Andrew Jackson, The Seventh President Of The United States, Was Born O

Andrew Jackson, the seventh president of the United states, was born on March 15, 1767, in the Waxhaw settlement on the western frontier of South Carolina. Jackson was orphaned at the age of 14 and was brought up by his uncle. Jackson was born into a poor family. When his parents died, he went to live with his Uncle, who was a wealthy slave and land owner. As a result, Jackson moved among wealthy people and property owners, who monopolized the prestige and political influence in the back country. So now he could see what the different lives between the rich and the poor, he became really popular by the common people and also was considered part of the political movement and he led what was know as the Jacksonian Democracy. He could see that the wealthywere huge land owners or industrialized families, and the poor families were small farmers. Jackson was the type who wanted the land to be all American. Dealing with the Native American policy, he forcibly removed southern tribes from lands guaranteed then by federal treaties and the United States Supreme Court decisions. Doing this gave him great power and ledthe United States to a bigger nation, but what does that say about the United States words. Because of them, the Indians could not trust them any more. Jackson was also against slavery. Even Modern historians observe that Jackson was a large slave owner and that his party was the enemy of free blacks and their rights. He was so against African Americans, they denied anti-slavery pamphlets in the United States Postal Service. I think the reason that he liked slavery so much was because that his Uncle was a large slave owner andhe found that they are very useful and could help make money a whole lot faster and cheaper then regular labor. If Jackson was against slavery, I feel that the Slavery issue would have ended a lot faster then it did in the American History. Jackson did do a lot for the country and also made the common people feel like they have a place in today society. If it was just rich people running the country, the rich people would do just what was good for them and not for everyone. That way, the poor people have a chance in the society that was so hard to control. Slavery was not cooled down during his presidency, but it did not get worse at least. Jackson showed a strong presidency during his term and lead America in a good direction to follow. Sometimes America needs a change in Rich vs Poor presidents. Bibliography 1. Future Vision Multimedia Infopedia 2. The Internet 3. New Multimedia Encyclopedia

The Case of Madoff

The Case of Madoff Summary of the Article about Madoff Scandal Lots of people have already heard about the scandal, connected to the activities of Bernard Madoff. So many papers present numerous articles, where the writers are eager to share their points of views about the situation and present more new captivating facts. The article from Economist attracts my attention because of several reasons. First of all, it is mentioned that â€Å"there are no heroes in the Madoff story; only villains and suckers† (The Economist).Advertising We will write a custom report sample on The Case of Madoff specifically for you for only $16.05 $11/page Learn More The point is that Mr. Madoff admits that his fraud connected with more than $50 billion looks like plausible. However, the victims of this very fraud cannot agree to this truth. Among these victims, there are such celebrities as Steven Spielberg and Carl Shapiro. The creators of the article Con of the Century focus on several wa rnings for the future situation within the economical sphere. First of all, Mr. Madoff confessed that his pyramid according to which clients’ incomes were considerably increased by means of new investments, this is why his fraud has several positive results. Of course, it does not make Mr. Madoff a hero, and underlines that frauds may rule the world one more time. People do not to pay attention to the mistakes, made by dangerous fraudsters, if these mistakes are paid. Money may control lots of situations, and the scandal with Mr. Madoff serves as a good example. Even if many firms, which had some kind of connection with Madoff’s affairs, are sick and tired to brace themselves with numerous court trials, they still have some kind of income and do not worry about their future. This is why this article under consideration helps to comprehend that victims, heroes, and bad people are not inherent to Madoff’s scandal; and demonstrate one more time that frauds cannot b e forgotten. Person Opinion as for the Madoff’s Scandal The first point that attracts my attention is that it were Madoff’s children, who blamed their father in all those numerous frauds, which lead to 150 years of prison. To my mind, such a serious attitude to money and the desire to get as much as possible should not be inherent to the members of one and the same family. We live in the 21st century, and intrigues connected to family money were the peculiarity of the beginning of the 20th century. I read that â€Å"Bernard L. Madoff has been a major figure in the National Association of Securities Dealers (NASD), the major self-regulatory organization for U. S. broker dealers firms† (Schwartz et al., 187) This is why I was a bit surprised that such a responsible person may cause such unpleasant and dangerous financial difficulty for so many people.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper w ith 15% OFF Learn More To my mind, the case of Madoff should symbolize a kind of end of the era, where people could earn easy money. This case is a turning point in the history of American finance system that has to be evaluated in order to make the same mistake in future (MacDonald Hughes, 268). And, telling the truth, 150 years of imprisoning is not the best way out. A person has already stolen so much money, so that it is necessary to order him to use this money to help those people, who cannot get money for living. There are so many people, who need money in order to pay for operations, those people, who ask some money for eating, etc. This is why it is better to think how to use the already done fraud to help other people. In this case, people start being afraid of frauds and start thinking that all their money may be lost in several minutes. Maybe, such decision helps to prevent frauds and other unpleasant changes. â€Å"Con of the Century.† The Econom ist. 18 Nov. 2008. 14 July. 2009 https://www.economist.com/finance-and-economics/2008/12/18/con-of-the-century. MacDonald. Scott and Hughes, Jane. Separating Fools from Their Money: A History of American Financial Scandals. Transaction Publishers, 2009. Schwartz, Robert, A., Byrne, John, A., and Colaninno, Antoinette. Coping with Institutional Order Flow. Springer, 2005.

