Key Success Factors †Organizational Culture Essay

In this assignment we introduce the idea that the organizational culture is the personality of an organization which can be defined, measured, sustained and changed and have an important impact on an organization’s effectiveness. We want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture. We know that every individual has something that psychologists have termed â€Å"personality†. An individual’s personality is made up of a set of relatively permanent and stable traits. When we describe someone as innovative, relaxed, warm or conservative, we are describing personality traits. An organization, too, has a personality, which we call the organization’s culture. Organizational culture is an important situational variable that influence all members of an organization to various degrees, so it is important to have a sound understanding of this construct to manage and work effectively in an organization. In this paper project we want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture. Chapter IDefinitions of Organizational CultureWe will present how Schein defines organizational culture in â€Å"Organizational culture and leadership†(1992) as it is presented by Yukl in â€Å"Leadership in Organizations†(1998) and Ott’s definition of the organizational culture in â€Å"The Organizational Culture Perspective†(1989) as it is presented by Lawson and Shen in â€Å"Organizational Psychology†(1998). Schein’s definition of organizational cultureSchein (1992) defines culture of a group or organization as shared assumptions and beliefs about the word and their place in it, the nature of time and space, human nature, and human  relationships. Schein distinguishes between underlying beliefs (which may be unconscious) and espoused values, which may or not be consistent with these beliefs. Espoused values do not accurately reflect the culture when they are inconsistent with underlying beliefs. For example, a company may espouse open communication, but the underlying belief may be that any criticism or disagreement is detrimental and should be avoided. It is difficult to dig beneath the superficial layer of espoused values to discover the underlying beliefs and assumptions, some of which may be unconscious (Yukl,1998). The underlying beliefs representing the culture of a group or organization are learned responses to problems of survival in the external environment and problems of internal integration. Schein say that the primary external problems are the core mission or reason for existence of the organization, concrete objectives based on this mission, strategies for attainting these objectives, and ways to measures success in attaining objectives (Yukl, 1998). All organizations need to solve problems of internal integration as well as problem of external adaptation. Objectives and strategies cannot be achieved effectively without cooperative effort and reasonable stability of membership in the organization. Internal problems include the criteria for determining membership in the organization, the basis for determining status and power, criteria and procedures of allocating rewards and punishments, an ideology to explain unpredictable and uncontrollable events, rules or customs about how to handle aggression and intimacy and a shared consensus about the meaning of words and symbols. The beliefs that develop about these issues serve as the basis for role expectation to guide behavior, let people know what is proper and improper and help people maintain comfortable relationship with each other (Yukl, 1998). Robbins (1994) and others sustain too that the shared values determine in large degree what employees see and how they respond to their  world (Robbins,1990; Robbins, 1994; Stoner and Freeman, 1992)When confronted with a problem the organizational culture restricts what employees can do by suggesting the correct way – â€Å"the way we do things around here†(Bower,1966) – to conceptualize, define, analyze, and solve the problem (Robbins, 1994). We believe that the internal and external problems are closely interconnected and organizations must deal with them simultaneously. In conclusion, Schein (1992) defines the organizational culture as shared assumptions and beliefs about the world and their place in it, the nature of time and space, human nature, and human relationships. Organizational culture have distinct dimensions that can be defined and measured. This is important to know in order to develop and use change strategies of the culture. Ott’s definition of the organizational cultureOn the other hand Ott (1989), in â€Å"The Organizational Culture Perspective† describe organizational culture as a social constructed, unseen, and unobservable force behind organizational activities. Organizational culture is a social energy that moves organizational members to act and unifying theme that provides meaning and direction to and mobilizes the members. It functions as an organizational control mechanism, informally approving or prohibiting behaviors (Lawson and Shen, 1998). In short, organizational culture is a hypothetical construct that must be inferred from the share thoughts, feelings, values, and actions of organizational members. Last, Ott suggested that organizational culture is a concept, construct, energy, idea, rather than a thing that can be directly observed, measured and manipulated. But we do not agree that the organizational culture is just a concept, energy, idea and can not be observed, measured or manipulated because then we can not discuss about managing and changing the organizational culture.  If culture exists, and we argue that it does, it should have distinct dimensions that can be defined, measured, and changed. I n â€Å"Organization Theory – Structure, Design and Applications† Robbins (1990), propose that there are ten characteristics that when mixed and matched tap the essence of an organization’s culture:1. Individual initiative, which is the degree of responsibility, freedom, and independence that individuals have. 2. Risk tolerance. The degree to which employees are encouraged to be aggressive, innovative, and risk-seeking. 3. Direction. The degree to which the organization creates clear objectives and performance expectations. 4. Integration. The degree to which units within the organization are encouraged to operate in a coordinated manner. 5. Management support. The degree to which managers provide clear communication, assistance, and support to their subordinates. 6. Control. The number of rules and regulations, and the amount of direct supervision that are used to oversees and control employee behavior. 7. Identity. The degree to which members identify with the organization as a whole rather than with their particular work group. 8. Reward system. The degree to which reward allocation are based on employee performance criteria in contrast to seniority, favoritism and so on. 9. Conflict tolerance. The degree to which employees are encouraged to air conflicts and criticisms openly. 10. Communication patterns. The degree to which organizational communications are restricted to the formal hierarchy of authority. These ten characteristics include both structural and behavioral dimensions which means that organizational cultures are not just reflections of their members’ attitudes and personalities. A large part of an organization’s culture can be directly traced to structurally related variables (Robbins, 1990). John P. Kotter in â€Å"Leading Change† (1996) sustain that culture refers to norms of behavior and shared values among a group of people. Kotter(1996) says too that culture is not something that you manipulate easily but it is possible to make the transformation. â€Å"The first step in a major transformation is to alter the norms and values.† (Kotter, p.156,1996,). He sustain that cultures changes only after you have successfully altered people’s actions, after the new behavior produces some group benefit for a period of time, and after people see the connection between the new action and the performance improvement. In conclusion, organizational culture is not just a concept, construct, idea, energy, ghost which can not be seen or measured but it is a system of shared meanings with a certain structural and behavioral dimensions that are closely associated and interdependent. In every organization there are patterns of beliefs, symbols, rituals, myths and practices that have evolved over time. These in turn create common understanding among members as to what the organization is and how its members should behave. Organizational culture refers to norms of behavior and shared values among the people items which can be changed to increase the performance of an organization. Chapter II Levels of expression of organizational cultureAccording to Schein (1992) organizational culture is discernible at three different levels: artifacts, values and basic assumptions. ArtifactsIt is widely agreed that the most readily observable but least exact expression of the shared meanings of the culture are represented by artifacts. Artifacts include things and the arrangement of things in an organization, as well as observable behaviors captured by organizational stories and ceremonies, rites and rituals (habitual activities rooted in values and basic assumptions like weekly or monthly departmental meetings or presentations), and norms (unwritten rules for appropriate and inappropriate behaviors). Artifacts of a culture are quickly detected but the share meaning is the key for appreciating and becoming deeply aware of the organizational culture. Values Values, defined by Schein (1992) as someone’s sense of what ought to be, as distinct from what is, represent the second level of organizational culture. Shared values are important concerns and goals shared by most people in a group that tend to shape group behavior and that often persist over time even when group membership changes (Kotter, 1996). The basic issue at this level of organizational culture is the members’ determination of what works or is successful for a given organizational problem. Values can be both espoused and enacted; however, adults pay the greatest attention to enacted or operationalized values and are more inclined to modify their own values in response to them than to values that are solely expressed or espoused (Lawson and Shen, 1998). The validity of a given value is determined by testing the preferred solution against physical or social realities. For example, out of many comparable manufacturing processes, one is selected or valued because it yields the most durable product or particular activities are performed in particular ways because the feel right or are accepted by a large majority of organizational members as the right thing to do. Hence, what works and what members agree works becomes the anvil against which values are hammered out for a particular organizational culture. Basic assumptionsAccording to Schein (1992) when the initial preferences for organizational problem solving continue to be successful, organizational members increasingly take the originally tentative solutions for granted and come to believe that their selected solutions actually reflect reality because they have continued to be successful. If a solution works repeatedly, it must be true, and any doubt about its efficacy is eliminated from the minds of the members and eventually from the cultural mind of the organization. For example, if the members of an organization share the beliefs that they must first and foremost learn to harmonize