Whats the Difference Between a Hyphen and a Dash

What’s the Difference Between a Hyphen and a Dash (4) They might all look like lines on a page, but hyphens and dashes serve different purposes. To begin, a hyphen (-) is shorter than a dash (â€"). Hyphens join words together and dashes indicate range. But that’s just the beginning. If you really want to keep these lines straight, read on. What is a hyphen? A mark of punctuation that joins words, or word parts, together. Hyphen Examples: half-baked, non-violent, twenty-seven Common Hyphen Uses Numbers Numbers written or typed from 21 to 99 Examples:   twenty-one, ninety-nine Fractions Written fractions Examples:   two-thirds, nine-sixteenths Connection If an entire word cannot fit on a single line, a hyphen is used. This is often seen in newspapers or written work. Examples: We are planning an explo- ration of the Amazon. My English teacher took points off my bibli- ography since it was not in MLA or APA format. Compound Modifiers Words that are joined together to describe the noun that follows. Example: kid-friendly restaurant, fashion-forward magazine, MLA in-text citation Compound Nouns Two or more words that have been combined to be understood as one. Example: six-year-old, daughter-in-law Note: Compound modifiers  are usually only hyphenated when they come before the noun they describe. Example: We live in off-campus housing vs. We live off campus. The rules for hyphenation are hotly debated and change often. For example, some words that used to be hyphenated, like “homeowners” and “email,” are now simple compound words. To be absolutely sure, use an up-to-date reference guide or dictionary. Remember: A hyphen’s job is to join words together which means when typed, there should never be a space on either side. What is a dash? A mark of punctuation that indicates a range. Example: In my opinion 2012 â€"â€" 2014 were the best years yet. A mark of punctuation that indicates a non-essential phrase in a sentence. Example: Jennyâ€"â€"who called herself my best friendâ€"â€"stole my boyfriend. Dashes are longer than hyphens and they come in two types. En dash The en-dash is the shorter of the two. It is about as long as the letter “N.” The en-dash indicates range. Example: For tonight’s homework, read pages 35â€"50. It can also be used to write sports scores. Example: Our team won 75â€"60. Em dash The em-dash is the longest of all. It is about the same length as the letter “M” and should never have spaces before or after. As the longest, it is used when you want to create great emphasis on a phrase. Example: After I baked the cakesâ€"twelve in totalâ€"the client cancelled the order. How to create hyphens and dashes in a document One reason hyphens and dashes are confused is that only the hyphen has a designated key on the typical keyboard, but there is a way to create them all. The hyphen is simply the minus sign on your keyboard. Creating a dash is slightly more complicated and varies between word processing programs. For some, tapping the minus sign twice and hitting the space bar is enough, while others require a combination of the shift, control and option keys. A quick online search will help you find the right solution for your writing tools. Hyphens and dashes may look similar, but if you can master their subtle differences you are well on your way to defining your own writing style. Now that you have dashes and hyphens down, review your paper for other grammatical points with the EasyBib Plus essay checker! Check for spelling, subject-verb agreement, and other potential issues. We also have grammar guides to help you learn what is a prepositional phrase, how determiners work, how to use interjections, and other grammar basics.

Chartism for John Barton A Lesson or a Pure Detriment - Literature Essay Samples

John Barton, father of Mary Barton, became a member of the Chartist movement after he was laid off from his original place of work when his master had failed. While he was forced to look for other work, his son got ill with the scarlet fever. With no food or money to acquire medicine, his beloved son passed away. In lieu of the death of his son, John wanted to seek revenge against the employers who he believed caused it, and joined the Chartist movement as a result. Later on in the book, John goes to deliver the Chartist petition, dubbed the â€Å"People’s Charter† to the Parliament for approval. Unfortunately, the Parliament rejected the petition. While the petition was not received well by Parliament, the rejection of the Chartist petition served to be a valuable lesson. This Chartist lesson is that the proletariat of England and the aristocracy should not have attempted to work together, as the rich did not care for the working man and their respective conditions or needs. In this piece, I will using historical evidence to support my claim, then I will then apply that evidence to a close reading of the novel regarding John Barton’s respective situation to further prove that the bourgeoisie simply do not concern themselves with the needs of the proletariat. In the 1830s and 1840s, it was extremely hard to be a working man in England, as the workers in England were horribly exploited. The book Chartism explains that one factory owner named Sir Robert Peel would whip his workers who were aged from five to seven years old. Chartism also explains that in the year 1809, manufacturers that used cotton spinner machines were exploiting their workers. This was because the workers were routinely getting crushed by the machines trying to spin the cotton for their masters. Along with these incidents, the working order at the time was not helpful. The order included atrocities like: the youngest workers were as young as three years old, working days were about sixteen to eighteen hours, and wages were at 9 shillings a week. According to The Proceedings of Old Bailey, two shillings are currently worth a quarter of one penny. This cruel working order ensued mass sickness and mortality that broke up families. Furthermore, the commerce at the time was s o fluctious that the working man was constantly uncertain if he would keep his job. So, what was the frustrated, sick, and tired working man to do? The Chartist movement aimed to solve this very problem. Chartism was popular in the United Kingdom in the 1830s and 1840s, and the movement was meant to represent the working man. The movement aimed to speak out against the discontents of the working man and the â€Å"injustices of the new industrial and political order in Britain† (Britannica, Par. 1). Another book titled From Chartism to Labourism defined the Chartist movement as â€Å"the working class made the first attempt to establish a party of its own for the conquest of political power† (Rothstein, 7). People that joined the Chartist movement understood a couple of key aspects, according to Chartism: Firstly, Until the working man’s needs are fulfilled, he will constantly be angry and discontent will follow suit. His needs were â€Å"Food, shelter, due guidance, in return for his labour† (Carlyle, 89). Secondly, the working man had feelings, and his tiredness, well-being, and prosperity should be considered by Parliament as well. By speaking up about these injustices and exploitations mentioned in the last paragraph and the discontent of the working man, the movement also hoped to achieve Parliamentary reform. In fact, Chartists petitioned many times to Parliament. In fact, according to Chartism, the cotton spinner injustice of 1809 was petitioned by the common working man. Because of this and countless other injustices, they petitioned to Parliament with the demand that there be less apprentices, or working men, in factories. This demand made sense because, as mentioned, they were overworked, underpaid, and horribly exploited. Furthermore, from an ethical perspective, at least don’t have the children work if they don’t need to. To this demand, the Parliament came to the verdict that they could not pass an act that constrains the freedom of the industry, which meant Sir Robert Peel could keep whipping his workers, or could not pass an act that allows the individual worker to dispose the time he should be working to his own interests, like taking care of their sick families. Additionally, Parliament also explained that if they were to pass an such an act, it would contradict the prosperity of the community -meaning it would hinder the profits the community collectively makes-, and it would contribute to the unemployment issue. However, if the manufacturers and the workers’ masters would provide them with better working conditions, this unemployment would not be occuring in the first place. This and countless other petitions were shot down by the Parliament, which showed â€Å"a child ·like faith in the goodwill and omnipotence of the State.