Cultural Models and Cultural Dimensions - 3128 Words

Cultural Models and Cultural Dimensions (Hofstede) Cultural studies are not a unified theory but a diverse field of study encompassing many different approaches, methods and academic perspectives. As in any academic discipline, cultural studies academics frequently debate among themselves. Cross-cultural communication, as in many scholarly fields, is a combination of many other fields. These fields include anthropology, cultural studies, psychology and communication. There exists no uniform evaluation system or model of cultural aspects to date. However, the variety of the available models much more illustrates how multifaceted the approach can be. Nevertheless, there are some common dimensions for the most cultural models such as concept†¦show more content†¦The complete description of the cultural dimensions can be found on the website (Hofstede, 2011). The four main dimensions according to Hofstede are: †¢ Power Distance Index (PDI): the extent to which the less powe rful members of organizations and institutions (like the family) accept and expect that power is distributed unequally. Individualism (IDV): the degree to which individuals are integrated into groups. †¢ †¢ Masculinity (MAS): refers to the distribution of roles and values between the genders. The women in feminine countries have the same modest, caring values as the men; in the masculine countries they are somewhat assertive and competitive, but not as much as the men, so that these countries show a gap between men s values and women s values. Uncertainty Avoidance Index (UAI): a society s tolerance for uncertainty and ambiguity. †¢ Based on the values for these dimensions of the 19 European countries for which cultural dimension scores are available, an average European score was calculated. After a comparison between Europe, India and Brazil based on the official study data from Hofstede the research for metropolitan areas of Sà £o Paulo and Delhi which was done for this particular project by the local partners using the questionnaire of Hofstede is being presented. On the basis of its results the project partners awareness of the cultural differences andShow MoreRelatedThe Hofstedes Cultural Dimensions Model2381 Words   |  10 Pagesdevelop a strategy that will enable him/her to embrace strong and professional relationships with each and every person within the organization regardless of their differences. It is the intention of this paper to explore Geert Hofstede’s Cultural Dimensions Model and to determine how interpersonal relationships with a coworker, who happens to be a native of Japan, can either be positively or adversely affected. Research and Understand Japanese Business Culture When developing relationships with coworkersRead MoreHofstede s Cultural Dimensions Model Essay1195 Words   |  5 PagesHofstede’s Cultural Dimensions Model is the outline for international communication. It is referenced so that it is made easy for different cultures across the globe to communicate with one another. The model explains the different cultures and everything within it. It clarifies the values of the different people in that certain culture and it demonstrates the morals of these people and how it affects them living their lives in that culture. The four major components of Hofstede’s Cultural DimensionsRead MoreHofstede s Model Of Cultural Dimensions2162 Words   |  9 PagesWhile trying to recognise how an association ought to be organised globally, significant research has been directed to recognise different social measurements. Hofstede’s model of cultural dimensions has turned into the most generally acknowledged and oftentimes referred to demonstrate for diverse research. In any case, the model accepts comparable reactions from all people inside a society and does not represent distinct contrasts. The findings from this study discovered critical intracultural differencesRead MoreHofstede s Four Cultural Dimensions With Fons Trompenaars Models1560 Words   |  7 PagesA) Compare and contrast Geert Hofstede’s four cultural dimensions with Fons Trompenaars models. Geert Hofstede four cultural dimension are as below mentioned: Power Distance Index (PDI): The principle issue here is the means by which a general public handles disparities among individuals. Power Distance is the degree to which the least capable individuals from associations and establishments (like the family) acknowledge and it is the extent to which power is to be expected that it is dispersedRead MoreAn Analysis of Management and Leadership Strategies Using the Hofstede Cultural Dimensions Model616 Words   |  3 PagesAnalysis of Management a Leadership Strategies Using the Hofstede Cultural Dimensions Model Introduction The Hofstede Cultural Dimensions Model is invaluable in evaluating the variations in cultural values across 93 different nations Dr. Hofstede profiled throughout his research efforts over the last three decades. Many corporations rely on this model for planning their globalization strategies, specifically looking at how best to align managers and leaders with