The Importance of Management Control on the Organisation Research Paper

The Importance of Management Control on the Organisation - Research Paper Example This paper illustrates that management control was defined as â€Å"the process by which managers assure that resources are obtained and used effectively and efficiently in the accomplishment of the organizations' objective". The twin objectives of efficiency and effectiveness are obvious and as to which should be given importance between is silent on the definition and this is one of the issues that this paper will tackle. It may be seen in the definition that the accomplishment of both effectiveness and efficiency are necessary if management control is to be considered as such. Accomplish both objectives are easier said done. Effectiveness may refer to getting things done but in so doing the same may result in inefficiency as the latter concept has something to do with cost-effectiveness or doing something at the least cost. The need therefore to strike the balance between the two objectives becomes necessary. Just like any other concept which evolves over time, management control ’s definition was later found modified in the light of the bigger role that it plays in organization management by connecting the control systems within implementing strategy. Thus, after about three decades after the definition made earlier, management control was defined as â€Å"the process by which managers influence other members of the organization to implement the organization's strategies." One cannot discuss therefore the concept of management control without regard for the correct organization’s strategies. Strategies, of course, may have its basis from external and internal environments of the organization. By dealing with strategies it would, therefore, expand the traditional or limited definition of management control. Management control necessarily connotes measurable objectives to attain and therefore accounting information which is quantitative in character and therefore measurable should be easily accepted as part of the concept of control.

Water supply Personal Statement Example | Topics and Well Written Essays - 750 words

Water supply - Personal Statement Example Although most people take it for granted, the availability of an abundant water supply has become an increasingly important and contentious issue.This essay will argue that water resources should and will become an increasingly important global issue Drinking water was temporarily privatized in Bolivia, access to water resources affect demands in the Israeli-Palestinian peace negotiations, and issues of water sustainability have begun to find themselves inserted into broader discussions dealing with human rights and national security.This essay will argue that water resources should and will become an increasingly important global issue; more particularly, water issues will assume global significance because life on Earth is water-dependent, because human population growth and industrial growth are leading to water scarcity, and because increasing competition for water cannot ethically be resolved by market forces alone.As an initial matter, all life on Earth is dependent on water. T here is no more fundamental resource or need. In addition to providing basic physiological sustenance, water is also used as a raw material for agricultural production and for many industrial processes. Both population changes and migration rates have been shown to correlate with historical changes in access to water and water availability. Water is, in short, an issue of life and death. Significantly, migration patterns have flattened in recent times and there is less opportunity for groups or for larger communities to simply move to an area with better water resources. Sri Lanka, to be sure, cannot simply migrate in total to Thailand in times of water crisis. There are immigration constraints and old methods of migration are no longer an answer to water shortages. Whole countries can become trapped inside of their geographical borders and forced to find alternative solutions. Particularly worrisome is that there are no real substitutes for water. This is true both in the context of human population growth and in terms of agriculture and industrial use. The increasing demand for this increasingly scarce resource forces competition. How this competition manifests itself, either peacefully or violently, ought to be of concern to all nations. We see that old border disputes between Israel and Lebanon are now burdened with additional conflicts regarding access to water. China builds the world's largest dam, and downstream countries, such as Thailand and Laos, protest that their rivers are drying up in critical agricultural seasons. We have seen how aggressively that countries will fight for oil; simply imagine how aggressive countries might become in a conflict over water. The potential for serious conflict is real. In the final analysis, there are ways to address these water scarcity issues. First, there needs to be a global consensus that issues of water scarcity are of fundamental importance. These issues should be declared a priority because water for human consumption ought to be an enforced human right, because the use of water for agriculture and industrial processes is a commercial necessity, and because the potential for conflict is great. An old saying suggests that "blood is thicker than water"; in this context, however, I would suggest rather confidently that water is more necessary than oil. As a result, scarcity issues ought to be addressed and resolved at a global level. In ten years, I am of the firm opinion that my chosen field of study will be far more interdisciplinary. By this, I mean to suggest that traditional engineering programs will be far more diverse and require far more critical thinking; the ability to synthesize and apply theories from traditionally separate fields, such as mechanical engineering and medicine, will be encouraged and required. This essay will present the emerging field of biomedical engineering as an example of the future of engineering programs. To begin, it must be acknowledged that many advances in medical science

How to improve the health care system Essay Example | Topics and Well Written Essays - 1500 words

How to improve the health care system - Essay Example The United States is the sole leading developed country that does not insure its people through a health financing scheme (Waldman & Yourstone 232). These abovementioned major problems are widespread. They are observed in every form of care provided in the U.S., namely, end-of-life, chronic, acute, and preventive (Nash & Goldfarb 49). It would be logical to assume that with all these issues the future of the American healthcare system must be discouraging. However, there are still reasons to believe that the nation’s healthcare system can be improved. National surveys reveal that the American people agree fully to the restructuring of the healthcare system or reforming its core weaknesses (Richards & Coast 175). This essay discusses the possible measures that could improve the healthcare system. One of the most important measures to improve the quality of the healthcare system is assigning bigger responsibility to all stakeholders, such as the government, healthcare workers, insurers, employers, and consumers. Bigger efforts have to be initiated to make care more patient-centered and promote the involvement of the patients in the care given to them. To actually accomplish the concept of patient-centered health care it is not sufficient to merely place larger financial responsibility on the shoulders of consumers (Lighter 92). They also have to receive important and prompt information about the health care that they are entitled to obtain so that they can totally accept the principle of being in charge of their own health and medical requirements. In order to be effective, â€Å"that information needs to be authoritative, easily accessible, easy to understand and to act on, and personalized† (Nash & Goldfarb 10). So as to have patient-centered healthcare system, information technology (IT) should also be applied in delivering health care. It is thought that the Internet will revolutionize how health

