Organizational Behaviour Learnings

Organizational Behaviour Learnings: OB course has given me a better understanding of the behavioural processes in an organization and provided me with a guideline for tackling various situations that I am likely to come across and be better equipped to function as a future manager within any stage of my work-life. During my work life at TCS,I have come across various kind of people. Some of them being arrogant,stern,unapproachable vis-a-vis others who were friendly, helpful and always in high spirits. Initial days the question I kept asking to myself was to do all the work assigned to me by myself or should I seek help from my colleagues. It was the initial steps I was taking into an unknown corporate jungle and I was full of doubts. One of the learning’s I had was how to balance work and life. There were periods of long working hours when we will have to work extra hours and come to office during the weekends. Along with this there was continuous phone calls asking for updates and the likes during the few hours I got to spend away from work. As a beginner I was eager to do more work and take on the added responsibility. But as the pressure mounted it was affecting my physical and mental self. OB gives us an insight into such a situation upfront and offers on how to tackle them to have a balanced work-life. One other key things one has to learn is to say NO to things. Even if you are the smartest and most hardworking employee on the planet ,it is impossible to do everything by yourself. We must learn to turn down the tasks which we logically could conclude that we wont be able to finish within the timeline and also learn to delegate and share work. Pursuit of career growth is only one facet of life and we must learn to juggle between the various other roles of life also. As I took up the role of leading a team of 20 people, the various uncertainties such as whom to assign what work, how to manage deadlines coming from superiors, learning the art of allocating time between meetings and dealing with various team dynamics as a manager came to life. Task allocation had to be done judiciously, prioritizing the work at hand and assigning it to the right people. I soon had 3-4 team members who were very enthusiastic and ready to take upon more challenging tasks and on the other hand a few who were very laid back and didn’t take work seriously. The trick was in assigning the high priority challenging tasks to the first kind and the mundane tasks to the other. Alongside this I used to talk to all my team members if they were dissatisfied with what they did and how I could make work-life better for them. As we fill into the shoes of a manager, we move from an individual perspective to managing a team wherein each of the team member has to be understood and also the team dynamics. OB learning comes in handy as it teaches us about how the team dynamics differs from an individualistic point of view. I handled multiple tasks within the project and hence had to work under different people, each having his/her own take on their subordinates and they treated them differently. We should understand the nature of the people we work under and modify the way we present ourselves to them as each one’s expectations will be different. This is where Interpersonal communication and relations that we learn in OB helps us to evolve with our Boss. OB also teaches us about how to handle emotions and personality in a work environment. There were many situations where I got frustrated with my Boss or with my team mates. This naturally happens as we are working on stringent timelines and clash of ideas are likely to happen. Maintaining composure and dealing with such emotionally challenging situations can define your personality among your colleagues. Another vital factor is the motivation we expect from the work – life. Personally I always was focussed on climbing up the corporate ladder and looked forward to new challenges. During initial phases I was subjected to monotonous, time consuming work. I was going off-course and there wasn’t any motivation in me to work. My manager noticed this and after a brief talk, she understood the negative effect it was having on me and further gave me different role and responsibility which instilled new life in me to work and bought back the urge in me to perform. Understanding what you want, your hygiene and motivating factor early will enable you to enjoy your work and hence have a positive effect overall. Also the lure of an onsite was an added motivation that many employees shared in hope of earning big bucks and spending time overseas. Organizational politics is an unavoidable part for any employee . Its a social work group where biases, favouritism’s and down-play rules. I also got entangled and initially caught unaware on which side to take. There are multiple teams in parallel and taking side with one senior or group will irk the other. Here is where tactfulness and being smart counts and here we must also learn to utilise the art of persuasion. A persuader must match his emotional fervour to the audience’s ability to receive the message and use the smarter way of negotiation. Many a times during my work life I had to convince the team members about the importance of work they are doing and the impact it carries within the project. Also as a team lead I had to persuade and convince the project manager of the additional resources I needed or for extending the timelines. Another aspect that forms the crux of OB is the way of communicating yourself and making yourself being heard. In a MNC with the large work group and complex hierarchies, one must really put in the extra effort to be heard amongst the crowd. For me, I learnt the secret lies in persistence and not giving up when you are ignored. If you give up no one is going to care about what you told and its brushed aside. On the other hand if you can reason yourself and understand whom to communicate it to within the hierarchy it makes all the difference. Working as a part of an Agile team we used to have daily stand-up meetings with the onsite where each days performance was analysed and commented upon. A manager has to be prompt in explaining his team’s daily activities and resolve any conflict that occurs due to clash of ideas. A team goal is defined at the start and objectives are laid which are pursued by the team. Whilst the manager has to deal with the complexities occurring in the work place, a leader is one who has to deal with the change. We had a leader who kept a watch on the proceedings and kept looking for other alternatives, technology advancements, client requirement changes etc and incorporated some breakthrough changes which redefined the goals and objectives that was set in initial stages. The drawbacks I found in OB learning was the extend up to which these theoretical learning’s could be taken over and practically applied to the ever changing and fast paced workspace. The theories and case studies are rational and very relevant to the current organizational scenario. But the effectiveness it can deliver as a pure theory subject is what raises my concern. Unless we learn these behavioural norms in an active way like learn it while experiencing it ,these theories will remain just as a dormant learning within us. The effectiveness could be brought in by giving more role plays and real life case studies which can be solved by us by creating a virtual organizational simulation inside the four walls of a classroom.

