Leadership The 9 Biggest Mistakes a Leader Can Make

Authority The 9 Biggest Mistakes a Leader Can Make As a feature of an ActionCOACH work day a month ago, we saw an edifying videoâ on administration botches set up by Harvard Business Publishing. Nine business pioneers were asked what they considered the greatest error a pioneer can make. Their answers are exceptionally uncovering. The video was made in August 2010, and when I recall the report about business and government pioneers in the course of recent years, I can arrange those victories and disappointments to at least one of the bits of knowledge underneath. I can likewise observe where I for one am succeeding and where I can utilize some improvement. A large portion of these authority errors can be ordered under the class of either hubris/presumption or absence of trustworthiness. I have summed up them for you here (Stylistic note: I decided to utilize the words and diction of every pioneer as opposed to be totally reliable with the structure of each answer. I trust you’ll pardon me this one time!) Which of these authority blunders talks most to you? Bill George, Harvard Business School The greatest mix-up you can make as a pioneer is to placed your own personal circumstance before the enthusiasm of the association you run. In the event that you’re paying special mind to your own cash, force, acclaim, and greatness, that’s wrong. Pioneers have a profound obligation to all voting public they speak to †clients, workers, investors, and so forth †to do that duty. Administration isn't about your own notoriety and magnificence. It’s a duty. Evan Wittenburg, Head of Global Leadership Development, Google, Inc. Selling out trust. In the event that you break that one, nothing else will matter. Ellen Langer, Professor, Harvard University Being sure. At the point when we confound the strength of our outlook with the security of the hidden marvel, we go about as though we know. At the point when you think you know, you don’t give any consideration any more. Vulnerability ought to be the standard. Adventure the force in vulnerability. Andrew Pettigrew, Professor, Said Business School, University of Oxford Not satisfying their qualities. Pioneers who embrace esteems yet don’t convey them are all the time discovered, and quickly turned over. Gianpiero Petriglieri, Affiliate Professor of Organizational Behavior, INSEAD Don’t be so excessively enchanted with your own vision that you lose limit with respect to self-question. Energy and reason (positive characteristics) can now and again transform into fixation. You become helpless on the off chance that you lose the ability to see results, to take a gander at possible destructions, different ways things can be, or voices you may be disappointing. Carl Sloane, Professor Emeritus, Harvard Business School Individual presumption/hubris. Befuddling the size or achievement of the endeavor with the individual’s persona. That makes more prominent social separation and force separation, which is demotivating for most associations and individuals, and which expands the opportunity of committing huge errors. Jonathan Doochin, Leadership Institute at Harvard College Acting excessively quick. Executing before considering the issue. In corporate America and regularly government, you’re frequently drinking through a fire hose of issues, with brief period to step back, assess, and reappear with vision. The best thing a pioneer can do is make a stride back with their supervisory crew, look for counsel, thoroughly consider it, at that point move back to execution. This comprehends issues for the time being and is additionally useful for long haul system. Scott Snook, Professor, Harvard Business School As people, we’ll acknowledge practically any authority style as long as it’s predictable. We will track down two things: 1) when it’s about the pioneer. It must be tied in with an option that could be bigger than yourself. 2) not being genuine, steady, unsurprising, or in respectability. Our biggest dread is the point at which we need to ask, â€Å"Which one (character) is coming in today?† Like Jekyll and Hyde. For whatever length of time that there’s consistency, and it’s about an option that could be more noteworthy than the pioneer, we’ll regard that pioneer. Daisy Wademan Dowling, Executive Director, Leadership Development at Morgan Stanley Not acting naturally intelligent. Not exploring your own conduct, how to create yourself, and how your conduct influences others. You should be eager to hold a mirror to yourself and see what impact your administration is having on others. The most noticeably awful pioneers destroy forward, commit errors and don’t think back, not learning as they go or acting naturally mindful about how they’re influencing the individuals around them. While there are a lot more goofs a pioneer can make, it appears to be every one of them fall under one of the administration botches recognized previously. For example, making an organization about creation cash, and dismissing the fundamental qualities is a mix-up. I trust it falls under #1, #6, and most likely #9 too. The inclination toward concentrating on cash over all else is an indication of becoming involved with a game that at last isn't fulfilling to win. Errors will undoubtedly be made. Striving to satisfy others is additionally a misstep; it falls under #4 and #8. In the event that you’re not following your inward compass, you won’t be steady or dependable in adhering to your own qualities. The potential missteps I need to concentrate on are consistency and following the qualities I embrace. At times I am apprehensive I am being that Jekyll Hyde character. I compose such a great amount about administration to remind myself how to remain in trustworthiness with my own vision of how I need to lead. I don’t consistently succeed, yet I generally do #9 †self-reflection! I’d love to hear your accounts of your own administration wins and disappointments, or how you see the pioneers around you have succeeded or committed errors in the territories above. If it's not too much trouble share!

Careers in law are open to all and the legal profession is sufficiently diverse. Discuss.

