The Importance Of Stereotyping - 1759 Words

From the time of the caveman, to the time of the selfie stick, human beings have been victims of stereotyping and stereotypes. Whereas the instinct was once an element of the â€Å"fight or flight† response in which, in order to protect ourselves from possible harm, we would either confront the issue or flee. Whether or not we did one or the other depended strongly on the visual aspects of the threat and whether or not our pre-existing schema related to said traits encouraged â€Å"fight† or â€Å"flight†. While stereotyping has been an element of human survival in the past, the extent to which stereotyping is still necessary today is debatable. While stereotyping has been more modernly believed to mean â€Å"an often unfair and untrue belief that many†¦show more content†¦One could also think of dogs within the greater context of animals and other living things (i.e. they breathe, are mammals, need food, and reproduce). Depending on one’s person al experience, the knowledge of a dog may vary from an animal that elicits fear, or a loyal and domesticated friend. This directly influences one’s schema, making reflexes affiliated with dogs different to someone else’s. Each new experience incorporates more information into one’s schema. Yet, what happens when someone does not have any personal interactions to base their actions upon when in a new environment? We use stereotypes to compare what others commonly would do and how they would react in similar instances, to what one is doing in the moment and we consciously or unconsciously adhere to the â€Å"norm† behavior. Yet psychologists have found that one’s schema is not as reliable as one would hope. One study conducted by psychologists Brewer and Treyens in 1981 investigated the effects of schemas on visual memory. The procedure involved 30 participants, whom one at a time, were asked to wait in a room for 35 seconds. The room itself had been designed to look like a regular or average office setting. Within the room there were 61 different objects ranging from regular office supplies (such as a stapler or scotch tape dispenser) to more â€Å"out of place† objects (such as a skull, a brick and a pair of pliers). Once the 35 seconds spent in the roomShow MoreRelatedThe Importance Of Stereotyping777 Words   |  4 Pagesabout other people based on characteristics within a specific group of people. For example, the stereotype that girls are bad at math can lead to the suggestion that some innate difference between women and men leads to this discrepancy (Bolton). Stereotyping can be negative because it can affect the way people are treated based on race, social class, and gender. According to Claude Steele, The reason is that we have a lot of identities – our gender, our race, our age. And about each one of thoseRead MoreThe Importance Of Stereotyping1104 Words   |  5 Pagesthey keep doing it since it is seen normal. Some people care more about the race and go based off of stereotypes. Stereotyping is becoming worst over time even when it comes to genders as well because some White supremacies like to make any ethnicity less than them due to the fact that they feel greater. Over the years, terms like ‘white power’ and ‘minority model’ are used as stereotyping showing that they are higher than another group but these terms were dying off at some point and is starting reliveRead MoreStereotyping986 Words   |  4 Pagesï » ¿Stereotyping In My essay I will discuss stereotyping and different types of stereotyping. I will discuss how in todays society people are stereotyped in different many ways. In today’s society, there are stereotypes for almost any groups that individuals belong to. At some point in any person’s life, they would have experienced stereotyping. For instance, it is often said that all African Americans are good at basketball, males are more aggressive than females, Lawyers are deceitful, and the listRead MoreStereotyping And Friendship Appear To Be Completely Distinct1588 Words   |  7 PagesStereotyping and friendship appear to be completely distinct topics, however, they both tie in with the characters, and morals from â€Å"Cathedral† and ‘Everything That Rises Must Converge†. Stereotyping is highly seen in the short story â€Å"Everything That Rises Must Converge† by Flannery O’Connor. The characters in this story are very opinionated about their o pposite race as they all live in a time in which segregation is frequently seen. In â€Å"Cathedral† by Raymond Carver, stereotyping, is slightly shownRead MoreThe Development of the Science of ‘Race’ Essay1072 Words   |  5 Pages1990), Gouldburg (1990: 266) states ‘this transformed into a pseudo- biological property of communal life’, as race became linked with traits and reflections of identity (Miles, 1982; Gouldburg, 1990; Back and Solomos, 2009). This form of racial stereotyping still exists today, as institutions such as sport legitimate these ideas and reproduce an environment to which they are seen as rational explanatory notions (Carrington, 2010), for example the consistent over representation of ‘black’ men in theRead MoreCultural Awareness Project : Ethnocentrism1723 Words   |  7 Pagescultural awareness project I will be discussing ethnocentrism in the imaging department. My objectives for the presentation is to explain how you can avoid ethnocentrism in the imaging department and to also explain how ethnocentrism can lead to stereotyping and how this can further have a negative impact on the department. I want to begin by discussing some general definitions so that you have a better understand of the topics that I am going to discuss. I think it is important to begin by definingRead MoreEssay about Stereotyping in Today ´s Society987 Words   |  4 Pagesdifferent examples of stereotyping that are present in today’s society. Stereotyping, a predictable opinion or belief, can be connected to race, ethnicity, or religious affiliation. We make very different judgments about people we think to be terrorists, criminals, psychopaths, television stars, hitchhikers, and perverts. Stereotyping could be beneficial and highly accurate in some cases; however stereotyping most Muslims as terrorists can be misleading and unfair. Muslim stereotyping is misleadingRead MoreStereotypes Of Men And Women Should Act997 Words   |  4 PagesIntroduction In the Western Society, many individuals tend to believe certain characteristics based on people that are different from them: culturally, racially, or even religiously. This is known as stereotyping. Many individuals will generalize a certain characteristic of a person, stereotyping the individual. Whether it is a friend or a stranger, it comes naturally. For example, there are many stereotypes about how men and women should act. These stereotypes tend to generalize certain characteristicsRead MoreComparing Stereotyping And Ethnocentrism1557 Words   |  7 PagesStereotyping and ethnocentrism both have concepts that are intertwined in some type of way in society. Both concepts of stereotyping and ethnocentrism has been identified as being superior, dogmatic, bigotry, and can be harmful and hurtful to the human spirit. Although stereotyping and ethnocentrism attitudes are different in ways of harmfulness, but they are both problems in our society today, and that needs to be addresse d and brought to attention. In this essay, it targets to explain and makeRead MoreStereotyping And Ethnocentrism1565 Words   |  7 Pages Cultural Communication values and Communication Challenges in Muslims Stereotyping and ethnocentrism both have concepts that are intertwined in some type of way in society. Both concepts of stereotyping and ethnocentrism has been identified as being superior, dogmatic, bigotry, and can be harmful and hurtful to the human spirit. Although stereotyping and ethnocentrism attitudes are different in ways of harmfulness, but they are both problems in our society today, and that needs to be addressed and