Hr department at marks and spencer hq

Hr department at marks and spencer hq It has been a busy start for Tanith Dodge, who only took up her new position running the HR department at Marks and Spencer HQ a year ago. Thelast 12 months or so havewitnessed the announcement of 1,200 job losses, 27 store closures and a hefty slump in profits. But despite the recent turbulence, Dodge has lived up to her name, and been swift to deal with the issues affecting the organisation, quickly cementing herself into the M S family. But then, this is not surprising for a woman of Dodges pedigree. Her list of credentials includes a graduate traineeship at British Aerospace, an employee relations consultant at Prudential and a five year stint as HRD at WH Smith. And while HR is herbackground, it is in leadership development that Dodgeis carvinga name for herself. Indeed, her passion for transforming people in the organisation has been effectively channelled into her latest venture: Lead to Succeed which is being heralded as the companys flagship development programme and is considered to be a key component in its future people strategy. We are doing quite a bit of work on how senior leaders take reorgani sation through a period of change, and making understanding how to lead change and make change happen a part of their toolkit is absolutely key. Launched last year, the programme targets the development of the 300 most senior MS employees, and is designed to identify and train the next generation of leaders. â€Å"Lead to Succeed is designed around our business strategy going forwards; what we need to deliver over the next couple of years,† says Dodge. â€Å"We have taken a lot of the research that was done around the core attributes of leader head, hearts and guts and that underpins the programme. But then weve looked at what is it that MS really needs in terms of its leadership attributes going forwards, so our core values around trust, value service, quality and innovation.† Dodge has ensured that the programme is both robust and practical by looking at potential leaders as individuals rather than simply names on a list. This is then underpinned by coaching and business simulation which is designed around some of the challenges MS experiences as an organisation: â€Å"We ask things like: are you leveraging your own strengths as a leader, how do you then galvanise your team, how do you take the leadership and create that coalition across the organisation and as leaders how do you influence shareholder value? So it is very practical,† she adds. And for Dodge, a focus on practice rather than theory is particularly pertinent at the moment, mainly as many of the senior staff have never before experienced any kind of economic turbulence. â€Å"It is unprecedented,† she says. â€Å"The ways of doing things in the past are not necessarily the ways that will make you successful going forward. We are doing quite a bit of work on how senior leaders take reorganisation through a period of change, and making understanding how to lead change and make change happen a part of their toolkit is absolutely key.† Reflecting this, Marks Spencer devotes significant time and resources to developing its leaders and nurturing its talent. â€Å"Continuing to invest in your talent for now is absolutely key,† Dodge emphasises. â€Å"Organisations that stop that investment risk cutting the Achilles heel. You have to keep these people and do it in ways that arent ridiculously expensive.† To this end, Dodge has developed a thorough, robust succession process which has done away with annual reviews and instead focuses ongoing conversations which enables her and her team to look at individuals capabilities against specific indicators which demarcate them as ‘high potential. Continuing to invest in your talent for now is absolutely key. Organisations that stop that investment risk cutting the Achilles heel. â€Å"We do it at all levels from our senior people through to store managers, who have got the potential to develop into another role going forward. We also look at what roles are critical for us going forward and whether we have got enough pipeline of talent coming through for those critical jobs.† In addition, she runs the annual staff survey ‘Your Say which gives employees the opportunity to voice their views on a range of issues including training and development. Early reports suggest that the programme is a huge success, with the company witnessing significant change in the way that people behave as a result of the training, and the way that they challenge problems within the organisation. Dodge believes that the success of such schemes are very much dependent on those that facilitate them: not only does it show employees how their leaders behave but it sets a precedent so when they themselves reach the higher echelons of the organisation, they too can lead by example. â€Å"It is very much about you as an individual leader, your impact on your style with your team and then your impact on your style with your organisation, she concludes. So it builds on the whole ‘Your MSmessage yourself, your team, your organisation.† Today ethical leadership is more important than ever. The world is more transparent and connected than it has ever been. The actions and philosophies of organisations are scrutinised by the media and the general public as never before. This coincides with massively increased awareness and interest among people everywhere in corporate responsibility and the many related concepts, such as Fair Trade, sustainability, social and community responsibility (see the ethical leadership and ethical organisations page). The modern leader needs to understand and aspire to leading people and achieving greatness in all these areas. Here is (was..) an Excellent 30 minute BBC Radio 4 Discussion about Modern Leadership (first broadcast 2 Sept 2006, part of the Sound Advice series). Its mere existence is evidence of changed attitudes to leadership. Such a programme would not have warranted BBC airtime a generation ago due to lack of audience interest. Today there is huge awareness of, and interest in, more modern leadership methods. The radio discussion highlighted the need for effective modern leaders to have emotional strength and sensitivity, far beyond traditional ideas of more limited autocratic leadership styles. Im sorry (if still) this linked item is unavailable from the BBC website, especially if the recording is lost forever in the BBCs archives. If you know a suitably influential executive at the Beeb who can liberate it please contact me. Incidentally as a quick case-study, the BBC illustrates an important aspect of leadership, namely philosophy. Philosophy (you could call it fundamental purpose) is the foundation on which to build strategy, management, operational activities, and pretty well everything else that happens in an organization. Whatever the size of the organization, operational activities need to be reconcilable with a single congruent (fitting, harmonious) philosophy. Executives, managers, staff, customers, suppliers, stakeholders, etc., need solid philosophical principles (another term would be a frame of reference) on which to base their expectations, decisions and actions. In a vast complex organization like the BBC, leadership will be very challenging at the best of times due to reasons of size, diversity, political and public interest, etc. Having a conflicting philosophy dramatically increases these difficulties for everyone, not least the leader, because the frame of reference is confusing. For leadership to work well, people (employees and interested outsiders) must be able to connect their expectations, aims and activities to a basic purpose or philosophy of the organization. This foundational philosophy should provide vital reference points for employees decisions and actions an increasingly significant factor in modern empowered organizations. Seeing a clear philosophy and purpose is also essential for staff, customers and outsiders in assessing crucial organizational characteristics such as integrity, ethics, fairness, quality and performance. A clear philosophy is vital to the psychological contract whether stated or unstated (almost always unstated) on which people (employees, customers or observers) tend to judge their relationships and transactions. The BBC is an example (its not the only one) of an organization which has a confusing organizational philosophy. At times it is inherently conflicting. For example: Who are its owners? Who are its customers? What are its priorities and obligations? Are its commercial operations a means to an end, or an end in themselves? Is its main aim to provide commercial mainstream entertainment, or non-commercial education and information? Is it a public service, or is it a commercial provider? Will it one day be privatised in part or whole? If so will this threaten me or benefit me? As an employee am I sharing in something, or being exploited? As a customer (if the description is apt) am I also an owner? Or am I funding somebody elses gravy train? What are the organizations obligations to the state and to government? Given such uncertainties, not only is there a very unclear basic philosophy and purpose, but also, its very difficult to achieve consistency for leadership messages to staff and customers. Also, how can staff and customers align their efforts and expectations with such confusing aims and principles? The BBC is just an example. There are many organizations, large and small, with conflicting and