This exposition will start by summing up the historical backdrop of the situation of ladies in the public arena, move to look to the difficulties that face ladies and businesses lastly, sum up steps that can be required with an end goal to wipe out such limitations. Ladies have taken on a long conflict against subjection. As late as the twentieth century, in England and Wales, ladies remained legitimately subordinate to men. In different societies, this position stays by and by today. In England and Wales, coverture alluded to the privileges of ladies being subsumed by those of her significant other through custom-based marriage. This legitimate regulation left ladies without a character and gave her significant other control of her, her property and the authority of her youngsters. Conjugal assault was not banned until R v R preceded the House of Lords in 1992. Society saw ladies simply as objects of their spouses. It was not worthy for ladies to contemplate medication or law or to take part in legislative issues. Liberal standards were suppressed by the conviction that ladies were silly, irritably unfit to manage such subjects and their place was in the house being a docile spouse and maternal parent. During the war exertion, specifically, lad ies demonstrated that they were equipped for holding down significant jobs inside the workforce and society all the more for the most part, and were viewed as discerning and shrewd in their deduction as their male partners. Ladies were allowed testimonial in 1928 through the Equal Franchise Act and have since separated the boundaries into practically all callings. In spite of, in principle, ladies being able to do everything a man can do, challenges remain that make it hard to recommend that people are genuinely equivalent. Both society and the legitimate calling currently bolster ladies setting out on professions inside the business. By 2008-9, 60% of every single new admission to the Roll were ladies and 52% of those called to the Bar around the same time were ladies. The Bar society showed that in 2009, 34% of counselors were ladies. These figures show that ladies currently make up over 33% everything being equal, in any case, attorneys are typically accomplished and regularly from high financial standing, so this figure doesn't completely speak to whether the legitimate calling is assorted for the normal lady. Factual proof likewise demonstrates that ladies despite everything battle to be selected to the most elevated situations inside the lawful calling. Scarcely any ladies are elevated to Queen’s Counsel and the primary lady to sit inside the House of Lords was just selected to this situation in 2003. Ladies are customarily paid lower than men. The Equal Pay Act 1970 has endeavored to comprehend the difference between the male and female compensation hole, be that as it may, it isn't remarkable for an instance of this nature to emerge. As of late, a representative sued her manager, Lewis Silkin, in light of the fact that she was being paid lower than a male partner. Contentions propose that because of the more passionate, delicate and maternalistic nature of ladies in contrast with men, frequently ladies pick to represent considerable authority in various regions of law, for example, family or individual injury law instead of male commanded specialisms, for example, corporate or banking law. Family and individual injury law are likewise frequently less prominent and don't depend on worthwhile arrangements so the specialisms are regularly not also paid. To excuse a lady for falling pregnant and needing maternity leave is out of line excusal. Pregnancy does, be that as it may, assume a significant job in this discussion. Most bosses would accept that a young lady will enjoy a reprieve to have an infant later on and the way that having a youngster is generally less problematic to the work life of a man, it makes the male partner a less expensive and more secure alternative in the long haul. A break in work is viewed as problematic and managers need to fill that position during the maternity leave, adequately making the business pay twice for a similar activity to be finished. In when managers are confronting extreme monetary occasions, having dependable staff that don't need to be traded for expanded lengths shows up, on face esteem, to be economically practical choice. Besides, there is a worry for the business that childcare issues may cause disturbance and lost working hours when the representative returns. Lawful experts who are i ndependently employed, for example, advodates, can discover the change unmistakably progressively troublesome as far as taking care of their living expenses and holding customers during maternity leave and the pressure of another child when they later come back to work. In 2004, the Bar Council distributed arrangements that spread the issues of maternity, paternity and adaptable working hours trying to adjust family life and legitimate practice. To effectively mirror this point, the strategy has expanded the time a barrister’s seat might be open lease free with Chamber’s costs from a quarter of a year to one year. In Heard and another v Sinclair Roche and Temperley (a firm) and others, it was decided that the firm had unlawfully separated on the grounds of family status and joined with unlawful sex segregation, comprised out of line treatment. This case emerged when the firm neglected to advance or progress the person. The firm had an aggregate of 36 accomplices and just 6 were ladies. This case recommended that ladies are additionally more averse to be selected to administrative positions, especially if the ruling force is male. Different contentions propose that ladies are more enthusiastic than men and workplace issues are increasingly present. Webley recommends that ladies battle to advance in the calling for an assortment of reasons including manly office culture, the weight of working extended periods of time and high charging targets and disappointment with commodification’s impact on work quality. Regarding the legitimate calling, legal counselors speak to the lawful situation of their customer and to do as such, must relate well and genuinely comprehend the circumstance of their customer. On the off chance that all legal advisors were men, one could address whether ladies in the public arena would ever be sufficiently spoken to by the legitimate calling. There is a contention to state that there is as much a spot for ladies in the calling as men, as ladies tackle issues in an alternate way, can be progressively merciful and can adjust an all-male workplace. Parliament has made endeavors to permit more prominent access to the lawful calling to minority bunches by authorizing enactment, for example, the Courts and Legal Services Act 1990. The principle reason for this sanctioning was to change the legitimate calling after the discoveries of the Benson Commission during the 1970s. To the legal executive, specifically, significant changes were made to arrangements and annuities and critical changes were actualized towards the association and guideline of the legitimate calling. The Constitutional Reform Act 2005 later suggested that a free body ought to be made to manage the arrangement of judges, which came after analysis from the Law Society in regards to the old framework. Such authoritative and cultural help towards the openness and decent variety of the legitimate calling ought to impart a cheerfulness into influenced ladies that the calling is moving the correct way. There have been a few endeavors by the calling itself to advance and empower availability and decent variety. The PRIME activity saw 23 UK and