Project Management Strategy - 2211 Words

Introduction Project Management is all about managing your tasks and goals with the best use of available resources within a fixed frame of time. To achieve the fixed time, the project manager would need the proper coordination of all possible inputs required to carry out the task successfully. One of such inputs is the project management maturity model which allows for improvement of project management processes and systems (Crawford, 2006). Project management maturity is the progressive development of an enterprise-wide project management approach, methodology, strategy, and decision-making process. The appropriate level of maturity will vary for each organization based on specific goals, strategies, resource capabilities, scope, and†¦show more content†¦Such positioning is possible with strategic management because this process improves preparedness for unexpected internal or competitive demands. Therefore, an organizational strategy is an all-encompassing approach for f ormulating, implementing and evaluating managerial decisions in a way that permits the business to reach its objectives. For an organizational strategy to be successful, however, the organization should: †¢ Clearly see the need for change †¢ Be firmly committed to the idea of changing the business planning process †¢ Assure that the strategic management process has credibility with everyone involved †¢ Make sure that final plans are realistic and reflect actual resources and capabilities †¢ Train all participants in the procedures essential to the strategic management process †¢ Develop concise and well-organized plans One of such strategy is the implementation of Six Sigma methodology in the organization. Six Sigma is a methodology that combines the gradual and continuous improvement with radical redesign. The process of Six Sigma begins by measuring the statistical variability within a process. This means that the causes of error can only be determined if you understand the critical requirement of either the internal or external customer. Six Sigma processes are designed to reduce process variability. Six Sigma helps the organization to achieve improved process flows and betterShow MoreRelatedBusiness Strategy And Project Management1653 Words   |  7 Pages1. Srivannaboon.S, Milosevic.Z.D (2005). A two-way influence between business strategy and project management. According to the authors Srivannaboon.S, and Milosevic.Z.D (2005), the alignment of project management with the corporate strategy is critical to achieve the company’s short term and long term goals. The main objective of project management is to guide the company towards its goals within the set time frame and cost. In today’s globalization, business leaders are facing many challenges fromRead MoreCorporate Strategy and Project Management4535 Words   |  19 Pages------------------------------------------------- 41. Corporate Strategy and Project Management: the relationship between them and implications for the management of an international project. Introduction This paper draws attention to the detached relationship between the corporate strategy and project management. Solutions offered by various researchers to align both of them are discussed and examine how they could be proposed for the management of international project, in particularly for the construction industryRead MoreProject Management Challenges Strategies and Project Selections836 Words   |  4 PagesMBA/MIS Project Management Chapters 1 and 2 Project Management Challenges Strategies and Project Selections 1. Two new software projects are proposed to a young, start-up company. The Alpha project will cost $150,000 to develop and is expected to have annual net cash flow of $40,000. The Beta project will cost $200,000 to develop and is expected to have annual net cash flow of $50,000. The company is very concerned about their cash flow. Using the payback period, which project is betterRead MoreProject Management Strategies For Fice Manager1067 Words   |  5 Pagesbusiness management. Therefore, this business can be suitable for a minimal space, in which we can reduce the cost can by establishing a small work place. Also, this may include the expenses of employees to coming into workplace and utility cost of the said area. Second, I must minimize the human resource cost which includes redundancy, recruitment and training. So, I’d rather have a team of five, as a manager it is my task to apply strong ethical and decided project management strategies. In additionRead MoreAlignment Of Business Strategy And Project Management2718 Words   |  11 Pages Literature Review: Alignment of Business Strategy and Project Management [Name] [Course Title] [University] [Instructor Name] [Date] Literature Review: Alignment of Business Strategy and Project Management Introduction Projects are primary components of business organizations. Previous studies have indicated that majority of the projects fail because of time and budget constraints. Others fail because they are according to the needs and requirements of the customer. However, project’sRead MoreEssay on The Affect of Project Management on Strategy and Governance 3620 Words   |  15 PagesProjects are critical to the success of any organization as they involve the activities that result in new or changed products, services, environments, processes and organizations. Organizations have increasingly embraced project management as a key strategy for staying ahead in today’s highly competitive business environment. Successful implementation of project management creates an organization that can readily meet the demands of each project and yet adapt quickly to a constantly changing dynamicRead MoreWhy Project Managers Need to Understand Business Strategy and the Strategic Management Process?1708 Words   |  7 Pagesaligning Project Management with Business Strategy and Strategic Business Process. Fundamentally, all Project Managers must have full comprehension of the bigger picture of an organization Business Strategy and its functional level game plan. This would help them with project operational