Slavery & Racism in America Through Time

SLAVERY & RACISM IN AMERICA THROUGH TIME Slavery & Racism In America Through Time AMENDMENT I – to the Bill of Rights, the right to be able to make your own choices about your life†¦ In so many words that is true. The first amendment speaks of freedom of speech, freedom of religion and freedom of petition, but who did this pertain to? Not everyone was privileged to these rights, which is sad when in today’s society; we have so much to be thankful for. Our rights are being guarded, fought for by thousands of men and women in the Armed Forces day and night, and have been for years, but since 1865, the fight for equality did not exist. So today there is a spirit that America has, called Patriotism, which means something different now than it did before 1865. Today we have comfort and a reason to live here; a purpose. Coming into this world as a black, white, brown, green, or orange person, we all have a choice as to who we want to become, and how we want to call the shots, if we want to be lawyers, police officers, judges, waitresses, or run for the president of the United States. Did it ever occur to you, that before you and I and our grandparents were born, not any of this was an option? People had children for one reason; whites had children to raise and become the owners of their plantations depending on the sex of the child. If you were an African American slave, you were born an African American slave. No choices! We all have choices now. The mess it took to get America to where we are today is an amazing adventure that is going to be and adventure to write about. Before the reconstruction in 1865, African Americans were treated in ways depending on their masters. The authority the masters had over their slaves, made it easy for them to take advantage of the situation by beating them and being torn up by dogs, which is what one slave said that lived to tell her story during an interview by Ila B. Prine in a Federal Writing Project in 1937. Charity Andersen lived in Mobile Alabama, and was said to be 101 years old. Most of the former slaves during this project were close to a century old if not older. They speak of broken English, but not of a language of a country, but of illiteracy. The slaves were not given education rights, for hemselves or children. They were simply put on this earth to work for the white man. There were also the slaves who had a better way of life because their masters felt that mistreating their slaves would not make for a good investment for their future if needed to sell them later. The slaves would need to be healthy and hard working, well mannered, and trusted. To beat, and â€Å"feed them to the dogs†, as Cha rity well stated, would not promote more work out of the slaves either. In these interviews the slaves spoke of freedom after the emancipation as if they had never left. They were set free, but really, were they? They had choices to move on and make more of their lives, but most were oblivious to what was out there. They lived alone, never learned to read or write, but spoke of freedom as it being the best thing that ever happened. Would you agree? Abolishing slavery did not mean the white man accepted the black man into their world. This brought hatred, ugliness into society more than could be imagined. The anti-black riots began the summer of the Elections of 1866. Many were killed and injured. Still, African Americans did not give up fighting for equal rights from the beginning of the reconstruction. The Fourteenth Amendment was ratified which allowed African American’s that were born in America to be called U. S. citizens, but were limited to their constitutional rights. Although they kept getting beat down, they demanded the right to vote, and in 1870, finally, the fifteenth amendment was ratified and gave the right for black males to vote. (Davidson, 481) The fact that the black man was able to vote meant a lot, but what did that mean to to the rest of the African Americans? To the women? Women were still not considered equal to man. It was not until 50 years later until the nineteenth amendment granted women the right to vote. There were a lot of corks and screws loose in the consitution, and with each state having the ability to change within it’s own, made it difficult to play the equality game. No matter where you went Democratic parties were trying to wean out the rights for the African Americans. â€Å"Separate but Equal† was the new Democratic running slogan. Today this means nothing. Then it meant seperating the blacks and the whites as long as theywere treated equal. The fourteenth amendment was limited to protecting citizens civil rights by states not by individials. Segregation was legalized in 1896, but for example, Mississippi’s new state constitution required voters to pay a toll and required all voters to pass a literacy test. This eliminated a great majority of black voters. How is this not setting them up for failure? Entrapment at its best! Then by1908, campaigns that put a to limit voting has one in every southern state. The â€Å"color blind† constitution was a part of African American progress for the next 100 years, which will bring us past to our future amazing life as we are now! Not only giving African American men the right to vote, but women, made a big impact on the political society. This legitimized women’s participation in all area’s of society. For example, African Americans were still getting denied services in certain states that was kept underground for a period of time. Reporter Peter Buxton, a Public Health Investigator revealed that 399 African American men were infected with syphilis near Tuskegee, Alabama in 1932. They were being denied medical treatment so that effects of the disease could be studied. This subsequently ended in 1972. In 1997 President Clinton apologized to some of the American people by stating the some of the studies were not covert, and not only on African Americans. Basically spreading the wealth among the whites, burn victims etc. The families that were there were still unaware of what experiement they were getting into. (P*, 1994-1995) There was so much for the black man and woman to give up on. Since slavery the whit man has been trying to run the black man out of the country, out of the business world, out of the housing market, the crop market, the economy, away from voting; has that stopped him or her? What is next? The Klu Klux Klan has got to be the most dredged alligience that lynched African Americans and they grew all over the United States after World War I. The KKK Lynched over 70 African Americans, leaving 11 burned alive. The mid 50’s were times also when men were lynched for â€Å"imagined† crimes. Just for possible looking at someone. There is a story about a black man in North Carolina plowing a field. He was accused of looking at a white woman walking along side the field, when he was probably just looking at the cows butt. He was found guilt for â€Å"leering† at her. He was given a long prison sentence. The black men and women still stood for what they believed in. In 1955, Rosa Parks, well, she sat down for what she believed in. She was tired after a long day at work, and refused to give up her seat on a bus in Alabama, which disobeyed a law that required blacks to give up their seats to white people when buses were full. She was arrested, which caused a 381-day boycott, that resulted in the Supreme Court banning segregation on public transportation. Rosa Parks was a seamstress who helped spark the civil rights movement of the 1960’s. (America's Story) No matter what, African Amercians were pushing to be apart of American society, and EQUAL part of Amerian society. Because we are all Americans. By the early 1960’s, African Americans were moving to urban centers in the Northest, the Midwest and the Far West of the United States. Then by the 1970’s, the trend was known as the â€Å"Sun Belt† phenomenon. (Davidson, 831) The cities were declining, the whites were moving out and the blacks, and hispanics were moving in. There was so much in Americas society that the African American had to offer after we had moved in. In 1967, Thurgood Marshall was the first African American Supreme Court Justice. He spent many years on the National Association for Colored People, and argued that segregated schools for children was against consittutional rights. The Supreme Court agreed. We still had our bad times, 1968, Springfield riots, Martin Luther King assassination, the democratic convention in Chicago, ect. , but will it ever end? We have so much still to fight for and so does the black man. We finally have our first African American President of the United States of America. Does it end here? No! It will not! Because Barak Obama will not. This paper stands behind every black man amd woman and what they stand for. They should never give up for what they believe in. Have faith in our country and where you stand. To come as far as slavery, to be born and know you will be 4 years old and peeling potatoes barefoot and picking corn in the fields without meals for hours, sleeping on hardwood floors and calling that normal, then calling freedom, sitting in your living room afraid to walk outside and cross the street because you can not read the street signs. Their freedom was never given in every sense it could have been like we have it. References Lester, J.. (2009, September). Troubling White People. The Horn Book magazine, 85(5), 507-508. Retrieved September 29, 2009, from Research Library. (Document ID: 1845601651). †African American literature. † ClassicLayout. World Book, 2009. Web . 29 September. 2009. America's Story from America's Library. (n. d. ). Retrieved October 12, 2009, from Library of Congress in Washington D. C. : http://www. americaslibrary. gov/cgi-bin/page. cgi/jb/modern/parks_1 Davidson, J. D. (2008). Nations of Nations, A Narrative History of the American Republic (Sixth ed. , Vol. II: Since 1865). (S. Culbertosn, Ed. ) Several, US: McGraw Hill Companies. Georgetown University. (n. d. ). The History Guide. Retrieved September 28 , 2009, from Resources for Historians – the History Guide: http://www. historyguide. org/resources. html P*, S. E. (1994-1995). Bordeninstitute. army. mil. Retrieved October 12, 2009, from Military Medical Ethics: http://74. 125. 155. 132/unclesam? q=cache:PuNerD7YimYJ:www. bordeninstitute. army. mil/published_volumes/ethicsvol2/ethics-ch-17. pdf+peter+buxton+tuskegee+alabama&cd=1&hl=en&ct=clnk&gl=us Prine, I. B. (1996). American Studies Hypertexts at the University of Virginia. Retrieved October 11, 2009, from American Slaves Narratives, an Online Anthology: http://xroads. virginia. edu/~hyper/wpa/anderso1. html

