanied Babe whe rever he went. As a consequence, she preferred remaining at their rural place outside of Boston, where they had a farm with some 200 estates of land and privateness. In 1921, the twosome adopted a babe miss, Dorothy. On January 11, 1929, at the age of 31, Helen died of asphyxiation in a fire. Dorothy, who was eight at the clip was off at get oning school. Babe met and became earnestly interested in a immature widow, Claire Hodgson. Claire had come to New York from Georgia with her immature girl Julia in 1920 and worked as a theoretical account and actress. On April 17, 1929, the two were married in St. Gregory the Great Roman Catholic Church in New York. This was the twenty-four hours before the Opening Day Game against the Boston Red Sox at Yankee Stadium, and as a nuptials nowadays to Claire, Babe hit a place tally in his first at chiropteran. In October 1930, Babe officially adopted Claire? s girl Julia, while Claire did the same with Dorothy. Babe and one of his other loves, golf. ? Julia Ruth Stevens Had Babe Ruth been born fifty old ages subsequently he would unimpeachably hold been a star in several athleticss, at least as a child. However, at the clip of his young person, baseball was fundamentally the lone true # 8220 ; athletics of choice. # 8221 ; Nevertheless, the Babe was interested in about all clean activities and participated in most of them. He had a passion for runing and fishing, boxed, bowled but possibly one of his biggest athletic passions was golf. He loved the game and played whenever he could. As a affair of fact, his girl Julia still believes that were it non for golf he would non hold known what to make with himself after he retired from baseball. Babe plays Santa Claus for kids at a Christmas party for childs with childish palsy on December 10, 1947. ? Bettman Archive Possibly it was because as a kid he did non have the love all kids deserve, possibly it was because his childhood was such a hard one or possibly it was because of something all together different. Regardless of the ground Babe Ruth loved kids and kids adored him. Wherever he went kids flocked to him and he neer tried to deter them from environing him. He truly loved childs and felt that he had to make whatever he could to assist those kids who were in demand. Although he may non hold ever enjoyed public visual aspects, he neer turned down a petition to see or assist childs. He made infinite visits to kids in infirmaries and orphanhoods, and ever did what was asked of him to assist charitable causes associated with kids. This even included St. Mary? s. He neer tried to conceal his roots and hard childhood, and one time he became established he did much to assist St. Mary? s and the Xaverian Brothers who ran it. Babe Ruth? s last twelvemonth as a Yankee was 1934. He had a combustion desire to pull off in the major conferences. In 1935, at the age of 40, he announced that his playing yearss were through and that he wanted to go a director. In late February, Judge Emil Fuchs, proprietor of the Boston Braves, enticed Ruth to fall in the squad by doing him believe that the undermentioned twelvemonth he may go the squad? s director. Unfortunately for the Babe that neer came to go through. Ruth played his last major conference game on May 30, 1935, for the Boston Braves and announced his retirement on June 2, 1935. From that twenty-four hours on he kept trusting to acquire a opportunity to pull off in the major conferences, but the chance neer came. On February 2, 1936, Babe became a charter member of the Baseball Hall of Fame. In 1946, Babe was diagnosed with pharynx malignant neoplastic disease. Even though physicians performed surgery and he received radiation interventions, the malignant neoplastic disease could non be arrested. With physicians being unable to make any more for him, Babe was released from the infirmary on February 15, 1947. Subsequently, April 27 was declared # 8220 ; Babe Ruth Day # 8221 ; in every baseball park in the United States and Japan. Although excessively frail to wear his old uniform at the clip, Babe did do an visual aspect on that twenty-four hours at Yankee Stadium. His concluding visual aspect at Yankee bowl really came subsequently, on June 13, 1948, during the twenty-fifth day of remembrance of # 8220 ; The House that Ruth Built. # 8221 ; During the jubilation the Northerners besides retired his uniform, figure 3, and for that ground Babe put on the uniform for one last clip. At 8:01 p.m. on August 16, 1948, Babe Ruth lost his conflict with malignant neoplastic disease. For two yearss, his organic structure lay in province at the chief entryway to Yankee Stadium. Hundreds of 1000s of people stood in line to pay their last respects. Babe? s funeral was on August 19 at St. Patrick? s Cathedral in New York. He is buried at Gate of Heaven Cemetery in Hawthorne, New York. He now rests along side of his married woman Claire who was buried following to him after her decease in 1976. Ruth gives his farewell address at Yankee Stadium the twenty-four hours they retired his uniform. ? Julia Ruth Stevens ? from George Beim and Julia Ruth Stevens? book: Babe Ruth: A Daughter? s Portrayal To order Babe Ruth: A Daughter # 8217 ; s Portrait from Amazon Books, chink here. 31a

A Couple of Notes About Couple