level decision making as well alignment of projects alignment with corporate mission. . The report will be giving general analysis of inter relevance ie:- top –bottom and bottom – top approaches of strategy pyramidsRead MoreNursing Leadership Critical Discussion of a Change Management Project Strategy4391 Words   |  18 Pagesï » ¿Nursing Leadership Critical Discussion of a Change Management Project Strategy: EHR and Patient Safety Issues Objective The objective of this study is to crucially discuss and reflect on a change management project of strategy that has been undertaken in a health-related organization and specifically the implementation of Electronic Health Records (EHR) and patient safety issues. I. Aim of the Change (In Relation to Organizational Mission and Strategic Goals/Objectives) The aims of the changeRead MoreProcurement Strategy For A Construction Project Essay1195 Words   |  5 Pagessuitable procurement strategy for a construction project, there are some issues which need to consider. From all of those issues, there are 3 big issues that mainly affect the selection decision which are time, cost and quality. There is several type of procurement strategy available in market that commonly used for construction project and each of the common method will be analyze and compare to find the most appropriate method for this project. The choice of procurement strategy is very importantRead MoreProject Portfolio Management : Project Management1432 Words   |  6 PagesProject Portfolio Management (PPM) is the centralized management of the processes, methods, and technologies used by project managers and project management offices (PMOs) to analyze and collectively manage current or proposed projects based on numerous key characteristics. The objectives of PPM are to determine the optimal resource mix for delivery and to schedule activities to best achieve an organization’s operational and financial goals ― while honoring constraints imposed by customers, strategic

Workplace Violence Free Essays

Workplace violence is present in every nook and cranny of corporate America, affecting millions of Americans every year. Workplace violence is defined by the Occupational Safety Health Administration, OSHA, as any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. We will write a custom essay sample on Workplace Violence or any similar topic only for you Order Now In 2011, there were over 2 two million reports and claims of workplace violence, with 458 being homicides1. Workplace violence is at the forefront of everyone’s mind when a breaking news story is broadcast on the evening news, such as the recent shootings in Santa Cruz, California by a disgruntled ex-cop, and the Sandy Hook Elementary School shooting in Newtown, Connecticut, but workplace violence can strike anywhere and at any time, and is a major concern for employers and employees across America. There are different types of workplace violence, which can be categorized as follows: (1)violence by outsiders or nonemployees, usually in the attempt of a crime, such as robbery or shoplifting, (2)violence by a customer or a client, such as a student or a patient, (3)violence by employees and former employees, and (4)violence by domestic partners, such as boyfriends/girlfriends and husbands/wives. Such categorization can help in coming up with ways to prevent workplace violence since each type of violence requires a different approach to prevention, and certain workplaces and environments may be at higher risk for certain types of violence. Although workplace violence can seem very random, there are certain industries and job categories that are more susceptible to violence than others. According to OSHA, certain factors can increase the risk of violence in the workplace, such as exchanging money with the public, working with unstable people, and working where alcohol is served1. People working in certain establishments, such as retail stores and bars, are at increased risk of violence. Professions in law enforcement, healthcare, public service workers and those who work alone or in small groups are at greatest risk of violence. Manager’s role in identifying and reporting workplace violence. Every employee of an organization is responsible for providing a safe and secure environment to work in, and thus should be knowledgeable about workplace violence and be ready to act in advance to reduce the threat of violent incidents. Managers especially have a big duty to make sure that the work environment of their employees has minimal stress triggers, and that the department culture is one that is friendly and open, ensuring that employee safety is valued. Managers should follow their progressive discipline policy when addressing concerns with employees to prevent violent reactions by employees who feel that they have been treated unfairly. Managers should also treat their employees with respect and decency, especially when disciplining or firing them, as depriving an employee of dignity in front of other employees can trigger violent behavior. Most importantly, managers need to be trained on what clues to look for, and how to handle certain situations when confronted with warning signs of workplace violence by employees. This will allow managers and subordinates to know the warning signs and report them to management accordingly. Sure there are people that suddenly ‘snap’ and go off the deep end, but in most instances of workplace violence, there are certain signs of trouble that are exhibited by the perpetrator. According to Dr. Lynne McClure, an expert in managing high-risk employee behaviors before they escalate to workplace violence, there are always warning signs involving workplace violence2. She puts these eight warning signs in the following categories: †¢Actor behaviors – employees act out their anger by yelling and shouting †¢Fragmentor behaviors – employees take no responsibility for their actions and blames others for their mistakes †¢Me-First behaviors – employees act selfishly without regard to fellow coworkers †¢Mixed-Messenger behaviors – employees talk positively but behave negatively †¢Wooden-Stick behaviors – employees are not receptive to change, and are inflexible and controlling †¢Escape-Artist behaviors – employees compulsively lie and rely on negative stress relievers such as drugs and gambling †¢Shocker behaviors – employees suddenly act in ways that are out of character †¢Stranger behaviors – employees are remote and have poor social skills, and become fixated on an idea and/or an individual. There is no standard ‘profile’ of a person who commits workplace violence, and by no means is someone a threat just because they display one of these traits. Employees that exhibit many of these traits, and with increasing intensity, may be a danger and may need some help. Being able to identify these signs and warning signals, and reporting it to management timely can help prevent a workplace violence incident. HR’s role in managing and preventing workplace violence. Every reasonable employer