Irish law offices meet up to shape a noteworthy activity to expand social portability through a wide running work experience plot. While this activity concentrated more on financial status as opposed to sexual orientation, the outcomes recommend that genuine open doors inside the lawful calling have been offered to the individuals who are in any case far-fetched to have been given the chance. Taking everything into account, the lawful calling isn't yet adequately different. Both verifiable and contemporary measurements demonstrate a predisposition towards men because of the maternalistic idea of ladies. Measurements show a pattern that the calling is moving the correct way as far as fairness, assorted variety and openness for ladies, in any case, the fight for really equivalent treatment, rights and pay for the two sexes is a continuous issue inside the legitimate calling, all things considered in the public arena for the most part. Truly, ladies were avoided having a personality and rehearsing inside the lawful calling since they were viewed as silly and unable. While that discernment has plainly vanished, which is a positive move, ladies despite everything face difficulties because of the physiological contrasts among people. These distinctions will never show signs of change and except if there is a move in the mindset of employers’, these are probably going to be difficulties that stay for the span. One could contend that the fight among balance and decent variety inside the legitimate calling and business feasibility for entrepreneurs will never really resolve. Book index Deborah, L. ‘Title of the article’ [2001] Women and the Legal Profession 156 Fredman, S. ‘Discrimination Law’ (New York, United States: Oxford University Press Inc, 2001) Leighton, P. ‘Discrimination and the Law’ (Camp Road, London: Short Run Press, 2004) Macdonald, L. ‘Equality, Diversity and Discrimination’ (Camp Road, London: Chartered Institute of Personnel and Development, 2004) McColgan, A. ‘Discrimination Law’ (North, America: Hart Publishing Co, second edn., 2005). Bug Anleu, S. ‘Law and Social Change’ (City Road, London: Sage Publication Limited, 2000) Sargeant, M. ‘Discrimination Law’ (Essex, England: Pearson Education Limited, 2004) Sommerland, H., Webley, D., Duff, L., Muzio, D., Tomlinson, J. ‘Diversity in the Legal Profession in England and Wales: A Qualitative Study of Barriers and Individual Choices’ Suddards, H. ‘Sex and Race Discrimination’ (Camp Road, London: Chartered Institute of Personnel and Development, second edn., 2002) Webley, L., Duff, L. ‘Women Solicitors as a Barometer for Problems inside the Legal Profession: Time to Pu

5 Promotional Items that will give you Massive Brand Exposure

5 Promotional Items that will give you Massive Brand Exposure Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!5 Promotional Items that will give you Massive Brand ExposureUpdated On 08/11/2019Author : Ram kumarTopic : BusinessShort URL : https://hbb.me/2qAw98w CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogIt may be a digital world, but demand for quality promotional goods is stronger than ever. In fact, research carried out by the British Promotional Merchandise Association (BPMA) has found that a direct correlation exists between promo materials and brand awareness, making it more important than ever to invest in the right products to engage your target audience. Additionally, the BPMA found that promos had a higher return on spend than other forms of advertising, thanks perhaps to their direct nature and the opportunity to engage individually with the recipient.In addition to supporting brand recall, promotional products have longevity. This means that your investment will go further and last for longer. Every time your prospect picks up your branded item to use, they will be seeing your logo and contact details and hopefully using them! Compare this to a fleeting social media post or update which can be expensive to stage and shoot, and which can result in nothing more than some likes.Growth CategoriesAs with any industry, the promotions sector is experiencing notable demand in certain categories. For example, the highest growing reported categories for promotional products are:Green and environmentally friendly productsUSB accessoriesMobile phone accessoriesBranded or promo sweetsPromo bagsCustomers want to see value and utility from their promotional products and those which also offer environmentally friendly benefits are also extremely popular. Think of items such as reusable jute bags and reusable bamboo coffee cups that also tap into the high-end coffee trend. At the same time, there are categories that are always particularly hot sellers, such as branded u mbrellas and the trusty pen.1. Branded PensThese are a time-honoured staple and most businesses will always keep at least some in stock. Those that run events or have direct marketing campaigns will invest in various branded pens in a variety of colours, designs and types, recognising that unit costs drop considerably when products are ordered in bulk. For example, colourful biros could be ordered for an event, and more exclusive branded fountain pens make a great Christmas gift for loyal B2B clients.  2. Branded UmbrellasUmbrellas are up there amongst the most practical promotional gift ideas, especially in a country as rainy as the UK. They certainly satisfy the utility criteria that customers want to see and when you choose good quality options, they will provide longevity too. Perhaps your clients play golf, in which case you could treat them to golfing umbrellas. If your target audience travels, commuter-style folding umbrellas are a good option. As an added bonus, everyone who walks past the umbrella will also see your branding; making it akin to a piece of moving advertising.READ5 Ways To Develop Your Skills For Career Growth3. Promotional BagsThese are also highly flexible, depending on your needs. Choose reusable jute bags for longer-term use or single-use branded bags to distribute branded materials at an event. Choose a recycled plastic for green points and extra value in your target audiences eyes.4. Branded MugsClients love to receive these as branded mugs can be used at any time of the year, bringing advertising directly to their eyes as they enjoy a quiet moment with their favourite hot drink. Branded mugs are surprisingly cost-effective and they make a great leave-behind for a sales visit too.5. Promotional Digital GadgetsA hot growth category for obvious reasons, this type of promo is particularly good for clients and prospects on the go and for younger customers who are always online. Look at portable charging units, screen protectors, USB st icks and other digital gizmos which are entertaining, useful and fun and which best present your brand. Send them with a direct mail campaign or hand them out as an event.Go Green with your PromosAgain, this is a really important category which taps into consumer consciousness about the environment and the importance of recycling and reusing items. Most promotions providers will have a product category of its own for green and environmentally friendly products, which could range from reusable bamboo coffee mugs through to wooden pens, reusable bento boxes and even potted seeds for the executive desk.Whatever promos you choose, remember to order enough for your annual calendar of marketing activity, including direct mail, events, sales visits and so forth. When you order in bulk, you can save greatly on the unit cost.  Integrating your marketing campaigns with the right promos should drive a strong return on your investment in the form of happy prospects and returning customers.