Organizational Communication in Crisis of Diet Pepsi Syringe Scare

INTRODUCTION In the 1993 incident of syringes were found in the Diet Pepsi cans, it is clearly showed that the company had demonstrated an effective halting from the company’s openness with the media. While dealing and handling with the crisis, the PR team of Pepsi focused on both their internal and external publics. It is important for an organization to have a strong internal communication as these internal publics helps to convince the external publics of the organization.The internal publics of Pepsi were consists of the employees of Pepsi like executives, managers, stakeholders, and anyone that has a say in the production of Pepsi’s products whereas the external publics consists of the whole American population, competitors, FDA and the media. Communications among the internal publics were strong among them and the company directed an immediate disclosure of all facts (Anton, 2011). Internal communications is important in an organization as it helps to build bridge s among the employers and employees.Besides it can also help them to deal better with their external public in whatever they are doing regardless of solving crisis or as a tool of communication with its public. Pepsi then targeted the external public differently and chose to focus on television as its media vehicle. Besides, they also took a firm stand and said no to product recall. Alpac Bottling Company, the local canning and distributor of Diet Pepsi was one of the external publics that were involved with the crisis and Pepsi let the company to explain to the media that product tampering was merely impossible.Publics do not believe that the case is over and then a documentation video was released. Pepsi invited media to the production plant and film the process. This video then shows the process of the sodas and that the product was virtually tamper resistant. Other techniques used by the PR of Pepsi include 24 hours hotlines for consumers query and complaints, assigning a specia list to work with the FDA and the legal department were also involved during the communications process (Pepsi case, n. d. ).Videotapes were then sent out as well as memos and the surveillance footage that reaffirmed the Pepsi‘s innocence. As the hoax of the syringe scare goes on, a third video news release was aired by Mr. Weatherup that shows a surveillance camera from a convince store showing a lady purchased the product, opened it and then placed a syringe without anyone noticing. Commissioner Kessler from FDA then help a press release on June 17, 1993 notifying the public that the allegations scare of syringe was false (Yaxaira, 2011).Throughout the crisis, it is clearly showed that communications between Pepsi and both its internal and external publics was very effective as the PR department disclosed all information to everyone as it is needed. They also convinced the external publics that on the proceedings of their investigation on a daily basis to ensure the public t hat the problem is under control. In this case study of Pepsi Syringe scare, the communication flow of the organization can be related with Blake and Mouton’s Managerial Grid of the human resources approach.In this approach, it maps out different leadership styles compared to other approaches as this model concerns about both people and production. There are five prototypical management styles subbed under this model which are impoverished management, country club management, authority-compliances, team-management and middle-of-the-road management. All these five management styles have to be balance in concerning about people and production.Concern for people in this model simply relates to the degree where a leader considers the needs of employees and team members before deciding on how to accomplish a task (Blake & Mouton, n. d. ). This concern can be seen when the PR team of Pepsi decides on its strategies, tools and techniques in communicating with both internal and e xternal public during the crisis period. The authorities also guide and brief their employees on how they should communicate effectively with the public and customers.Besides, the PR team of Pepsi also assigned a specialist to work with the FDA and to keep the employees on track that what is happening throughout the period and ensure the public that the problem is under control. Concerns for production, defined to the degree which a leader emphasizes production effectiveness and efficiency when deciding how to best accomplish tasks (Blake & Mouton, n. d. ). This concern can be seen when Pepsi emphasize on the effectiveness and efficiency of their production of the product.The authorities even invited media to film the production plant and produce a documentary video news release to ensure the external public that product tampering is virtually impossible in the production. Finally a surveillance video of a convince store proved that Pepsi is free from allegations. Both of the co ncerns in the model can conclude that team-based communication direction is effective in handling such situation. The communication in the organization on handling with the crisis of Syringe found in Diet Pepsi Cans in 1993 was effective in the internal public but was not that efficient towards the external publics.The president of the organization along the management team explaining and updating the employees on everything that is happening and by ensuring to the employees that the corporate office does not think that the tampering is the happening at the plants and by confiding and trusting in the employees abilities increased the employee’s morale at a critical time during the crisis. Employees were treated with the highest consideration. Advisories were sent to bottlers and managers at least once daily but often several times per day to update the situation. This information was to be shared with employees and customers.These actions not only displayed willingness to coo perate but also efforts by the company to give the public any and all information it needed at different stages of the crisis progression. The 1993 crisis of hypodermic syringes reported in Diet Pepsi had effective communication results stemming from the company’s openness with the media. In addition, other technique used by the crisis management team was included 24 hours hotlines for consumers query and complaints, assigning a specialist to work with the FDA and the legal department were also involved during the communications process (Pepsi case, n. . ) (Fearn-Banks, 1996). The communication effectiveness of the company was a success as the crisis lasted for nine days with the crisis communication team working 15-20 hours a day. The team’s efforts resulted in positive media coverage during and after the crisis, which in turn reflected positively for the companies involved. Furthermore, Pepsi distributed instructing information, helping the public to react to the sit uation, making it an excellent example of how to handle a crisis. ( Strurges, n. d. ).The poor communication with the external public can see from the action they did to the public after the incident happened. The first complaint regarding syringe was announced on 10th June 1993 but the company did not took any action to that. Pepsi-Cola Co. said that they could not just tell the public about the incident without having substantial amount of evidence to enforce their claim. Pepsi invited media to capture the canning process then the public relation department demonstrating the bottling procedure.The crisis management team then releases the video news release (VNR) through the media such as television to reach the public eye after a total of 55 complaints about the case in a week. The video shows that is impossible to interfere with the process of the product, the speed of the equipment, and the safety precautions to produce the product. The management team should show the public wit h this video once they receive the first complaint and not to deny that it is not possible to have a syringe in the can. This is to ensure that they can still gain trustworthy from their customers.The vice president of product safety, Jim Stanley said that â€Å"Because you don’t have a lot of time to gather the facts, you’d better take advantage of the first few hours that you do have. If you waste those early hours in trying to deliberate on what you should do, you are going to miss an opportunity to solve a lot of issues that you could best solve immediately†. In this case, the company had applied the Likert’s System IV where decision-making is performed by every organizational member and goals are set by complete work groups (Rensis Likert, 1967).It can see from the unity of the Pepsi-Cola Co. employees’ work together to overcome or helps to solve the crisis in a short period of time. The crisis communication team works 15-20 hours a day in ord er to manage and try to work out the solution. Besides, the Likert’s System IV also emphasize on control of the organization in every level where the Pepsi-Cola Co. practices it during the crisis. The crisis management team had meeting with the internal publics on the ways to communicate with the external public or the way to answer media questions.The way that internal publics answer questions from the external public is very important because they are representing the company to voice out the answer. According to most of the report from the publics including medias, the Pepsi-Cola Co. had handled the crisis effectively and able to rebound and increased its sales after the crisis. However, the organization could handle the crisis more effectively and better. With a better and effective internal and external communication, it will help to reduce the damages strike to their company.Pepsi-Cola Co had showed a video regarding of the canning process and let the public understand how hard it would be to get an object into one of their cans. The company also showed a video of a woman trying to stick a syringe in a Pepsi can at a supermarket. However, they did not release the video on the spot. Public do not believe it although the company state that there were no way to insert the syringe in the bottling process at the plant. This become serious when there were 50 cases reported the following week. This proved their communication to the external public was not effective enough to convince the public when the crisis occurred.They should release the video once the crisis happened and not release after they found out the case become nationally. If they could release the video instantly once they found out they were innocent, the public no matter from internal or external will tend to believe it was a product tampering cases. They external public (consumer) will not under panic attack (worried about the syringe might bring AIDS or