A Couple of Notes About Couple A Couple of Notes About â€Å"Couple† A Couple of Notes About â€Å"Couple† By Mark Nichol Couple, from the Latin word copula, meaning â€Å"bond† (yes, the term is also the origin of copulate, which is synonymous with a sense of the verb couple), has some relationship issues, so careful writers should be aware of the word’s reputation and note its proper formal usage. Couple, as a collective noun, can be associated with a singular verb or a plural one, depending on context. But unlike other words in that class, it’s more likely to use a plural verb: â€Å"The couple is celebrating its fiftieth wedding anniversary† is just awkward, because the impersonal pronoun implies that the enduring union does not involve human beings. But â€Å"The couple are celebrating their fiftieth wedding anniversary† strikes many readers, even those who, like me, advocate the singular they, as clumsy. So, refer to the couple as â€Å"the two† or even â€Å"they.† Employing couple as an adjective (â€Å"Can I borrow a couple dollars?†) is common in speech but not appropriate in writing; the proper form is to treat the word as a noun followed by the preposition of preceding another noun (â€Å"Can I borrow a couple of dollars?†) When quoting a speaker in writing, silent correction interpolating of in the record of a person’s idiomatic speech without brackets or similarly calling attention to the change is advisable. An exception to the â€Å"couple of dollars† preference is when the noun is a numerical reference (â€Å"I bet a couple of hundred dollars on the game†); though this is the preferred form, omission of of in this usage is still common and not considered incorrect. However, of should remain absent from such statements as â€Å"I’ll buy a couple more batteries.† The noun couple is also used informally to refer to more than two people. The verb form lags in generally referring to two people or things, as in connecting of train cars, though this action may repeat sequentially. The form coupling can be a verb, an adjective, and a noun. Note, too, that â€Å"coupled with† takes a singular verb: â€Å"That incident, coupled with his behavior yesterday, is a clear sign of his instability.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Cost-Effective vs. Cost-EfficientExcited ABOUT, not "for" I wish I were...

Concept of Employee Downsizing

Concept of Employee Downsizing Introduction and overview of the article Human resource is an important capital for an organization; however, during organization change, employee downsizing may be an essential strategy for an organization’s survival. Employee downsizing may not involve laying off staff, but can be done through freezing of hiring. However, hiring freeze, also known as attrition, does not always result in staff reduction; instead, it may cause staff imbalances especially considering that there is no replacement of retiring employees[1].Advertising We will write a custom report sample on Concept of Employee Downsizing specifically for you for only $16.05 $11/page Learn More Employee downsizing is defined as planned reduction of the workforce by either laying off, early retirement or failing to replace retired staff and does not include termination due to poor performance[2]. This strategy is used by organization to cut back the cost of operating. In addition, downsizin g is done to reduce managerial layers, hence speed up decision-making process, to increase productivity and increase core competencies, and outsource peripheral duties. There are various criteria that management uses when choosing the employees to downsize productivity, age, competency of employee and health or fitness of the employees. Generally, managers indicate that they use performance appraisals and evaluating skills of employee when selecting employees for downsizing[3]. Downsizing can produce adverse consequences to employees and the employer. Generally, employee motivation on those left behind is largely affected, which can be translated to low productivity. Besides, the organization can lose valuable staff due to voluntary retirement that may be difficult and expensive to replace. In the event downsizing is unavoidable, management should ensure that the process is done at the appropriate time, proper selection criterion is used, while sufficient communication and secrecy is maintained to avoid negative effects[4]. In another perspective, both the leaving and staying employees may be affected health wise. Therefore, this research evaluates the effects of downsizing on the health of leavers and those staying in an organization. This article evaluates the health of employees in municipal before downsizing and after downsizing. Consequently, the article tests the hypothesis that employees with health problems before downsizing in an organization are the target of layoffs, while the health of leavers after downsizing is dependent of reemployment. In support of first hypothesis, many researches indicate that, organization may consider the health of an employee during downsizing. Generally, various researchers suggest that loss of job due to downsizing considerately affect the health of employees.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Theme an d article summary The theme of this article is health trends of employees before and after downsizing. It explores the links of health problem with being targeted for layoff and the consequences of being laid off on individuals’ health. The research was based on two hypotheses selection and consequence hypothesis. The selection hypothesis suggests that employees with health problems are a target of being made redundant while consequence hypothesis indicated that downsizing increased the risks of health problems. Leavers were grouped into three categories depending on the amount of reduction of days worked, which included minor, intermediate and major. Consequently, they were also classified as reemployed leavers or unemployed leavers. In deed, this pre downsizing health problems determined whether leavers obtained subsequent employment. The result was that, employees who obtain reemployment after downsizing expressed better health than their counterparts did. However, the st ayers experienced the highest risk of health problems after downsizing. Generally, this was attributed to high levels of stress and anxiety due to strict supervision by the management. Importantly, the research dispels the selection hypothesis that claimed that leavers were less healthy than stayers were. Contrary to the selection hypothesis, healthy and more competent employee easily volunteered to