Employers Organisations and the State in Nigeria - Free Essay Example

Sample details Pages: 5 Words: 1438 Downloads: 9 Date added: 2017/09/21 Category Advertising Essay Type Argumentative essay Level High school Did you like this example? AN EXAMINATION OF THE RELATIONSHIP BETWEEN EMPLOYERS’ ORGANIZATIONS AND THE STATE IN NIGERIA BY ANYIAM, IJEOMA LUCRETIA DECEMBER 2009 INTRODUCTION Don’t waste time! Our writers will create an original "Employers Organisations and the State in Nigeria" essay for you Create order According to J. T. Dunlop (1958), an industrial relations system is comprised of the following actors: * A hierarchy of managers and their representatives in supervision (or employers and their associations) * A hierarchy of workers and any spokesmen (the workers and their unions), and * Specialized government agencies (or the state) concerned with workers, employers and their relationships. Employer’s Organizations Employer’s organizations as one of the participants in industrial relations developed quite late in Nigeria, in comparison with the workers’ unions. According to Yesufu (1962), in 1954, there were only 8 employers’ organizations in Nigeria dealing manly with regulating trade practices and services rather than collective bargaining and negotiations. This slow development were largely as a result of the slow growth of industries then, the failure of trade unions to galvanise the employers to relate seriously with them, and the government policies that were not encouraging. Although the Trade Union Act of 1973 defined a trade union as ‘a combination of workers or employers’, it was actually the 1978 Trade Union (Amendment) Act, which galvanised them into action by actually recognizing 9 employers’ organization for purposes of relating with workers and the state in industrial matters. One of the major reasons for formation and recognition of employers’ organizations is for them to have a common platform for containing trade nions, maintaining good industrial relations by educating members on the benefits of good employer-employee relations, designing and formulating policies relating to wages and salary administration, and influencing public policy. The most notable employers’ organizations in Nigeria today include: * The Nigeria Employers’ Consultative Association (NECA) * The Manufacturers’ Association of Nigeria (MAN) The Nigeria Association of Chambers of Commerce, Industry, Mines and Agriculture (NACCIMA) * The Association of Food, Beverages and Tobacco Employers (AFBTE) * Road Transport Employers Association of Nigeria (RTEAN) NECA relates with the state on the following issues: * On industrial relations matters, to ensure peaceful industrial relations climate * Representation of Nigeria at the International Labour Organisation * It sometimes opposes government laws that would likely negatively affect its members * Provision of suggestions to the state on economic reforms e. . pensions and minimum wage * Serves on various committees, boards and agencies of the state NACCIMA relates with the state as follows: * Specifically on trading and commercial matters * Advises the state on matters affecting the general economy and business * Promotion of commercial and economic cooperation between Nigeria and the international business community * Serves on state boards and agencies MAN relates with the State in the following areas: * Production and manufacturing matters Monetary policies such as pressures for reduction of loan interest rates * Fiscal policies geared toward reduction of prohibitive taxes and import duties * Policy advocacy aimed at protection of small and infant industries * Representation on state boards e. g. Corporate Affairs Commission, NEPZA, etc THE STATE The state is both an employer and the institution that makes laws to regulate the activities of everyone else in the industrial system. As the third actor in industrial relations, and for national interest, the state regulates the relationships in the industry. The state also makes directive principles and state policies indicative of the obligations and responsibilities that the state should keep in focus while enacting laws and formulating policies, and these include: i) To fix certain social and economic goals for immediate attainment ii) To bring about a non-violent socio-economic revolution iii) To fulfil the basic need of the common citizen, etc There are also fundamental objectives of State which are economic, social, educational, ethical, environmental, and cultural. Some of the fundamental economic and social objectives of the Nigerian state include the following: a) To harness the resources of the nation and promote national prosperity and an efficient, dynamic and self rel iant economy; b) To ensure that suitable and adequate shelter, suitable and adequate food, reasonable national minimum living wage, old age care and pensions, and unemployment, sick benefits and welfare of the disabled are provided for all citizens; c) To review from time to time, the ownership and control of business enterprises operating in Nigeria and make recommendations to the President on same; d) To ensure that all citizens without discrimination on any group whatsoever, have the opportunity for securing adequate means of livelihood as well as adequate opportunity to secure suitable employment; e) To ensure that conditions of work are just and humane, and that there are adequate facilities for leisure and for social, religious and cultural life; f) To ensure that health, safety and welfare of all persons in employment are safeguarded and not endangered or abused; g) To ensure that there adequate medical and health facilities for all persons; h) To ensure that there is equal p ay for equal work without discrimination on account of sex, or on any other ground whatsoever; i) To ensure that children, young persons and the aged are protected against any exploitation whatsoever, and against moral and material neglect; etc. In its bid to accomplish the above stated objectives, the state passes laws and establishes institutions and agencies for the regulation of above and other objectives. These include: * The Trade Disputes Act * Trade Union Act * Labour Act * Minimum Wage Act * Pensions Act * Workmen’s’ Compensation Act * Productivity, Prices and Incomes Board * The National Directorate of Employment * National Pension Commission * The National Health Insurance Scheme * The National Provident Fund Management Board * National Labour Advisory Council * National Industrial Safety Council * National Manpower Board * National Council of the West African Examination Council * Nigerian Council for Management Development National Advisory Committee on th e Employment of Graduates and Professional Manpower * National Youth Service Corps Directorate * National Committee on Women and Development * ILO Committee of Experts on Social Security