human actions and desires with the elements of the world, such as clean air, water, open spaces, and respect for vegetation and other living creatures it is most likely that they will be working for a â€Å"green organization†. As the members act on their fundamental beliefs and the organization succeeds, grows, and prospers, the fundamental beliefs are taken for granted and simply acted on without further reflection or regard. According to Schein (1992) when these fundamental beliefs are shared, taken for granted and nondebatable, they become the basic assumptions of the culture. Changing basic assumptions is an anxiety-provoking and difficult process that involves double-loop organizational learning or basically changing the important things you have done and still do, rather than single loop learning which involves getting more efficient at what you now do (Lawson and Shen,1998). In conclusion to this chapter we have understood that there are several level of expression in the organizational culture like artifacts, values and basic assumptions which can be determined analyzed and changed. Artifacts are observable behaviors but least exact expression of the shared meanings of the culture; values represent important concerns and goals shared by most people in a group that tend to shape group behavior and also we have the basic assumptions which are the fundamental beliefs shared by all the members about the organization which are very difficult to change, but it’s possible to do this. Chapter III Cultural Change StrategiesOrganizational learning and organizational culture are intimately linked to each other, and this linkage  provides the bases for instituting organizational cultural change. A number of different changes are possible, including elimination of existing cultural forms that symbolizes the old ideology, modification of existing cultural forms to express the new ideology, and creation of new cultural forms (Yukl, 1998). Schein’s change strategySchein’s (1992) leader-centered change strategy is perhaps the most fully articulated. It is a strategy that involves a clinical relationship between outside consultants and informed and cooperative insiders whose primary joint task is to identify and then change the basic assumptions of the organizational culture primarily by changing either the leaders’ assumptions or changing the leaders. The external or outside consultant has the distinct advantage of independence and transience (Wallace and Hall1996). As an outsider, the external consultant is independent of the organization’s hierarchy and status system. Detached financially, socially, and emotionally from the consultee’s system. The outside consultant is in a position to be more objective in the assessment and diagnostic stages of the consultation process, and is free to offer new perspectives and paradigms for action. We consider that the outside consultant it’s very important to have in a change process from the organization. Schein (1992) identified specific primary strategies that can be applied to change an organizational culture. All these strategies focus on the formal (and informal) organizational leader or leadership team and include for example: what leaders pay attention to, measure, and control; how leaders react to critical incidents and organizational crisis; observed criteria by which leaders allocate scarce resources; deliberate role modeling, teaching, and coaching; observed criteria by which leaders recruit, select, promote, retire, and excommunicate organizational members. Schein (1992) also identified secondary strategies and reinforcement mechanism to change organizational culture that include modifying  organizational rites, rituals, and stories; structuring reward system to promote change; and revising formal statements, such as the organizational mission statement (what we do), vision statements (what we aspire to be), value statements and recruitment materials. Schein’s cultural change process focuses primarily on the leader or leadership team and involves the external consultant working closely with organizational insiders who are committed to organizational change and have sufficient influence to an impact on many members of the organization. Lawson and Shen Cultural Change StrategyLawson and Shen cultural change strategy combines features of different approaches that, in one way or the other involve changing norms, or unspoken rules of behavior, reward systems and organizational rites or organized and planned activities that have both practical and consequences (Lawson and Shen, 1998). Basically, there are three phases to these cultural change strategy: assessment; construction and implementation of cultural and learning change projects and organizational outcome measures and project modifications. Lawson and Shen (1998) recognize too the importance of the external consultant in the changing process of the organizational culture. Phase 1, assessment, involves three steps: identifying the client, increasing cultural awareness and establishing baselines. In the first step the external consultant focuses on identifying the organizational processes of motivational systems, leadership, decision making, conflict resolution, and individual – organizational change as the client for the change program, rather than a particular individual, group, or unit. It is important to indicate that these organizational processes will change only if individual members who give life to them change their shared and unifying patterns of thoughts, feelings, values, and actions about the critical issues in the organization. Phase one also involves increasing cultural awareness by assembling as many of the documents that serve as a preliminary directory of an organizational culture. To obtain information about organizational stories, jokes,  ceremonies and rituals; information from external persons or organization that interact regularly with the target organization. And establishing cultural baselines by creating a document that describes the current organizational culture. From the assessment document, the leadership, committed organizational members and the change consultant can identify the cultural baselines and focal processes around which the consultant can build cultural change projects. Phase 2, construction and implementation of cultural and learning change projects, is the action phase. Once the draft mission statement is completed, the consultant expect some suggestions for revision and discuss the document to give everyone an opportunity to participate in the process. The external consultant expect suggestions from the internal consultant or from the manager of the organization. The internal consultant is aware of the existence of sensitive records and data; through experience the inside consultant has prior knowledge of the organization’s history, social structure, power structure, communication channels, politics, and local customs and beliefs in the organizational community. In addition, it is important to have a good collaboration between the external consultant and the internal consultant because the insider has command of the organization’s language – the jargon (favorite terms and phrases unique to the organization) which is very important to make an implementation of cultural and learning change (Wallace and Hall, 1996). Here it is appropriate to establish some learning experiments in which a current process that supports the new mission statement is described and root causes of problems and barriers to change are identified and then to start implementing a change in a given process while monitoring changes in performance. Last it is important to initiate or reinforce an existing rite of enhancement. Phase 3, organizational outcomes measures and project modifications, includes a synthesis and interpretation of performance or outcome measures for all  cultural change projects and then decision about what modification of existing cultural change project are required and established as the way to do things in the organization. It is critical to provide systematic feedback to members so they become aware of their individual and collective sense of efficacy (capacities to execute specific patterns of actions), identify the extent of resistance to change and help to identify barriers to change in the organizational culture (Lawson and Shen, 1998) . Cultural transformation requires time and if the leadership is not prepared for a sustained campaign then the focus will be lost and the transformation effort will dwindle and die. A good collaboration between the external consultant and the leadership of the organization is required for the success of the changing process which may take a couple of good years. Kotter (1994) affirm too that culture changes only after you have successfully altered people’s actions, after the new behavior produces some group benefit for a period of time, and after people see the connection between the new actions and the performance improvement. In conclusion to this chapter we have understood that a number of different changes are possible to make in an organizational culture, including elimination of existing cultural forms that symbolizes the old ideology, and creation of new cultural forms in the organizational culture to save an organization and to make it if profitable and more efficient. We indicate that both cultural change strategies are worthy to be followed considering that both accept the importance of an external organizational psychologist consultant who is working closely with the internal consultant / manager and is promoting change strategy that involves the leadership team and change strategy for the other members of the organization by creating reinforcement mechanisms to modify organizational rites, rituals, to promote an holistic change in the organization. ConclusionsIn conclusion to this paper project it is essential to remember that organizational culture is a situational variable that influences, to  various degree, all members of an organization. We have learned that organizational culture is the unifying and shared pattern of thoughts, feelings, values, and actions that serve to bind together organizational members and distinguish them from nonmembers. Organizational learning and organizational culture are linked to each other and this provides the bases for instituting organizational cultural change. We have seen two specify change strategies and the steps to implementate them which can be applied in a wide variety of organizations. We have understood that a solid understanding of organizational culture minimizes the unnecessary expenditure of attention and emotions regarding what, how, when and why to think, value, feel, and act in the workplace. REFERENCES _____Yukl, G. (1998). Leadership in Organizations. (4th ed.). Upper Saddle River, NJ: Prentice Hall_____ Kotter, P. John, (1996). Leading Change, Boston: Harvard Business School Press_____Lawson, R.B., Shen, Z. (1998). Organizational Psychology. Oxford: Oxford University Press_____Robbins, P. Stephen, (1990). Organization Theory – Structure, Design, and Applications. Englewood Cliffs, New Jersey: Prentice Hall_____ Robbins, P. Stephen, (1994). Management -fourth edition. Englewood Cliffs, New Jersey: Prentice Hall_____Stoner, A. James, Freeman, R. Edward, (1992). Management. Englewood Cliffs, N.J.: Prentice Hall_____Wallace, A. William, Hall, L. Donald (1996). Psychological Consultation – Perspective and Applications. Pacific Grove, C.A.: Brooks / Cole Publishing Companycopyright  © Sorin Balogh