† (Carlyle, 13). The Parliament even had the audacity to advise workers to wait for better times and look for work elsewhere. The unfortunate reality was that the State was more focused on capitalism than the well being of the workers and that Parliament was on the aristocrat’s side, not the working man’s side. While these petitions failed, the Chartist movement tried to push their strongest, most coherent effort to the Parliament in 1839: their very own â€Å"People’s Charter†. The goal of the â€Å"People’s Charter† according to Chartism was meant to create a people oriented government rather than an aristocratic one and was meant to transform the social and economic system for the better. When presented to the House of Commons on June 1839, the Charter had over 1.25 million signatures. The Charter was based off of six main principles. According to the United Kingdom Parliament website, these six principles were: All men have the right to vote (universal manhood suffrage), voting should be by secret ballot Parliamentary elections should happen every year rather than once every 5 years, constituencies should be of equal size, Members of Parliament should be paid, and the idea to abolish property requirement for becoming a Member of Parliament. However, government was so over the Chartist movement that they arrested the speakers of the Chartist groups, and the police busted into the working man’s homes. They forbade the formation of secr et groups, and martial law was promptly proclaimed in London. This caused the people to riot, but the police quickly shut these riots down. Like every other petition of the working man, the â€Å"People’s Charter† was rejected. The rejection came by a huge majority which took place after these riots and arrests. The rejection of the Charter proved that the working man could not ally himself with the aristocrats, and that they are a nation divided. This was how John Barton felt after he witnessed the rejection of the Charter in Mary Barton. Chapter Nine of Mary Barton began with the return of John Barton. While Mary was extremely happy to see her father and greeted him cheerfully, the fatigued and wet John sat down by the fire to dry off. She tried to cheer her father up, but to no avail. She then heard the political news of that day: the â€Å"People’s Charter† was rejected in London, and â€Å"that Parliament had refused to listen to the working men† (Gaskell, 143). Mary understood her father’s grief and sadness, and pressed his hand to show support. An hour later, John spoke to Mary about his trip to London. While in the Parliamentary house, he explained that for breakfast there were â€Å"mutton kidneys, and sausages, and broiled ham, and fried beef and onions;†, and it was â€Å"more like a dinner nor a breakfast† (Gaskell, 145). John also noted how fancy London was, specifically how nice the carriages were outside the Queen’s house and the people riding them. He exp lained that â€Å"Some o’ the gentlemen as couldn’t get inside (the carriages) hung on behind, wi’ nosegays to smell at, and sticks to keep off folk as might splash their silk stockings† (Gaskell, 146). While his trip to London was swell aside from the rejection of the Charter, his home life was not as swell. John Barton’s early life was not the easiest. His parents had suffered in the poverty and his mother died from â€Å"absolute want of the necessaries of life† (Gaskell, 55). Despite this, John was a good worker with a confident attitude and believed he could supply his wants and needs if he worked hard enough. However, as the introduction states, this was not the case. When his master Mr. Hunter had failed, he only had a few shillings to his name, he went from factory to factory looking for work. Unfortunately, he was turned down at every factory. During that time, his son â€Å"the apple of his eye, the cynosure of his strong power of love, fell ill of the scarlet fever† (Gaskell, 56). Doctors explained to Barton that they only way he would survive is with proper nourishment. â€Å"Mocking words!† (Gaskell, 56) the novel exclaims, as there was no food in the house that would come close to a meal. John also grew hungry, but was more consumed with the anxie ty he had for his son. He went into town and passed by a shop displaying many delectables, such as â€Å"haunches of venison, Stilton cheese, moulds of jelly all appetising sights to the common passer-by† (Gaskell, 56). As he is admiring the food, Mrs. Hunter, exited the shop and went into her carriage followed by the shopkeep carrying enough food for a party. When John returned home, he found his son dead, â€Å"to see his boy only a corpse† (Gaskell, 56). Clearly, there are many contrasts between the aristocrats and the working man. The rich feast daily and ride in nice carriages wearing beautiful silk, while John the working man and his fellow Chartists lived in a constant state of hunger, had very little worth to their name, and could arrive home to a dead family member at a moment’s notice. This comparison was portrayed while John was in front of the shop displaying the delacacies. While John was staring at the food he was too poor to have, the wife of the master that failed him walked out with enough food for a party. Furthermore when the working men -who live in these basically unlivable conditions and constantly are at the will of their ruthless masters- tried to ask the Parliament to make their lives and working conditions better, they are turned down. After examining the historical evidence and John Barton’s strife, it is still clear that the Chartist lesson, as Chartism eloquently states, is â€Å"that the lead ers of the proletariat cannot with impunity ally themselves with the bourgeoisie, and that the only guarantee of success lies in keeping live contact with the masses.† (Carlyle, 65). This means, as stated before, that the astristocracy and masters do not care for the working man or their needs and conditions. The lesson also implies that Parliament was on the side of the rich, and that their main focus was on capitalism rather than the well being of those who contributed to said capitalism. John Barton lost his son, other workers were killed by the cotton machine spinners, and the masses starve while the bourgeoisie enjoyed their mutton, ornate clothing, and their health. When reading Mary Barton, it is important to note this distinction between social classes and understand how detrimental the divide is for the Bartons and their companions. This divide kept the Bartons and their fellow working men hungry and on the verge of death each day. The Chartist lesson was a hard one to learn, and unfortunately the workers who had to learn it, including John Barton, suffered for years and decades to come, even though all they wanted was basic human necessities and some food on the table. At the very least wanted to keep their beloved children alive to succeed them, but even that was a stretch to ask for. To compare John’s strife to the real world, it is important to speak out against manufacturing injustices when they occur, like sweatshops for example. Find ways to help these people now so that they do not suffer as the many families in England did back then. Works Cited Britannica, The Editors of Encyclopaedia. â€Å"Chartism.† Encyclopà ¦dia Britannica, Encyclopà ¦dia Britannica, Inc., 8 Feb. 2018, www.britannica.com/event/Chartism-British-history.Carlyle, Thomas. â€Å"Chartism.† Google Books, books.google.com/books?hl=enlr=id=-78KAQAAMAAJoi=fndpg=PA1dq=chartismots=iXHFRX1IoBsig=uvMq8ururb1qnrJMAtWoZhuzou4#v=onepageq=chartismf=false.Rothstein, Th. â€Å"From Chartism to Labourism.† GIPE, Dhananjayano Gsdgil Library, dspace.gipe.ac.in/xmlui/bitstream/handle/10973/22195/GIPE-008465.pdf?sequence=3.â€Å"The Proceedings of the Old Bailey.† Crime and Justice Trial Procedures Central Criminal Court, www.oldbaileyonline.org/static/Coinage.jsp.â€Å"Chartists.† Www.parliament.uk, UK Parliament, www.parliament.uk/about/living-heritage/transformingsociety/electionsvoting/chartists/overview/chartistmovement/.