Relationship between Employers’ Organisations and the State The State and Employers’ organizations have a very good relationship in comparison with the role of state and the workers’ union. The areas where the relationship between the two is very visible include: Industrial Relations: The role of state in industrial relations (as the third actor) is supposed to be that of an unbiased umpire, however, it favours the employers more than the workers. State is usually dedicated to the protection of private property and minimizing disruptions to production and seeking the elimination of ‘threats’ to investments and investors, and to ‘ensure a buoyant economy’. The state cannot afford to be neutral in industrial matters, but can only favour employers’ associations for the attainment of these objectives. According to Edwards (1986) the state regulates relationship between employers and workers by determining the conditions on which labour power may be sold, and how the labour power is used by providing for compulsory union recognition and collective bargaining as a means of constraining management’s freedom to discipline workers. Legislations: Its two interests: employer and regulator do sometimes conflict and influence the kind of laws passed to regulate the three actors in industrial relations. It must be noted that most laws are geared to the protection of private property and favours management and investors. Health Safety at work: The state attempts to establish health and safety standards at the workplace (physical work space, lighting, noise levels, protective clothing, etc); To create ‘a favourable climate for investments’ by lowering corporate and production taxes, engage in periodic downward review o f import tariffs, keep a lid on wages and salaries, etc. Dispute Resolution: In its mediating role in conflict situations, the state is also biased toward the employers. It usually sets the limits within which the institutions and processes for mediation, conciliation and arbitration operates. When workers protest against some unilateral decision of employers, the state through legislation places conditions to be met, including balloting before going on strike. Political restrictions: State also passes legislation preventing unions from using their funds for political purposes, yet there is no corresponding stipulation for the employer. Representation/collaboration: The employers’ organizations are often represented in the above institutions and agencies of state listed above. Conclusion: From the above, it can be safely said that the state and employers’ organizations enjoy a symbiotic relationship, because according to Karl Marx and Engels as per Hyman (1975),  "the executive of the modern state is but a committee for managing the common affairs of the whole bourgeoisie†. While employers assist the state through payment of various forms of taxes and levies which keep the affairs of state running, the state protects the interests of the employers by creating and ensuring enabling and conducive environment to enable employers continue in business. References: Chris Obisi (2005): Substance of Employee Industrial and Labour Relations Yesufu T. M. (1981): The dynamics of Industrial Relations: the Nigerian experience Dafe Otobo (2000): Industrial Relations, theory and controversies.

The First Amendment Of The United States - 1647 Words

First Amendment: Where It Originated and How to Protect It On September 17, 1787, the United States Constitution was signed by delegates to the Constitutional Convention in Philadelphia, who were directed by George Washington. The 1787 convention was called to draft a new legal system for the United States now that the states were free and colonized. This new Constitution was made to increase federal authority while still protecting the rights of citizens. It established America’s National Government. In 1971, the Bill of Rights were added to Constitution containing the 10 amendments guaranteeing protection for citizens. The first commandment consisting of freedom of speech and religion. The First Amendment to the U.S. Constitution reads: â€Å"Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.† Prior to the Revolution, all citizens were to attend service at the Anglican Church. If the people failed to attend, they would endure civil and criminal penalties, including death. The church was supported by taxation. Jefferson was the first of the founding fathers to support a wall to separate church and state. In the current decade many different religions have developed and with the growing science findings regarding evolution, atheism has become more prominent.Show MoreRelatedThe First Amendment Of The United States Essay1322 Words   |  6 PagesThe first amendment to the U.S. Constitution states, â€Å"Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof†¦Ã¢â‚¬  The Supreme Court has been inconsistent in the application of these sometimes conflicting requirements. At times, the Court takes a separationist position, erecting a solid wall between church and state, and at other times takes an accommodationist position, siding with an individual’s right to exercise their religious beliefs. ReligiousRead MoreThe First Amendment Of The United States Essay970 Words   |  4 Pages The first amendment of the United States Constitution protects the right to freedom of speech and expression. One particular form of expression that has grown in popularity is body art; also known as tattoos. This creative form of expression can be displayed anywhere on the body. It is because of this same freedom that I believe there should be restrictions on what and where a tattoo is placed. Some feel as if the Marine Corps shouldn’t have any tattoo restrictions. But I strongly disagree. ThisRead MoreThe First Amendmen t Of The United States2296 Words   |  10 PagesThe United States is a nation founded on the principal of providing each citizen with a chance to have his or her voice heard, to succeed with his or her dream and to avoid any form of oppression that many countries continue to push on their citizens. 