confusing fundamental aims. The lesson is that philosophy or underpinning purpose is the foundation on which leadership (for strategy, management, motivation, everything) is built. If the foundation is not solid and viable, and is not totally congruent with what follows, then everything built onto it is prone to wobble, and at times can fall over completely. Get the philosophy right solid and in harmony with the activities and the foundation is strong. This of course gives rise to the question of what to do if you find yourself leading a team or organization which lacks clarity of fundamental philosophy and purpose, and here lies an inescapable difference between managing and leading: As a leader your responsibility extends beyond leading the people. True leadership also includes as far as your situation allows the responsibility to protect or refine fundamental purpose and philosophy. See also the notes and processes for incorporating fundamental philosophy within strategic business development and marketing. allegiance and leadership Different leaders have different ideas about leadership. For example, see below Jack Welchs perspective, which even though quite modern compared to many leaders, is nevertheless based on quite traditional leadership principles. First here is a deeper more philosophical view of effective modern leadership which addresses the foundations of effective leadership, rather than the styles and methods built on top, which are explained later. A British government initiative surfaced in March 2008, which suggested that young people should swear an oath of allegiance to Queen and Country, seemingly as a means of improving national loyalty, identity, and allegiance. While packaged as a suggestion to address disaffection among young people, the idea was essentially concerned with leadership or more precisely a failing leadership. The idea was rightly and unanimously dismissed by all sensible commentators as foolhardy nonsense, but it does provide a wonderful perspective by which to examine and illustrate the actual important principles of leadership: Always, when leaders say that the people are not following, its the leaders who are lost, not the people. Leaders get lost because of isolation, delusion, arrogance, plain stupidity, etc., but above all because they become obsessed with imposing their authority, instead of truly leading. Incidentally, leading is helping people achieve a shared vision, not telling people what to do. It is not possible for a leader to understand and lead people when the leaders head is high in the clouds or stuck firmly up his backside. That is to say loyalty to leadership relies on the leader having a connection with and understanding of peoples needs and wishes and possibilities. Solutions to leadership challenges do not lie in the leaders needs and wishes. Leadership solutions lie in the needs and wishes of the followers. The suggestion that loyalty and a following can be built by simply asking or forcing people to be loyal is not any basis for effective leadership. Prior to expecting anyone to follow, a leader first needs to demonstrate a vision and values worthy of a following. A given type of leadership inevitably attracts the same type of followers. Put another way, a leadership cannot behave in any way that it asks its people not to. In other words, for people to embrace and follow modern compassionate, honest, ethical, peaceful, and fair principles, they must see these qualities demonstrated by their leadership. People are a lot cleverer than most leaders think. People have a much keener sense of truth than most leaders think. People quickly lose faith in a leader who behaves as if points 10 and 11 do not exist. People generally have the answers which elude the leaders they just have better things to do than help the leader to lead like getting on with their own lives. A leadership which screws up in a big way should come clean and admit their errors. People will generally forgive mistakes but they do not tolerate being treated like idiots by leaders. And on the question of mistakes, a mistake is an opportunity to be better, and to show remorse and a lesson learned. This is how civilisation progresses. A leader should be brave enough to talk when lesser people want to fight. Anyone can resort to threats and aggression. Being aggressive is not leading. It might have been a couple of thousand years ago, but its not now. The nature of humankind and civilisation is to become more civilised. Leaders should enable not obstruct this process. traditional leadership tips jack welch style.. Jack Welch, respected business leader and writer is quoted as proposing these fundamental leadership principles (notably these principles are expanded in his 2001 book Jack: Straight From The Gut): There is only one way the straight way. It sets the tone of the organisation. Be open to the best of what everyone, everywhere, has to offer; transfer learning across your organisation. Get the right people in the right jobs it is more important than developing a strategy. An informal atmosphere is a competitive advantage. Make sure everybody counts and everybody knows they count. Legitimate self-confidence is a winner the true test of self-confidence is the courage to be open. Business has to be fun celebrations energise and organisation. Never underestimate the other guy. Understand where real value is added and put your best people there. Know when to meddle and when to let go this is pure instinct. As a leader, your main priority is to get the job done, whatever the job is. Leaders make things happen by: knowing your objectives and having a plan how to achieve them building a team committed to achieving the objectives helping each team member to give their best efforts As a leader you must know yourself. Know your own strengths and weaknesses, so that you can build the best team around you. However always remember the philosophical platform this ethical platform is not a technique or a process its the foundation on which all the techniques and methodologies are based. Plan carefully, with your people where appropriate, how you will achieve your aims. You may have to redefine or develop your own new aims and priorities. Leadership can be daunting for many people simply because no-one else is issuing the aims leadership often means you have to create your own from a blank sheet of paper. Set and agree clear standards. Keep the right balance between doing yourself and managing others to do. Build teams. Ensure you look after people and that communications and relationships are good. Select good people and help them to develop. Develop people via training and experience, particularly by agreeing objectives and responsibilities that will interest and stretch them, and always support people while they strive to improve and take on extra tasks. Follow the rules about delegation closely this process is crucial. Ensure that your managers are applying the same principles. Good leadership principles must cascade down through the whole organisation. This means that if you are leading a large organisation you must check that the processes for managing, communicating and developing people are in place and working properly. Communication is critical. Listen, consult, involve, explain why as well as what needs to be done. Some leaders lead by example and are very hands on; others are more distanced and let their people do it. Whatever your example is paramount the way you work and conduct yourself will be the most you can possibly expect from your people. If you set low standards you are to blame for low standards in your people. Praise loudly, blame softly. (Catherine the Great). Follow this maxim. If you seek one singlemost important behaviour that will rapidly earn you respect and trust among your people, this is it: Always give your people the credit for your achievements and successes. Never take the credit yourself even if its all down to you, which would be unlikely anyway. You must however take the blame and accept responsibility for any failings or mistakes that your people make. Never never never publicly blame another person for a failing. Their failing is your responsibility true leadership offers is no hiding place for a true leader. Take time to listen to and really understand people. Walk the job. Ask and learn about what people do and think, and how they think improvements can be made. Accentuate the positive. Express things in terms of what should be done, not what should not be done. If you accentuate the negative, people are more likely to veer towards it. Like the mother who left her five-year-old for a minute unsupervised in the kitchen, saying as she left the room, dont you go putting those beans up your nose Have faith in people to do great things given space and air and time, everyone can achieve more than they hope for. Provide people with relevant interesting opportunities, with proper measures and rewards and they will more than repay your faith. Take difficult decisions bravely, and be truthful and sensitive when you implement them. Constantly seek to learn from the people around you they will teach you more about yourself than anything else. They will also tell you 90% of what you need to know to achieve your business goals. Embrace change, but not for changes sake. Begin to plan your own succession as soon as you take up your new post, and in this regard, ensure that the only promises you ever make are those that you can guarantee to deliver. Here are some processes and tips for training and developing leadership. leadership behaviours and development of leadership style and skills Leadership skills are based on leadership behaviour. Skills alone do not make leaders style and behaviour do. If you are interested in leadership training and development start with leadership behaviour. The growing awareness and demand for idealist principles in leadership are increasing the emphasis (in terms of leadership characteristics) on business ethics, corporate responsibility, emotional maturity, personal integrity, and what is popularly now known as the triple bottom line (abbreviated to TBL or 3BL, representing profit, people, planet). For many people (staff, customers, suppliers, investors, commentators, visionaries, etc) these are becoming the most significant areas of attitude/behaviour/appreciation required in modern business and organisational leaders. 