hepatitis which it usually relat ed to it) and the media will report the incident and make a clear statement which the product is safe to drink to the audiences.The surveillance camera which caught the women trying to put a syringe into the Pepsi can when the worker turn around sound more solid and easier to gain public convincing than the video which shot about the canning process. The organization can handle the situation differently in the other way was the CEO of the company should stepped out as the spoke person once the first two cases occurred. At first case occurred, the CEO and president of the Pepsi-Cola Co. was not the spokeperson who accepted the interviewed by the reporter.The first spokeperson was the Alpac Bottling Company CEO. As Alpac should be responsible of the incident, due to the external public only knew little about Alpac, they will only pointed their finger to Pepsi-Cola Co. because they were the imminent owner of the bottling company. Therefore, to decrease the damages brought by the crisis , the Pepsi-Cola Co. CEO should appeared in the first place to clarify the crisis and try to gain back public trust. The words from the company’s CEO will be more credible, powerful and convincing.The external communication (consumer, media, government, etc) is important to the company as the internal communication (employee, employers and managers) will also play a crucial role in the organization. For the external communication to the publics who involved, they will tend to believe the words from the leader who was ultimately responsible than a public relations practitioner. The media can get a clear statements, answers or announcements from the CEO directly. As for the internal communication, the CEO who involved themselves into the crisis will gain more trustworthy and support from the employees or subordinates.Different company practices different approach and theory. As for the Pepsi-Cola Co. , it practiced human resources approach during the crisis. The human resources approach was widely adopted by organizations in the 1960s. This participative, team approach to management-employee relations recognized that employees can contribute both physical and mental labor (Berger, 2008). Human resource approach acknowledges contribution of classical and, especially, human relations approaches to organizing (Miller, 2009).According to the human resources theorist, individual labor is an important ingredient to reach organization goal but also must consider individual feelings in the organization. Therefore, human resource approach is the mix of classical approach and human relations approach which emphasize on both meeting organization goal and individual feelings. In human resource approach, communication became multidirectional and more interactive compare to the other two approaches. Feedback was sought to enhance problem solving and stimulate idea sharing and innovation content was added to social and task information in communications (Berger, 2008).C oncepts of employee trust and commitment emerged as important issues, and organizations began to share communication decision-making among employees (Berger, 2008). There are two theories categories in this approach which are Blake and Mouton’s Managerial Grid that concentrates on how a manager can combine values of the human relations school and the classical school into a leadership style and Likert’s system IV that specify the details of the organizational form that will incorporate the ideals of the human resources movement (Miller, 2006).In the crisis of syringe found in Diet Pepsi cans in 1993, the Pepsi-Cola Co. is using the human resource approach in their organizational communication. During the crisis time, they not only work to solve the crisis but they also treated the employees with utmost consideration. The public relations department contacted the management department on how to communicate with the employees regarding the crisis situation and how to ans wer questions from the public and the employees (Yaxiara, 2008).All 400 field locations were aware at all times of what was going on in the company, what information is being reported, how the government was handling this matter, and how the company is responding to this matter (Yaxiara, 2008). They updating the employees regarding the situation by sending advisories to bottler and manager several time a day. When there is any update from the investigation, the president was also contacting the management department to share the latest information.This show that the company was concerning on employees feelings, therefore had explaining and updating the employees on everything that is happening and by ensuring to the employees that the corporate office does not think that the tampering is happening at the plants and by confiding and trusting in the employees abilities increased the employee’s morale at a critical time during the crisis (Yaxiara, 2008). Besides, they giving all information and teach the employees to respond is to control the information that shared with the external public and able to meet the company goal which is solving the company crisis.The communication of the organization toward external public is also applying the human resources approaches. The company public relations department convinced the external public of the investigation proceeding on a daily basis to ensure to the public that the problem is under control (Yaxiara, 2008) in order to calm the public feeling and control the external situation. We cannot deny that management must exercise control for organizations to succeed. Based on the crisis that faced by Pepsi during the year 1993, we can see that the internal publics were well-handled. The Pepsi-Cola Co. did a very good job with keeping employees up to date with new information about the crisis they faced. This consequently gave faith to the internal publics. The Pepsi CEO also fully utilised his power towards the ext ernal public. During the crisis, Pepsi CEO appeared on every major network to share the message that defect was practically impossible in their products. A  management  function  aimed at achieving defined  goals and usually have three  components which included taking  corrective action, setting standards and measuring actual  performance.The contribution of power is very important in order to exercise control towards management. The power of ideology and hegemony made the employees in the Pepsi-Cola Co. to think that the organization hierarchy is needed to be practiced by the company. The Pepsi-Cola Co. created an ideology to the internal publics that the crisis can never related to the company and keep the employees up to date. The public relations department got in touch with the management department on how to communicate with the employees about the crisis situation.There are also discussion on the way to answer questions from the employees and the public. All 40 0 field locations were aware at all times of what was going on in the company, what information is being reported, how the government was handling this matter, and how the company is responding to this matter. Internally, Pepsi prevented organizational disorder by updating employees with daily advisories to over 400 facilities nationwide. By doing this, the frame of an idea will be built in the internal publics’ mind. This ideology made the internal publics tend to trust the company.In order to convince the external public, the internal public must have faith in the company too. The leader applied the legitimate power in the communication process within the internal public. The crisis management team which leaded by Craig Weatherup, the president and CEO of Pepsi was in charge of the education of the senior management regarding how to answer the questions from the employees and public. The employees were educated by the senior management regarding how to answer the questions from the public. This shows that the company are practicing legitimate power which is the power was emerged from positions and titles.The people on the higher hierarchy have the right to control the lower level. However, the communication can be in formal and informal way. It also can be written and spoken and including all the channels. However, the legitimate power wasn’t excluded. From here, we can see that the Blake and Mouton’s Managerial Grid of the human resources approach was applied in the internal communication of Pepsi-Cola Co. This approach assumes that leaders will be most effective when it concerns both concern for people and concern for production.The way that Pepsi-Cola Co passed their messages was practicing classical approach which is based on the hierarchy level. The legitimate powers of the leaders successfully control the management and formed an effective communication. On the other hand, they pass the message by using both formal and informal way . This is basically practicing human relations approach. By combining these 2 approaches, Blake and Mouton’s Managerial Grid of the human resources approach was applied in order to control and the organization and way of communication.Pepsi successfully overcame the crisis by using different communication techniques and management power to show the internal publics and external publics that this scare was not possible. The internal publics were considered as successful in working together. The company guaranteed the external publics that there company does not experience any problems in manufacturing their products. It is now one of the biggest manufacturers in the world. Pepsi is connected with 200 countries and profits of the organization continue to rise per annum. This incident has not been discussed for years.Pepsi-Cola Co. will stay successful if they use the right communication way when facing problems. References Anton. (2011, May 8). Effective communication case stud y analysis: case 9-1 Pepsi Syringe. Retrieved November 6, 2011, from http://essays24. com/print/Effective-Communication-Case-Study-Analysis/48875. html Berger, B. K. (2008, November 17). Employee/Organizational Communications. Retrieved November 5, 2011, from Institute for Public Relations website: http://www. instituteforpr. org/topics/ employee-organizational- communications/ Blake, R. , & Mouton, J. 2010, May 19). What is Blake & Mouton's managerial grid? Retrieved from http://www. businessmate. org/Article. php? ArtikelId=188 Crisis management/Pepsi syringe scare. (n. d. ). Retrieved November 6, 2011, from http://iml. jou. ufl. edu/projects/Spring01/Morrison/Pepsi. html Pepsi case study. (n. d. ). Retrieved November 3, 2011, from http://www. personal. psu. edu/bms5263/Pepsi%20case%20study%20marketing%20310. docx Yaxaira. (2008, February 9). The Diet-Pepsi crisis. Retrieved November 6, 2011, from http://newsflavor. com/alternative/the-diet-pepsi-crisis/