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SLA Position Paper - Assignment Example Human nature prompts one to deal with whatever is mysterious and restless. Researchers continue to knock at one theory after another, state all kinds of hypotheses and strive to prove them. Based on an overview of research in the nature of language and pedagogical systems, and with a few additions from my own experience, I shall make some observations about these issues in this position paper. Normally, man as a social being, has a desire to know more and more people and associate with them. This process begins with introduction and can proceed to all kinds of relationships ranging from mere acquaintance to wedlock. Knowing the new person does not stop with knowing his name, background and a few other details. Knowing him better means knowing everything about him, including his past life, future ambitions etc. He has his own social identity; he is a part of his culture, belongs to some religious community and shares some beliefs and attitudes. He speaks a mother tongue which is part and parcel of his personality. I believe that a person’s character is shaped by the place and community where he is born, his religion, culture, socio-economic background, and of course, his mother tongue. Just as all these factors shape his perception of the world and the people around him, his first language or MT also influences his personality. The language, its nature, the thoughts and concepts expressed in it, the lexis and structure, phonological structure, all shape his views, attitudes and insights into the world and human life. Thus, indirectly and to a significant extent, language has a contribution in the formation of character and personality. Language is embedded in culture. Culture implies a number of things and language is one of them. In other words, language is one of the elements of culture. Language and culture are firmly bound to each other. A human being is a product of his culture. His thoughts and attitudes are fostered by it. Culture nourishes the cha racter of an individual. If language is a part of culture, it follows logically that language lends social identity to the individual. An individual speaking a particular dialect is immediately identified as belonging to a certain geographical region, a social stratum, a cultural and linguistic community. One’s social status is decided by one’s language. I can thus say with some degree of conviction that personality of an individual revolves around two factors, language and culture. It is this understanding of the nature and importance of language that has led me to make a statement about language learning. Let us look at the whole issue of language learning from a different angle. An individual in the modern world is to be considered as a sum total of his character, views, opinions, beliefs, attitudes, socio-economic status, educational background and all other factors that make up his personality. This is chiefly shaped by his culture and language, which is his MT. I n changing times, he does not (and cannot afford to) restrict himself to his MT. Just as he tries to know, understand and acquire the new global culture, he simultaneously comes in contact with the individuals representing social identities of their own, speaking and using other languages which are their MTs. An entire understanding and acceptance of new culture implies contact, understanding and

Ethics and Morality Essay Example for Free

Ethics and Morality Essay Facing ethical conflicts and moral dilemmas are an everyday reality in nursing profession. Examples of ethical conflicts and moral dilemmas in health care are euthanasia confidentiality. These bioethical dilemmas are affecting health care professionals, specifically the nurses. The term Euthanasia is from a Greek word for â€Å"good death† and in English it means an â€Å"easy death† or the â€Å"painless inducement of quick death†. Easy death is divided into two categories; passive euthanasia, which involves doing nothing to preserve life and active euthanasia, which requires actions that speed the process of dying. Dilemmas on euthanasia are terribly hunting the nurses as a profession. Ending a patient’s life by way of active or passive euthanasia is an issue relating the patient’s autonomy in choosing what’s best for himself. For the individuals has the dignity that attaches to personhood by reason of the freedom to take one’s own life. Euthanasia is such a difficult task of decision making with regards to the nursing profession. For the major purpose of nursing care delivery is the pursuit of health, with the prevention of death and alleviation of sufferings as a secondary goal. The American Hospital Associations Patients Bill of Rights rules 5 and 6 outline the individual’s right to privacy in health care. 5. The patient has the right to every consideration of his privacy concerning his own medical care program. Case discussion, consultation, examination and treatment are confidential and should be conducted discreetly. Those not directly involved in his care must have permission of the patient to be present. 6. The patient has the right to expect that all communications and records pertaining to his care should be treated as confidential. Confidentiality is an important health care ethics of trust that patients place on nurses. A great barrier between nursing practitioners and patient would exist if the patient felt that information in regard to his or her body condition was the subject of release to publications. Fear of disclosure has in the past led minors with sexually transmitted diseases to suffer without care rather than to seek aid, knowing that the system required by the health care system is to notify their parents. But before nurses will engage or participate in decision making concerning bioethical dilemmas, they should be competent enough in clinical ethics. For without clinical ethics competence, nurses will not be viewed as participants in clinical ethics and discussion and will not be valued by patient’s families and other health care professionals when discussing ethical discussion. That’s why they should be more knowledgeable about the interaction of ethical and moral issues that affect the institution and public policy decisions. A sense of powerlessness and moral distress in nursing often leads to inaction rather than the leadership necessary to meet the patient’s needs for nursing and health care. Nurses have an ethical and legal obligation to be competent practitioners. Moral thinking and ethical awareness are aspects of competent nursing practice. Thus, if nurses are to be excellent nurses and participants in decision making, it is important that nurses should gain ethics and laws.

Relationship Between Total Quality Management And Business Performance Management Essay