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An examination of this area shows us why there are protected and unprotected areas of speech: speeches and actions that have been debated throughout our nation’s history and why they are important and have such an impact on our individual lives and social activities today. The adoption of the First Amendment drafted by James Madison,Read MoreThe First Amendment Of The United States Constitution1534 Words   |  7 Pagesâ€Å"The right of the people to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures, shall not be violated†¦Ã¢â‚¬  Sound familiar? Well it should. That quote was a section of the Fourth Amendment to the United States Constitution. Those lines are one of the many things that set America apart from other countries around the world. It has protected us for centuries from â€Å"unreasonable searches and seizures†¦Ã¢â‚¬  made by anyone, including the government. This is allRead MoreAccording To The First Amendment Of The United States Constitution,1747 Words   |  7 PagesAccording to the First Amendment of the United States Constitution, the people of the nation are entitled to the freedom of speech, but not all speech is the same. The internet provides us with an infinite amo unt of information, grants us access to virtually everything we could want and acts as an unrestrained vehicle of communication. In the day and age where technology is advancing and social media and internet are of rising importance, the Supreme Court of the United States has been faced withRead MoreThe First Ten Amendments For The United States Constitution1163 Words   |  5 PagesCivics The first ten amendments added to the U.S. Constitution, now known as the Bill of Rights, have played a fundamental role in the Constitution. Still in effect today, the Bill of Rights has become a necessity in order to protect the individual rights of American citizens. In order to prevent an oppressive centralized government, James Madison, America’s fourth president, decided to lay the foundation of civil liberties in ten amendments. The First Amendment allows citizens the freedom of religion

A Research Project On Inuit Of Arctic Canada - 1762 Words

Throughout the course of human history epidemic spurts of self-destructive behaviour have posed both pertinent philosophical and medical problems for societies all across the globe. Presently, in various ethnic communities spread across the world, rates of suicide, substance abuse, and other detrimental actions towards oneself display their highest rates among young people (CITE THIS). While much research has been facilitated on the vast degree and distribution of self-destructive behaviour, there continues to remain a vast disparity in the academic literature that focuses on the underlying causes of such action (CITE). My research will attempt to effectively contribute to this general lack of research-driven information through the†¦show more content†¦With specific regards to anthropology, many highly regarded scholars have done, and continue to do, ethnographic work within Inuit communities. This research, generally ethnographic in nature, focuses on a plethora of differe nt anthropological issues and attempts to address the growing level of cultural adversity the people of the Arctic currently face. Interestingly, even the renowned French anthropologist Marcel Mauss has had a seemingly profound influence on anthropological research among the Inuit, even though he never in fact visited the Canadian arctic himself during his lifetime (Inuit Studies 2006). Although social researchers have done a significant amount of work with the Inuit, a large amount of said research with communities has in fact resulted in more harm than good (Thomas et el 2011, 165). Due to this detrimental nature, many groups of both Inuit and First nations people alike have grown increasingly sceptical of researchers who come to facilitate research within their respective societies. To avoid such negative research impacts, many studies with Native American groups have adopted a community-based participatory research approach. Community Based Participatory Research (CBPR) has been presented as an effective way to help alleviate the dichotomous divide between researchers and communities (Golberg-Freeman et al 2007, in Thomas et al 2011, 167). In addition to this, the reality that â€Å"inShow MoreRelatedThe Complex Issue of Climate Change1572 Words   |  6 Pages In the Artic, sea ice is melting at a faster then it has in centuries. According to an article pub lished by Aarhus University Climate change is by far the worst threat to Arctic biodiversity. Temperatures are expected to increase more in the Arctic compared to the global average, resulting in severe disruptions to Arctic biodiversity some of which are already visible† (Aarhus University, 2013). 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Challenges Managing Global Teams Free-Samplesâ€Myassignmenthelp.com

Question: Discuss about the Challenges to Managing Global Teams. Answer: Challenges to Managing Global Teams Balkundi and Harrison (2006) in Ties, leaders, and time in teams: Strong inference about network structures effects on team viability and performance note that one of the key objectives of any business organization is to experience growth and expansion. This process is always scheduled to take place within a given period of time. The process of expansion involves a number of strategies which includes exploring new market opportunities, exercising consumer segmentation, identification of strategic production locations in addition to ensuring consistency in supplies and customer satisfaction. As highlighted by Beer and Spector (2000) in Why change programs dont produce change, the growth of an organization may take various trends. While some organizations are limited to growing their boundaries to fit within the domestic market, larger companies tend to pursue global targets. As a result, these companies establish business strategies which see them locating various subsidiaries in diff erent countries across the world. Such organizations are referred to as multinationals. Some examples of popular multinationals include the Coca Cola Company, Samsung Electronics, Apple as well as Microsoft Corporation. Despite their wide scope of operations which cover most parts of the universe, and a relatively wider market base, these organizations are governed by central structure of leadership. The standard organizational design set by the company is intended to govern all the operations in the various countries where the subsidiaries are located. This leadership approach tends to be a challenge in most cases due to the varying trends from one country to another. There is therefore a crucial need for each international organization to enhance flexibility in the execution of its management strategies. This would adequately handle the pitfalls which come with managing global teams. Bergiel and Balsmeier (2008) in Nature of virtual teams: A summary of their advantages and disadvantages argue that one of the common challenges associated with managing global teams is the aspect of poor communication. Each country is characterized by its unique set of languages which may both be ethnic and national languages. At the same time, the forms of communication as used by societies and individuals tend to vary as one moves from one country to another. In a case where the global teams comprise people from difference linguistic backgrounds, effective communication of company values to the employees becomes quite a challenge. There are two basic forms of communication which include formal and informal approaches. In