specific attributes to nationsRead MoreUsing Geert Hofstede s Six National Cultural Dimensions Model Essay1293 Words   |  6 Pageshow they compare/contrast to those of Westerners to foster a successful business venture. This can be accomplished by using Geert Hofstede’s six national cultural dimensions model and comparing the power distance, individualism, masculinity, uncertainty, pragmatism, and indulgence to those of Western cultures. The first dimension in the model, power distance, is very high in India; meaning, the members of society have a very strong appreciation for hierarchy and a top-down structure in soc iety andRead MoreUnderstanding Cultural Dimension : Strategy For Globalization Business1596 Words   |  7 Pages Understanding Cultural Dimension: Strategy for Globalisation Business The maritime industry is a kind of vast business, which usually develop into multinational business. This business will involve many people from other countries. Since, the ship moves from one to another country, communicating with people from another country with different cultures is inevitable. Culture was defined by anthropologist as learning and sharing concept, value and belief or can be said as an adaptable systemRead MoreCultural Constraints in Management by G. Hofstede904 Words   |  4 PagesA Critical Review of Hofstede, G. 1993, Cultural Constraints in Management Theories, The Executive, vol. 7, no. 1, pp. 81-94. There have been many research and studies on the national cultures and its consequences on management theories by numerous researchers. Of those many, ‘Cultural constraints on management theories,’ by Hofstede (1993) is one that has been talked about by most scholars. He strongly claimed that management is a function of culture and that culture influences the way managersRead MoreThe Roles of Culture, Subculture, and Social Class in Consumer Behavior1215 Words   |  5 Pagesbeen highly effective in marketing, selling and service look to new nations to continue growing sales and profits. The roles of culture, subcultures and social classes serve as the framework for gaining new access into foreign markets. The effect of cultural distances in the areas of cultures, subcultures and social classes has also led all companies to become more agile and market-driven versus being locked into their own processes and procedures (Moon, Park, 18). Global expansion ahs forced compan iesRead MoreThe Marketing Segment Of The Discipline1746 Words   |  7 PagesCultural Distance is presumably measured by â€Å"the extent to which different cultures are similar or different† (Shenkar, 2001). This construct is now widely used and applied to most business organisation disciplines, such as, management, finance, marketing, and accounting. However, to better explain the impact on global marketing operations, this essay will focus on the marketing segment of the discipline. The study of cultural distance has been used to innovate and transform organisations into foreign

The Shannons Diversity Index For South Plots Of Aspen...

Results: The variables that we examined were the mean proportion of the qualitative categories in 2012 vs. 2015, the Shannon’s diversity index for 2012 vs. 2015 for south plots and that of Aspen plots control vs. treatment. These variables were each represented in one of my graphs. The graph in Figure 1 was a histogram which depicted the mean proportion among all 2015 plots for each designated category. The graph compared the qualitative category of ground cover type with the quantitative discrete variable calculated by averaging the proportional frequency of each category among all the south plots. Figure 1 Figure 2The graph in Figure 2 was a histogram which depicted the same variables, but only for the south treatment plots from 2012.†¦show more content†¦The graph in Figure 3 was a bar graph which depicted the mean diversity index for 2012 and 2015 south treatment plots. The graph compared the qualitative variable of year with the quantitative continuous variable calculated by the Shannon’s Diversity index. Figure 3 These results were not very significant as the number of indices recorded was 3 and 3 for group 2012 and 2015 respectively. Consequently, the graph ended up having enormous error bars, which only further indicated that we cannot conclude much from this graph even though the treatment group seemed to have a higher diversity index. In real ecosystems the Shannon’s diversity index often averages between 1.5 and 3.5. Our index was lower even though the ground cover seems fairly diverse as it is not uniformly diverse. This decrease the diversity index as the index fluctuated based diversity and the uniformness of the diversity. Figure 3 Figure 4 Figure 4 showed a histogram of the Shannon’s Diversity Indies of the south treatments in both years. The distribution was almost uniform, other than a mode of 2 between .60 and .8. The distribution of the histogram highlighted the lack of data as all, but one of the frequencies was 1. This was also exemplified in Figure 3 by large error bars. The graph in Figure 5 was a bar graph which depicted the mean diversity index for both Aspen treatment and control plots. The graph compared the