Relationship Between Total Quality Management And Business Performance Management Essay For many years, it has been discussed that Total Quality Management enhances the performance of business organizations. In latest studies, Total Quality Management established substantial notice and has also been proposed to augment the business performance. This research has been carried out to find the relationship between Total Quality Management and business performance. This research scrutinizes empirically the scope of Total Quality Management and business performance as well as the degree to which both of them are linked. This study will also enable to carry how Total Quality Management influences on several levels of business performance. Organizations are surviving in difficult situations except they create the complete competitive lead over their challengers and this is the result of such competitive environment which is taken out from liberalization and globalization (Adam et al., 2001; Samson Terziovski, 1999). By means of rising competitive environment with business pressures as well as the self-motivated verified customer-oriented environment, Total Quality Management is considered a most imperative and key issue which may create a considerable interest of managers and researchers towards it (Ahire et al. 1995; Benson et al. 1991; Flynn et al., 1995; Powell, 1995; Sousa and Voss, 2002). In 1980s, considering Total Quality Management as one of the successful mode of improving the competitive leads of any firm or organization (Keiu et al, 2001). It is also declared by the primary initiates of quality working in this area, for example Deming (1986) and Juran (1993) that competitive lead may be obtained through the provision of quality goods or services. Moreover, now days global marketplace demands high quality as an imperative competitive lead is considered by holding quality in such competitive global environment and market place (Eng Yusof, 2003). Additionally, Total Quality Management is measured as an effectual management gear which is used to provide businesses by means of development, stability and prosperity (Issac et al, 2004). The main advantages of quality development may not only be a sign of lessening costs but also to maximize business profit ratio. According to Freiesleben (2005), it is emphasized on maximize the profits and revenue generation in terms of reducing costs as well as enhancing quality but it should be influenced on quality and superiority to generate profit. Hence, this research on relationship between quality management and organizational performance is critically assessed for companies as well as to get the better understanding the effects of quality management on various dissimilar levels of firms business performances. So as to attain the entire requirements of quality, business organizations must have to spend time in addition to the efforts to execute Total Quality Management. Organizations will commence true quality management practices though communicating Total Quality Management principle or philosophy successfully. Additionally Total Quality Management and its applications might be implemented in order to enhance the association between organizations and their suppliers. Furthermore, the execution of Total Quality Management may also improve customer satisfaction by means of giving most excellent goods or services. By the stand spoint of CEO of Intel about quality that is displayed at Intels website and that is quality is considered as top six companys key values in fact. Additionally, Intel is determined for convincing the worlds top class quality by adopting or put one of its quality systems into practice. According to Otellini (2006), with this effort, Intel is dedicating itself to retain the superior quality, highest standards and distribute goods which fulfill the specified objectives of Intel. Preceding studies (for example AlKhafaji et al, 1998; Mandal et al, 1999) stated that philosophy of Total Quality Management is applicable for any organization, firm or company that involves service, manufacturing or information related organizations. Take the example of Taiwan and the mature growth of information technology businesses in Taiwan that has prepared it possible intended for stabilized world wide economy (Einhom et al, 2005). It has proved to be valuable to consider how Total Quality Management might be influenced on business performance, so as to make the information related business in Taiwan more competitive and flourishing. Aims and objectives Subsequent study is to find out the association between Total Quality Management and business performances of organizations. Based on this study, basic aim of this research is to gauge how Total Quality Management and business performance are interlinked and how different altitudes business performances are influenced by Total Quality Management. The key objectives of this study are To understand the concept of total quality management To investigate the total quality management models and theories from existing literature To study the total quality management approaches applied in Tesco To determine the effects of TQM implementation on the performance of Tesco To explore the challenges in the implementation of TQM practices at Tesco Research Question What are the influences of winning accomplishment of Total Quality Management on the performance of Tesco? Literature Review Advantages of Total Quality Management and its effective implementation may be studied along with three dissimilar angles. On the top, Total Quality Management practice is one of the emergent and hot subjects commencing the operational approach, and it may be used to apply enhanced performance and world wide competitiveness for both academia and business industry (Flynn et al, 1995; Samson Terziovski, 1999). The organization which applied successful implementation of Total Quality Management practices may be able to achieve internal advantages for example quality enhancement, improved productivity, or apprehending improved operating income (Corbett et al, 2005; Hendricks Singhal, 1997). According to Corbett et al, (2005) the second reason is from financial performance approach, vigilant design or execution of dependable, reliable and recognized Quality Management systems that can add value to high class performance of businesses imperatively. Moreover, at last b using the approach of knowledge management (KM), Total Quality Management practices and its implementation may also enable to improve and enlarge organizational knowledge that turns to facilitate supplementary consideration of how Quality Management practices can influence on organizational performances (Linderman et al, 2004). Both of management philosophies have various similarities when Total Quality Management and knowledge Management. According to Hsu Shen, (2005) Total Quality Management and knowledge Management can compliment each other in case of planning both of them properly. Latest researches have been able to found the association between Total Quality management practices and several levels of business performance (Das et al, 2000; Kaynak, 2003; Mohrman et al, 1995). However several preceding researches have been resulted and hold up the positive influences of Total Quality Management on firms business performance (Hendricks Singhal, 1997; Kaynak, 2003; Madu et al, 1995; Sun 2000; Samson Terziovski, 1999). According to Choi Eboch, (1998) different researchers have made their researches to found the execution of Total Quality Management that may escort to the ineptness of organizational performance. The cause to which outcomes of these researches have dissimilar most likely resulted from the temperament of research design for example utilizing Total Quality Management practices or organizational business performances as an individual entity. Through this research, the researcher will investigates the relationship between major seven attributes of Total Quality Management and several levels of organizational performance as well as how each of Total Quality Management attribute influences on other attribute and by the literature these attributes are Customer focuses Management leadership Design Management Process Management Data quality and Reporting Suppliers Management Human resource Management These are the main constructs on which this study is based. Hypotheses Development Depended on the outcomes of theoretical framework of this research, the seven above discussed elements are concluded to be the most driving strength intended for an effectual execution of Total Quality Management. These seven attributes are focus of the customer, management leadership, human resource management, supplier management, data quality and reporting, design management, and process management as well (Flynn et al, 1994; Samson Terziovski, 1999; Sousa voss, 2002; Kaynak, 2003). According to Samson Terziovski, (1999) for the execution of Total Quality Management practices customer focus is the groundwork theory for any organization. Since complete execution of Total Quality Management practices are highly influenced and authorized by top management. Thus devoted obligations from senior managemt regarding the completion of Total Quality Management practices are surely a necessity. Hence this study firstly proposed hypothesis that is Hypothesis One Customer Focus is absolutely correlated to the Management Leadership. Hypothesis Two Management Leadership is completely correlated to Human Resource Management, Supplier Management and Design Management. Hypothesis Three Human Resource Management is absolutely linked with Data quality Reporting. Hypothesis Four Quality Data reporting is absolutely correlated with Suppliers management, design Management as well as Process Management. Hypothesis Five Suppliers Management is directly and positively associated with Process Management, Design Management as well as Operating Business Performance. Hypothesis Six Design Management is optimistically relevant to operating business performance and Process Management. Hypothesis Seven - Process Management is correlated with Operating Performance Hypothesis Eight Customer Satisfaction is linked with Operating Performance as well as Financial Performance Methodology The proposed research will be a case study based on Tesco. Triangulation methodology will be adopted in the proposed research. Qualitative and quantitative research methods will be used to find the relationship between TQM and Business performance. Subsequent research is basically used quantitative approach. Likewise it a structured approach by using Quantitative method since the researcher will find out the concrete results from the opinion of several participants. Primary and secondary data will be incorporated in the research. It also low cost and provides quick responses from the respondents. Survey tool is used in this research to find the link between TQM and business performance. In this research, Tesco Retail Company is targeted to explore the effects of TQM execution. Outlets are specified to get the results of research questionnaire because of financial limitations and time minimization, all outlets are hard to visit and collect data from there. Questionnaire will be presented by considering seven above discussed attributes and hypotheses. These seven attributes are supposed to be more important for successful execution of Total Quality Management and thus recommended to form a survey Performa. Questionnaire is formed into three main sections that involves Background of organization Execution of Total Quality Management Particular questions designed regarding Total Quality Management practices Total Quality Management attributes will develop through suggested (proposed) research model. Judgment sampling method is used in subsequent study because this study requires those participants who have excellent prospect intended for accurate information. Close ended questionnaire tool is used in this study. Majorly two basic categories of data collection sources are utilized so as to access relevant data required for this study as in the view of fact that gathering data and all relevant information is a broad practice from all accessible sources. This study access insufficient primary data that is necessitate for research because of financial as well as time limitations but in this study secondary data sources are used widely. According to Dawson, Catherine, (2002); Kathori, C.R., (1985); Kumar Ranjit, (2005), primary data sources are considered as initial stage of data collection where secondary data sources are served together data and information in combining and interpreting data that is evaluated before. Scope of the research The outcomes of this research may be functional for the researchers well as practitioners in the field of Quality Management zone. This research enlarges the scope of Total Quality Management applicability athwart wide-ranging cultural as well as industrial environments for attaining higher customer demands and focus with improved customer satisfaction that leads to enhanced business performance. It also pressurizes the want intended for more logical researches on this topic. Factors of Total Quality Management for example philosophy of management, dimension and / or open organization all have imperative bonding with business competitive lead and hence impact on its overall performance. Limitations of the study Based on secondary data sources, this study has the main limitation of using the secondary data such as secondary data sources and evaluation of secondary data may imitate the queries as well as point of views of innovative researcher that can not accurately deal with the interest and queries by other researchers. It is most difficult part of the research to access all data that is useful and require for the research about organizations. So limitation of accessing the required information is a critical step as well as a biggest challenge for a researcher to conduct investigation. Limited financial sourcing and time limitation is considerably significant. Because of financial limitation, it is quite hard for the researcher to gain access to all paid journals and paid sources of books etc. so for this purpose e- libraries and internet references are used. Definitions used in this study Total Quality Management According to Hellsten Klefsjo (2000), total quality management is a system of management which consists of uninterrupted change and consistent values, tools methodologies that purpose is to enhance internal as well as external customer satisfaction within reduced quantity of resources. Performance By EFQM (1999), performance is a gauge of achievement which is attained by any individual, group, any procedure or any organization. Thesis structure Subsequent chart present the chapters of this dissertation and the study material with in these chapters individually. Apart of these chapters, dissertation also contains appendix or appendices which are presented at the end of thesis. Chapter one: this chapter entails introduction, study background, aims and objectives, purpose, research questions of respective study, definitions of vitals, limitation and structure of thesis basically. Chapter two: this chapter contains the theoretical framework of the study, like preceding research references on Total Quality Management and business performance, and their association as well. Chapter three: it will comprise of methodology of thesis. The research and its methodology, and research design, research approach, along with data validity reliability. Chapter four: data analysis will be presented in chapter four which will then show the procedure and results of data analysis. Discussions will also be a part of this chapter. Chapter five: this chapter will present the conclusion which will be taken out from entire research and suitable recommendations will be suggested for further betterment. Chapter One Introduction Chapter Two Literature Review Chapter Three Methodology Chapter Four Data Analysis Chapter Five Conclusion Figure 1 Thesis structure Summary From the entire discussion, it is stated that this research is proposed to investigate the relationship between Total Quality Management practices and business performance. It also explores several levels of business performance. Core objective of this research is to provide experiential evidences on the factor either implementation of Total Quality Management practices are influenced on several levels of business organizations performance. This research further contributed to suggest a model that may study Total Quality Management influences in more successful way and consequently, implement Total Quality Management in an effective approach.