Argumentative Essay On Marijuana - 1203 Words

Marijuana, also known as cannabis, is referred to as many different names by people from different parts of the world. It is used for both medical and recreational purposes. Smoking marijuana, eating it within foods, vaporizing it, and using it as an extract are some of the ways individuals consumed it. Some people use Marijuana because of the physical and mental effects it has on the physical body. After consuming marijuana, a person experiences feelings like heightened mood, increase in appetite, change in opinion, and euphoria. When smoked, the impact is often experienced after a few minutes, but when cooked or eaten one can take thirty to sixty minutes to experience any effect. Marijuana has a short-term and a long-term impact on†¦show more content†¦According to Steven Belenko and Cassia Spohn, these psychoactive characteristics have a detrimental impact on individuals of society. More often than not, they hinder progress, and this may lead to stagnation among the most affected groups, which in this case comprises of adolescents and young adults. The division and conflict in the discourses concerning the drug arise from the societal impact marijuana has in America with statistics showing that approximately 48% of the populace above the age of twelve is involved in substance abuse. On the other hand, some studies posit acute consumption of this drug results in the production of dopamine in the brain that is responsible for the development of addictive tendencies (Belenko, and Spohn 24). It is important to consider that marijuana is already classified under the Schedule 1 drugs, as stipulated by the Controlled Substance Act. Therefore, efforts to legalize its consumption will impede the endeavors of the government on its war against drugs. In the contemporary world, the increase in crime in America has been linked to substance abuse, with marijuana being one of the dominant drugs in the market together with cocaine and heroin. There have been numer ous cases where families and communities have become devastated because of the bearing cost of excessive marijuana consumption. Recently, the states ofShow MoreRelatedArgumentative Essay : Legalization Of Marijuana1387 Words   |  6 PagesAmanda Montoya April 14, 2014 Kathy severance Argumentative essay #2 Legalization of Marijuana Marijuana has been used in religious ceremonies or for medical purposes for thousands of years. I have always been against the use of Marijuana up until four years ago when my husband at the age of twenty seven underwent invasive surgery on his knee and has never been the same since. 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Marijuana has been proven to treat a number of diseases and conditions, causes a decline in deaths due to overdose from opioid pains, and serves a plethora of additional benefits. I strongly feel that sooner rather than later, marijuana should be federally legalized so that citizens can haveRead MoreArgumentative Essay On Legalization Of Marijuana1072 Words   |  5 PagesThe subject of marijuana legalization has been an exceedingly popular discussion topic in recent years and, as time goes on, only seems to grow more popular. This discussion has resulted in many arguments that support marijuana’s legalization. One popular argume nt says that since alcohol is worse for you, and alcohol is legal, marijuana should be legalized. However, this argument that marijuana should be legalized because marijuana’s effects when consumed or smoked are better than those of alcohol

Styles of leadership would only be applicable based on factors such as the culture - Free Essay Example

Sample details Pages: 15 Words: 4482 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Executive Summary There are various motivational theories and styles of leadership which are being practiced by organizations worldwide. Certain motivational theories and styles of leadership would only be applicable based on factors such as the culture within which the organization operates. Sri Lanka being a country where power culture has been dominant has to follow less flexible, more extreme motivational theories and styles of leadership such as McGregors XY Theory and Autocratic or Authoritarian Leadership style respectively. Don’t waste time! Our writers will create an original "Styles of leadership would only be applicable based on factors such as the culture" essay for you Create order It has been identified that there are various advantages and disadvantages of pursuing certain leadership styles. However, it is clear that independent of the style of leadership used, if the leader is an effective leader, this would be a great strength for an organization. Standard Chartered Bank having reported seven successive years of record income and continuous expansion of market share, despite the existing global economic condition, has been recognized as one of the worlds leading banks. The success is entirely a result of the effort of employee groups and leaders of the bank who have been exposed to a unique culture which has been brought up at the bank. Table of Contents Table of Figures Introduction An organization can be defined as a group of individuals working together to achieve a common goal or objective. To achieve these common goals and objectives an organization would require leadership as well as motivation. There are various styles of leadership and motivational theories which are practiced by organizations in order to achieve the desired result. Above all, effective leadership could be identified as one of the best motivational factors. An extensive analysis regarding Standard Chartered Bank has been done with the purpose of analyzing functions of groups, teams and leadership within organizations. Standard Chartered PLC is a British financial services company headquartered in London, England with operations in more than seventy countries. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) and employs 80,000 people. Despite its British base, it has few customers in the United Kingdom and around 90% o f its profits come from Asia, Africa, and the Middle East. Motivational Theories and Leadership Motivation could be defined as a psychological process where internal and external factors influence a person to be continuously interested in pursuing and achieving goals. It could be said that motivation influences a persons behaviour at work and ultimately how he performs during the job. There are various motivational theories followed by organizations to motivate their employees and some of these theories are discussed below. Motivational Theories Douglas McGregors Theory X and Theory Y Douglas McGregor has developed two models which are known as Theory X and Theory Y. These two theories were formulated through examination of theories on individual behaviour at work. Douglas McGregors Theory X states that an average human being dislikes work, prefers to be directed, avoids responsibility, has little or no ambition, works for money and mainly security. Theory X has given rise to two management approaches, which are the soft and hard approach. Under the soft management approach, managers seek harmony with the employees under the impression that employees would cooperate with them when necessary. Where, under the hard management approach an employee has to be coerced, controlled, directed and threatened till the expected result it achieved. However, it should be noted that none of the extremes are suitable as employees require more than monetary rewards, they require fulfilling their higher order needs. It is understood the main reason for organizations to u se this approach is to ensure that employees behave in the expected manner. Theory Y, unlike Theory X looks at an average human being from a more optimistic angle. Theory Y states that an average human being likes work, directs himself, accepts and seeks responsibility. Theory Y would be more valid and is used by organizations as this would result in higher levels of motivation for employees through matching organizational goals with personal goals. Further, this would lead to employee empowerment as creativity and opportunity to exercise initiative is allowed. Maslows Hierarchy of Needs Theory Maslows Hierarchy of Needs Theory speaks of five groups of basic needs which usually motivate behaviour in many cultures. These basic needs are Physiological, Safety, Social, Esteem Needs and Self Actualization. Figure (Maslows Hierarchy of Needs) In Maslows Hierarchy of Needs Theory, once a need has been satisfied, the desire to satisfy a higher need rises. Hence, a person would be motivated to perform better. Organizations would use this theory to decide on what type of motivation needs to be given to its employees. Organizations use this theory by identifying, Behaviour of an individual at a given moment depends on his strongest need Physiological needs have the highest strength and a majority of employees would work to satisfy this level only An unsatisfied need acts as a motivation factor Once a need is satisfied the desire to achieve a higher order need rises A satisfied need would no longer act as a motivation factor ERG Theory ERG Theory resembles Maslows Hierarchy of Needs Theory. ERG Theory has three groups of needs. Where the first group would be Existence Needs (i.e. physical and material wants), second group would be Relatedness Needs (i.e. desire for interpersonal relationships) and third group would be Growth Needs (i.e. desire to be creative and productive). However, unlike Maslows Hierarchy of Needs Theory, the ERG Theory states, if frustrated in trying to satisfy Growth Needs, Relatedness Needs will re-emerge (frustration regression process). Organizations would use ERG theory to help them identify their employees dynamic needs and help the organizations to understand why employees have such dynamic needs (i.e. once satisfaction progression occurs the needs change and once frustration regression occurs needs change once again). Herzberg Two Factor Theory or Motivation Hygiene Theory Herzberg after carrying out many surveys concluded that to understand employee satisfaction or dissatisfaction work had to be divided into two categories. Motivation Factors: Factors which are strong contributors to job satisfaction. Hygiene Factors: Factors which are not strong contributors to job satisfaction but which must be present to meet an employees expectations and prevent job dissatisfaction. Hygiene Factors: Job security Relations with others Physical working conditions Company policies Pay Quality of supervision Motivation Factors: Achievement Responsibility Recognition Opportunities for personal growth Promotion opportunities Organizations use Herzbergs Two Factor Theory firstly to identify if their employees hygiene factors are met through which an assessment could be made regarding