3BL (triple bottom line profit, people, planet) also provides an excellent multi-dimensional framework for explaining, developing and assessing leadership potential and capability, and also links strongly with psychology aspects if for instance psychometrics (personality testing) features in leadership selection and development methods: each of us is more naturally inclined to one or the other (profit, people, planet) by virtue of our personality, which can be referenced to Jung, Myers Briggs, etc. Much debate persists as to the validity of triple bottom line accounting, since standards and measures are some way from being clearly defined and agreed, but this does not reduce the relevance of the concept, nor the growing public awareness of it, which effectively and continuously re-shapes markets and therefore corporate behaviour. Accordingly leaders need to understand and respond to such huge attitudinal trends, whether they can be reliably accounted for or not at the moment. Adaptability and vision as might be demonstrated via project development scenarios or tasks especially involving modern communications and knowledge technologies are also critical for certain leadership roles, and provide unlimited scope for leadership development processes, methods and activities. Cultural diversity is another topical and very relevant area requiring leadership involvement, if not mastery. Large organisations particularly must recognise that the market-place, in terms of staff, customers and suppliers, is truly global now, and leaders must be able to function and appreciate and adapt to all aspects of cultural diversification. A leaders who fails to relate culturally well and widely and openly inevitably condemns the entire organisation to adopt the same narrow focus and bias exhibited by the leader. Bear in mind that different leadership jobs (and chairman) require different types of leaders Churchill was fine for war but not good for peacetime re-building. Theres a big difference between short-term return on investment versus long-term change. Each warrants a different type of leadership style, and actually very few leaders are able to adapt from one to the other. (Again see the personality styles section: short-term results and profit require strong Jungian thinking orientation, or frontal left brain dominance; whereas long-term vision and change require intuition orientation, or frontal right brain dominance). If its not clear already, leadership is without doubt mostly about behaviour, especially towards others. People who strive for these things generally come to be regarded and respected as a leader by their people: Integrity the most important requirement; without it everything else is for nothing. Having an effective appreciation and approach towards corporate responsibility, (Triple Bottom Line, Fair Trade, etc), so that the need to make profit is balanced with wider social and environmental responsibilities. Being very grown-up never getting emotionally negative with people no shouting or ranting, even if you feel very upset or angry. Leading by example always be seen to be working harder and more determinedly than anyone else. Helping alongside your people when they need it. Fairness treating everyone equally and on merit. Being firm and clear in dealing with bad or unethical behaviour. Listening to and really understanding people, and show them that you understand (this doesnt mean you have to agree with everyone understanding is different to agreeing). Always taking the responsibility and blame for your peoples mistakes. Always giving your people the credit for your successes. Never self-promoting. Backing-up and supporting your people. Being decisive even if the decision is to delegate or do nothing if appropriate but be seen to be making fair and balanced decisions. Asking for peoples views, but remain neutral and objective. Being honest but sensitive in the way that you give bad news or criticism. Always doing what you say you will do keeping your promises. Working hard to become expert at what you do technically, and at understanding your peoples technical abilities and challenges. Encouraging your people to grow, to learn and to take on as much as they want to, at a pace they can handle. Always accentuating the positive (say do it like this, not dont do it like that). Smiling and encouraging others to be happy and enjoy themselves. Relaxing breaking down the barriers and the leadership awe and giving your people and yourself time to get to know and respect each other. Taking notes and keeping good records. Planning and prioritising. Managing your time well and helping others to do so too. Involving your people in your thinking and especially in managing change. Reading good books, and taking advice from good people, to help develop your own understanding of yourself, and particularly of other peoples weaknesses (some of the best books for leadership are not about business at all they are about people who triumph over adversity). Achieve the company tasks and objectives, while maintaining your integrity, the trust of your people, are a balancing the corporate aims with the needs of the world beyond. great leadership quotes and inspirational quotes Some of these quotes are available as free motivational posters. People ask the difference between a leader and a boss. The leader works in the open, and the boss in covert. The leader leads and the boss drives. (Theodore Roosevelt) The marksman hitteth the target partly by pulling, partly by letting go. The boatsman reacheth the landing partly by pulling, partly by letting go. (Egyptian proverb) No man is fit to command another that cannot command himself. (William Penn) It is amazing what you can accomplish if you do not care who gets the credit. (President Harry S Truman) I not only use all the brains I have, but all I can borrow. (Woodrow Wilson) What should it profit a man if he would gain the whole world yet lose his soul. (The Holy Bible, Mark 8:36) A dream is just a dream. A goal is a dream with a plan and a deadline. (Harvey Mackay) Ideas are like rabbits. You get a couple, learn how to look after them, and pretty soon you have a dozen. (John Steinbeck) I keep six honest serving-men, They taught me all I knew; Their names are What and Why and When, And How and Where and Who. (Rudyard Kipling, from Just So Stories, 1902.) A dwarf standing on the shoulders of a giant may see farther than the giant himself. (Didacus Stella, circa AD60 and, as a matter of interest, abridged on the edge of an English  £2 coin) Integrity without knowledge is weak and useless, and knowledge without integrity is dangerous and dreadful. (Samuel Johnson 1709-84) The most important thing in life is not to capitalise on your successes any fool can do that. The really important thing is to profit from your mistakes. (William Bolitho, from Twelve against the Gods) Out of the night that covers me, Black as the pit from pole to pole, I thank whatever gods may be, For my unconquerable soul. In the fell clutch of circumstance, I have not winced nor cried aloud: Under the bludgeonings of chance my head is bloody but unbowed . . . . . It matters not how strait the gait, how charged with punishments the scroll, I am the master of my fate: I am the captain of my soul. (WE Henley, 1849-1903, from Invictus) Everybody can get angry thats easy. But getting angry at the right person, with the right intensity, at the right time, for the right reason and in the right way thats hard. (Aristotle) Management means helping people to get the best out of themselves, not organising things. (Lauren Appley) Its not the critic who counts, not the one who points out how the strong man stumbled or how the doer of deeds might have done them better. The credit belongs to the man who is actually in the arena; whose face is marred with the sweat and dust and blood; who strives valiantly; who errs and comes up short again and again; who knows the great enthusiasms, the great devotions and spends himself in a worthy cause and who, at best knows the triumph of high achievement and who at worst, if he fails, at least fails while daring greatly so that his place shall never be with those cold and timid souls who know neither victory nor defeat. (Theodore Roosevelt.) Behind an able man there are always other able men. (Chinese Proverb.) I praise loudly. I blame softly. (Catherine the Great, 1729-1796.) Experto Credite. (Trust one who has proved it. Virgil, 2,000 years ago.) more great leadership and inspirational quotes see also the free motivational posters for leadership quotes leadership development exercises and games The are various games and exercises on the f