Stress In The Workplace Essay example -- Workplace Health and Safety

Stress by definition is an interaction between individuals and any source of demand (stressor) within their environment. Employment can be an exciting challenge for many individuals; it can also be a tremendous source of stress. (Long, Bonita C.) Stress in the work place can cause many individuals harm emotionally and physically. Several reasons for the intense amounts of stress are; too many demands from co-workers, supervisors constantly breathing down your back, elevated noise levels in the work place, lack of knowledge for a particular position, co-workers not upholding their responsibility to help with the task at hand, and favoritism. Lack of promotional opportunities at your place of employment, in spite of the fact that you go that extra mile will contribute to stress.   Ã‚  Ã‚  Ã‚  Ã‚   Some effects that can result from stress in the work place are; poor job performance, low morale in the office, and insalubrious employees. Reciprocally, elevated stress levels in an organization are associated with increased turnover, absenteeism; sickness, and reduced productivity. At a personal level, work stressors are related to depression, anxiety, general mental distress symptoms, heart disease, ulcers, and chronic pain (Sauter, Hurrell, & Cooper, 1989).   Ã‚  Ã‚  Ã‚  Ã‚  A stressor is the object or event that the individual perceives to be disruptive. Stress results from the perception that the demands exceed one's capacity to cope. (Wiersm...

Garbage, Recycling, and Waste Management Essay -- essays research pape

Garbage, Recycling, and Waste Management There are already ways of getting rid of garbage so people won’t have to see it or smell it. For example there is incineration, in which trash that can’t be recycled is burned. Although this meets the requirements mentioned above it has a downside. The burning itself causes waste and eventually it will have a bad effect on the environment. Recycling is a good process that reuses materials so they won’t be wasted and cause waste. But many products are not recyclable, like plastics.   Ã‚  Ã‚  Ã‚  Ã‚  There are a number of ways to solve the dilemma of collection and transportation of municipal solid waste. An underground system of conveyor belts to the dump is a possibility. It would cost a lot of money to build, but then only additional costs would be keeping the conveyor belt running. Each house could be connected to one long conveyor belt dug under the road. Every time people needed to take their garbage out they could bring it through their basement through a path onto the conveyor belt.   Ã‚  Ã‚  Ã‚  Ã‚  The goal of trash compactors and sink-garbage disposals is to reduce garbage. In the end, I think it is apparent that this garbage is still there, whether or not it is compacted into a smaller space. These two methods of disposal do not rid the person of the act of actually removing the garbage, and it eventually gets into everyday life instead of being taken away. If it were up to me, instead of just co...

The Shadow on the Stone by Hardy Essay -- Shadow Stone Hardy Essays

The Shadow on the Stone by Hardy A man stands in front of a druid stone just as a reader stares at a brooding poem of love lost and fonder days remembered. â€Å"The Shadow on the Stone† gives insight into the psyche of Hardy after his first wife’s death, yet how does someone come to such a conclusion? Through the understanding of the strategic usage of several literary and poetic devices his audience is able to discern their pertinence to the comprehension of Hardy’s message. This poem is not necessarily difficult for the average reader to grasp, its value as a work of poetic prowess is found in the power of impression. â€Å"The Shadow on the Stone† forms a relationship with the reader, despite wielding fairly simple poetic structure, by stimulating several unifying characteristics which thread many readers together such as; hardship, regret, and loss. Hardy appears deliberate in constructing this poem in a consistent manner. The lines are all placed in the same staggered fashion in all three stanzas. This method is compelling due to the fact that he may be attempting to stress the constant variation of life through the structure of the poem. The persona of the poem certainly tastes a wide variety of emotions, yet these emotions that are inevitably going to reoccur in the natural course of lifetime. This is reiterated through the certainty readers have that the individual stanzas are diverse, and will occur in the following stanzas as if to illustrate the prevalence of life’s tribulations no matter how random they may feel. This allows the reader to relate to the vulnerable human quality of the poem, no doubt creating a more attentive reader. It is no secret that people take some amount of pleasure or interest in someone e... ...d should that not be enough Hardy arranged the poem a relatively small package as to not scare a depressed reader. This poem manages to reach out on a personal level even though the method is transparent which validates the authenticity of Hardy’s poetic skill. He builds an image through the use of simple poetic devices to lull the reader into an easy read and proceeds to squeeze the reader’s sore spots to capture their attention. Hardy’s poem reads in the same manner it must have been written, in self loathing. Hardy was a tragic figure living within a tragic poem, this work accurately portrays Hardy in his futile attempt to understand and deal with the unavoidable trials of his life. He uses this struggle as a common thread to effectively tie his audience together, capturing the readers as they marinade in one of the defining qualities of life: regret.