whether the employee is satisfied with the job or not. If not, the organization can identify which factors need to be adjusted so that this may alleviate job dissatisfaction. However, to motivate someone to perform better or to increase satisfaction motivation factors must be addressed by the organization. Using this theory, an organization would be able to identify which form of motivation would be necessary to motivate an employee as motivation factors relate to the nature of the work itself and the way the employee performs it. It should be further noted that this theory has a twofold approach of eliminating dissatisfiers and enhancing satisfiers. Victor Vrooms Expectancy Theory According to Victor Vrooms Expectancy Theory employees will work hard to achieve rewards that they values and that they consider obtainable. Further, Victor Vroom states that an employee will be motivated to exert a high level of effort to obtain reward under three conditions. The employee believes that his or her efforts will result in acceptable performance. The employee believes that acceptable performance will lead to the desired outcome or reward. The employee values the reward. (Karen Collins, 2007 cited in Flatworld Knowledge, n.d) Figure (Expectancy Theory Model) (Karen Collins, 2007 cited in Flatworld Knowledge, n.d) Organizations would use this theory as it would help the organization to understand and interpret, How employees decide to work The effect of planned rewards programs The effect of such planned rewards on the productivity of employees Sri Lanka is a country within which power culture is dominantly seen not only within society but also within organizations. As a result of this culture which has not changed much throughout the years, work force of an organization would naturally await orders from the top and are not interested to take initiative in most situations even when given the chance. Hence, when considering motivational theories which are now widely practiced through the world where a technique of motivating employees in a natural manner is used, it could be understood that such motivational theories if applied within organizations of the country may not result in the expected outcome. Based on this information it is possible to arrive at the conclusion that the m ost suitable motivational theory to be used by organizations operating within Sri Lanka is McGregors XY Theory where Theory X assumptions have to be used. Leadership Leadership Styles Leadership could be defined as a relationship through which one person influences the behaviour or actions of other people. There are various factors which should be considered when selecting a style of leadership. For example, nature of task (i.e. Urgency, Complexity), type of people being led (i.e. Maturity, Technical Experience, Competence), etc. There are mainly three types of leadership. The Authoritarian or Autocratic Style: A leader exercising this style would make decisions alone without advice from their followers and would state what has to be done and how. Such a style would be suitable in an occasion when all the required information to solve a problem is available, there is a lack of time and the employees are well motivated. The Participative or Democratic Style: A leader exercising this style would involve employees in the decision making process. The leadership functions are shared with members of the group resulting in greater interactions within the group . The group members have a greater say in decision making, determination of policy, implementation of systems and procedures. (Laurie J. Mullins 2007, p. 371) However, it should be noted that the leader maintains the final decision making authority. A Laissez Faire (Genuine) Style or Delegative Style: A leader exercising this style would allow the employees to make decisions after observing how employees work on their own. This is done when employees are able to analyze a situation and decide what has to be done and how. However, the leader would still be responsible for the decisions made. Beyond these leadership styles, it should be understood that leadership behaviour could either be directive or supportive. Advantages and Disadvantages of Leadership Styles Leadership Style Advantages Disadvantages The Authoritarian or Autocratic Style More group productivity while leader watches Decision making process is quicker as the leader makes the decision individually The organization may respond to danger quickly The level of dependence on the leader increases The level of hostility among employees may increase Work force may dislike being ordered around resulting in employee de-motivation The Participative or Democratic Style A positive work environment could develop Motivates creative thinking Reduces employee turnover as a result of less friction between the work force and the leaders Slower decision making Arguments may arise A Laissez Faire (Genuine) Style or Delegative Style Results in employee empowerment Promotes independent thinking Motivates creativity Employees can misuse the freedom given to them and perform poorly Figure (Advantages and Disadvantages of Leadership Styles) Leadership and Motivation Distinguished An authoritarian or autocratic leadership style is followed when employees are dependant and resist change. The efficiency of such employees would be low. Through high levels of supervision, command and control which is exercised by such leaders would motivate employees mainly in three forms. They are, Peer Motivated: As employees would like to be like others Authority Motivated: As employees would follow policies Threat and Fear Motivated: As employees would react to force When a participative or a democratic leadership style is followed there would be greater interaction within the group and hence the personality and efficiency of employees depends on the leaders skills and the work environment which he has created. When following such a leadership style, employees would be motivated in three forms. They are, Goal Motivated: As employees may recognize some opportunity Reward Motivated: As employees would recognize some opportunity for some material reward Rec ognition Motivated: As employees would recognize an opportunity for change in social status A Laissez Faire or delegative style is followed when employees take up leadership, thrive on change or opportunity, are independent and are achievers. Such employees would be very efficient compared to employees under other leadership styles. Leaders following this style would have limited supervision and would delegate decision making responsibility to employees. When following such a leadership style, employees would be motivated in two forms. They are, Self Motivated and Team Motivated: As employees are allowed to practice creativity When the above three types of leadership and motivation associated with them are analyzed, naturally a participative or a democratic leadership style is best to follow because in a team-motivated environment, dependant employees will be inspired and will strive to be acceptable with independent thinking co-workers. However, as it was mentioned bef ore, due to the culture element of the country work force of an organization would naturally await orders from the top and are not interested to take initiative. Therefore, a leadership style where high levels of supervision, command and control is practiced would be more applicable for such an environment meaning, the most suitable leadership style to motivate employees within organizations would be the authoritarian or autocratic leadership style. Effective Leaders; A paramount to an Organization It could be said that effective leaders are the key for success of any organization. There are many characteristics an effective leader should have. Based on the information given below it is possible to understand that an effective leader is strength to an organization in many aspects. Given below are five factors which make an effective leader a paramount to an organization, An effective leader would be able to influence and inspire people to accomplish a goal, or an objective of an organization. It should be understood that leadership is not about power and has no relationship with driving employees to accomplish their tasks and duties out of fear. It should further be understood that an effective leader would help to encourage or motivate other employees to take up leadership, forming a successful and a powerful workforce. An effective leader would be a visionary person meaning awareness of organizational goals, objectives and vision. Only if employees see that their lead er is aware of the direction which he must head they will follow him. This could be an advantage to an organization as such a person would be able to lead the employees of the organization in such a manner that they would achieve organizational goals and objectives. An effective leader would be a trustworthy person. It should be understood that trust if a leader is trustworthy his employees would have confidence in him even at tough times. Hence, it should be understood that if an organization has such a leader who has good relationships, is trustworthy and follows ethical standards that this would be a massive strength for the organization as this could be considered the base for an effective organization. Further, this would help the organization to develop a good impression through the community in which it operates. An effective leader would be able to communicate the organizational goals, objective, vision, knowledge and technical expertise to the organizations employees. This would help the employees of the organization to become effective too as they would gain the required knowledge, skills and an idea about organizational goals, objectives and vision. An effective leader would be able to make successful decisions based on intuition. This could lead an organization to success as at times there may be a need to make decisions quickly which maybe of very high importance and value when time for gathering information may be very limited. Groups, Teams and Leadership It is no secret that behind the success of Standard Chartered Bank, the staff of the bank has played a very important role. Effective leadership and well motivated staff has been the key for this excellent performance. To support and improve leadership development within the bank, Standard Chartered Bank now has seven core leadership development programs along with feedback programs such as the 360 feedback tool. Standard Chartered Bank gives special consideration not only for leadership but also for aspects such as employee relations, team building, culture and values, etc. Nature of Groups and Team Roles Nature of Groups A group could be defined as a collection of people who interact with each other over time in order to reach goals. These groups can