countries such as the United Arab Emirates, the society basically upholds an extremely formal approach to communication. The interaction between individuals in the day to day life activities and especially in the organizational set ups is always maintained at very formal levels. On the other hand, the mode of communication in countries such the United States of America is mainly characterized by informal approaches which also includes the use of informal language during interactions. According to Cascio (2000) in Managing a virtual workplace, managing a global team comprising individuals from different set ups would be quite a challenge. Such obstacles in effective communication caused by variations in responses to information may lead to misinterpretation of messages and misunderstanding among the employees. As a result, managers ought to come up with both common and flexible communication strategies in a bid to ensure that the information passed reaches all the global employees in good and equal measure. Hamilton and Scandura (2003) in E-Mentoring: Implications for Organizational. Learning and Development in a Wired World, note that variations in cultures is another challenge which could be associated with management at a global level. Global management basically involves working with individuals from different countries but with a careful consideration of the organizations key values and objectives. It is however notable that the cultural approaches to certain aspects of life, for instance leadership, may vary as one moves from one place to another. As a result, the perception of these individuals to the nature of leadership bestowed upon them equally varies depending on their cultural beliefs. For instance in certain cultures, the natives believe in being led by one of their own. As added by Hart and McLeod (2003) in Rethinking team building in geographically dispersed teams: One message at a time, a management strategy involving the leadership of a foreign individual is likely to meet a lot of resistance in certain situations. This particular challenge explains why multinational companies such as Apple, Del and Samsung are yet to find a stable market in some parts of Europe and Africa. Managing a people who are rigidly protective of their cultures and traditions becomes quite a challenge especially when the leadership approach involves the use of principles which violate these cultural beliefs in one way or the other. The approaches used in managing global teams ought to be flexible enough to fit the various differences in cultural backgrounds which the managers are likely to deal with in such global settings. The management structure may need to bend its leadership strategies and approaches in order to effectively respond to the cultural needs present in the global teams. The other challenge of management of global teams is the difference in the levels of development. As noted by Hertel, Geister and Konradt (2005) in Managing virtual teams: A review of current empirical research, while some countries are already developed, there are those global market areas established in countries which are still developing. The rates of development in turn influences a number of aspects for instance high levels of infrastructure and economic stability is likely to be experienced in the developed global environments. When a team is made up of individuals coming from areas with different levels of development, their perception and reception towards the established management approaches may be different. According to the author, in the developed world, the use of information technology has been largely incorporated into business management. This involves the use of computerized approaches in monitoring sales, making orders, executing productions, packaging and even br anding. IT incorporation may also involve the use of sophisticated approaches such as mobile computing in communication and actualization of e-Commerce. On the other hand, the level of technology has not hit maximum heights in the developing countries. Consequently, the reception of individuals from such regions to the incorporation of technology in management may be quite a challenge. Managing a team in which the individuals have different technical abilities goes a long way in hindering the effective incorporation of new and efficient leadership approaches. For example, the Telecommunication companies have to incorporate staff training in their management approaches in order to expose their global employees before entrusting them with organizational responsibilities. This process might be costly to the management hence the need for the appropriate alternative approaches. According to Jarvenpaa and Leidner (1999) in Communication and Trust in Global Virtual Teams, the varying trends in political systems also play a crucial role in influencing management at a global level. Each country is characterized by a unique political system and hence a particular form of leadership which is meant to regulate activities within the country. The form of leadership influences the policies which are put in place to govern the operations of the foreign investors. For instance, in countries such as South Africa, the policies are quite stringent on the employment of more foreigners in the business organizations at the expense of the natives. It therefore becomes quite a challenge for the foreign investors to have the right control over the kind of people to employ and trust with responsibilities. This in turn may interfere with the quality of the outcome during the organizational operations. The alternative approach here would involve training the natives instead of bri nging in foreign employees, an approach which may be quite expensive to the organization. It can therefore be deduced that the nature of government policies, as influenced by the political systems, influences the acceptable leadership standards which an international organization may apply on its global teams. Some of the policies for instance on labor, employment and human rights may over-cushion the employees hence giving the organization minimal control over the eventual output. According to Kramer (2005) in Developing Global Leaders: Enhancing Competencies and Accelerating the Expatriate Experience, differences in age, class, educational achievements as well as the sexual orientations also lead to challenges when it comes to managing global teams. When the team comprises individuals characterized by wide age gaps, it may be practically impossible to work with the same management principles on each of these individuals. The young employees perception to leadership may be quite different from what the old folks within the team may take it to be. At the same time, different educational achievements lead to differences in class. Educational achievement could be linked to good experience, knowledge