Marketing Led of Turkish Airlines

To: Adrian Edwards From: Guler kaya Date: 03 November 2011 Report title: The marketing plan of Turkish Airlines 1 Introduction / Terms of Reference The report will be concluded with an overall summary of the company situation, market share and evaluation of its future marketing activities. The objective of this marketing plan is further developing Turkish airlines market share in 2010/11 period through marketing program and initiatives. Savoir of the Turkish nation and motherland, founder of the Republic on 16 February 1925 guidance of the Great Leader Ataturk â€Å"Turkish Aeronautical Association† was founded under the name of the Turkish Aeronautical Association, the Great Turkish nation living with the material and moral support, embrace and love of aviation is an organization working for . Turkish Aeronautical Association, not political activity, not only is an organization working in areas related to aviation. The Authority technical and administrative matters, shall cooperate with the Air Force, Air Force will ask the opinion of the principle decisions before creating. Turkish Aeronautical Association, 5 August 1925 by the Council of Ministers was among the non-profit associations. The Authority is a member of the International Aeronautical Federation, Turkey, and Aeronautical Federation is the authority. The President and Cabinet, the spiritual guardians of the Turkish Aeronautical Association. The Agency's headquarters in Ankara. Turkish airlines celebrated 75th year in civil aviation in 2008, where they started with only 19 seat capacity, now making plans to be one of the major players of the global market. Turkish Airlines Inc. or Turk Hava Yollari A. O. (THY), is the flag carrier of Turkish air transportation. Its 70 aircraft comprise one of the youngest fleets in Europe. More than ten million passengers a year fly THY's network of 100 destinations, three-quarters of them international. THY was formed in 1933 as a domestic carrier. It built up an international network after World War II but eventually was hindered by mishaps and poor customer relations. The airline began a turnaround in the mid-1980s. It slowly began a privatization process in 1990, when 2 percent of stock was floated. This was accelerated in late 2004 with the offering of an additional 20 percent of shares. Profit of TL 107 trillion in 2004 to 12 million passengers, Turkish airline companies that serve technical e. g. KLM, SAS, FLY AIR, DELTA Airlines, Austrian Airlines, Olympic Airways, Sun Express, MNG Airway much like company plane maintenance of domestic and foreign repairs Turkey. Turkish airlines representation in the world will announce the name of the biggest brand in the future growth around the globe Turkish Airlines experienced and quality through the in the former has a superior power, and quality of all working team is growing. Class caters best to the world economy Turkish airline 1. 060 of the world arrive at the of as the number of passengers and the quality of Europe's fastest growing, developing airway, they are a huge family of 15 thousand persons in the service of the world. In addition 1 year in the city of the world in more than 160 humanitarian blew more than 25 million and a third of Europe's best airline company. Turkish Airlines Industry THY had some features that makes it strong in the sector. First of all, THY charges close to a discount-airline. Secondly, it offers a business class service on both overseas and domestic flights. Moreover, THY offers a frequent flyer program (an example to this is; Miles&Smiles) Fourthly, it competes with international and domestic airlines and long distance inter-city bus services (through price cuts). Finally, THY had the best landing slots (in Istanbul & Ankara) and it is the only Turkey based international carrier. Unfortunately, THY has some weaknesses such as; acting    like a legacy airline, but does not qualifying as one. Furthermore, THY is not a name brand. Thirdly, there are no strategic partnerships (high point cost per redeemed flight) (weak frequent flyer program with high costs). Also there are lack of customer orientation    and lack of service culture . Finally, its fleet size is small. There are some opportunities like; THY sees itself as a competitive enterprise rather than a government agency. Secondly,    THY has the confidence of financial markets , also, THY has a year or two before foreign discount airlines are allowed to fly to Istanbul and other Turkish markets . Finally, the expected rise in world airline    passenger traffic can be an opportunity for THY. We can sum up the threats THY faces as 3 categories; short-term threats, medium-term threats and long-term threats. To begin with, short-Term Threats are the expansion of existing competitors    and the entry of new competitors . Secondly, medium-term threat is; Istanbul, Izmir, Antalya and Ankara destinations will be available for discount routes from major European centers. Finally, long-term threats are; firstly, the European Union’s adoption of a true ‘open skies’ policy    (which will lead all international carriers to enter domestic market of THY. Secondly, terorism and war fears (decrease in the amount of tourists). Lastly, low cost travelling to other destinations (from Europe)   2. Finding: 2. 1 Social Factor On development, the international arena, competitors, customers on the airline does not always process-oriented, customer-focused pandemic disease, climate conditions, and transportation. for example if you have the swine flu in country after country, this does not mean other countries can not be bi, air field coming from each country, so people trying to cross the country without going out of control, must necessarily. Turkish Airlines passenger if it is the best example of the Turkish Airlines for the first time to enter the country is doing, and it enters the body through the countries in check is also. . Airline companies, upping the ante to take security measures due to recent terrorist attacks, security measures have had a dramatic change. And security enhancement, in a sense, the pilot, passengers and their families to ease the minds, but also the terminal, the airport ticket counter, the amount of time and effort needed to get the gate increases the anxiety and frustration. Because, a few successful security breaches have occurred in the last decade, the luxury of being too loose for the safety of airlines will never again own. Turkish Airlines has received many awards because the security in terms of the number of disciplinary and experienced for example, once an institution, I have travelled to Istanbul, Turkish Airlines plane, and security all acted according to law and no one checked item in a separate treatment did not. 2. 2 Economical factors – THY ticket prices dropped by half compared with 2003 dollars and euro terms. Worked 10 percent profit margin. The most important thing was for a long time to grow healthy. – The number of passengers was 10 million to 35 million. The number of passengers increased by 6 times with other airlines. Turnover increased by 5 times world. – This is a good example in the same way. – 12 thousand to 16 thousand in 2010, the number of employees currently gets 90 percent of the time. What does need to be first on this subject? – increase its market share in the world's largest airline. – 7. billion dollars this year, 40 percent of which will remain in Turkey. 2. 3 Legal factor i. Turkish Airlines Website conditions of use ii. Privacy Policy statement iii. General conditions of Carriage(passenger and Baggage) iv. Legal Notice Passenger Rights v. Terms ; Conditions (web-Mobile) 2. 4 Political Factors THY was a government-owned, national flag carrier. Labour agreement has powerful (Turkish Civil Union of Aviation). Discounters suit themselv es and make money from receipts thanks to regulations of government. In 2002, the new Turkish Government announced, it would no t be subsidization for THY. The State privatization Administration launched a public share offering. Trust of financial markets without the need for government guarantees. 2. 5 Technological Factors Accordance with European standards of international quality certificates, high-tech centre of the worlds, Turkish Technical one of the centres of more than 30 airlines as much in many domestic and foreign offers. Plane, the trunk, and aims to become the number one engine regard * Satellite programming, wireless internet access, * satellite monitors at every seat and seat –back personal video screens in mod ish aircrafts, * Reservation on telephone and on the internet. 3. Conclusions Turkish airlines (THY) has led to ease of airline analysis, flight scheduling and also provided a means for customers to access and book flights from their homes. It has also increased the speed with which information about customers are retriev ed and handled and flight scheduling is tasked. 4. Recommendations They should focus on the east side of Turkey and they should improve their services about the flyers’ satisfaction. For attracting the clients, Turkish Airlines may give importance to Customer Service Culture While performing the SWOT analysis, the several key issues are to be recommended to the management. These recommendations are intended to assist the Turkish Airlines in keeping its pre-eminent position as it continue strives to be one of the best airline companies in the Today's airline industry. The Turkish Airlines needs to keep its superiority and stay on top of the competition in the international market, despite the bad times associated with a global economy or strategies implemented by main competitors. The Turkish Airlines needs to thoroughly understand the plans being pursued by the British Airways, Cathay Pacific, and Virgin Atlantic in improving the comfort and quality of service it provides to its customers. The Turkish Airlines needs to continue differentiate itself by examining the strengths/weaknesses, and key points of these and other competitive airlines. By dominating the global regions it will create a greater potential for foreign investments, allowing the Turkish Airlines to sustain their quality efforts. 5. References Attitude Travel (2005) Turkey low cost no frills airlines: www. attitudetravel. com [Accessed 26 June 2005]. Buttle, F. B. (1996) Relationship Marketing Theory and Practice. London: Paul Chapma Cassani, B. and Kemp, K. (2003) go: An Airline Adventure. London: Time Warner Books. Turkish airline home page (1996-2011) http://www. turkishairlines. com/en-INT/corporate/contact_us/index. aspx