wants to keep employees safe from workplace violence, but according to the Bureau of Labor Statistics, less than 30% of employers have a violence prevention policy in place3. Outlined below are some things that a human resource department can implement to mitigate workplace violence. †¢Violence Prevention Policy – First and foremost, every company should implement a zero-tolerance policy against workplace violence, which clearly defines what workplace violence is, and the company’s position on it. The policy must clearly outline which behaviors and actions are acceptable and which are unacceptable. The policy should state that violence of any kind is not tolerated and is grounds for immediate termination. †¢Training – Training for managers and employees to ensure that they know the warning signs for violence is critical. There are many signs that can point to indications of imminent violent, so training the employees to recognize the warning signs can help stop a violent act by identifying the individual and providing assistance before a violent act is committed. Each and every employee is responsible for creating a safe working environment, and it is HR’s job to help employees get the training necessary to manage a safe workplace. †¢Hiring, retaining and firing – HR plays a critical role in preventing violence in the workplace with its hiring, retention and firing practices. Usually, past behavior can predict future behavior, so it is important that the HR department screen potential new hires carefully. One way to avoid workplace violence is by not hiring people who exhibit violent behavior. Thus, the HR department must conduct thorough background checks on all potential new hires. Companies should make it a general policy to run background checks on all applicants before hiring them. HR departments must make a concerted effort to carefully screen all potential new hires by scrutinizing information on resumes and conducting reference checks. Also, HR can help prevent workplace violence by rooting out trouble-makers early. Retaining employees who have had behavioral issues in the past can expose a company to workplace violence and litigation. The HR department needs to be proactive with helping to identify employees that pose a potential danger thru through analysis of past work records. For example, if an employee has had issues with making threats or getting into confrontations with coworkers in the past, immediate ction may need to be taken before any major incident occurs. Finally, HR plays a big role in creating a peaceful environment when handling employee terminations. When an employee gets terminated, it is a very stressful event for the employee, and ca n push him/her over the edge. In order to ease the stress and alleviate some of the pressures on the employee being terminated, the HR department can help the situation by being compassionate and clearly explaining the reasons for the termination and allowing an opportunity to the employee to discuss any disagreement with the termination. Also, the HR department can provide placement or counseling services. Provide an employee assistance program (EAP) – there are many reasons that someone resorts to violence in the workplace, but some stem from issues outside of the workplace, such as relationship issues, financial troubles, or substance abuse problems. Employing an EAP can provide help to employees before a serious incident manifests itself in the workplace. Through the use of an EAP, employees can help manage their issues by coordinating with an objective, third party. All types of services should be offered, including counseling, anger management classes and rehabilitation services. Financial Impact of Workplace Violence – Calculating the Cost Workplace violence is real, and with it comes real costs. The actual cost of workplace violence is hard to calculate, but per the National Institute for Occupational Safety and Health, NIOSH, a division of the Center for Disease Control, it is estimated that workplace violence costs American businesses $121 billion a year4. This takes into account many factors, including costs due to lost productivity, loss of sales, increase in insurance premiums, litigation costs, lost time and absenteeism, workers’ compensation claims, medical claims, management distractions, negative PR, and organizational change initiatives. According to the Bureau of Justice Statistics5: †¢About 500,000 victims of violent crime in the workplace lose an estimated 1. 8 million workdays each year. This represents a $55 million impact as a result of loss of productivity and increased healthcare expenses †¢Domestic violence costs businesses approximately $6 billion annually in healthcare costs, lost productivity, and missed work time †¢The average out-of-court settlement for ‘negligence’ litigation is approximately $500,000 and the average jury award is around $3 million †¢For 6 to 18 weeks after an incident, there is a 50% decrease in productivity and a 20% to 40% turnover in employees The cost of recovery after a catastrophic, workplace violence incident is astronomical, so it is in every company’s best interest to put in place the necessary preventive measures to avoid such incidents from happening in the first place. Unfortunately, most companies are reactive instead of proactive, so the costs associated with workplace violence may be viewed as the cost of doing business, big business at that. Everyone plays a role in preventing workplace violence. Even with workplace violence receiving increased attention, there is much work that needs to be done to understand the causes and potential solutions. Management, front line employees and the HR department must work together collectively to prevent the next workplace violence incident. The best practices set forth must be implemented and adhered to with perfection. A company can’t guarantee that a violent act will never happen between their four walls, but there are preventive measures that can be taken to improve the chances of avoiding a workplace violence incident. How to cite Workplace Violence, Papers

Communication for ITS Professional-Free-Samples for Students