and hence skills on the given area of expertise. As pointed out by Linkow (2008) in Meeting the Challenges of Dispersed Workforce: Managing Across Language, Culture, Time and Location, dealing with knowledgeable and self-motivated individuals within the team may be qu ite manageable. However, due to the different qualities of the education systems as one moves from one global arena to another, a team may be made up of workers who are not adequately exposed on their areas of duty. It therefore becomes a major challenge especially to the managers when it comes to establishing a standard approach in managing such a team (Stark and Bierly, 2009). While one crop of people would require little attention due to their skills and attitude towards work, the other crop would need the managers attention in most cases. The latter situation goes long way in hindering the faster growth of the organization. This is because the resources and time used to help up the inexperienced members of the human resource department could have been diverted to serve in other sectors. Consequently, when the global teams comprise people who are different from each other based on the aspects mentioned above, the managers tend to meet various obstacles in their bid to enhance org anizational expansion. Oertig and Buergi (2006) in The Challenges of Managing Cross-Cultural Virtual Project Teams argue that an individuals bargaining power can simply be described as the asking price that a person may quote in exchange for the services offered. Employees in organizations also have values which are suggested to the managers as the terms of remuneration and motivation. Due to the changing economic times, the employees bargaining power tend to change from one nation to another. In stable economies the bargaining power is most likely to be lower than the case in unstable economies. As noted by Pauleen (2003) in Leadership in a global virtual team: an action learning approach, when managing global teams comprising individuals with different expectations in terms of remuneration and motivation, it becomes a challenge for the managers when it comes to establishing a common remuneration scheme for all team members especially when they work in the same department. According to Rosen, Furst and Blackburn (2007) in Overcoming barriers to knowledge sharing in virtual teams, appropriate management of a team involves the establishment of close ties between the managers and the team members. This implies, the managers might need to physically access the locations of these individuals. Managing global teams becomes a challenge especially when the team members are separated from each other by long distance. Geographical distances may imply long period of time in travelling in order to establish the progress of the team workers in terms of the allocated responsibilities (McCuiston, Wooldrige and Pierce, 2004). This approach may not only be time consuming but might involve the use of resources which is costly to the organization. For instance, the top cream leaders in Coca Cola Company Limited always have to carry out occasional visits to the host countries in order to monitor the progress of the subsidiaries. The alternative management approach here wo uld involve the use of online media in order to carry out virtual management of these teams without having to travel to the location (Schnake, 2007). This process is however challenged by the poor infrastructural networks in some parts of the world which may make the virtual connections hard to achieve. Review Summary From the review of relevant and carefully assorted literature, a number of challenges associated with the management of global teams can be deduced. To begin with, the variations in cultural beliefs influence individuals approaches to leadership styles. This may challenge the management strategies especially when the leadership principles are resisted. There is also the change in employee bargaining power which makes it hard for the managers to establish a common remuneration scheme. The aspect of ineffective communication is another challenge especially in a situation where the team members are from different linguistic backgrounds. Finally, variations in political systems in countries have been highlighted as another challenge to effective management in the global arena. References Argenti, P. and Beck, K. (2005) The strategic communication imperative. MIT Sloan Management Review, 46(1), pp. 8389. Argyris, C. and Schn, D. (2006) Organizational learning II: A theory of action perspective. Reading, MA: Addison-Wesley. Balkundi, P. and Harrison, A. (2006) Ties, leaders, and time in teams: Strong inference about network structures effects on team viability and performance. Academy of Management, 49(1), pp. 4968. Beer, M. and Spector, B. (2000) Why change programs dont produce change. Harvard Business Review, 68(6), pp. 158166. Bergiel, E. and Balsmeier, P. (2008) Nature of virtual teams: A summary of their advantages and disadvantages. Management Research News, 31(2), 99-110. Cascio, W. (2000) Managing a virtual workplace. Academy of Management Executive, 14(3), 81-90. Hamilton, B. and Scandura, T. A. (2003) E-Mentoring: Implications for Organizational. Learning and Development in a Wired World. Organizational Dynamics, 31(4), 388-402. Hart, R. and McLeod, P. (2003) Rethinking team building in geographically dispersed teams: One message at a time. Organizational Dynamics, 31, 352-361 Hertel, G., Geister, S and Konradt, O. (2005) Managing virtual teams: A review of current empirical research. Human Resource Management Review, 15, 69-95. Jarvenpaa, S. and Leidner, D. (1999) Communication and Trust in Global Virtual Teams. Organization Science, 10 (6), 791-815. Kramer, R. (2005) Developing Global Leaders: Enhancing Competencies and Accelerating the Expatriate Experience. New York: New York Publishers. Linkow, P. (2008) Meeting the Challenges of Dispersed Workforce: Managing Across Language, Culture, Time and Location. Management Journal, 2(1), pp. 23-27. Oertig, M. and Buergi, T. (2006) The Challenges of Managing Cross-Cultural Virtual Project Teams. Team Performance Management, 12(1/2), 23-30. Pauleen, D. (2003) Leadership in a global virtual team: an action learning approach. Leadership and Organizational Development Journal, 24 (3), 153-162. Rosen, B., Furst, S. and Blackburn, R. (2007) Overcoming barriers to knowledge sharing in virtual teams. Organizational Dynamics, 36(3), 259-273. McCuiston, V., Wooldridge, B. and Pierce, C. (2004) Leading the diverse workforce. Leadership Organization Development, 25(1), 73-92 Schnake, M. (2007) An integrative model of effort propensity. Human Resource Management Review, 17, pp. 274289. Stark, E. and Bierly, P. (2009) An analysis of predictors of team satisfaction in product development teams with differing levels of virtualness. RD Management, 39(5), 461-472.