Florida State, First Impression :: Essays Papers

Florida State, First Impression When I decided to come to Florida State, surprisingly enough it wasn't for the parties. I was actually excited about coming here and studying (don't ask me why). Every other school I looked at I judged them according to how much of a party school they were and what the girls looked like. Then I end up at the #1 party school with a 5:1 ratio of girls to guys. In fact when I came here I wasn't even planning on rushing a Fraternity. When I got here though it was a whole different story. I can remember the week before school started, walking down the hall of my dorm and seeing newspaper clippings on all the doors. After a few days I got curious and decided to read one of them. It was an article about how our University was named the #1 party school for 1999-2000. The last time we had this title was in 1996. Our school has ranked in the top five biggest party schools four times in the last six years, and in 1996 it was ranked #1. For those first one or two weeks of school, everyone was making a big deal about it. I even saw it brought up on MTV News, and Comedy Central. Both shows were ripping on Sandy D'Alemberte about the comments he had tried to make to save the face of his school. His comments about the title were that it was unfair because it was not done in any type of scientifically correct manner. Another one of his arguments was that an interviewer from the Princeton Review had not been to the campus since 1997 so there was no definite way th at they could have information from students about the present social life at the school. The only information the media had to judge this on was feedback they got from student surveys, which are not the most dependable way to get information. So how exactly is this title decided? Does someone go around to different parties and decide it based on how good the parties are? Is it decided by the number of kegs bought in a set amount of time in Tallahassee?