Erikson’s Stages of Development, Relating to the Great Santini Essay

Erikson’s Stages of Development, Relating to the Great Santini The Great Santini is about a father who is a great pilot in the military. He uses his military training to help him be a father; treating his children like recruits. He has a supportive wife, and four children, including Ben, the oldest. He commands his children and they must obey his every orders. Ben has a hard time dealing with his father and his need for acceptance. The movie focuses on his cluelessness to family life and being a father. Ben has a hard time succeeding through the stages of Erikson’s theory of psychosocial development, because his father’s authoritarian parenting styles keep him from progressing. Authoritarian parents are â€Å"parents who make arbitrary rules, expect unquestioned obedience from their children, punish transgressions, and value obedience to authority† (E. Wood, S. Wood, & Boyd, 2011, p. 261). During Erikson’s first stage, trust vs. mistrust, â€Å"infants learn to trust or mistrust depending on the degree and regularity of care, love, and affection provided by parents or caregivers† (Wood et al. 2011, p. 261). When playing a basketball game with his son, he resorts to pushing and shoving in order to win. Ben’s father tells him that no one in the family has ever beaten him in anything, then, Ben makes the last basket and beats his dad, his dad changes up the rules and makes him play for another basket, this time he begins to call his son a little girl and tells him he is nothing. Ben is unable to develop trust with his father, which will cause an unhealthy personality. Researchers have concluded, â€Å"Erikson’s theoretical propositions have had wide influences on understanding and further theorizing in areas of child development, adolescence, adulthood, and aging. Much child-rearing, educational, and clinical practice has also been influenced, either explicitly or implicitly, by his stage model of development† (Rosenthal, Gurney, & Moore, 1981). Ben is more harsh and rough on the outside, but soft and sensitive on the inside, because his father has not shown him love and compassion. His mother, who is loving and supportive, helps balance out his personality. Autonomy vs. shame and doubt is Erickson’s second stage, this stage is when â€Å"Children learn to express their will and independence, to exercise some control, and to make choices, if not, they experience shame and doubt† (Wood et al. , 2011, p. 261). Ben’s father holds such high standards that he must come out autonomy because his father has told him there is no other option. This also goes along with stage three, initiative vs. guilt, when â€Å" Children begin to initiate activities, to plan and undertake tasks, and to enjoy developing motor and other abilities. If not allowed to initiate or if made to feel stupid and considered a nuisance, they may develop a sense of guilt† (Wood et al. , 2011, p. 261). Ben has a great amount of pressure on him to be the best and do the best, he is afraid that he will not live up to his father’s expectations. When Ben had finally beat his father in the backyard basketball game, his father wanted him to win by two baskets instead of one, he was putting him down and telling his son he wasn’t good enough. His mother had to step in to support her son and says to her husband, â€Å"Don’t you talk to me like that! Now, he beat you and it was beautiful†(Carlinio, 1979). His mother helps him become initiative rather than his father who makes him feel guilty for not being good enough. Ben has major conflict in the stage of industry vs. inferiority, this is â€Å" Children develop industriousness and feel pride in accomplishing tasks, making things, and doing things. If not encouraged or if rebuffed by parents and teachers they may develop a sense of inferiority† (Wood et al. , 2011, p. 261). Ben has always been told to be the best; he is becoming a well-rounded boy on the outside because of his acceleration in sports and school. He takes a sense of pride in his work, but on the inside still doubts himself. He knows his father wants more from him, Ben knows he will never be able to be as good as his father. In the stage, identity vs. role confusion he is finally able to start caring about his wants more than his fathers. At his high school basketball game his father is screaming at him from the sidelines and he chooses not to listen and does what he thinks is best. He wins the game on his own and sees that he can do it without his father. The movie ends about the time that Ben is in the stage of a young adult, â€Å" Adolescents must make the transition from childhood to adulthood, establish an identity, develop a sense of self, and consider a future occupational identity. Otherwise, role confusion can result† (Wood et al. , 2011, p. 261). Ben is able to love his father after a night of his eighteenth birthday, when his father becomes extremely drunk, and lets down his guard, and makes a toast to his son, â€Å"I’d like to propose a toast, to my son. He is eighteen today. He has just ordered his first drink. Before he drinks it, I’d like to wish him a long life, a wife as fine as his mother, and a son as fine as he’s been. To my son† (Carlinio 1979). This shows Ben that his father loves and respects him. He is able to show compassion to his father, making it easier for him to show compassion to others. Because of Ben’s fathers authoritarian parenting styles and high demands, Ben has a hard time maturing through Erickson’s stages, but Ben is finally able to develop a sense of self. When watching The Great Santini, I noticed that Erikson’s psychosocial stages of development show through in Ben’s personality and self. Each stage Ben experiences, and depending on how he is treated, will affect the outcome of the person he will become. The reason people are not the same is because every one experiences different things during each stage, which makes every one different. Each person must work through the conflicts in each stage to become a healthy person, just like Ben does in the movie.

Sontract enforceable Essay

Mr Potbelly is holding a garage sale because he has to move up north due to loosing his job. Mr Slim Jim offers to purchase two items: an art pottery and the house. The art pottery sales is a sales of used goods, whereas the house sales is a real estate sales. The art pottery is worth ten times ($2’500) what Mr Potbelly wants ($250), and Mr Slim Jim even offers less than that ($200). The house is worth twice ($140’000) what Mr Potbelly wants from it ($75’000), and Mr Slim Jim even offers less than that ($70’000). Mr Potbelly agrees with both offers verbally and starts packing the art pottery while waiting for Slim Jim’s bank check for the house. By the time Mr. Slim Jim returns with the money, Mr Potbelly has discovered that he could have earned much more money with his two sales and decides not to honour both sales contracts. Mr Slim Jim decides to sue Mr Potbelly in order to enforce both sales contracts. Issues: 1) Is the art pottery sale’s contract valid? Under what ground could Mr Potbelly decide to contest its’ validity? 2) Is the house sale’s contract valid? Under what ground could Mr Potbelly decide to contest its’ validity? Rules 1) In order to be enforceable, a contract has to gather different elements such as:   Mutual consent: both parties must have a clear understanding of what the contract is about. If one party thinks the contract is about an iron cup and the other thinks it is about a gold cup, then there is no mutual consent: each party consents to something different from the other.   Offer and acceptance: a contract involves that one party offers something and the other accepts it. ? Mutual Consideration: both parties must exchange something of value. The mutual consideration condition is not a way to escape the consequences of a bad negotiation. If a person agrees to sell an object for $50 and gets a better offer of $500 five minutes later, then the first sales contract will still be enforceable. ? Performance (delivery): in order to make the contract enforceable, the obligations to be performed under the agreement must have been executed. For example, in a sales of goods, one party must pay the price, and the other deliver the good. As long as the price hasn’t been paid, the delivery of the goods cannot be enforced. Good faith: both parties must act in good faith, which means that the object of the sales must be clear for each of the parties. ? No violation of public policy (not relevant in this case). Last, but not least, in case of an oral sales of goods contract, the burden of proving reality of the agreement lies with the person trying to enforce the contract. 2) The sales contract which comprise transfer of property of land does have to respect the same principles as for sales of goods, but it has to respect one more condition: it has to be in writing AND signed by all parties in order to be enforceable under Statute of Frauds Law. The existence of these conditions are criticised for enabling sellers to change their mind even as the contract is entered into (contract enforceable even if not in writing if ALL parties agree). Application 1) Mr Potbelly’s pottery sales’ contract is valid under mutual consent, offer and acceptance (both Potbelly and Slim Jim agreed on the object and the price), mutual consideration, and non violation of public policy. On the other hand, there might be a zone of discussion on performance as Mr Slim Jim has not yet paid the price, so the delivery of the goods might not be enforceable. There might also be a zone for discussion on good faith, as Mr Potbelly though he was selling a normal pottery and Mr Slim Jim knew he was buying a piece of art (but there might be a problem in proving that he knew). Therefore, although there is little chance Mr Potbelly will escape the consequences of his bad negotiation, there is still a slight chance depending on the elements he might bring up to trial. 2) The sales’ contract of the house has not yet been written and/or signed. Therefore, Mr Potbelly will escape having to sell his house to Mr. Slim Jim.