Reflections on the Life and Period of King Saul Essay

Reflections on the Life and Period of King Saul - Essay Example The bible narrates that when the Prophet Samuel grew old, the elders of Israel demanded a king for Israel because the sons of Samuel were not walking in the ways of Samuel and also because they need a leader â€Å"like other nations† (1 Samuel 8.5). At first, Samuel attempted to dissuade his people from having a king. Samuel was also â€Å"displeased† and prayed to God. In response, God communicated to Samuel that it was not Samuel’s leadership that the people was rejecting but God’s kingdom (1 Samuel 8.7). God asked Samuel to tell his people what a king would do: draft citizens for army service, get a tenth of the harvest, and turn people to slaves (1 Samuel 8.10-18). However, the people remained steadfast in asking Samuel for a king and God eventually conceded (1 Samuel 8.21). The Israelites wanted a king â€Å"like the other nations† to lead them, go with them, and fight their battles (1 Samuel 8.20). According to the biblical account, God told S amuel that he has chosen Saul to be king and to lead in the delivery of Israel from the Phillistines and God also told Samuel that the cries of the people of Israel has reached him (1 Samuel 9.15-17). Biblical accounts describe Saul as a Benjamite who was the tallest Israelite during his time. In revealing God’s choice for Saul to become king, Samuel reminded the Israelites that God has been protecting Israel and that by demanding a king, they were rejecting God (1 Samuel 10.17-19). It is important to note that the bible reported that Samuel explained to Israel the regulations of the kingship (1 Samuel 10.25) but nowhere in the bible were the regulations of kingship described or documented. Interestingly, when Saul was anointed king, 1 Samuel 12.1-25 told us that Samuel made a farewell speech, indicating that Saul was to fulfil many functions that Samuel used to fulfil. This indicates that in the movement from Samuel to Saul leadership, there was a movement from theocracy to monarchy. At the same time, in that monarchy, particularly in the Israeli monarchy under Saul, religious figures like Samuel continued to play an important role such in 1 Samuel 13, Samuel rebuked Saul and that Samuel continued to play a role in the military affairs of the Saul monarchy. Eventually, however, in 1 Samuel 15, Samuel after declaring earlier or in 1 Samuel 15.1 that he was the one sent by the Lord to anoint Saul as king declared later that â€Å"the Lord has rejected Saul as king over Israel† in 1 Samuel 15.26. Samuel and Saul parted ways and Samuel anointed David to succeed Saul as king (1 Samuel 16.1-13). David entered Saul’s service (1 Samuel 16.13-23). David eventually succeeded Saul as the king of Israel even when the former became the object of Saul’s jealousy and liquidation plots. Saul’s death is recorded in 1 Chronicle 10. III. The Literature on the Life and Period of King Saul In 1928, in an article published in the Journal of Bibli cal Literature, E.G. Kraeling described the â€Å"real religion of ancient Israel† (133). According to Kraeling, Yahweh or God is never compared to a king because God is the king (152). God is the one â€Å"who sits (enthroned) on mount Zion†