either be formal or informal, where both types of these groups are seen at Standard Chartered Bank. One note worthy feature of these groups at Standard Chartered Bank is that the groups consist of individuals who come from various backgrounds, cultures and have different skills. However, Standard Chartered Bank has made sure that no conflict among bank staff occurs but instead understanding and development in multiple fields occurs; great example for this will be the employee exchange program (first time in 2008, between India and China) which the bank launched recently. Through this approach, Standard Chartered Bank has been able to, Align teams with business vision and objectives Build staff engagement and commitment Create opportunities for open and courageous conversations Clarify dependencies Accelerate high performance by leveragin g strengths Team Roles A team role is, a pattern of behaviour, characteristic of the way in which one team member interacts with another whose performance serves to facilitate the progress of the team as a whole. (Laurie J. Mullins 2007, p.332) As Belbin has stated, even though there are nine team roles, it is rare to find members who are strong in all nine team roles. Standard Chartered Bank too has recognized this and in order to build up teams who are skilled in multiple ways the bank follows job rotation programs and also as it was mentioned above employee exchange programs. Through the employee exchange program or rather the talent exchange program the bank expects to forge stronger working relationships and cultural understanding between the two strategically important markets All our development is based on the philosophy of being a strengths-based organisation. We encourage individuals, managers and teams to identify and focus on their distinctive talents, and constantly challenge them to a chieve more with them. We recognise that individual strengths are unique, and that each employee will deliver in a role in a different way. (Standard Chartered Bank, 2009) As it is quoted above, the bank encourages recognition of individual strengths through which the bank expects to achieve greater strengths. Through the interaction of individuals of such nature the bank expects to develop a highly talented work force through team work. Even though an individual member may not be highly talented he will be motivated to achieve and develop new strengths when he would be allowed to interact with people talented in multiple fields. Therefore, it could be understood that team roles play a vital part in the development process of the bank. Stages of Team Building Given below are the stages of team building or team development, Forming formalities are preserved and members are treated as strangers (polite but untrusting). Storming members start to communicate their feelings but probably still view themselves as part of their parent department rather than part of the team. They attack others insular attitudes while guarding their own (testing others). Norming people feel part of the team and realise that they can achieve work if they accept other viewpoints (valuing other types). Performing the team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance (flexibility from trust). (Carter McNamara, 1999) The above four stages of team building or development are very evident at Standard Chartered Bank. The initial two stages would be very clearly seen at the beginning when an employee would be newly selected and/or when they switch branches (consider the employee talent e xchange program for example). However, as time passes by (a period of three months for the employee talent exchange program) employees would learn about each other, would value each other especially their culture and would be able to perform with flexibility which would build up from trust. An example for the last stages of the team building process would be when top executives frequently fill in for one another, whether leading regional celebrations, representing Standard Chartered Bank at key external events, or initiating internal dialogues with employees. They make their collaborative behaviour visible through extensive travel and photos of leaders from varied sites working together. Beyond the above mentioned four team development stages, there is one additional step which is known as adjourning. This would mean disbanding of the group due to completion of a task, members leaving the organization or moving on to other tasks. Team Cohesiveness It is one of the main responsibilities of a leader to ensure that the members of his work group cooperate so that the work group would be able to achieve the expected results. It is clear that cooperation among members of work groups is likely to be greater in a cohesive group resulting in beneficial effects for the organization. There are many factors which affect group cohesiveness. These factors could be categorized under four major headings as shown in the diagram below. Figure (Factors Contributing to Group Cohesiveness Performance) (Laurie J. Mullins 2007, p.307) Even though it is stated that there are disadvantages of cohesive groups such disadvantages have been minimized at Standard Chartered Bank through the unique culture which has been bread. The disadvantages of cohesive groups have been overwritten by the advantages of cohesive groups at Standard Chartered Bank resulting in an overall positive outcome. These groups have helped the bank through increased inter action between members of diverse cultures and ethnicities, growth of skills and knowledge of members through mutual help, lower turnover as the member feels that the organization has become a part of him, etc. Motivational Tools and Techniques Standard Chartered Bank follows a range of methods to encourage or motivate their employees. Motivation at Standard Chartered Bank takes place through, Learning and Development: Learning and Development process at Standard Chartered Bank starts once an employee joins the bank and this will continue till the employee resigns the organization. Standard Chartered Bank uses advance new technology to make this process an interesting one and gives encouragement for members to participate. Examples for Learning and Development at Standard Chartered Bank: Right Start, Job rotation, Talent Exchange, Core Leadership Development, 360 feedbacks etc. Employee Relations: Standard Chartered Bank follows an approach where it would deal with employees on an individual basis rather than a collective basis. This approach focuses on direct communication, managing organisational change and involving and motivating employees. Reward and Recognition: There are two elements to remuneration within Standard Chartered Bank; an annual salary and a performance based element. At Standard Chartered Bank performance would not mean just achieving goals instead it means how employees demonstrate the banks unique culture and values in their working lives. Employees would receive individual ratings but those with lowest values of ratings will not receive any performance related bonus even if they have achieved their final targets. Great Working Environment Other Facilities: Standard Chartered Bank has an environment which could be stated as one of the best environments to work at. The structures have been constructed according to expected standards and latest technology has been used where possible. Further, the bank provides other facilities, such as the day care centre where various forms of education would be given for the children of the employees, freeing the employees from the burden of worrying about their children during working hours. Impact of Technology on Team Building It is clear that technological changes have enabled Standard Chartered Bank to achieve new heights in many fields. When considering team building, as it was mentioned above in the previous section, Standard Chartered Bank uses technology right from the beginning of an employees career. Right Start is the new induction process which the bank uses for new employees. It is clear, that even this simple step will help the organization to develop better teams within shorter time periods resulting in more effective outcome. Hence, it is understood that technology has a massive impact on team building process. Our induction process for new employees was enhanced during the year with the launch of a new online virtual world. The Right Start Learning Journey offers access to critical information about our history, core businesses and supporting functions, sustainability agenda and much more in a fun and interactive way. New employees can visit the site, which was created by our Learning a nd Development Team, as often as they like while a discussion forum allows them to communicate with other new recruits. (Standard Chartered Bank, 2009) It should further be understood, that this same process of new employees getting to know other employees and building up successful teams would have been a very slow process causing possible inefficiencies for the organization in indirect ways. Even though technology has had its positive impact on the team building process it could be said that there are drawbacks if excessive technology is used as it may decrease person to person interactions resulting in lower awareness or understanding regarding one another. However, this situation is not yet seen at Standard Chartered Bank as the bank arranges certain social events where employees can get to know each other better, independent of their position at the bank. Conclusion Due to the strong cultural effect persisting within Sri Lanka, employees would naturally require high levels of supervision, command and control resulting in the usage of leadership styles such as authoritarian or autocratic leadership and extreme motivational theories such as McGregors XY Theory (Theory X assumptions), neither of which could not be considered as the best choice. To overcome this situation, changes to the culture within the organization could be done through an eventual process and in such a manner that employees would not feel threatened. Further, it could be understood that an effective leader could bring about the desired change even in such a culture. Behind every successful organization there would always be a highly talented and committed work force as at Standard Chartered Bank. Based on the information which was stated in the body of the report, it was possible to arrive at the conclusion that due to the unique culture which has been brought up at Standa rd Chartered Bank where technology and many other elements have played an important role, every employee would have an opportunity to either be an excellent team player or to be an excellent leader. To further improve, the bank can integrate more team based discussions and such activities where technology could be used in a balanced manner.