leave. Authority, timeliness, and Bias The research was conducted by a panel of experts in the field of human resource management hence a reliable authority in the matter. In addition, it comprised of several authors who brought onboard wide variety of expertise and knowledge on the matter. Despite this, the article has weaknesses as it reports on a research done in 1990, which is quite a long time ago; hence, the findings might not be applicable in present settings. Finally, the authors have referenced many other authors who may contribute to some preconceived notions. Accuracy, Reliabi lity and Viability The research evaluated the health of both stayers and leavers, hence creating a platform for critical comparison. However, the research did not evaluate the reasons for leaving by the leavers. Data concerning health before downsizing was collected in a fairly stable time, hence producing accuracy. However, the findings may not apply universally as labor and social policies differ from one country to another. Primarily, data was collected from employers’ records and questionnaires filled out by employees, hence the data used were reliable. The participants in these research comprised of a wide range of employees including different sexes, age groups, and thirty-two variant job categories.Advertising We will write a custom report sample on Concept of Employee Downsizing specifically for you for only $16.05 $11/page Learn More Furthermore, the research was conducted over three years duration, giving sufficient time for possible conseq uences of downsizing to be identified. Moreover, the research categorized the leavers and the stayers into smaller categories that aided comprehensive assessment of each group. Methodology The researchers used quantitative methodology research technique through consultation and evaluation. Based on previous research on impact of downsizing on health of stayers, the researchers sought to identify the effects of downsizing on both stayers and leavers. They used a methodology of testing two hypotheses selection and consequence hypothesis. Analysis, Significance of the findings The article illustrates the impact of various levels of downsizing on the employees, both leavers and stayers. Consequently, it outlines various levels of downsizing. The findings support the consequence hypothesis; leavers were exposed to physiological, mental, and physical problems. Moreover, the selection hypothesis is disapproved partially since there are employees who are willing to leave voluntarily and ar e healthier than the stayers are. Subsequently, the stayers in the job categories where there was major downsizing expressed more health problems than their counterparts in other job categories that had lower downsizing did. The findings can be used by social service providers in supporting employees who lost their jobs to avoid health complication. Based on these findings, proper structures can be formed by the governments to meet the needs of immediate unemployed persons. Moreover, the organization can provide safety nets to assist its employees to transit easily from employment to unemployment status. The finding can also be used to compel organizations to put in place programs and mechanism to aid employees during downsizing[5]. In quest for high productivity and effectiveness, the organization can formulate downsizing in a manner that would lower the negative health effects on employees[6]. Strengths The major strength of the research is that, foundational information and data was collected before any rumors of downsizing were spread. This is in realization that, the fear of downsizing can affect the health of employees even before loss of job has occurred. Besides, the respondents that were involved in this research were many, hence a sufficient sample to evaluate and draw conclusions. The data excluded employees who retired due to old age in this research.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, the researchers did not use reduction of number of employees as a measure of downsizing; rather, they calculated the number of days worked. The sample being worked on comprised of several correspondent from wide demographic and variant job categories, hence providing a viable sample. Finally, the article articulates its findings and methods clearly, and gives logical explanations. Limitation The major limitation of these findings is that the research did not include the reasons for leaving during downsizing. These factors can influence the likelihood of employees to obtain new employment. Additionally, the research included early retirees in the group of non-employed leavers, which can influence the findings, as most of these persons were relatively older and prone to health problems. Consequently, the researchers did not attain statistically significant percentages that support the claim that non-employed leavers have higher health problems. Several assumptions were appli ed during this research, which can influence the findings. Moreover, many other factors that contribute to ill health are not factored in this research. The research links lack of reemployment opportunity to poor health, while there are other factors that contribute to lack of jobs i.e. economic forces and competency levels. Therefore, the authors recommend additional research on how downsizing affects stayers and leavers. Nevertheless, the article is written by several authors that could have led to lack of objectivity of the matter. Summary The research draws a link between downsizing and the level of downsizing to the health of the affected employees. Primarily, this research clearly indicates that there is connection between deterioration of health and downsizing of employees. It suggests that non-employed leavers are at a higher risk of various health issues compared to other groups. Nevertheless, the stayers in job categories that experienced major downsizing were also largely affected i.e. higher levels