Questions: 1.Discuss about the Difference between Emergent Leadership, Shared Leadership and Assigned Leadership. 2.Discuss about the Use of technology as a communication tool in e-leadership versus F2F leadership. Answers: 1.Difference between Emergent Leadership, Shared Leadership and Assigned Leadership Emergent Leadership- An employee of a company is considered as emergent leadership when the person willingly takes tasks, encourages harmony among the other workers of the company and also helps other employees to complete their ongoing tasks in a better way and if there exists any problem in completing the tasks (Kayworth Leidner, 2017). Before getting the appellation of leadership, one has to prove that he/she is an emergent leader. This leadership gives a benefit to know the news of a promotion in advance and check that the person is capable of doing the job or not. An employee of a company wants more appreciation from the emergent leaders in comparison to assigned leaders. Assigned Leadership- The rule from their own position of the assigned leaders are derived in the hierarchy of the company. The assigned leaders presume respect from their employees and the title itself has strength in it (Snellman, 2014). Determining wisdom, skills to solve the problems and give motivation to the employees to retain their position are all skills of an assigned leadership. Shared Leadership- The authorities or duties that are shared among the members of a group is known as shared leadership. In a team, more than two members are nominated as leaders and they divide the work among them so that there does not exists any violation among the member of the group and the reach its goal successfully. All the leaders are answerable to each other as they are working to achieve a goal for a team and also maintain its direction. Leadership roles among the member of the group are given as per their experience. 2.Use of technology as a communication tool in e-leadership versus F2F leadership F2F leadership is a face to face leadership that is conducted between leaders and employees or two leaders in a face to face way. Whereas, e-leadership also known as virtual leadership uses instant messages, conferences over video calls, emails, Skpye or Google Hangouts for communicating. Experiencing a complete communication is appreciated among the employees or participants in an interaction that is conducted in face to face (Zander et al., 2012). The participants of the communication get a chance for responding the information they gets instantly, gives a feedback and also can reflects on the information that are delivered to them. F2F communication helps the participants to get information direct from the sender decreases the time, distance and culture between the sender and receiver. E-leaders communicate through Google Hangout, e-mail, messages or video conferences. The use of technology in e-leadership gives a lot of information in a less time interval and creates a broad array of venues for communication. As the interpersonal skills are disconnected in virtual skills, the leaders of virtual communication focuses on task more than the personal relationships. For a team to succeed on its goal, sympathy trust and attachment are also essential. The virtual interaction provides none of the interpersonal attachments. The conflicts of the interpersonal skills are difficult to find out for the e-leaders. 2.Examples of task-related behaviors that makes e-leadership effective The main focus of task-related leadership is that the leader mainly target to complete the project that they are working on. They set a clear path and focus a useful goal setting to achieve their goals. They schedule their deadlines and work accordingly. The structure, goals and the roles are divided among the members of the group accordingly. They mainly focus to present the results that are desired from them. Two examples are cited below that explains task oriented leadership. M. Pei, a famous American- Chinese architect in 20th century. He has designed John F. Kennedy Library and Louvre Pyramid (Hambley et al., 2007). He resigned his work in Harvard where he was working and joined NDRC (National Defense Research Committee). His great design and architecting made him famous as a task oriented leader. A noble engineer and a researcher, Gordon Moore created formula that is well known as Moores Law. He realized the components on a circuit that is integrated would be double each year, but later he improved the law and estimated every year to every two year and named it as Moores Law. Moore mainly focused on circuits that contain micro components and manage and organize people who are responsible for building them. This made him a famous task oriented leader.

Managing Change for Competitive Success

This paper explores two concepts that have been studied in due course; personality and change. The paper begins by defining the concepts and then goes ahead to provide a summary of them. In addition, the paper will give data outlining a problem related to one of the concepts. Moreover, the paper will give a summary of findings and offer recommendations for change where applicable.Advertising We will write a custom essay sample on Managing Change for Competitive Success specifically for you for only $16.05 $11/page Learn More Personality Personality refers to consistent behavior patterns and intrapersonal processes originating within an individual† (Burger 2010, p. 4). Notice that there are two aspects to it. Part one is concerned with consistent patterns of behavior. These represent the individual differences. An important feature of personality is consistency. People can observe these consistent patterns of behavior across time and situations. The second part is concerned with the intrapersonal processes. In contrast to interpersonal processes, which take place between people, intrapersonal processes take place within individuals. They include emotional, motivational and cognitive processes, and they determine how people react or feel. The manner in which people use these processes and how they interact with individual differences determines the overall character of an individual. These consistent behavior patterns and intrapersonal processes originate within an individual. However, this does not mean that external factors do not affect an individual’s personality. According to Myers-Briggs Type Indicator (MBTI) model, which rests on the personality theory of Carl Jung, personality assumes the following (Howard, P Howard, J 2002): Personality hangs on four dimensional framework; scores of each dimension fall along a binomial distribution and the judger dimension is a key determinant of a person’s preferences. On the other hand, the five factor model (FFM) or the big five model is based on experience and not theory. â€Å"FFM relies on the following: personality has five dimensions, scores of dimension fall along a normal distribution, personality is best described by individual traits rather than types, and the strength of the scores indicates preferences† (The Big Five 2012). FFM has been widely accepted in the academic and psychology communities. It has been employed in team building and employee selection. Job analysis, customer service, management and leadership development, coaching and counseling; career development, conflict management and training design have all benefitted from FFM. Pro FFM model experts identified five correlated groups of behaviors, each of which exists along a continuum.