Is Deception ever Justified Essay

There are many points of view on the justification of deception. Some argue that deception is never something that should be used, or accepted in society. People sometimes force themselves to tell the truth even in situations where it can cause more problems than a lie. This can be viewed as the right thing to do because the general norm in society is to always tell the truth. And even though on the outside we all say that we are honest and truthful people, deep down we all lie every now and then. Whether it be to get out of a sticky situation or to prevent an overall worse outcome. As human beings we tend to strive for perfection, and part of being perfect means we are honest. Honesty is something that everyone possesses, but it is not something that we all use in general. People should not strive for perfection because the truth is, none of us are perfect and none of us can ever be completely honest one hundred percent of the time. Some of us have to lie it’s part of our brain that just wants to do what is best for you and the people around you, whether it is telling the truth or a lie. Deception can be justified because it is the higher ethical choice for us to lie for the benefit of ourselves or others, and it can be highly beneficial to tell a lie than expose a harmful truth. It is commonly the higher ethical choice for someone to stray from the truth to benefit themselves or others because most of the time the truth can mean bad things and as people we try to avoid those bad things. It can be said that it is wrong to lie just because you are trying to get yourself or others out of trouble. In some cases this is true, for example if someone commits a felony and truly deserves justice.

6 Things Recruiters Wish Job Seekers Knew

6 Things Recruiters Wish Job Seekers Knew Working with recruiters can be an extremely beneficial way to find a new job–they often have connections and access to opportunities not available to the general public. Based on their relationships with hiring managers, recruiters  can also get your foot in the door for positions otherwise  difficult to break into on your own. They’re in the know and have seen it all–consider them job-seeking experts. The team at ResumeSpice, a resume writing and career coaching service developed by recruiters, has put together a list of six things recruiters wish job seekers knew. Save yourself a lot of time and rejection by taking this expert advice to heart.Be specific about what you want.Recruiters are professional matchmakers. They take your criteria for in a position and match you with the position that best fits your needs. For example, while saying you want to find a project management role is a good starting point, saying you want a project management role for an oi l and gas company, that you’re interested in global projects, and that you would consider expatriate work is a better way to go.It may be counterintuitive, but an attempt to appear â€Å"flexible† could be interpreted as unfocused. Recruiters will have a better sense of where to start if they’re not left guessing for details.You don’t have to email them every day.Recruiters love making a matches between employers and candidates. It’s the basis of their entire job, so a good recruiter will keep you in the loop on where you stand and will provide updates as they arise. It’s not necessary for candidates to call or email every day. Most recruiters will recommend a weekly or bi-weekly email for temporary assignments and every 2-3 weeks for direct hire positions.Don’t take rejection personally.You win some, you lose some. Roll with the punches. Tomorrow’s another day. While we’re all familiar with those adages, being rejected is still never easy. A recruiter can do everything they can to try to convince a hiring manager that you’re the perfect for a role–but at the end of the day, the employer makes the decision and sometimes they don’t tell the recruiter why. It’s best to move on and focus your effort on the next role.Have an updated and ready-to-submit resume.The demise of the resume has been severely overstated. Always have one at the ready. Recruiters will typically offer insight on how you can tighten your resume, but actually reformatting and rewriting your resume is up to you. If you need help strengthening your resume, a professional resume writing service may be the best route to take.Be on your best behavior.Companies pay recruiting and staffing agencies to find their most skilled talent, so always treat recruiters as you would any employer. They understand that you may be frustrated as you look for a job and most are happy to lend advice during a difficult job searc h, but it’s never a good idea to vent your frustrations at a recruiter. Treat them poorly and they’re unlikely to present you to their clients.There’s on time and there’s way too early.Because you want to impress a recruiter, it’s natural to want to arrive promptly for your scheduled meeting. However, there’s a fine line between arriving early and arriving on time. A good rule to follow is to not to check in more than 10 minutes before your scheduled time. Sure, arrive early so that you’re not rushed and panicked when you walk in the door, but respect that most recruiters are not going to be able to see you thirty minutes before your scheduled meeting.This is certainly not a comprehensive list of everything recruiters wish you knew, but it should help ensure you’re on the proper path to success when it comes to keeping a great relationship with your recruiter.Savannah Ober is a resume writer and career consultant at ResumeSpice . In addition to being a resume expert, Savannah is also an experienced corporate communications professional, working with one of the world’s largest global companies. Savannah has written recruiting advertisements for trade publications, created marketing collateral, written press releases and blogs, and developed social media content. Savannah holds a BA in English, creative writing.