of downsizing implied higher risks of health problems. In addition, leavers with better health have better chance of reemployment compared to unhealthy leavers, which contradicts the selection hypothesis. In addition, the research concluded that the average age of reemployed leavers was lower than unemployed leavers. Further, the health of reemployed and non-employed leavers did not differ significantly from stayers in job categories that experienced minor or no downsizing. Data The data clearly indicates a correlation between health problems and downsizing in an organization. However, in some respect, the research did not obtain statistical significance percentage to support the claim. Importantly, organizations and the local governments’ structures can be set in order to help employees to transit from employment to unemployment during downsizing. Employee loyalty Besides lack of motivation, employees especially stayers lack loyalty and commitmen t to their employers and their responsibilities is prevalent during downsizing[7]. Mainly, loss of loyalty is caused by fear, anxiety, and strict supervision. Additionally, employees are concerned about possible job loss, chances of advancement, new supervisors, and hence variant expectations[8]. In deed, lack of loyalty is higher in job categories that are more exposed to major downsizing. This can translate to lower productivity or even lose of valuable employees due to insecurity. Therefore, during downsizing, the organization management should formulate plans to motivate the stayers and restore employee trust and loyalty in the organization. Bibliography Anertez, Bengt Ekman, Rolf. Stress is Health and Disease. Weinheim: Wiley-VCH, 2006. https://books.google.com/books?id=JSXzO-iZElwCprintsec=frontcoverdq=Stress+is+Health+and+diseasehl=enei=SyhMTZ2pK5LW4gaD4IyODAsa=Xoi=book_resultct=resultresnum=1ved=0CC8Q6AEwAA#v=onepageqf=false . Diane publishing Company. Workforce Reduction: Downsizing strategies used in selected organizations. NY: Diane Publishing, 1995. https://books.google.com/books?id=BwUNAAAAIAAJpg=PA25dq=Diane+publishing+Company:+Workforce+Reduction:+Downsizing+strategies+used+in+selected+organizations.+Diane+Publishing,+1995hl=enei=gyhMTfynF4_qOdmsoOAPsa=Xoi=book_resultct=resultresnum=1ved=0CCgQ6AEwAA#v=onepageqf=false . Roussea, Denise. Psychological contracts in organizations: understanding written and unwritten agreements. California: Sage, 1995. https://books.google.com/books?id=FG1qprRMUlECprintsec=frontcoverdq=Psychological+contracts+in+organizations:+understanding+written+and+unwritten+agreements+California,+Sage,+1995hl=enei=5ChMTYygMY704Qb2ntiuDAsa=Xoi=book_resultct=resultresnum=1ved=0CCwQ6AEwAA#v=onepageqf=false . Shalhoub, Zeinab Karake, Zeinab. Organizational downsizing, discrimination and corporate social responsibility. CT: Greenwood Publishing Group, 1999. https://books.google.com/books?id=B_T7lvd0mHECpg=PA96dq=Organizational+down sizing,+discrimination+and+corporate+social+responsibility.USA,+Greenwood+Publishing+Group,+1999hl=enei=GylMTdY0oLDgBsOJgfgLsa=Xoi=book_resultct=resultresnum=1ved=0CCsQ6AEwAA#v=onepageqf=false . Yankelovich, Daniel. Mother Jones Magazine, Vol. 22, No. 4, Jul-Aug 1997. Mother Jones Publisher, 1997. https://books.google.com/books?id=oOcDAAAAMBAJpg=PT63dq=employee+loyalty+during+downsizinghl=enei=5BxMTdOVMoXrOZqAiSQsa=Xoi=book_resultct=resultresnum=4ved=0CDYQ6AEwAw#v=onepageqf=false . Footnotes Diane publishing Company, Workforce Reduction: Downsizing strategies used in selected organizations, (NY: Diane Publishing, 1995), p. 6. Denise Roussea, Psychological contracts in organizations: understanding written and unwritten agreements, (California: Sage, 1995), p.212. Diane publishing Company, ibid, p.31 Zeinab Shalhoub Zeinab Karake, Organizational downsizing, discrimination and corporate social responsibility, (CT: Greenwood Publishing Group, 1999), p.60. Diane publishing Company, ibi d, p.35 Bengt Anertez Rolf Ekman Stress is Health and Disease (Weinheim: Wiley-VCH, 2006), p.106. Daniel Yankelovich, Mother Jones Magazine, Jul-Aug 1997 Vol. 22, No. 4 (NY: mother Jones Publisher, 1997), p.60 Diane publishing Company, ibid, p.32

Innocence and disilussion in Desiree's Baby Essay

Innocence and disilussion in Desiree's Baby - Essay Example Why it seemed but yesterday that Desiree was little more than a baby herself." Desiree’s Baby† by Kate Chopin is a touching tale of how both love and pride affect all our actions. Love is a quality gifted only to some people. "Love is patient and kind. Love is not jealous or boastful†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Love never gives up, never loses faith, is always hopeful, and endures through every circumstance." On the other hand, Pride has the opposite effect because it is egged on by a hatred of falling below ones standards. Pride makes a person so selfish because it centers on â€Å"self† and is totally destructive. Kate Chopin depicts the protagonist Desiree as a "beautiful and gentle, affectionate and sincere young woman."(p. 31) and then shuttles between the love and pride that effects all the choices made by all the characters in the story. Kate Chopin’s â€Å"Desiree’s Baby,† is so realistic in its portrayal because of her creation of lifelike and believable characters. She relies on a lot of symbolism and imagery lending depth and innocence to her characters. To highlight social divisions she uses color imagery such as black and white. She also uses Biblical connotations such as comparing Desiree with God and Armand to Satan. Chopin brings Desiree’s innocence forward when she wholly accepts Armand’s love for not guessing that he has a deep seated desire as well as hatred towards her racial background. Armand’s world seems ironic as he builds up an image of white supremacy and traps himself within its walls. Armand goes to the extent of discarding Desiree and getting involved with a white mistress, La Blanche. Though she is fair – skinned, yet she is of mixed blood from a slave background. The actual irony is that Armand is dark- skinned and evil but portrays himself as white and good. Desiree is so innocent and childlike and does not guess what is going through Armand’s mind. Though Armand knows well about the truth of his ancestry, yet he has