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More They are negative emotionality, openness, agreeableness, conscientiousness and extraversion. Negative emotionality determines an individual’s capability to withstand stress. Those who have negative emotionality experience many negative emotions and report less satisfaction with life. They are reactive and lack resilience. Since they are susceptible to emotions and show discontent with life, individuals with negative emotionality end up as social scientists, academicians, or customer service professionals (Howard, P Howard, J 2002). On the other end, those individuals without low, negative emotionality tend to be resilient and experience life on a more rational level than others. In addition, responsive individuals fall in the middle range of negative emotionality continuum. Responsive individuals demonstrate a mix of resilient and reactive qualities. The extraversion factor describes one’s comfort level with relationships. Extraverts spend much of their time maintaining and enjoying many relationships. Extrav erts tend to lead, talk and exert themselves physically more often than other people. Such people are usually friendly and outgoing. However, introverts have few relationships and spend a little time with them. Most extroverts find themselves in arts, politics sales and social sciences. On the contrary, introverts take up managerial roles or end up as physical and natural scientists (Howard, P Howard, J 2002). Between the extremes are ambiverts who move comfortably between social and solitary situations. Openness addresses one’s range of interests. Extremely open people (explorers) are fascinated by novelty and innovation. Explorers describe themselves as more introspective and reflective than most people describe themselves. The individuals with explorer profile usually take roles in entrepreneurial, architectural, theoretical, physical and social fields (Howard, P Howard, J 2002). Those who are less open have narrower interests, appear more conventional, and find comfort in the familiar. Such individuals are seen to be conservative. They assume roles in management and applied science. Between explorers and preservers are moderators. Moderators find too much novelty tiresome and too much of the status quo boring. On the other hand, agreeableness refers to a persons’ propensity to differ with others. An adapter refers to a person who is easily agreeable. Individuals with adaptor profiles are usually found in professions like teaching, social work and psychology (Howard, P Howard, J 2002). At the extreme end, adaptors (tender minded) can become dependent personalities who lose their sense of self. Such people value harmony more than they prize having their say or their way.Advertising We will write a custom essay sample on Managing Change for Competitive Success specifically for you for only $16.05 $11/page Learn More Other hand, challengers focus more on their needs or norms and not on those of others. Challengers usually take roles in advertising and business management fields or the military (Howard, P Howard, J 2002). Challengers (tough minded) can become antisocial, authoritarian, narcissistic or paranoid personalities who have lost their sense of feeling for others. Moreover, conscientiousness refers to a number of goals that one focuses. A highly conscientiousness person is focused and purses fewer goals in a purposeful way. A highly focused person may end up being a workaholic. Such people serve as leaders and executives. A person with low conscientiousness pursues many goals in a spontaneous, scattered way. Flexibles tend to be less focused on goals and are more hedonistic. Such individuals lack control over their impulses. They do not necessarily work less than focused people, but they direct less of their work to specific goals (Howard, P Howard, J 2002).â€Å"The big five vocabulary enables people to communicate constructively about their personality differences† (Howard, P Howard, J 2002, p. 34). The model offers a comprehensive source metaphor that celebrates the fullness of human personality. Managers are expected to have a strong personality in order to cope up with work related stress and other responsibilities. The position of a manager in the present day comes with huge responsibilities and stress. Nowadays, managers are expected to produce results in spite of the challenges at hand. Managers are supposed to devise solutions to challenges that keep on arising at the place of work. Such challenges may include limited budget, reassignment of staff, reorganization of units, withdrawal of finance, government policies, employees’ demands and unavailability of resources. Change â€Å"Change management means to plan, to initiate, to realize to reflect and to stabilize fundamental and far reaching processes† (Recklies 2012, p.1). Change management aims at short term and long term basis of effective changes of behavior patterns and abil ities, in order to optimize processes and communication structures. Thus, an integrative approach to the reorganizations is necessary. Change management is the strategy of planned and systematic change, which is achieved by the influence of the organizational structure, corporate culture and individual behavior; and requires the participation of employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More â€Å"In the broader sense, change management is a theoretical concept, which is given to the organization from the outside† (change management 2012, p. 1). Therefore, â€Å"the objectives of change are developed from external advisors (change agents) whereas; the employees are involved on a limited scale with decision making and the conversion of the concept† (change management 2012, p. 1). Balogun and Hailey (2002) argue that change is becoming a way of life for most organizations and managers. Studies done in 1980s, and 1990s indicate that many organizations have been undertaking many types of change including culture change, total quality management, business process re-engineering, and downsizing and delayering. However, many change initiates have not been effective, and organizations are in the process of developing managers who can manage change with a lot of ease (Charan 2006). Managers require context sensitivity (Balogun and Hailey). Contest sensitivity is th e ability to understand the context someone is working in and, it enables one to devise approaches to change that will be effective in that context. Thus, successful change requires a context sensitive approach (Balogun and Hailey 2002). They ague that change can be effected using a framework called change kaleidoscope. The tool enables managers to have a rigorous analysis of the context, a consideration of a range of implementation options, a valuation of one’s own preferences, and how this limits the options to be considered and development of change judgment. In order to design change plan, change implementers should use the organization’s context to guide the approach selected. Change kaleidoscope relies on the definition of contextual constraints and enablers. They are Time: the speed with which change is to be achieved. Scope: the extent of change required in terms of transformation and realignments, within the parts of the organization affected by the changes. P reservation: the extent to which it is necessary to maintain continuity in certain practice. Diversity: the degree of diversity in terms