Effect of Colors on the Brain and on Emotions Essay

Colors are an intimate facet of our everyday lives and exist in everything that we see. Colors and emotions have a strong relationship between them. It is widely recognized that colors have also a strong impact on our emotions and feelings (Hemphill, 1996; Lang, 1993; Mahnke, 1996). The color red has been associated with excitement, strength, sex, passion, speed, and danger. White has been associated with pure, virginal, clean, youthful, and mild. Blue that is most popular color has been associated with trust, reliability, belonging, and coolness. Black is allied with sophistication, elegant, seductive, mystery, and sexual. And Pink is allied with soft, sweet, nurture, and security. Colors are linked with many different emotions. All colors have positive and negative impression connected with it. It has been tested and proven that colors have different alpha rate associated with it. The purpose of the study was to see if the brain responses differently while looking at different colors and to see if there were any connections between color and emotions. Methods Participants The data for this study was gathered by a total of 11 participants from Cognitive Neuroscience Lab class (4 male and 7 female) at the University Center, Lake County Campus. Among those participants included one professor and the other ten consisted of undergraduate students from psychology department at Northeastern Illinois University. All the participants tested had no sort of color deficiency. Stimuli Series of six questions were prepared for the experiment consisting of two parts: the first part included power-point with the five different colors playing each for 20 seconds followed by the questionnaire. The series of questions asked the participants about their emotional stage while looking at the colors. Five random colors were chosen based on cultural reference for America. The colors consisted of red, white, blue, black and pink. The color samples were prepared using Microsoft PowerPoint 2010 software. Procedure For this study, participants were tested individually in a classroom designed as a computer lab. Each participant was seated front of a desktop computer. The monitor displayed each color illustration full screened one at a time which lasted 20 seconds each. Participants were told to look for a smiley face while looking at colors to keep them focused on the screen. Each participant was observed under the NeuroSky Mindset EEG while viewing the colors to record their brain activity. The order of color illustration was same for all the participants. After each participant was done looking at the colors; they were asked a series of questions related to emotions. Participants were asked, â€Å"What emotional response do you associate with (name of color)? and What color attracted you more? These questions were modified from Boyatizis and Varghese (1994) and Hemphill (1996). Only one response was permitted for each question. The answers were recorded on an observation sheet. Each observation lasted about 5 minutes each. Results Data for this study was analyzed using Microsoft Excel. The median and mean was conducted to get the different alpha amplitude. There were a total of seven different responses for answers to choose from for the emotion section of the questionnaire and five different colors to choose from for the response to what color attracted the participant more. Some of the questions had the same meaning (e. g. , calm, angry) and some had different meaning such as (honest, stable). Based on the results; red had the highest amplitude which means that participants were calm while watching the color red. Pink had the lowest amplitude which means that participants were excited or stressed while watching the color pink. The average mean ranged from 29. 3 – 11. 6. Even though red is considered an excited color; the EEG showed that participants were more calm or relaxed while observing red. Pink is considered a soft and sweet color but the EEG showed that participants were stressed and excited while observing pink. One-tailed t-test was used to analyze the data for significance. There was significance between all colors except when we compared red vs. white and white vs. black. The p-value for red and white was 0. 1, for white and blue p-value was 0. 02, between blue and black p-value was . 14, and p-value between black and pink was 0. 03. These results show that there was significance difference in alpha. The different amplitude showed the different alpha rate. Nine out of eleven participants chose pink as most excited color and six out of eleven chose pink as their favorite color. This shows a correlation between brain activity and emotions. The EEG showed pink as the most stressed or excited color and the participants chose pink as more excited as the answer to one of the question for experiment. Discussion The main aim for this study was to examine color-brain activity allied with emotions among random sample from undergraduate students and professor. The present study consisted of five different colors including red, white, blue, black and pink. A headset from NeuroSky Mindset, desktop computer and a questionnaire. Overall, 54. 4% participants said that pink was their favorite color and 81. 8% of participants said that they felt excited when they say the color pink. 18% of participants said they were attracted to the color red and the rest of 27% was distributed equally among the color white, blue and black. The results concluded that there was a significant different among all the colors except for red vs. white and black vs. hite. A total of six participants said that they felt danger when they saw red but the EEG results showed the opposite concluding that they were more relaxed. A total of six participants said they felt calm while looking at white and seven said they were calm while looking at blue color. Almost all for except one said they felt serious while seeing the color black. For future studies, I would have the participants write their emotional response right after they see the color and have them decide what response they feel instead of having them to choose one of the answers given.

Discuss the internet in terms of the concept of the public sphere Research Paper

Discuss the internet in terms of the concept of the public sphere - Research Paper Example Specifically the theory of Habermas with regards to public sphere is no longer applicable in online public sphere. For this reason, this study highly recommends the need to modify Habermas’ theory on online public sphere. Table of Contents Executive Summary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Table of Contents †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 1. Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 2. Literature Review †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 2.1 General Information about Public Sphere †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦ 5 2.2 Herbamas Theory in Public Sphere †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦... 6 2.3 Differences between the Use of the Internet and Traditional Mass Media †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.... 9 2.4 Significance of the Internet within the Context of Public Sphere †¦.†¦Ã¢â‚¬ ¦ 12 2.4.1 Main Actors in Online Public Sphere †¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦. ... 18 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 20 - 25 1. Introduction In relation to globalization, the use of the Internet together with a widerange of different social networking tools and other digital gadgets plays a significant role in today’s communication (Khan et al., 2011). In line with this, a lot of private and state-owned companies today are using their own websites, e-mail, and chat rooms to facilitate communication between and amongst the group of business people, customers, and employees (James, 2008). Likewise, the same communication platform is currently being used by the government sector for political communication and persuasion as well as online campaign purposes (Hepburn, 2012; Ameripour, Nicholson and Newman, 2010; Robertson, Vatrapu and Medina, 2010; Wattal et al., 2010) , public libraries which aim to promote community learning purposes (Jaeger et al., 2011; Nawaz et al., 2011), educational institutions for online academic teaching and learning purposes (Greenhow, Robelia and Hughes, 2009), and religious sectors that aim to educate people about the importance of renewing their religious faith (Dinham and Jones, 2012). The main purpose of this study is to explore and analyse the significance of the Internet within the concept of public sphere. In general, the public sphere is referring to a medium where people can freely observe and communicate a wide-range of social issues as well as political and economic concerns (Gerhards and Schafer, 2009). Because of the role of the Internet in today’s modern mode of communication, it is necessary to closely examine how the use of the Internet has significantly affects the traditional context of public sphere. The target readers of

Weight in America Research Paper Essay Example | Topics and Well Written Essays - 750 words

Weight in America Research Paper - Essay Example healthy individual, regardless of whether it is a man, woman or child and even regardless of age, is on the rise ("Americans Slightly Taller, Much Heavier Than Four Decades Ago"). Body Mass Index, which is a ratio of weight versus height, has alarmingly increased as well. Adults, on average, were found heavier by 25 pounds in the year 2002 compared to averages in 1960. In contrast, the average height had only increased by one inch. Alarmingly, the ratio is higher among younger women and children giving a scary view to the future. It has been established by the medical and research community that obesity is a precursor of many diseases. Hypertension, heart disease, diabetes, bone related issues can all be traced back to being over-weight which is now clearly considered a major risk. It is important to examine at this point the factors which have led to this situation. There are several dynamics at play including market economics, social behavior and biological reasons that contribute to widespread obesity. Prosperity has brought with it the conveniences of life that promote a sedentary lifestyle. Television, computers, in house computer games, easy means of transport and other such conveniences have drastically reduced the activity that the previous generations were used to (Nestle 781). More calories consumed than needed for physical activity result in weight gain. Physical exercise has become a separately defined entity that has to be forcibly included in one’s schedule in order to stay fit rather than a part of everyday lifestyle. Socially speaking, a faster moving life and a competitive environment in an increasingly capitalist world has, by default, forced people to shift their focus work harder at improving one’s financial well being rather than physical well being. Larger portions of food have also contributed to this situation. It is argued by some that eating less is an option. It is indeed an option; however it has also been proven by studies that