Madeleine Essay Example | Topics and Well Written Essays - 1500 words

Madeleine - Essay Example The talks with the prostitutes in her neighborhood started altering Madeline morals. However, she moved to St. Louis to live with a friend while she was seventeen. She began to work in a factory but realized she was pregnant after working for a few months. She thus ran away from the friend’s house and moved into a brothel within Kansas since she could not support herself financially. To hide her identity, she invented the name Madeleine Blair. She later lost her baby and almost managed to avoid being engaged in sex trade when she migrated to Chicago. In Chicago, she started her life working in a department store. However, the salary is meager and she could not support herself. She ended up getting back to prostitution. Therefore, the major reason why Madeleine got into prostitution was the unplanned pregnancy. When she realized she was pregnant, she was ashamed of herself and left her friend’s house. Since she had no means to support herself she ended up getting into pr ostitution. Another reason that led Madeleine get into prostitution was her early exposure to talks regarding prostitution. She had lived in environments where prostitution was considered a lesser vice. Therefore, she easily got into the sex industry when she was compelled by her financial needs. Although she was aware of the existence of sex industry, she had tried to avoid being a prostitute by searching for a noble job since she wanted to retain her respect. However, the dire need for money and her condition of being pregnant drove her into the industry. Alter some time, her desire for money increased making it hard for her to leave the sex industry. She started migrating from brothel to brothel and ended up establishing her own brothel in Canada. 2) What does her story tell us about life during the late Gilded Age? How was she affected by industrialization, urbanization, rural decline, and the social problems associated with these transformations? In the Autobiography, Madeleine approves that the sex industry was of great economic benefit to the western countries. Madeleine considers prostitution as the only way that women could contribute to economic growth. Even the authorities and most people in Canada viewed sex industry as important in enhancing economic growth. Men considered brothels as crucial and would even go to nearby town in search of sex if there were no brothels in their locality. As industrialization progressed, men started earning better salaries. Most of them spent part of their salaries to pay for sex. This demonstrates that industrialization contributed to increase in prostitution. Madeleine describes her brothel as one that constituted an important social and economic component. It fulfilled the needs of the working class (Anonymous 180-184). To the girls who worked in the brothel, it was their source of income hence a form of employment. Moreover, the local municipal authorities greatly benefited from the bribes that Madeleine gave the m. The common people viewed prostitution as an important component of the local economy that was beneficial to all. Women could get employment, the authorities made profits, and men had some place to spend their leisure time. Therefore, people viewed brothels as institutions as important sector of the economy that enhanced exchange of money. With industrialization, there was increased number of women in urban centers. To them, prostitution was a noble way of earning

Imaging the Shoulder and Upper Extremity Essay Example | Topics and Well Written Essays - 250 words

Imaging the Shoulder and Upper Extremity - Essay Example This can occur in people of all ages and can be a result of a severe fall. Standard radiographs may show the fracture but in cases where vascular injuries are present, more scans around the humerus condyles and humerus head need to be done. Distal radial- The part of radius near the wrist is known as the distal part and so the fracture of the radius is known as distal radial fracture .It is also known as wrist fracture. It occurs when there is a fall on outstretched hands or other accidents. Lateral radiographs in some cases not sufficient to identify the fracture and in some cases fractures are not visible, in such cases intense imaging such as CT scans become handy. Scaphoid fracture- Fracture of any of the scaphoid carpal wrist bones is known as scaphoid fracture. It is a result of any fall where the weight is concentrated solely on the palms. Scaphoid fractures are not easily detected and in 50% cases go unnoticed with X-rays until the fracture has advanced. Even with the help of CT scans and MRI fractures are not identifiable and the diagnosis depends on the doctor’s

Theories of Leadership in Tata Group