Practicing the Democracy in the Philippines Free Essays

How does People Power became a bad habit? How does Edsa 3 fail? Where does President Marcos fall short when there are many people tell that he was a good leader in terms of economic development? Was he corrupt? Why Benigno Aquino focuses on â€Å"assassination† on his interviews? Why was Benigno Aquino be the first to get off to the airplane? Why there was no bodyguard to take care of him? Did Ninoy know that he will soon die? Was it sacrifice? Why does he need to do that so? When people don’t like the operation of the government, they just go out to the office and shout. Rebellion against the government is what will happen. This is what we call People Power. We will write a custom essay sample on Practicing the Democracy in the Philippines or any similar topic only for you Order Now When thousands and even millions of people grouped together to commit one common goal – a big changes can happen, Changes in the government, administration, community and also â€Å"position†. All can change but not the attitude of every Filipino. Honestly, For me, We Filipino are lazy, We only think is ourselves. We don’t know how to cooperate with the leaders. We don’t give our trust. Instead, We are â€Å"Juan Tamad† waiting for the guava fell from the hand of our leader. We don’t know how to work for ourselves. We always want help from the government and that is what the government is offering to us but we don’t give any help in return. Why do we always put our anger to the president? The president could not monitor each one of us that is why we have a respected leader in our respected place. We can be a leader in ourselves. All we need is discipline and the word of God to govern us. While I was walking in gastambide Street last night, I saw some student throwing garbage in the street. I felt madness. Our leader will not go there to pick it up and put it to the garbage can for them. Laziness. I heard the one said, â€Å"sus! May magwawalis naman jan. † I got angry, but I can’t speak. Don’t they have discipline? Don’t they have an ethics class? Do they know about ethics? Yes, they have freedom to throw it there but they must not forget that there is a rule. Democracy was granted to us with the help of the Aquinos but we must not forget our responsibility. A â€Å"lack of help† turns to anger, making people march out to Edsa. Laziness. Let us differentiate Filipino from Chinese. The answer is already there. Poor become more poorer and richer become more richer. We Filipino give so much dependence to the government where in fact, we can do it alone and share it with others. All because of laziness. This attitude makes People Power a bad habit. It’s like saying, â€Å"Ang gusto ko ibigay mo, kung hindi paalisin ka namin dyan sa pwesto mo. † It is saddening to note that it is a wrong practice of democracy. People Power is not Rebellion and not even rally. Nowadays, It is used to commit power and it is so sad. While doing this report, a news in a television got my attention. It was about the killing of the journalists. They were asking, where is democracy? I look for the meaning in my dictionary, it says,†Democracy is a form of government by the people through elected representatives. † A certain site from the Internet says â€Å"Democracy is a political government either carried out by the people (direct democracy), or the power to govern is granted to elected representatives†. Simply for me, it means freedom, the power is for people. Now, I understand. Former President Ferdinand Marcos took his responsibility carefully. He was an intelligent man. He knows how to speak to the different kinds of people in the society from elite to the poor. He had many plan to put this country to the top. But this plan turned him to a greedy one. But what was the problem? FM forgot about democracy. He forgot to appreciate the capabilities of others to lead and instead he depended on his own knowledge and skills. He forgot the rights of the people and instead he became a dictator. That was a big problem for a country that practices democracy. Even the right to vote – the simplest form to practice democracy in this country was taken. Because of that, A brave man named â€Å"Ninoy Aquino† decided to make change. This man sacrifices his self to open the eyes of every Filipino to fight for their rights. He said that â€Å"Filipino is worth dying for†. A dramatic quote which make me feel proud of being a Filipino. Why wonder I typed â€Å"I am proud of being a Filipino† in my friendster, facebook and multiply account. Every Filipino knows what â€Å"L† signs mean, Yellow Ribbon, Ninoy eyeglasses, yellow shirt. I hope that these are not only a trend to Filipino Fashion but rather I hope that every Filipino will use it to hold and to preserve the good things that Ninoy and Cory did. I am not forcing everyone to vote for Noynoy but I am hoping that if Noynoy wins, Nonoy will do the same to promote democracy for I believe Like father, like son. He grew up to the family who fights for democracy and