Ethical Self-Assessment Essay Example | Topics and Well Written Essays - 750 words

Ethical Self-Assessment - Essay Example I realized that every decision I made in the workplace and even in my private life has an ethical aspect to it and failing to address this can lead to unethical actions. I also realised that every action and decision taken will affect both me and at least another individual in a certain way. In this regard, when making decisions, it is necessary to know when to act in which way and how this will affect the other person; this is especially so with regard to the patients I deal with and the people I work with. The ACHE standards are important in guiding my professional ethical conduct as they act as a guidelines as well as a reminder of the importance of ethical behaviour and ethical conduct. The ACHE standards are important in reminding me how important it is for a professional in my career to be able look at the ways in which my actions affect the other people. ACHE standards are geared towards affecting the way people think about their actions with regard to other people. As an indi vidual, ACHE standards have made me to rethink the way I do things and the way I look at issues. They have reminded me that in making decisions, I should be able to think about the other person and not just how the decision will be beneficial to me. My individual ethics determines how I make decisions and how I act in all times. Regardless of the ACHE standards, I am an honest person and I believe in fairness. In this regard, I always look for fairness when making decisions and when acting in certain ways. This helps me to make the right decisions and to be able to consider how my decisions will affect other people. However, there are those instances where I may drop my guard and may not essentially act in the ethical way. One example of such a time is when dealing with other people’s actions. ACHE standards have made me to realise that ethical conduct is not just limited to my actions, but rather that it also has to do with how I deal with other people’s actions. In t his regard, if a colleague acts in an unethical way, it is my ethical responsibility to correct them and to make sure that such unethical actions are not tolerated. Acting in an ethical manner can be a big challenge due to a number of issues. One main issue has to do with the fact that one may not know when he or she is acting in an unethical way. In this regard, one of the strategies which I will use in order to help myself to act in an ethical manner in the future is by learning as much as possible about ethical issues. For instance, studying the ACHE standards can help me to identify the many situations in which I should be alert ethically. As described above, being able to correct the actions of others when they are unethical is part of ethical behaviour and failing to do so is unethical. This was only made clear to me after studying the ACHE ethical standards. In this regard, I intend to learn as much as possible in order to make sure that I understand as much as possible the v arious issues which constitute unethical behaviour. The other important thing which I will include in my strategy for the future with regard to ethical behaviour is acting in time and being proactive. By reading the ACHE ethical standards, I realised that failing to act in time and only acting in the last minute is one of the factors which lead to unethical action because one is left with little choice. In this regard, I will start acting proactively to make sure that

Women in James Bon films from a feminist perspective Essay

Women in James Bon films from a feminist perspective - Essay Example Some of the Bond women and Bond female characters are now seen as more than sexual interest for the lead character, but as characters also toting guns, karate chops, heroism, and villainy (Garland, 2009). Still, Bond women are viewed in general by society as simply entertaining eye-candy. This paper shall present an analysis of women in James Bond films from a feminist perspective, using some of the thoughts laid out by feminist philosopher Luce Irigaray. An analysis of the evolution of these female roles shall also be evaluated, mostly determining how the perspectives have changes and how feminism has impacted on how these female roles have been portrayed in the films. According to Jenkins (2005), the James Bond films have a persistent appeal based on the fantasy world from its parade of attractive female Bond characters. Such distinct female roles are often crucial to the story being told including the overall feel of these films. Each Bond movie has numerous female characters who are usually meant to distract and also help Bond in his spy mission. More often than not, there is one distinct, strikingly beautiful and, svelte Bond girl who is presented as a potential love interest for Bond; she is usually cunning, and judging from the name she goes by (Pussy Galore, Honey Ryder, Holly Goodhead), also self-assured (Rubin, 2003). Bond girls have become a staple in Bond movies and the casting of such female role has often attracted major global attention, with the chosen female often gaining much media attention even before the films start to shoot (d’Abo and Cork, 2003). The dominant preference of the Western culture for the lead female charac ter in the Bond films to comply with such attractive and often sexist parameters have been viewed by feminists with much disdain (Carpenter, 2000). Through the many incarnations

Marketing - Microsoft Case Study Essay Example | Topics and Well Written Essays - 3000 words