Theories of Leadership in Tata Group Introduction: Leadership is integrated part of our life. According to corporate chief and former US presidential candidate Ross Perot, the principles of leadership are timeless because, in a rapidly changing world, human nature remains a constant. We all experience leadership in our life from early childhood in our families, through friendships, social and sports activities, school higher education, to politics government and of course in our work, we all recognize leadership in other people and often in ourselves. In government, global corporations and small businesses alike, the leadership role is becoming more demanding, more open to scrutiny and more difficult [Roger Gill]. The development of leadership theory also parallels the development of organizational theory. The bureaucratic form of business organization is characterized by laissez-faire leadership whereby so-called leaders tend to avoid taking a stand, ignore problems, not follow up, and refrain from intervening or transactional leadership, in which leaders practise management by exception, focusing only on deviations from what is required, and contingent reward, rewarding people (either materially or psychologically) for achieving what is required. The emergence of the post-bureaucratic form of organization in the late nineteenth century reflects the development of the concept of transformational leadership. Theory Approaches to Leadership: Many Leadership theories and approaches have been evolved around Style, Trait, Behaviour, Situational and Charisma. Many researchers made efforts linking some of the theories across these leadership approaches. However each leadership model has its merit, assumptions and limitations. Most recent researches are conducted on Situational Transformational leadership styles. Various leadership Gurus presented new models as variations to the already existing models. Max Weber, MacGregor, Bass, Bennis Nanus are some of the most important researchers in the area of transformational leadership. However the difference between transactional and transformational leadership is vital in getting the whole concept of transformational leadership theory. In general, a relationship between two people is based on the level of exchange they have. Exchange need not be money or material; it can be anything. The more exchange they have the stronger the relation. Managers expects more productivity from emp loyee in order to give good rewards. In this way, if something is done to anyone based on the return then that relation is called as Transactional type. In business, leaders announce rewards in turn to the productivity. These relations are all about requirements, conditions and rewards. In life, at one point of time, things happen without expectation from other side. Transformational Leaders work toward a common goal with followers; put followers in front and develop them; take followers to next level; inspire followers to transcend their own self-interests in achieving superior results [wordpress.com]. Table 1, given below shows Basss full range model of leadership. Table 1 Leadership Approach in TATA Group: TATA Group founded in 1868, is an Indian multinational conglomerate headquartered in Mumbai, India. The Group has more than 500,000 employees spread over six continents (more than 80 countries). TATA Group current market capitalization estimated worth $80bn and is the largest private corporate group in India. TATA Group is biggest employer in UK, employing more than 50,000 people. TATA Group has main interests in communications, IT, engineering, materials, services, energy, consumer products and chemicals. Its current chairman, Ratan Tata is the most influential business leaders in Indias and the worlds most influential person right now. The Tata Group is known for its valued business ethics and corporate governance. Leadership Development in TATA Group: TATA Group has long standing leadership program in its system. Their leadership program is based in British administrative service model. TATAs leadership development programme aims at grooming the managers of today into the leaders of tomorrow. The leadership development programme conceived by JRD Tata, the late chairman of TATA group in 1950s. The idea behind the leadership programme known as Tata Administrative Services (TAS) was to select and groom young managers, provide them opportunity for professional growth, and make them leaders of tomorrow. This is TATAs in-house programme and has goal is to provide training to high performers, act as a cradle of change and develop the leadership qualities. Most of the TATA Group companies are traditionally led by these groomed leaders. Evident Leadership in TATA Group: The TATA Group leadership style has been quite consistent since its existence way back to 1868. The TATA Group has incorporated more leadership changes which are essential in current environment to drive towards to be more competitive. In terms of leadership style, TATA Group has adopted a team-led culture and collective approach. With Ratan Tata as leader of the Group, the management style of the entire TATA Group has changed considerably; trust became a huge facet and theme of the group. Ratan Tata has put a complete organisational restructuring when he took over in 1991 as leader of the TATA Group, by taking a more matrix-style approach building teams. These changes would have obviously transformed a lot in the business, senior managers would have had to be on their toes and flexibility and adaptability became essential qualities to have. The leadership changed from a centralised, command centre to a much more distributed form with employees and all managers enjoying greater respo nsibility and knowledge about the Group, which would have in turn; motivated them to work harder and as a group. From distinctive leadership models available such as the McGregor Theory X and Y; where a theory X manager believes workers dislike work, are not creative and avoid all responsibility while a theory Y manager believes that workers get as much enjoyment from work as they can derive with leisure, accept responsibility and are creative; it can be seen from this, that Ratan Tata wanted all his managers to be modelled as closely to Theory Y and he himself could be called a Theory Y manager. He encouraged managers to be innovative and share all their ideas, consulting actively with them and giving them more responsibility and importantly encouraged team-working. Five Factor Model (Big Five): Emotional Stability: Ratan Tata has very low anxiety within him and has great sense of security with his future leadership. Extraversion: Even being a bachelor Ratan Tata is very sociable. He has produced very positive affect on future leadership of TATA