Crimes and Trials of Lyle and Erik Menendez

In 1989, brothers Lyle and Erik Menendez used a 12-gauge shotgun to murder their parents, Jose and Kitty Menendez. The trial received national attention because it had all the elements of a Hollywood movie — wealth, incest, parricide, infidelity, and murder. Jose Menendez Jose Enrique Menendez was 15 years old when his parents sent him to the US from Cuba after Castro took over. Influenced by his parents, who were both champion athletes in Cuba, Jose also developed into a good athlete and later attended Southern Illinois University on a swimming scholarship. At the age of 19, he met and married Mary Kitty Anderson and the couple moved to New York. There he earned an accounting degree from Queens College in Flushing, New York. Once out of college his career soared. He proved to be a highly focused, competitive, success-driven employee. His climb up the ladder eventually led to a lucrative position in the entertainment industry with RCA as an executive vice president and chief operating officer. During this time Jose and Kitty had two boys, Joseph Lyle, born January 10, 1968, and Erik Galen, born November 27, 1970. The family moved to a prestigious home in Princeton, New Jersey, where they enjoyed comfortable country-club living. In 1986, Jose left RCA and transferred to Los Angeles where he accepted the position of President of Live Entertainment, a division of Carolco Pictures. Jose earned a reputation as being a heartless, tough numbers cruncher, which turned an unprofitable division into a moneymaker within a year. Although his success brought him a certain level of respect, there were also many people who worked for him that completely despised him. Kitty Menendez For Kitty, the West Coast move was disappointing. She loved her life in New Jersey and struggled to fit into her new world in Los Angeles. Originally from Chicago, Kitty grew up in a broken middle-class home. Her father was physically abusive to his wife and children. They divorced after he left to be with another woman. Her mother never seemed to get over the failed marriage. She suffered from depression and deep resentments. Throughout high school, Kitty was sullen and withdrawn. It was not until she attended Southern Illinois University that she seemed to grow and develop self-esteem. In 1962, she won a beauty pageant, which also seemed to bolster her confidence. In her senior year of college, she met Jose and fell in love. She was three years older than he was, and a different race, which at that time was frowned upon. When Jose and Kitty decided to marry, both their families were against it. Kittys parents felt the racial issue would lead to unhappiness and Joses parents thought that he was only 19 and too young to marry. They also did not like that Kittys parents were divorced. So the two eloped and soon afterward headed to New York. Kitty turned away from her future goals and went to work as a schoolteacher while Jose finished college. It seemed to pay off in some ways after his career took off, but in other ways, Kitty lost herself and became completely dependent on her husband. She spent much of her time tending to the boys and waiting on Jose when he was home. When she discovered that Jose had a mistress and that the relationship had lasted over six years, she was devastated. He later admitted to cheating on her with several women throughout their marriage. Like her mother, Kitty never seemed to get over Joses infidelities. She too became bitter, depressed and even more dependent. Now, having moved across the  country, she had lost the network of friends that she had in the northeast and felt isolated. After having children Kitty gained weight and she lacked style in her clothing and general appearance. Her taste in decorating was poor and she was a bad housekeeper. All of this made acceptance in the affluent Los Angeles circles a challenge. On the outside, the family looked close-knit, like a perfect family, but there were internal struggles that took its toll on Kitty. She no longer trusted Jose and then there was the trouble with the boys. Calabasas The San Fernando Valley suburb called Calabasas is an upper-middle-class area and where the Menendez moved to after leaving New Jersey. Lyle had been accepted into Princeton University and did not move with the family until months later. During Lyles first semester at Princeton, he was caught plagiarizing an assignment and was suspended for one year. His father attempted to sway Princetons president, but without success. At this point, Jose and Kitty were both aware that the boys were incredibly spoiled. They got most everything that they wanted — great cars, designer clothing, money to blow and in exchange, and all they had to do was live under the strict controls of their father. Since Lyle was thrown out of Princeton, Jose decided it was time for him to learn some life lessons and he put him to work at LIVE. Lyle was not interested. He wanted to go to UCLA and play tennis, not go to work. However, Jose would not allow it and Lyle became a LIVE employee. Lyles work ethic was similar to how he acted towards most things — lazy, disinterested, and leaned on daddy to get him through it. He was constantly late for work and ignored assignments or would just take off to go play tennis. When Jose found out, he fired him. July 1988 With two months to kill before returning to Princeton, Lyle, 20 and Erik now 17, began burglarizing their friends parents homes. The amount of money and jewelry that they stole amounted to around $100,000. After they were caught, Jose saw that Lyles chances to return to Princeton would be over if he was convicted, so with the help of a lawyer, he manipulated it so that Erik would take the fall. In exchange, the brothers would have to go for counseling and Erik was required to do community service. Jose also forked out $11,000 to the victims. Kittys psychologist, Les Summerfield, recommended psychologist Dr. Jerome Oziel as a  good choice for Erik to see for counseling. As far as the Calabasas community went, not very many people wanted anything more to do with the Menendez family. In response, the family headed to Beverly Hills. 722 North Elm Drive After being humiliated out of Calabasas by his sons, Jose purchased a spectacular $4 million mansion in Beverly Hills. The house had marble floors, six bedrooms, tennis courts, a swimming pool, and a guesthouse. Previous occupants included Prince, Elton John, and a Saudi prince. Erik changed schools and began attending Beverly Hills High and Lyle returned to Princeton. The switch was probably difficult for Erik, who had managed to develop some friendships at Calabasas high school. Being the younger brother, Erik seemed to idolize Lyle. They had a deep bond that excluded others and as children, they often played exclusively together. Academically, the boys were average and even that level was hard for them to maintain without the direct help from their mother. Teacher evaluations often included the suggestion that the boys homework was above the capability that they showed in class. In other words, someone was doing their homework for them. And they were right. Throughout Eriks entire time in school, Kitty would do his homework. About the only thing Erik was good at was tennis, and at that, he excelled. He was the number one ranked player on the schools team. In high school, with Lyle no longer involved in his day-to-day life, Erik had his own friends. One good friend was the captain of the tennis team, Craig Cignarelli. Craig and Erik spent a lot of time together. They wrote a screenplay called Friends about a teen that saw his fathers will and went and killed him so he would inherit the money. No one at the time knew the implications of the plot. Spoiled Rotten By July 1989, things for the Menendez family continued to spiral downward. Lyle was on academic and disciplinary probation from Princeton after destroying property. He also tore up the golf course at the country club that the family belonged to, costing their membership to be suspended and thousands in repair cost that Jose paid. Erik spent his energy with failed attempts to make a name for himself in tennis. Jose and Kitty felt that they no longer could control the boys. In an attempt to get them to grow up and face some responsibility for their lives and their futures Jose and Kitty decided to use their will like a dangling carrot. Jose threatened to remove his sons from the will if they did not change the way they were living. Something Was Amiss Based on outside appearances, the remainder of the summer seemed to go better for the family. They were doing things together again as a family. But Kitty, for unknown reasons, did not feel safe around the boys. She spoke to her therapist about feeling fearful of her sons. She thought they were narcissistic sociopaths. At night she kept her doors locked and two rifles nearby. The Murders On August 20, 1989, at around midnight, the Beverly Hills police received a 9-1-1 call from Lyle Menendez. Erik and Lyle had just returned home after going to the movies and found their parents dead in the family room of their home. Both parents had been shot with 12-gauge shotguns. According to autopsy reports, Jose suffered explosive decapitation with evisceration of the brain and both his and Kittys faces were blown apart. Investigation The rumored theory about who murdered the Menendez was that it as a Mob hit, based partially on information from Erik and Lyle. However, if it was a mob hit, it was a definite case of overkill and the police were not buying it. Also, there were no shotgun casings at the murder site. Mobsters do not bother to clean up shell casings. What created more concern among the detectives was the tremendous amount of money the Menendez brothers were spending which began immediately after their parents were murdered. The list was long, too. Expensive cars, Rolex watches, restaurants, personal tennis coaches — the boys were on a spending roll. Prosecutors estimated that the brothers spent around a million