I am hoping he will do the same. Looking back to the Edsa People Power days, I was really amazed to see millions of people fight for freedom. I am wishing that millions of people will work also for the benefit of our country and I hope our leaders will cooperate. It is so dramatic to watch the part where people and the soldier joined together. I Thanked God for having Cory and Ninoy for our country. If only I was born back then, I will also march up to Edsa to fight for democracy. There is a feeling of patriotism in me while watching that documentary. I really appreciate what Ninoy, Cory and the rest did. God granted democracy to us with the help of these people. We have to use it wisely. We must practice it rightly and we must not forget our duty and responsibility. We must not forget the people behind this movement. From Rizal to Ninoy to Cory and to the future hero. Let us not forget what democracy means hoping to preserve these people and Edsa not only to a page in history books but also within our hearts and warriors will lead that. How to cite Practicing the Democracy in the Philippines, Essay examples

Autonomy Vs. Paternalism In Mental Health Treatment Essay Example For Students

Autonomy Vs. Paternalism In Mental Health Treatment Essay Autonomy Vs. Paternalism In Mental Health Treatment Essay The assignment for this Ethics class was to review Mr. Jacobs treatment, as described by the New York State Commission on Quality of Care for the Mentally disabled (1994). The class was further asked to comment on the major issues for each of the three perspectives. The agencies, family and review board were to be included. This student will begin with a fourth perspective; that of Mr. Gordon. In the Matter of Jacob Gordon (1994), is the story of the last eight years of a psychiatrically disabled mans life. Mr. Gordon appeared to vacillate between striving for autonomy and accepting the support of his family. Unfortunately, it appeared by this account that the families support was not synonymous with autonomy. It did not appear that Mr. Gordon had ever desired or sought agency intervention for himself. Mr. Gordons association with the mental health system appeared to be marked by power and control issues. Consumers/ex-patients often report a feeling of invisibility; they sense that their views and desires do not matter (Carling, 1995, p.79 ). The commissions report (1995) spoke of several incidences where Mr. Gordon eluded to his desire for autonomy. Mr. Gordon did not wish to live in a supervised setting. Mr. Gordon did not wish to attend group day treatment settings. Mr. Gordon did not wish to use medication in the treatment of his mental health disorder. Without medication his behavior was deemed unacceptable and did not permit him the opportunity to have any of these choices. Choice is a right-not a privilege to be afforded by good behavior (Penny, 1994, p. 29). Mr. Gordons right of choice was limited even though he lived in his apartment independently. The condition of his apartment was scrutinized. His medication was closely monitored; sometimes to the degree that he was directed to leave his home to receive medication that was given to him crushed, in an attempt to insure its ingestion. Even peoples liberties in a highly controlled board and care home may be scarcely greater than in a hospital ward (Rubenstien, 1994, p.54). In Mr. Gordons case even within the sanctity of his own home, his liberties were scarcely greater than in a hospital ward. Other than his autonomy the second issue for Mr. Gordon appears to be the need for safety and support. For this, Mr. Gordon turned to his family. The report (1994) points out that Mr. Gordon requested his mother be limited in her ability to access personal information. He continued to need her support and assistance although this met she continued to be overly involved in his life. It was his mother he turned to when he had problems with a roommate. It was his mother who was utilized when Mr. Gordon was less compliant. It was Mr. Gordons family who assured that he had continued mental health counseling and services. It was also Mr. Gordons family who appeared to be the focal point of any plans for Mr. Gordon. .. .expectations, soon to be dashed by programs more devoted to servicing neurotic families than people with schizophrenia (Rubenstien, 1994, p.55). Mr. Gordon remained safe and close to his family by relinquishing his autonomy. Mr. Gordons safety was the most important issue for the family. Secondarily to his safety, Mr. Gordons family wished him to have the opportunity to participate in programming that would assist in his wellness. For Mr. Gordons family, wellness seemed to equate to a standard of behavior that his mother personally viewed as normal. The family were not bound to any code of ethics or compelled to understand their biases or prejudices in their sons case. Certainly, to say that the family operated on the premise of paternalism is an understatement. Ethically, the Gordons believed that they were the most justified to speak in the best interests of their son. The energy that the Gordons put