of values, norms and attitudes among the groups of staff affected by the change. Capability: level of competence for managing change. Capacity: the amount of money available to invest in the change, human resource availability and managerial time. Readiness for change: the extent to which employees understand the need for the anticipated change. Power: relies on the change initiator, implementer and other influential stakeholders. In addition, change kaleidoscope entails the definition of implementation options. This involves change type, change start point, change style, change target, change roles and change interventions. Balogun and Hailey (2002) encourage organizations seeking change to follow three steps. The organization should assess the contextual constraints and enablers, determine change parts and use contextual features to inform the ch oices to be taken. Charan (2006) argues that in order for large corporations to achieve major and permanent changes in business performance, they must create a sustainable change in culture. â€Å"Understanding the contextual constraints and enablers is key to understanding the type of change an organization is able to undertake as opposed to the type of change it needs to undertake† (Balogun Hailey 2002). According to Kneer (2009), the implementation of change management takes place in seven steps. The first step involves the creation of consciousness for an urgent need for change by conducting a deeper analysis. The market and the competitive position are examined followed by an evaluation of the possible chances or risks for the business (Beer Nohria 2000). The second step involves the development of visions, aims and strategy. A team that handles this step should be competent enough, and have sufficient conviction and power to design the change. The compiled visions and strategies are communicated in the company during the third step. The change agents need to be cautious of their responsibility, and they should exemplify things. They should state clearly what employees are supposed to do. The fourth step involves subdividing the project into smaller subprojects. If the subprojects are completed, employees will start to have a feeling of success. This positively supports the remaining processes. In the fifth step, it is important to align existing structures in the company to a modified business environment. It is advisable to allow employees to participate in the reorganization. The sixth and seventh steps involve the establishment of the change management. This is accomplished through structures, appropriate training, of the employees via the new projects which keeps the changes process alive. The last step also involves ingraining the new behavior in the social standards and values. In order to achieve optimal results, the change process should be goal oriented. The reasons as to why the organization is undergoing change should be clearly stated. The starting point should also be clearly defined. It should be specified how the success of the objectives is going to be measured qualitatively and quantitatively. Thus, proper measurement instruments should be put in place. The change process will succeed if it fully involves the employees. In fact, this will increase their motivation and enhance their identification with the company. To achieve this, they should be involved in the analysis stage so that they can understand the background. In addition, employees should be adequately trained so that they can master all assigned tasks technically. Appropriate training can be essential in adjusting existing deficits, minimize the fear of the employees concerning new tasks and enhance the willingness for the change. In order to realize the success of the change process, both the management style and the organization should change. Change processes present learning experiences and participants might be challenged, but not overstrained (Barger Kirby 1995). Sufficient time should be given to employees to process individual work procedures. The implementers of the change process should be ready to encounter resistance to change by some employees. However, this can be minimized by engaging them fully in the change process (Pettigrew Whipp 1991). Therefore, to understand problems related to these concepts, the paper focuses on a scenario in which a manager aged 35 years, faces change related challenges. The manager is heading a mining company of Asian origin that has 5000 employees globally and is worth $10 billion. The company is semi private because the biggest shareholder is the ministry of economics. The company faces a challenge regarding exploration activity. People within the company have differing options regarding the amount investment that should be allocated for exploration, development, production an d asset acquisition. Initial investments had failed to produce expected results. The existing proportion of investment allocation aims at allocating 30% to the exploration activities. Out of the 3O% one third goes to XYZ (home country)/domestic exploration, and the remaining is allocated to overseas exploration. 60% of the investment has been diverted to development activities and the remaining 10% finances production activities and asset acquisition. A summary of the Findings Action plan 1: to maintain exploration activities on the same level as allocated in the previous year which saves cash dividend to shareholders and stops concentrated investment in a single project. The contents: It is same as the proportion of existing investment allocation; however, it takes some reduction of the amount of cash dividend to shareholders when compared with last year’s performance-based profit sharing. The activity of shifting dividend from international exploration production companies to shareholders is relatively acceptable. This is because of high risk business and using the cash coming from reduced dividend for exploration activities. In addition, the company does not seek to take more than 25% interest of any exploration activities. Action plan 2: aims at shifting to domestic exploration activities and reducing international exploration activities while maintaining the same proportion of investment allocated in the previous year. It is the same proportion of existing investment allocation; however, the investment allocation at domestic and international exploration activity is different. Based on the historical success rate, the domestic exploration activities are higher than international’s. Although the exploration activity is a gamble regardless of its location, the degree of domestic gamble and overseas gamble is different from probability point of view. The company has a lot of domestic exploration experience. The company has a solid grasp of the geological data and geomorphologic features. Nonetheless, the scale of domestic oil and gas fields is smaller than the international’s scale because of geomorphologic features when compared with the Middle East and Oceania region. In view of the above circumstances, the degree