dollars in six months. Big Break On March 5, 1990, seven months into the investigation, Judalon Smyth contacted the Beverly Hills police and informed them that Dr. Jerome Oziel had audio tapes of Lyle and Erik Menendez confessing to the murder of their parents. She also provided them information on where the shotguns were purchased and that the Menendez brothers had threatened to kill Oziel if he went to the police. At the time, Smyth was trying to end an alleged relationship with Oziel, when he asked her to pretend to be a patient at the office so that she could eavesdrop on a meeting he was having with the Menendez brothers. Oziel was afraid of the boys and wanted Smyth there to call police in case something happened. Because there was a threat on Oziels life, the patient-therapist confidentiality rule did not apply. Armed with a search warrant the police located the tapes in a safety deposit box and the information Smyth provided was confirmed. On March 8, Lyle Menendez was arrested near the family home, followed by the arrest of Erik who returned from a tennis match in Israel and turned himself into the police. The brothers were remanded without bail. They each hired their own lawyers. Leslie Abramson was Eriks lawyer and Gerald Chaleff was Lyles. The Arraignment The Menendez brothers had full support from most all of their relatives and during their arraignment, the atmosphere lacked the appropriate seriousness for what was taking place. The brothers strutted in like movie stars, smiled, and waved to their family and friends and snickered when the judge began to speak. Apparently, they found the serious tone of her voice humorous. You have been charged with multiple murder for financial gain, while lying in wait, with a loaded firearm, for which, if convicted, you could receive the death penalty. How do you plead? They both plead not guilty. It would take three years before their cases went to trial. The admissibility of the tapes became the big hold up. The California Supreme Court finally decided that some, but not all of the tapes were admissible. Unfortunately for the prosecution, the tape of Erik describing the murders was not allowed. The Trials The trial began on July 20, 1993, in the Van Nuys Superior Court. Judge Stanley M. Weisberg was presiding. He decided that the brothers would be tried together, but that they would have separate juries. Pamela Bozanich, the chief prosecutor, wanted the Menendez brothers to be found guilty and to get the death penalty. Leslie Abramson was representing Erik and Jill Lansing was Lyles lawyer. As flamboyant a lawyer as Abramson was, Lansing and her team were equally quiet and sharply focused. Court TV was also present in the room, filming the trial for its viewers. Both defense lawyers admitted that their clients did kill their parents. They then went about methodically trying to destroy the reputations of Jose and Kitty Menendez. They tried to prove that Menendez brothers had been sexually abused by their sadistic father throughout their lifetime and that their mother, when not participating in her own form of perverse abuse, turned her back on what Jose was doing to the boys. They said that the brothers murdered their parents out of fear that the parents were going to murder them. The prosecution simplified the reasons behind the murder stating that it was done out of greed. The Menendez brothers feared that they were going to get cut out of their parents will and lose out on millions of dollars. The murder was not a spur of the moment attack done out of fear, but rather one that was thought out and planned days and weeks before the fatal night. Both juries were unable to decide which story to believe and they came back deadlocked. The Los Angeles DAs office said they wanted a second trial immediately. They were not going to give up. The Second Trial The second trial was not as flamboyant as the first trial. There were no television cameras and the public had moved on to other cases. This time David Conn was the chief prosecutor and Charles Gessler represented Lyle. Abramson continued to represent Erik. Much of what the defense had to say had already been said and although the whole sexual abuse, incest  direction was disturbing to hear, the shock of hearing it was over. However, the prosecution dealt with the sexual abuse allegations and battered persons syndrome differently than how it was dealt with during the first trial. Bozanich did not address it at all, believing that the jury would not fall for it. Conn attacked it straight on and got Judge Weisberg to block the defense from saying that the brothers suffered from battered persons syndrome. This time the jury found both the Menendez brothers guilty of two counts of first-degree murder and conspiracy to commit murder. Shocking Moment During the penalty phase of the Menendez trial, Dr. William Vicary, who was Eriks psychiatrist since his arrest, admitted that Leslie Abramson asked him to rewrite portions of his notes that were being reviewed because it could be harmful to Erik. He said she called the information prejudicial and out of bounds. One section that was removed pertained to Eriks saying that his fathers homosexual lover told Erik and Lyle that their parents were planning to kill them. Erik told Vicary that the whole thing was a lie. The fact that Abramson had asked the doctor to remove incriminating comments could have cost her her career, but it also could have caused a mistrial. The judge did not allow that to happen and the sentencing phase continued. Sentencing On July 2, 1996, Judge Weisberg sentenced Lyle and Erik Menendez to life in prison without the possibility of parole. The brothers were later sent to separate prisons. Lyle was sent to North Kern State Prison and Erik was sent to the California State Prison.

Homosexual Couples Essay - 672 Words

Homosexual Couples Argument Essay We Can Do It, Why Can’t They? In the world now there are different kinds of partners: Black, White, Interracial, Straight, Gay, etc. But like many people, in the world, not everyone is accepted. Many people do not except Homosexuals for the reason that they are different from us. People would say that Homosexuals choose to live a â€Å"non normal† life. But they are people just like us. They have a heart just like we do, but they choose to put their heart towards their own sex. Society develops fears of homosexuality do to the belief that it disrupts the family, promotes pedophilia, child slavery, contributes to the moral decline of society and is a form of emotional illness (Grigg 85).†¦show more content†¦The point to recognize here isn’t merely the fact of alienation but the consciousness of it, a consciousness that can lead naturally to creative responses. The same process occurs among the members of other minority groups that must endure discrimination (Freedman 76-77). Among homos exuals, I believe, creative opposition has produced not only new social concepts but also an increased sensitivity to the value of the individual person in our society. Since the 1960’s, quite a bit of progress has been made. There are few places nowadays in which people are forbidden to congregate. The Federal Civil Service has adopted a nondiscrimination policy. Forty-three cities and counties and one state (Wisconsin) have anti-discrimination statutes. The courts have ruled in a variety of context that homosexuality is not tantamount to bad moral character (Gold 84). But still, many believe that homosexuality is a danger to the human race because it means a decline in those masculine qualities essential for survival and that homosexual relationships are unstable because they lack the full dimension of having and raising children. But aside from the differences in sexual preference, homosexuals’ posses the same inner needs and drives as heterosexuals do. Sexuality is an integral part of our God-given humanity. Society must devote more attention to sexuality in its child, adolescent, and adult educational programming. As we understand more about the natureShow MoreRelatedThe Debate Over Homosexual Couples941 Words   |  4 PagesA homosexual couple is a pair of two individuals of the same sex involved in an intimate and loving relationship. Homosexual couples want to be treated the same way as heterosexuals by fighting for their right to get married and also their right to have children. Because of the nature of their relationship, they cannot biologically have children together so their only option is to adopt. The debate over homosexual couples being able to adopt children is very controversial and is becoming a big issueRead MoreAdoption to the Homosexuals Couples Essay1410 Words   |  6 Pagesrealize that adoption to homosexuals is a great opportunity. Not by just giving children homes, but allowing them to experience, the lif estyle that same-sex parents contribute. In addition, the government must consider that religion should not play a role in whether or not gays should be able to adopt as a couple. People always say they feel for children and wish they could help. Well here is that opportunity! These children need a loving home, and if a gay or lesbian couple can offer that, why notRead MoreEssay on Should Homosexual Couples Be Allowed to Adopt Children?702 Words   |  3 Pageswhether gay or lesbian couples should be allowed to adopt children. 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She finds Mark and Vanessa Loring, a yuppie couple living in the suburbs. Juno likes the Loring’s and in some respect has found what looks to be kindred spirits in Mark, with whom she shares a love of grunge music and horro r films. Vanessa is a little more uptightRead MoreAdoption by homosexual couples has been a frequent debate issue among foreign countries since the1000 Words   |  4 PagesAdoption by homosexual couples has been a frequent debate issue among foreign countries since the past decade. At the end of 2013, same-sex marriage is officially legalized in sixteen countries including thirty-one cities in the world and is now pending in other 13 places (Marriage Equality around the World). One of the main concerns is whether children raised in homosexual family are socially disadvantaged or psychologically impaired due to the unnatural environment. 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How does Culture and Environment Affect Institutions and Their Management Free Essays