into advocating for what they believed, was in their sons best interest, is a testimony to the depth of the feelings they had for their son. .uee68c630e2ac34f48ab2c399f77aac0b , .uee68c630e2ac34f48ab2c399f77aac0b .postImageUrl , .uee68c630e2ac34f48ab2c399f77aac0b .centered-text-area { min-height: 80px; position: relative; } .uee68c630e2ac34f48ab2c399f77aac0b , .uee68c630e2ac34f48ab2c399f77aac0b:hover , .uee68c630e2ac34f48ab2c399f77aac0b:visited , .uee68c630e2ac34f48ab2c399f77aac0b:active { border:0!important; } .uee68c630e2ac34f48ab2c399f77aac0b .clearfix:after { content: ""; display: table; clear: both; } .uee68c630e2ac34f48ab2c399f77aac0b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uee68c630e2ac34f48ab2c399f77aac0b:active , .uee68c630e2ac34f48ab2c399f77aac0b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uee68c630e2ac34f48ab2c399f77aac0b .centered-text-area { width: 100%; position: relative ; } .uee68c630e2ac34f48ab2c399f77aac0b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uee68c630e2ac34f48ab2c399f77aac0b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uee68c630e2ac34f48ab2c399f77aac0b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uee68c630e2ac34f48ab2c399f77aac0b:hover .ctaButton { background-color: #34495E!important; } .uee68c630e2ac34f48ab2c399f77aac0b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uee68c630e2ac34f48ab2c399f77aac0b .uee68c630e2ac34f48ab2c399f77aac0b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uee68c630e2ac34f48ab2c399f77aac0b:after { content: ""; display: block; clear: both; } READ: Gender Bias in the courtroom Essay The agencies primary issues appeared to be their liability and responsibility. Looking at the commissions report and attached responses from agencies (1995), it appears as though all of the agencies and practitioners involved were overly respectful of the involvement of Mr. Gordons family. This over-involvement with Mr. Gordons mother was understandable when it was disclosed that she had complained to state officials, whenever agencies did not respond in a way that she believed to .

Leaders Make a Real Difference in an Organisation’s Performance free essay sample

Within these qualities over history great leaders have developed detailed theories that are constantly being utilized within successful corporations today. Amongst these are Trait theory, Behavioural theories and also the Situational contingency theories that were used to represent successful leadership qualities. Great leaders become highlighted in times of oppression, utilizing their talents to move forward and have solid control of their organisations, in turn developing positive organisational performance. Through past generations leadership had developed to the ultimate success it is today. Through multiple theories, leadership has moved to the point where it now has a factual impact on organisations performance. The contemporary management theories are used in numerous ways of motivating, creating opportunity providing inspiration and resulting in a definite increase in organisational performance. This is evident in today’s society, through a minimal view of coaching sporting teams to the operations of large corporate groups such as Wesfarmers. Creating opportunity, Throughout history, it has been clearly evident that a great leader’s input shall reflect with a great performance output, thus developing opportunities for individuals to accomplish their maximum potential. We will write a custom essay sample on Leaders Make a Real Difference in an Organisation’s Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"Leaders create opportunity for individuals within their sphere of influence† (urbanfoot. ca, 2009), opportunity being a set of circumstances that makes it potentially possible to achieve anything from extrinsic to intrinsic rewards. This creation of opportunity manifests itself across the globe in large and small organisations. In contemporary society it is shown by leaders within sporting clubs, the success of the best AFL clubs are built on a hierarchy of leaders, club captains, coaches, and trainers. They are all striving to create opportunity for young potential players. Essendon football club’s great success over the past numerous decades have been because of the major influential leadership role James Hird has played within the club. James Hird leading his club by being captain through two premierships and is now today still leading the club by coaching. His career of captain assisted with the creation the opportunity for the club leaders today and now he is continuing his leadership role by coaching the team, it is evident with his club involvement there is a definite outcome of organisational performance. As well as leading through creating opportunity, great leaders strive to inspire others within their environment. Inspiration, Leaders aim to inspire individuals within their vicinity to pursue the outcome of organisational performance. This constant attempt to provide inspiration is strongly shown by our world’s best leaders that are driving the powerhouse of our world’s economy. Steve Jobs, co-founder