of the basic risk of domestic and international exploration activity do not make much difference. Action plan 3: The summary is to reduce 10% of overall exploration activities and to raise the 10% finance to international oil gas assets acquisition. The proportion of investment allocation is composed of 20% for exploration activity, 60% for development activity and 20% for production activity and asset acquisition. Basically, exploration activity is a gamble. Reducing 10% of exploration activity makes sense in order to shift investment to much reliable oil gas asset acquisition. This also contributes to the improvement of the company’s cash flow, making profits and collecting invested cash ear ly for the next available investment in exploration activities. Recently, there have been a lot of asset acquisition opportunities mainly from companies in same industries, strategic business partners in different industries, XYZ government and investment banks. The price of the oil gas assets used in the production is used in calculating oil recoverable reserve, reserve-production ratio, and current market oil price. Usually, the profit coming directly from the acquired assets only is not big. However, there are synergetic effects through reducing operating costs, discounting insurance, procuring oil producing equipments and applying geological data efficiently to flush out more oil. Recommendations for change The organization should understand that in order to realize maximum benefits from the mining activities, there is a need for change. Therefore, to implement this change, the organization should follow the three steps postulated by Balogun and Hailey (2002). The organization should assess the contextual constraints and enablers, determine change parts and use contextual features to inform the choices to be taken. References Barger, J. Kirby, K. 1995, The Challenge of Change in Organizations, Davis Black, California. Beer, M. Nohria, N. 2000, ‘Cracking the Code of Change’, Harvard Business Review Journal, Vol. 1 no. 23 p. 133-145. Burger, J. 2010, Personality, Cengage Learning, Sydney. Change Management 2012. Web. Charan 2006, ‘Home Depot’s Blue Print for Culture Change’, Harvard Business Review Journal, Vol. 1 no. 14, p. 61-70. Balogun, J. and Hailey, V. 2002, ‘Devising Sensitive Approaches to Change: The Example of Glaxo Wellcome’, Long Range Planning Journal, Vol. 32, no. 24, p. 153-178. Howard, P. and Howard, J. 2002, Buddy, Can You Paradigm? EBSCO, Massachusetts. Kneer, C. 2009, Change Management: enhance the ability to survive. GRIN Verlag, Munich. Pettigrew, M. Whipp, R. 1991, Managing Change for Co mpetitive Success, Oxford Press, Oxford. Recklies, O. 2012, Managing Change: definition and phases in change processes. Web. The Big Five 2012. Web. This essay on Managing Change for Competitive Success was written and submitted by user Davian Reed to help you with your own studies. 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Free Essays on Robert Burns

There are two reasons that Robert Burns is the national poet of Scotland. The first is his â€Å"rags to riches† success story, and the second is â€Å"the way in which Burns in his songs identified himself with the Scottish folk tradition† (Scott-Kilvert 310). The poems of Robert Burns contain many appealing elements, such as colorful, vivid imagery and specific diction, allowing Burns to convey exactly what he is picturing while writing them. These characteristics, influenced by his Scottish background, are easily identified in his classic poem To A Mouse. Burns was born and raised in Alloway, Ayrshire. During his upbringing, Burns’ father, continually prone to bad luck, suffered sickness and a series of bankruptcies until he finally passed away in 1784 (Scott-Kilvert 313). From this stemmed Burns’ matchless satire of the social structure of his day and hardened his heart against â€Å"all forms of religious and political thought that condoned or perpetuated inhumanity† (Scott-Kilvert 313). Burns’ schooling involved everything from French to a minute amount of Latin. Heavily imposed on him during his education were the works of such literary greats as William Shakespeare and John Dryden, orienting most of his formal education toward English culture (Scott-Kilvert 313). During the middle years of his life, Burns was known to those close to him as simply â€Å"an occasional poet† that only wrote verse to express his love and emotions for others. It wasn’t until 1786 that, dissatisfied and disgusted with his monetary problems, Burns published a collection of his poems, planning to take the proceeds and immigrate to Jamaica. The collection, entitled Poems Chiefly in the Scottish Dialect was a huge success, and Burns soaked in the fame. It proved, however, to be short lived, as he wrote little poetry for publication after the publication of his book (Scott-Kilvert 315). The imagery used by Burns is so detailed and vibra... Free Essays on Robert Burns Free Essays on Robert Burns There are two reasons that Robert Burns is the national poet of Scotland. The first is his â€Å"rags to riches† success story, and the second is â€Å"the way in which Burns in his songs identified himself with the Scottish folk tradition† (Scott-Kilvert 310). The poems of Robert Burns contain many appealing elements, such as colorful, vivid imagery and specific diction, allowing Burns to convey exactly what he is picturing while writing them. These characteristics, influenced by his Scottish background, are easily identified in his classic poem To A Mouse. Burns was born and raised in Alloway, Ayrshire. During his upbringing, Burns’ father, continually prone to bad luck, suffered sickness and a series of bankruptcies until he finally passed away in 1784 (Scott-Kilvert 313). From this stemmed Burns’ matchless satire of the social structure of his day and hardened his heart against â€Å"all forms of religious and political thought that condoned or perpetuated inhumanity† (Scott-Kilvert 313). Burns’ schooling involved everything from French to a minute amount of Latin. Heavily imposed on him during his education were the works of such literary greats as William Shakespeare and John Dryden, orienting most of his formal education toward English culture (Scott-Kilvert 313). During the middle years of his life, Burns was known to those close to him as simply â€Å"an occasional poet† that only wrote verse to express his love and emotions for others. It wasn’t until 1786 that, dissatisfied and disgusted with his monetary problems, Burns published a collection of his poems, planning to take the proceeds and immigrate to Jamaica. The collection, entitled Poems Chiefly in the Scottish Dialect was a huge success, and Burns soaked in the fame. It proved, however, to be short lived, as he wrote little poetry for publication after the publication of his book (Scott-Kilvert 315). The imagery used by Burns is so detailed and vibra...

Relativism and Objectivism as Two Different Moral Principles Theory Essay

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