Group. Openness: He believes in originality and versatility. By making  £1200/- car he has shown his great interest with and innovation seeking personality. Agreeableness: Within his management team Ratan Tata is well trusted and very friendly. Conscientiousness: He is very dutifulness. He spent most of his life working for TATA Group without any self-interest. He is very well organised as well. Style (Behaviour) Theory in TATA Group: As per style theory, there are three types of leadership models are evident in leadership. These are as follows. Autocratic Democratic Laissez-faire Ratan Tata is a leader who engages more democratic style of leadership approach. However at previous occasion has used other two kind of style as well. He is more democratic because he always encourages his group leadership to be creating good communication and participation. Future leadership are well informed about future strategy and they are very well engaged in decision making process. Most of the group long-term and short-term strategies are formulated by the lower rank of the leadership. They are treated as stake holders. Until now TATA Group has got leadership within them. Ratan Tata has occasionally shown some form of autocratic style of leadership. Sometimes when needed especially when quick and informed decisions have to be taken, but he is never too commanding in his nature, being a man of few words and being more of a man of action, this is evident from the manner he aggressively pushes for bold international deals, such as during the global acquisitions of business powe rhouses such as Corus, Jaguar and Land Rover, and Tetley Tea. One of his senior leadership team member, Muthuraman( Executive Director) refers him Ratan was the chief architect of the Corus deal. I was worried about the magnitude and the amount of money. But he instilled confidence. In daily routine matters and in developing the leadership, Ratan Tata also uses facets of the Laissez-Faire model such as the delegation of important duties and decision-making, he also does not in any way interfere with any managers functioning, he might make a broad strategic assessment but he does not interfere in operational issues and details, this shows that he has complete trust and faith in his managers and believes in their ability, this quote from Gopalakrishnan, an executive director of the company, shows how much value Ratan Tata places on his trust, this can be highly motivating for managers and workers alike, I remember what Ratan told us at a meeting. He said that he will continue to trust all his managers, but once they lose that trust, he will go after them. I think that is a very fair deal. Max Webers Leadership Model in TATA Group: Looking at Max Webers Transactional and Transformational Leadership models, where a leader is classed in three forms which are Bureaucratic, Charismatic and Traditional, where a bureaucratic leader is one who is always bound by the set rule and does not want to go beyond them; a Traditional leader is one who does and follows everything from a long past or history and always loyally obeys these traditions; a Charismatic leader is one who uses his own laurels or abilities to inspire and is one who can be described as radically opposed to administrative rules and legal principles. From these models, Ratan Tata falls into the Charismatic form because he is one who leads by example, coming up with highly innovative ideas such as  £1200 (Rs. One Lakh) car the Nano, budget hotels or low-end watches, he brought radical change to the Tata Group as a whole, changing it from its Traditional mindset to new more flexible and adaptive cultural mindset. Bennis Nanus Transformational Leadership Model in TATA Group: We can see from Bennis and Nanuss Transformational Leadership model that the transformational leaders groom their followers into self-empowered leaders and their main focus is to articulate vision and values clearly so the newly self-empowered leaders know where to go. Their traits include logical thinking, persistence, empowerment and self-control. Benniss and Nanus has evolved the model which emphasis on the four Is of Transformational leadership, which are Idealised Influence (being a role model) Inspirational Motivation (creating a team spirit, motivating and provide a challenge) Intellectual Stimulation (innovation and creativity) Individual Consideration (mentoring and providing support for followers) Ratan Tata, Chairman of the TATA Group has been proved a true transformational leader. We can see all Is built-in in Ratan Tata. He is the leader with great vision hence he knows right approach to groom future leadership. He has implemented the team spirit in whole group at every level. He empowers all his managers and executives and has complete faith in them, he is extremely innovative and is credited for much of the Groups new products, he places a great deal of importance to his RD department and he definitely cares deeply about the welfare of all his employees and managers. During the Mumbais terrorist attack in Taj Hotel, he took front line in leading at the time of crises. In his vision statement he articulated One hundred years from now, I expect TATA Group to be much bigger, of course, than it is now. More importantly, I hope the Group comes to be regarded as being the best in India. Best in the Manner in which we operate, best in the products we deliver and best in our valu e system and ethics. Having said that, I hope that a hundred years from now we will spread our wings far beyond India, that we become a global group, operating in many countries, as Indian business conglomerate that is at home in the world, carrying the same set of trust as we do today [www.tata.com]. As a leader of a global business group, Ratan Tata knows the fierce competition experienced by his business empire. He makes all effort to make his business competitive at global level. Through transformational leadership process TATA