of Apple, Phil Knight, founder of Nike and Richard Branson founder of Virgin Group, these individuals are amongst many others that are part of the world’s most inspirational leaders. These people have founded some of the world’s biggest corporations by their profound ability inspire. Richard Branson went from developing a school newspaper called Student to operating one of the world’s most complex conglomerates know as Virgin Group. Branson’s life motto is to ‘have fun’ this is reason to his positive eccentric personality that reflects to inspire others around him. Lead by example† this phrase is used throughout human life to portray inspiration on others, through creating an inspiration on others leaders are assisting to motivate. Motivation, Motivation is a key part of a great leader’s success in achieving organisational performance. Motivation is referred to as â€Å"the forces within an individual that account for the level, direction and persistence of effort expended at work† (Wood, J. et al, 2010). Motivation on individuals is reflected by successful leaders, through multiple different theories. Abraham Maslow’s hierarchy of needs theory identifies high order needs and low order needs† (Wood, J. et al, 2010) this details a pyramid that highlights the work motivational needs of individuals, including psychological, safety, social, esteem and self-actualisation. This research has contributed to the success of leaders in motivating and achieving ultimate organisational performance across large contemporary organisations. In many of today’s organisations leaders commonly motivate employees through the use of offering extrinsic rewards, â€Å"positively valued work outcomes† (Wood, J. t al, 2010), this may range from Christmas bonuses to simply allowing the use of a company car. Through the use of extrinsic rewards individuals are motivated to produc e their maximum performance. It is evident in KPMG, one of the world’s largest consulting firms; the use of leaders providing employees with extrinsic rewards motivates employees to achieve their full potential. KPMG provides employees with an annual bonus fluctuating on the employees yearly work effort. In doing so employees are determined to work to achieve a high constant overall organisational performance. Individuals that utilize the use of their leadership talents; creating opportunity, inspiring and motivating individuals will evidently result in reaching an optimum level of organisational performance productivity. Throughout history within these abilities leaders have developed several theories to manage the way it is put into practice. Through the past centuries leaders have always played a pivotal role in the triumph of groups, from the times of Genghis Khan, Napoleon and even Hitler, their efforts have exemplified how great leaders can make a major difference to organisations. All leaders tend to have different styles when it comes to commanding their subordinates and as time has progressed they have been categorized into different approaches and theories. The first theory to be thought up was known as the trait theory, and as the years moved on different studies and research was conducted to the point where different types of leadership are studied. Trait Theory, The trait theory which identifies different traits between leaders and followers, and assumes that leaders are born not developed. The trait theory takes into account physical and mental attributes of people that appeared to be more successful leaders. This theory took into account things such as height, weight and personality, and rather than study each of those in detail, these characteristics were recognised in effective and ineffective leaders. Therefore people could be able to predict if a person was a worthy or unworthy leader, although due to the studies being conducted as early as 1900 there was never any real recording s of evidence. Also there were never any real set of traits that defined a good leader, in other words there was no benchmark, which made it difficult for people to understand the theory as there were great leaders that had different characteristics. For example Hitler had different traits and characteristics to Nelson Mandela, Hitler was considered hard and persistent whereas Mandela was a visionary. Although it is certain that the trait theory set the trend for years to come. Behavioural Theories, The trait theory laid the foundations for what was later known as the behavioural theories; this included the Michigan and Ohio State studies. The behavioural theories compliments the flaws of the trait theory as it is more action based rather than only taking natural aspects into consideration. The Michigan studies showed that there are two types of leaders, employee-centred supervisors and production-centred supervisors. Employee-centred supervisors are leaders who look out for their workers and try to keep them emotionally happy by showing genuine interest in the wellbeing. Whereas production-centred employees are mostly concerned about getting the work done and meeting figures, rather than looking out for the welfare