Define the Problem: What went wrong during Ms. Myers tenure from your point of view? Ms. Myers was a smart individual that got caught up in the hype of a new and promising job. We will write a custom essay sample on How does Culture and Environment Affect Institutions and Their Management? or any similar topic only for you Order Now Like many people these days the sound of an executive position is tempting and wanted by many, however most do not have the skills or the knowledge needed to survive and be a part of that new environment. It is great to want to invent the wheel again, but it’s not great to step on toes while trying be inventive. Ms. Myers started out good but failed in what her objective was. â€Å"When Linda Myers accepted a human resources position at SK Telecom in South Korea, she thought it was the opportunity she’d long been working toward. Not only would she break ground as one of the first American female executives at a Korean company, she would also lead an initiative to make the organization more global. For someone who’d spent years consulting on expatriate transitions, this seemed like a dream job.† Green 2011. If she had made a few changes, her objective would have been achieved, making a stand for women around the world and getting a foot hold for Asian women in Korea. Analyze the Cause: Explain the problem Ms. Myers is encountering using Hofstede’s five dimensions of culture to compare Korean and American assumptions about interpersonal relationships and management. 1. Power/Distance (PD) – This refers to the degree of inequality that exists – and is accepted – among people with and without power. On the ground in Seoul, Myers quickly realized just how far she was from her native Baltimore. One early shock was the homogeneity of not only her office but also the city: Government estimates indicate that foreigners account for 2.4% of the population. That’s compared with just over 18% for Singapore and 27% for New York and London, according to the Migration Policy Institute. (Green) Because Mrs. Myers was used to being in the states and was not acclimated to the Asian environment, she felt that she was far from comfort. Also, early on, she asked employees to dispense with calling her â€Å"Sang Mu Linda,† her title at  the company, and to use Linda, the norm in a U.S. company, to create a less formal environment. â€Å"But by removing the label, I plummeted in their eyes,† she recalls. What she regarded as a â€Å"participative leadership style† looked wishy-washy to the people at SK. (Green) Power can be seen as a position that you have gained by promotion. Because she was already in a position of management, she had the power over many people. How she used that power was her downfall. In the Korean environment she was the â€Å"Sang Mu† which was a management position. Once she tried to associate with the workers as equals she fell from that role in the eyes of the workers. 2. Individualism (IDV) – The degree to which individuals are integrated into groups†. In individualistic societies, the stress is put on personal achievements and individual rights. People are expected to stand up for themselves and their immediate family, and to choose their own affiliations. In contrast, in collectivist societies, individuals act predominantly as members of a lifelong and cohesive group or organization. People have large extended families, which are used as a protection in exchange for unquestioning loyalty. 3. Masculinity (MAS) – This refers to how much a society sticks with, and values, traditional male and female roles. Myers was constantly aware of being female. Aside from secretaries, she was almost always the only woman in the room. She was also unprepared for the company’s rigid hierarchy. But as Myers saw it, â€Å"there were basically four levels: VP, director, manager, and worker bee. You only talked to people at your level.† (Green) Not all societies have equalized the field of female and male relationships. In the Asian cultures the roles of male being dominate and Females are the lesser of human social role. 4. Uncertainty/Avoidance Index (UAI) – This relates to the degree of anxiety society members feel when in uncertain or unknown situations. Her lack of Korean turned out to be a vexing problem. She recalls having to ask for an interpreter at her first meetings at SK. And even with an assistant and colleagues who spoke English, she found it difficult to get the information she needed. â€Å"Asking questions was the only way I knew to learn,† she  explains. â€Å"But it was not always productive.† As she saw it, even diplomatic inquiries could be construed as confrontational and critical. (Green) When the Higher CEOs and upper management felt that they were being stepped on by her way management they started to ostersize her and shield her from information 5. Long Term Orientation (LTO) ) – This refers to how much society values long-standing – as opposed to short term – traditions and values. Propose a Solution: Five key issues 1. Creating a climate for change In terms of creating a climate for change, culture is only effective if it is applied to the relevant area needing change or is tied to some organizational issue. 2. Employee engagement and empowerment Employee engagement and empowerment is crucial to ensure that the culture is effectively managed and aligned with the cultural assumptions of the organization as a whole. 3. Team orientation Team work is a common feature in most organizations, in terms of crossing existing barriers and as a useful means of promoting and disseminating new cultural traits. In terms of individual and organizational development, teams are seen as a way of investing in talent development. 4. Tracking cultural change Tracking cultural change is important in terms of assessing whether the culture has become misaligned in terms of subgroup cultures’ practices, or whether there are issues or challenges to be addressed which could undermine the cultural ethos and underlying assumptions of the organization. 5. Training, rewards and recognition Training in terms of culture awareness is viewed differently in various organizations. Culture is an aspect of general management training in some organizations. In other organizations, it is deemed appropriate to learn from leaders and managers about the prevalent cultural norms and assumptions. Rewards and recognition is given when individuals or teams step outside the box and rise above the norm. It is an acknowledgment that there has been a significant change and/or a new operating standard has been started. From reviewing Green’s fictional case study, (Green, 2011), the author acknowledges some good points for consideration when one has to determine how much a culture and environment will affect institutions and their management. In this review, Green explores the challenges faced by Ms. Linda Myers when she accepted a job as a VP in a Seoul, South Korea with SK Telecom. Ms. Myers had what seemed to be all of the right credentials on paper that would make her the ideal candidate for a foreign assignment, except one, she was female. Although she had realized that later, being a female would be overbearing for her and she was not able to hang-on to the position due to many cultural factors, discussed earlier. (Green, 2011). When analyzing this case in depth and reviewing the entire tenure of Ms. Myers time with SK Telecom in Seoul, important issues surfaced, which caused this job scenario to go terribly wrong for Ms. Myers. Concluding remarks This understanding in relation to effectively managing culture in public sector organizations and also to provide lessons from initiatives implemented to date in both the public and private sectors. The importance of managing and manipulating culture in public sector organizations cannot be misjudged in terms of its impact on the innovation outline. Developing appropriate measures to address cultural issues in organizations in terms of increasing structural capability and performance is an important issue that should be addressed unilaterally. While the implications of such approaches are wide-ranging, fundamentally the key to effective culture management is leadership. Leadership must be committed to managing culture in terms of developing and sustaining organizational performance, while managers throughout the organization are responsible for its effective development. There is much that remains to be done to address the gap between the influence of cultural issues and the approaches adopted by managers, approaches which are elementary in many public sector organizations. The organizations provide useful examples of how organizations can effectively manage organization culture as an integral part of both corporate strategies and organizational change measures to enhance performance and innovation. This case study contributes to the awareness and understanding of culture management in public sector organizations. One of the first clues that things were going wrong in South Korea was that Ms. Myers should have realized occurred long before her accepting the job in South Korea and she choose to ignore it. That clue being the preliminary assumption by the agency sent to recruit a VP that she was male, not female, as mentioned earlier. The second red flag that should have been raised by Ms. Myers occurred when she contacted the Society of Human Resources and asked them to put her into contact with a female executive who had worked in South Korea to help her prepare for her assignment. The basis of ethical or moral decision-making involves choice and balance; it is a guide to discard bad choices in favor of good ones. How to cite How does Culture and Environment Affect Institutions and Their Management?, Essays