Group has made their processes and technology up to date. Once Ratan Tata said to his managers in his vision speech A company or business which remains static is a business that will die; a company that constantly changes and accepts that there are better ways to do things than the way they are done today, is a company that will survive in the global market that we face. From this statement we can infer that he knows the importance of developing a good leadership within group to take TATA Group to new heights. Ratan Tata involves strategy in leadership. He is a deep thinker and a brilliant strategist as is described by one of his Executive Directors, Alan Rosling, He is a deep thinker and extremely strategic. He is always 2-3 steps ahead. Ratan Tata is a man of strong integrity, ethics and valued principles. He cultivated the same across the TATA Group companies. One of his companies CEO said Tata has shown that there is no other way he will do business other than do it ethically. He believes in strong value based leadership approach in doing business. Ratan Tata has led the TATA Group to transforming from local business group to become a global leader. Conclusions: Ratan Tata of the Tata Group is a more kind of transformational leader. He made Tata Group as global brand. He has provided inspiration to leaders within his own company. In Tata Group leaders are engaged in decision making at every level. Ratan Tata has successfully led and motivated its CEO/MD of the group companies to be ambitious. He has always adopted a ethical approach in group business. Ratan Tata has adopted a management by consensus style. He stated once When a number of persons are involved I am definitely a consensus man, but that does not mean that I do not disagree or that I do not express my views. Basically it is a question of having to deal with individual men heading different enterprises. You have to adapt yourself to their ways and deal accordingly and draw out the best in each man. If I have any merit it is getting on with individuals according to their ways and characteristics. I have dealt with a hundred top directors and I have got on with all of them. At times it involves suppressing yourself. It is painful but necessary. To be a leader you have got to lead human beings with affection. Ratan Tata has ability to spot the talent. And once he has confident that a manager will perform, he gave him a long rope. Leading a large group of companies in the days of fast changing business scenario of changing regulations, increasing competition and opening up of economy could be an arduous challenge for many. Leading the firm through these times and four-folding the groups revenues could be a dream. Doing this requires clear vision, innate conviction, ability to inspire and guide along the way. Ratan Tata established himself to be the right leader who has helped the company sail through the turbulent waters and reach the desired lands. These targets never existed or were thought not feasible by the company earlier. This all achieved because of the inspiring leadership. Reference List DBS Managing People Lecture Notes Roger Gill, Theory and Practice of Leadership, Sage Publication, 2006 Robins, S.P Judge T.A (2010) 10th Edition, Essentials of Organizational Behaviour, Pearson, ISBN 0-13-815763-4 http://leadershipchamps.wordpress.com/2008/08/04/transactional-leadership-vs-transformational-leadership/ http://business.outlookindia.com/inner.aspx?articleid=682editionid=22catgid=70subcatgid=464 http://www.tata.com/company/Articles/inside.aspx?artid=YJbf7uiUY0M= Visionary Leadership: Creating a Compelling Sense of Direction for Your Organization (Jossey Bass Business and Management Series): Burt Nanus Tata Group Annual Reports (1991 -2011)

The Epic of Gilgamesh :: essays research papers

Before we read 'The Epic of Gilgamesh' we were learning about ancient civilizations. This book gives us a story to understand how people acted, who they looked up to, & what they believed in. 'The Epic of Gilgamesh' may not be an important text to read, but it's better then taking notes. By reading the story & doing a BBQ everyday is like the same thing. So 'The Epic of Gilgamesh' should be read in the ninth grade global history, since it fits so well with the curriculum. No matter what time period it is just about all civilizations have gender roles. In ancient Sumer most of women in the story are portrayed differently. One of them was a slut (Harlot). Another was completely crazy who hated rejection (Ishtar). After Gilgamesh washed & changed his clothes Ishtar fell in love with him. So Ishtar asked Gilgamesh to marry her. When she was rejected she was furious. Ishtar went to her father Anu & told him what happened. ?My father give me the bull of heaven to destroy Gilgamesh? this quote was found on page 87. Every civilization, country, & state needs a leader if it hopes to be successful. Leaders need to take charge & keep things in order, but a good leader would also be open to change. At the beginning of the story Gilgamesh is hated by all of the people of Uruk. They thought that Gilgamesh was arrogant & he was unfair. Everything changed when Gilgamesh met Enkidu. They started out as friends but when Nisum adopted Enkidu as a son, Gilgamesh & Enkidu got even closer. When Enkidu died Gilgamesh was devastated so he had a statue made for his brother.?Then Gilgamesh issued a proclamation through the land, he summoned them all, the coppersmiths, & the goldsmiths, the stone-workers,& commanded them , ?Make a statue of my friend this quote was found on page 96. This was reckless of Gilgamesh but instead of staying locked up in his room he requested to have something made in his friend?s honor. Gilgamesh showed excellent leadership qualities by taking charge of the situation. Through out this book when ever the characters are faced with a problem they turn to religion. The religion of the story is polytheism which is the belief of many gods.