of their workers. Research has shown that employee-centred managers were found to have more efficient and effective groups than production-centred supervisors. The Ohio State studies which are very similar to the Michigan studies showed that leaders had two main dimensions, consideration and initiating structure, which can be related to employee-centres supervisors and production-centred supervisors respectively. Although the results from this study showed different results as the supervisors who received the best output from their employees showed a high amount of consideration and initiating structure. Situational contingency theories, The next sets of theories to be developed were the situational contingency theories, which came about in the 1960’s. These theories involve leaders that can adapt to the situation they are place in, for example Fiedler’s theory predicts work group effectiveness and how it depends on a match between the leader’s technique and the difficulties of the situation. Fiedler also considered the amount of situational control a leader has, which is how well a leader can determine the result of a groups actions and the course the will take on the way. Of course Fiedler was not the only person to come up with situational theories, there was also; Robert House, Paul Hersey, Kenneth Blanchard, Steve Kerr and Jonathon Jermier, but for the purpose of not repeating similar information they will not be discussed. It is fair to say that over the years leadership theories have changed with the times. The trait theory was effective for organisational performance as it helped identify leaders before they even took on a leading role, and although today that might seem politically incorrect, it’s what was suitable for the times. The behavioural theories in the late 1940’s had a great effect on organisational performance because people started to take into account the actions of their leaders and the different effect that certain actions would obtain. The Situational theories took another step into understanding the effect that good leaders can have on organisational behaviour by interpreting the how leaders manage the situation and whether or not they can mould to new and different challenges. As leadership theories have evolved, only the strong have survived, and the recent global financial crisis has provided great challenges for leaders to portray their successful qualities. Leadership is a quality that has grown in human culture over thousands of years and within the past century economies have taken significant falls highlighting the choices great leaders have made to sustain organisational performance through this time. Two significant downturns in history shook the world economy, the great depression of the 1930’s, Franklin D Roosevelt’s leadership qualities particularly exceled through this period and the global financial crisis saw absurd leadership talents ChemChina. These flairs in leadership talent depicted the difference it can asset on organisational performance. Global Financial Crisis ChemChina In 2007 the world economy fell into the deepest trough in decades, this is known as the global financial crisis, it was considered the worst financial crisis since the great depression in the 1930’s. The global financial crisis saw the collapse of multiple investment banks across the United States of America and developed a ripple effect that was felt by economies across the globe. Great leaders stood out through this period powering their companies without feeling the effect of the economic down turn. One company in particular that continued a sustainable growth in organisational performance is ChemChina. While millions of companies were collapsing and on the verge of insolvency ChemChina’s prime operating income multiplied seven times, total assets increased by 133. 4 billion Yuan and total profits escalated an increased 12 times over, Ren Jianxin the president of ChemChina’s outstanding leadership qualities were the main motive behind the relentless accomplishment. The massive operational increases in production were due to major â€Å"innovations in organisation, institutions and technologies involving changes in their way of thinking, philosophies and producti on technologies and processes†. (Ren Jianxin, 2009) All this required an overall development in their way of leadership, in turn a successful corporate transformation thus organisational performance. 