Marketing - Microsoft Case Study - Essay Example The strongest companies with truly innovative concepts survived and into the 21st century. The turn of the century continued to be trigger by the internet and higher broadband speeds created the birth of what economist called the convergence age. The convergence era is defined by the collapse of previously distinct media distribution channels – broadcast, cable, radio, print, online – into one single media delivery chain that supports a range of interactive modes between users and content (Pricewatercoopers, 2006). Microsoft is the biggest software manufacturer in the world. The company has a rich 32 old history in which they have help revolutionize the IT industry. The company has changed a lot in last five years and has implemented new business strategies which diversified its portfolio of product offerings. The company revenues in 2006 were $44,282 million, which represents a 56.11% revenue increase in comparison with 2002 (Annual Report Microsoft, 2006). There have been a lot of changes in the IT industry. A lot of them have to do with world’s entrance into the convergence age. The company is adapting to the trend and is focusing on launching products based on the market tendencies. There are a lot of exciting developments occurring in the IT industry. In 2006 the IT market generated $3.1 trillion in revenues (Info Tech Industry Overview, 2007). The industry is expanding and new products, concepts and ideas are revolutionizing the industry. A lot of the hottest trends in this industry are aligned with the start of the convergence age. Security is a big issue as more and more users entered the internet and are utilizing it for work related tasks and for their ecommerce needs. The latest tallies of the size of the online population revealed that as of late November 2006 there were 1.76 billion online users globally

Strategic Analysis of Intel Corporation Case Study

Strategic Analysis of Intel Corporation - Case Study Example The report makes five forces analysis to judge the extent of market study done in the company. A SWOT analysis of the company as it stands today after its highs and lows and the strengths of the competition are all analyzed. In addition to this, the BCG matrix is prepared to study the extent to which the products have been capitalized by the company. And in what manner the company could further capitalize on their products. Further to the analysis, the extent to which all the stake holders in the company have been taken into account in every one of their decisions is also verified. It has been found that though most of the requirements have been taken care of in the strategy that has been adopted by the company, there are certain inadequacies too. These have been identified and are also listed in the report given below. The major conclusions drawn in the course of this study indicates that strategy does work and that there should be an objective even if a certain amount of vagueness comes into fore during execution and might necessitate changes in the course of the work. Delight our customers, employees, and shareholders by relentlessly delivering the platform and technology advancements that become essential to the way we work and live. - Intel Corporation, Mission Statement (Intel, 2007). Intel says, delight is highe... True to the statement, the company has heralded some of the best and the latest products for the world to live with. 3.2 Business Objectives The company's business objectives can be listed as below (Intel 2007): Extend our silicon technology and manufacturing leadership Deliver unrivaled microprocessors and platforms Grow profitability worldwide Excel in customer orientation The company has extended the use of silicon technology by creating microprocessors that are trendsetters. They have kept with their business objectives worldwide and have profitability too. Customer orientation is another major area that they are working on. 3.3 Analysis The structure of operation in Intel is not very rigid. It is a structure that gives liberty to the people's innovation. This is more like what is common with small companies. However, as Andrew Groove (1999), its CMD, says, "The Company can literally turn on its heels". This is made possibly only if the involvement of the people in innovation is matched with the large extent of understanding of the operational requirements of the company. One, the structure supports innovation; two, the Company because of its need to match customer requirements, has ensured that the innovative structure would help in positioning itself as customer centric. Both these factors have added to the profitability of the company as well. 3.4 Product and market Share The major products of Intel and their market share is given in table 1. S No Products Intel Competitor 1 Microprocessors 80.2% 11.1% (AMD) 2 Chipsets 57% 15% (Via Tech) 3 Motherboards 30% 22% (ATI) 4 Desktop NA 5 Laptop NA * (Tom Krizot 2006, Anton Shilov 2006) Figure 1: Products by the company Though as a product Intel's laptops and desktops might not be doing brisk business, their

M&M chocolate candy Essay Example | Topics and Well Written Essays - 3250 words

M&M chocolate candy - Essay Example The organization is well known for its confectionary brands like Mars bars, M&M’s, Milky Way bars, Snickers, Skittles, and Twix. Currently, the M&M’s chocolate candy is sold in over 100 countries worldwide. The most catching feature of this product is that its unique taste is appealable to people belonging to all age groups. The corporate principle of manufacturing chocolate products in domestic markets reduces the operational efficiency of the organization. In addition, the company is exposed to FDA regulations as it operates in the consumer foods industry. The strong global presence and high brand recognition are the major strengths of the company whereas expensive marketing campaigns seem to be a weakness of the business. Currently, M&M’s adopts a competitive pricing strategy because the product has been on the market for decades and there are numerous close substitutes for this product. Global market expansion, increased focus on social media promotion, and effective brand establishment are some of the marketing objectives identified for the M&M’s over the coming years. The organization is advised to rely mainly on direct and retail marketing channels to accomplish the marketing objectives proposed. The direct marketing channel strategy can benefit the organization to generate more sales through its website and to offer cheaper rates to end consumers. However, the business concern may also depend on other marketing channel strategies like advertising, sales promotion, and e-mail marketing that can increase its sales vol ume and meet marketing objectives.

A Good Way to Pick A Fight Term Paper Example | Topics and Well Written Essays - 750 words

A Good Way to Pick A Fight - Term Paper Example I will also express my personal vision on the subject of the reasons of the Cold War beginning. To achieve my goal, I have divided the paper into five basic sections. In the introductory part, the aims of the paper as well as its subject are outlined. Next, a brief synopsis of the author’s research is provided. Further, the major arguments made by Charles Lee Jr. are summarized. After this, I provide personal opinion on the subject of the Cold War and its start. The paper ends with conclusion which sums up what has been discussed in the essay. The article starts with implications of the overtly aggressive attitude displayed by statesmen of the countries – future participants of the Cold War. Specifically, Mee mentions the remarks made by statesmen from the United States and the Soviet Union regarding the spheres of interest in Europe. Besides, the enmity of Churchill, British Prime Minister of the war period, is described (Mee 420). While Truman the then American President talked both impolitely and aggressively with the Russian foreign minister Molotov about Poland, Molotov provocatively said that gaining control over Finland was a trifle. In his turn, Churchill acted in the way hostile to the Soviet Union during the war keeping nearly 700, 000 German captives military ready to fight the Russian army (Mee 420). These Next, Mee describes the positions in the political arena just before the start of the Cold War of the three countries. Russia was inherently led by its fear of outside invasions, so it aimed at fortifying its borders in Europe, which would evolve as creating the iron curtain in years. The United States, inspired by the incredible rise of its economy and its growing influence, aimed at expanding the spheres of interest in the world and taking the leading position. Great Britain, financially exhausted by the war,