comparision essays

comparision essays Not knowing whom to depend on may guide a persons life into misery or death, especially if it were the life of a child. There is nothing worse then the suffering of children. This topic is a stigma, but two novels have dealt with this subject matter in a thought-provoking manner. Throughout Frank McCourts, Angelas Ashes and Anne Franks, The diary of a young girl, there are many comparative aspects. These novels are both autobiographies that use the suffering of children to acquire the readers sympathy. Readers see the misery through the childs eye, which creates a greater impact of feeling. These two novels take place approximately around the same time frame. Frank McCourts childhood story begins in 1935, were Frank McCourt is five years old, living in New York. Anne Franks diary begins in 1942, when she is a twelve-year-old schoolgirl, living in Amsterdam, Holland. Franks and Annes family faced hunger, death, boredom, petty misunderstandings, and frustration of living in unbea rable conditions. The main characters in the novels learn whom they are able to depend on, found means to survive and turned to their religion for reassurance. Both Anne and Frank were able to keep their religious faith to better themselves although living in poverty and fearing for their lives. As a young boy Frank realizes he has to depend on himself for food and emotional stability. His home lacked this type of support for, his father who is an alcoholic, spent more time at the pub then taking care of his family. The child is above in bed bawling and roaring for his milk and youre drinking the pint (McCourt, 184), is said by Franks younger brother in attempts to encourage his father to stop drinking all of their money away. Due to Franks fathers affliction with alcohol, Frank feels he must take on more responsibility. Frank gets a job to feed him and the f...

Study of Post Acquisition Staff Retention within Business Dissertation

Study of Post Acquisition Staff Retention within Business Organisations - Dissertation Example The analyzed quantitative studies show that Kraft did not have some knowledge practices of staff retention after taking over Cadbury, which could enable it to retain some of the most skillful and knowledgeable staff. The study recommended the adoption of a knowledge retention framework to be embedded in the Kraft’s knowledge management policy. INTRODUCTION Staff retention is the process that ensures that employees are retained or kept within a company (Kearney, 2010). This happens particularly to employees who have needed or valued skills or experience in a critical/scarce field where recruitment is quite difficult. Staff retention stems from the process of employment (Batellan, &Van Essen, 2010). It also occurs in mergers and acquisitions (Bourantas, & Nicandrous, 2012). Post-acquisition and merging, like employment are an important process, which should receive sufficient and careful attention to ensure it realizes its goal. After two or more companies merge, strategies empl oyed to ensure staff of the associated companies are retained determines  the successful operation of the merged company (Bourantas, & Nicandrous, 2012). This means that the recruitment, placement, replacements, and selection processes play a crucial role in predetermining the effectiveness of the retention strategy of the companies involved. According to Bower (2013) for such companies to succeed in staff retention, their retention strategy should be linked positively to the practices and processes of selection, placement, recruitment, development, remuneration, training, and performance appraisal. Retaining knowledge is often the prime goal for many organization that decide to merge (Hambrick, & Cannella, 2011). Studies indicate that knowledge, and skill retention is the prime reason why most organization opt to retain staff. Knowledge is identified as a resource that is strategic in providing competitive organizations advantage (Capron, 2010). Even though organizations have ide ntified the knowledge value, few of them have started to manage the efficiency of knowledge effectively (Capron, 2010). The management of knowledge for the creation of value is still a concern of any management. Even though different organization’s operations like finance, marketing, supply chain or sales, are appropriately mastered, the effective management roadmaps of knowledge is still under investigation. Managing knowledgeable, and skilled employees has increasingly become the key challenge for most organizations (Mitchell, Capron, & Dussuage, 2012). According to Samuel and Chipunza (2011) retaining high performing employees is a challenge to many organizations because these employees who are high skilled frequently shift jobs to seek for attractive jobs. The management of knowledge includes the identification of knowledge, development, sharing, acquisition, utilization, retention, and distribution (Montgometry. & Collis, 2010). Generally, employee turnover has become a major area of research from both practical, and theoretical stand point. From the theoretical stand point, understanding key causes of turnover may not only provide an overview of where specific turnover problems for the retailers lies, but also from the theoretical perspective, understanding the fundamental causes of turnover can provide an overview as to how to control this growing problem and identify where a retailers specific turnover

Project Assignment Example | Topics and Well Written Essays - 500 words - 3

Project - Assignment Example He has emphasized on the some of the most important areas of human development which include health and education. According to Kanna (2011), Al-Maktoum has invested heavily on education as well on the development of knowledge within the region of UAE by grooming potential leaders within the private as well as public sectors of UAE and also by promoting other crucial areas such as research and development, business leadership, youth empowerment, cultural development, preservation of traditional heritage and also promoting various platforms for the economy. Under his leadership, UAE has become an economic powerhouse (Davis). The leadership approach by Al-Maktoum has been transformational. Literally speaking, transformational leadership is a leadership style which is able to implicit certain positive changes within the people who follow the leader (Bass). Transformational leaders like Al-Maktoum are energetic, passionate as well as highly enthusiastic. The government of Al-Maktoum has not only transformed the fate of UAE but has made UAE as one of the most dominant countries in the world (Davidson). An insight on the leadership strategy of Al-Maktoum can be further elaborated: Self-awareness: Al-Maktoum’s government has consistently got in touch with the citizens of UAE and has asked people for feedback and suggestions for improvements and has also listened to what is needed for improvement. Eliminating self interest: The leadership approach of Al-Maktoum goes beyond portraying any level of self interest or selfishness and is an approach which has a mass effect. His strategy has balanced any potential conflict of interest which may arise between the citizens. According to Al-Al (2008), by implementing an adequate level of trust as well as by generating the enthusiastic support from his subordinates, leaders have the adequate ability in improving individual as well as team performance. Due to this reason, this of approach of