930’s Great Depression Franklin D Roosevelt The great depression which hit the world through the 1930’s affected the world on a scale that had never been seen before. The depression started in America when stock prices started to fall, and on October 29, 1929 the stock market crashed and the effect spread globally. The effect this had on the world was far worse than anyone could have ever imagined causing people to commit suicide, die of starvation and start their lives over in a new world. Out of this came one of the world’s greatest ever leaders, Franklin D. Roosevelt, who dragged America and the rest of the world out of the depression. Roosevelt took over as president in March of 1933 and re instilled hope back into the American people by promising action and in his first address to the people he said one of today most famous quotes, â€Å"The only thing we have to fear is fear itself†. Roosevelt decided that to get the country out of the position they were in he had to adopt policies that were frowned upon, such as creating deficit budgets, which for the times were unheard of. When Roosevelt pulled the American economy back to its feet he was rewarded by being elected for four successive terms. Roosevelt proved how one great leader can have a major effect on a group of people and that it is not impossible to come back from the dead. Financial crisis’s at any time cause a great amount of angst in the around the world, and it takes very special people to lead corporations, governments or even countries out of these fatal situations. ChemChina and Roosevelt were both innovative in their styles and led their respective organisations either to new great heights or just simply out of a great depression. Throughout the times Leaders have always come under scrutiny from their critics, although one does not attain criticism without achieving. Without Leaders providing their qualities to inspire, create opportunity and motivate, organisations would have a lack of soul and would be forever falling in a negative style.

Rise of the Killer Mutants

Rise of the Killer Mutants ers appear to be far from solving this phenomenon In 2005, Wright and his team also discovered many streptomyces strain and species have multiple resistances to various antibiotic drugs including some new synthetic drugs. This makes one to think of possible resistance of these streptomyces strain and species to the currently famous herbal drugs. What caught my attention is that commercial livestock practices as well as use of antibacterial detergents are some of the transfer grounds for these killer antibiotic resistant genes.

Different Dimensions of Strategic Human Resource Management Coursework

Different Dimensions of Strategic Human Resource Management - Coursework Example If the employees were found positive then they were dismissed from their job. The company was dealing in controversial drugs. We would be focusing on the case of James, a sales team leader in the office. He was found guilty when a sudden drug test was conducted on him and results were positive. The company took the decision which was similar for all. He was dismissed. In this aspect the role and reach of the human resource department is analyzed. The legal reach of the HRD, ethical issues that the HRD has to keep in mind and the role of the trade unions in the organization are also discussed. The legal help that an employee may receive if he/she is unfairly dismissed by the company is also analyzed in the study to advice both the parties in the case the next steps that they can take. It is the duty of the HRD to solve issues within the company, so that they would not have to spend unnecessary money in legal cases. Generally companies solve issues through mutual talk with trade unions or compensate the employee for the loss that he/she had to bear for sudden unemployment. In this case Ms Davison was the bridge between the trade union and the management of the company. She was supposed to solve issues and settle the matter. It was recommended that the personnel should be given a second chance for improvement with strict notice of warning. Termination is a final and drastic step, which could be only taken after few oral or written warnings. Introduction In this study we are going to discuss in detail about the different dimensions of strategic human resource management. Strategic human resource management simply means to manage the employees or human resources of the company, by keeping in mind the long-term goals and profitability of the company. Organizations are looking for such human resources who would prove to be unique assets and can provide sustainability to the company. Due to drastic changes in the business environment, increasing diversity in the workfo rce, increasing focus on profitability and technology, the importance of managing the workforce efficiently has increased. The basic function of the human resource department is to ensure that the company has competent, willing and efficient workforce. There are several other functions that the human resource department of the company has to monitor along with recruitment and selection of the employees. These functions includes job analysis, training the employees, monitoring performance of the employee for appraisal, ascertaining the remuneration for the particular job position or employee, allotting incentives for good performance, taking care of the employee benefit policies of the company, acting as a communication channel between the employees and the top level management, developing employee welfare, safety and health care plans, taking care of promotions, transfers, maintaining industrial relationships, handling the issues of the Trade Union, solving disputes within the emplo yees or departments, assessing the ethical issues in the department or