Managerial Personality Essay Example for Free

Managerial Personality Essay The characteristics of a person’s personality determine his leadership capabilities. Leaders from around the world all have distinct characteristics which define their leadership style and abilities. In a corporate culture, these personality traits can be capitalized upon to direct an organization towards its goals and to do so requires an in depth understanding of the different styles of personality traits that define every individual. A grasp on this knowledge would allow any leader to have a huge impact on the culture and performance of an organization. An observation to be made is the leveraging of personality traits may be utilized in order to achieve corporate goals. To create a competitive advantage, management’s focus must be on cooperation and inspiration. A clear link exists between culture and performance, as shown by Mindy L. Hall (Hall, 2005.) A leader’s personality shapes the environment in which employees function, and can either inspire extraordinary results, or devastating outcomes. Hostile conditions in the workplace will cause anxiety, stress, lack of energy, disengagement, or high turnover. Subsequently, organizations with these issues experience a lower quality of output. This negatively affects the relationship between consumers and businesses, who may find the competition more appealing. A positive engagement between management and employees excite a higher level of performance. From this, a company experiences higher quality output and satisfied customers. A best way to manage a company doesn’t exist; it must be studied, understood, and honed to best match or shape the organization’s culture. The key issue to choosing the appropriate manager in any organization is appreciating what goals and desires are sought after. This report is focused primarily on management as leaders and employees as subordinates. However, it must be understood that subordinates can also play the role as leader in their own context, and it should be encouraged. For example, a group of four employees are assigned to a project. Among this group will emerge a leader who directs the mission to accomplish said assignment. Although this individual does not possess a management title he or she is still leading. That being stated, an organization must possess a deep understanding of its business culture, and employ these concepts when prospecting for competent employees and management. Furthermore, management can recognize certain personality traits among individuals in a team, and manipulate and combine them in a synergetic way. In general, the comprehension of the various personality traits can be used as a measurement of how an individual may respond and perform in an organization’s culture. However, there is much debate as to the extent to which personality can predict behavior, and the extent to which behavior arises from the dynamics of a given situation (Kendrick, Funder, 1991.) The key issues in a corporate context include the big five personality traits, Maslow’s Hierarchy of needs, attitude, and emotional intelligence. The Big Five Personality Traits General agreement exists among researchers regarding the big five personality traits. This model categorizes personalities into five distinct categories: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. An understanding of these categories often referred to as OCEAN, gives insight to an individual’s underlying personality and how an individual would react in day to day operations of an organization. However, research has shown situational factors play a role in how individuals move between the two extremes of each personality factor. Each factor is a range of two extremes, which most individuals lie somewhere in between. Given this fact, the majority of decisions made by people are representative of their fundamental personality traits. Only when abnormal or extreme situations arise does an individual shift towards the extreme of either end on one or more factors. Managers seeking to create a winning team would do well to not only understand his own personality type, but also individual team member’s personality types. Intimate knowledge of each person among a group will allow for a more harmonious and efficient team effectively utilizing strengths and mitigating weaknesses. Attitude Attitudes of managers and employees contribute greatly to the working environment. An attitude is a collection of beliefs and feelings brought on by life experiences or learned from others, and a positive or negative analysis of one’s environment. Similar attitudes of a leader and a team can create a positive working environment that flows all the way down to the end consumer. Leaders of an organization who commit to reinforcing positive attitudes contribute to a successful business model. Individuals who are satisfied with the work environment make their duties a part of life, and commit skills and knowledge to drive progress of a business. A study conducted by MBA’s and one professor from India, (Tandon, Mishra, Singh, 2011,) explored the relationship between attitude and how an organization perceives its position in society. The study begins by stating that business behavior has both economic and relational impact. Over recent decades there have been significant changes in the social expectation from business and managers. This study found that one’s personal beliefs, values, and attitude drive commitment to social responsibility. In this writing social responsibility can be thought of as organizational commitment or responsibility. The study took a specific look into how spirituality, materialism, relativism, and idealism discriminate between high and low corporate social responsibility (CSR).The study conducted found idealism and spirituality to have a positive influence on CSR, and materialism and relativism had a negative or less of an influence. This implies that managers with more of a concern towards society’s beliefs and values, and less towards material things, will have a greater concern towards creating a positive internal working environment. Moreover, a manager with this attitude may push subordinates towards the same ideals, which create a more efficient environment. In contrast, materialistic and relativistic attitudes contributed negatively towards CSR. This suggests that individuals with these attitude types can create an environment where monetary gain and possession of assets are the only goal, and right and wrong is near irrelevant. This mentality can have a devastating effect on society’s perception of a corporation. Moreover, the connection between working peers can be non-existent, and coordination would lack causing inefficiency. A manager’s attitude can bring about the benefits of a positive working environment by keeping a positive attitude towards a given position in an organization. An attitude based on working towards an end goal, which produces the greatest good for society and a corporation, would be an ideal mentality for any organization. Attitudes contribute to a successful business model because individuals who are satisfied make their duties a part of life, and commit their skills and knowledge to driving the progress and success of the business. Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs is a theory of human motivation based on increasing levels of needs. This theory suggests that human needs are fulfilled one at a time by accomplishing basic needs and proceeding upwards towards advanced needs. Although there is much debate as to the accuracy of these levels research has suggested a correlation between the fulfillment of these needs and happiness. Managers with an understanding of what level individuals in a team are on can manipulate motivation techniques to stimulate productivity and efficiency. Maslow’s hierarchy can be applied to compensation, job design, management techniques, or anything that requires a higher level of motivation. Maslow’s hierarchy is a systematic way of thinking about the different needs employees have at any given point and explains different reactions they may have to similar treatment (Carpenter, Bauer, Erdogan, 2009.) The definition provided implies that each individual perceives needs differently, and managerial techniques in this context must be applied more specifically. For example, two employees receive a raise after a massive project was finished. The first employee is satisfied with the raise because her safety, and subsequently her physiological, needs had been fulfilled. The second employee felt his needs had not been satisfied. His goal in finishing the project was to prove his worthiness as a manager. His intention through his hard work was to climb the corporate ladder. He was looking to fulfill his esteem and self-actualization needs. Physiological needs are satisfied through compensation, since a paycheck allows individuals to find nourishment, shelter, etc. Compensation can satisfy more than one need, however. Safety needs can be satisfied through benefits such as 401K, health plans, or paid time off. In many ways, compensation satisfies both physiological and safety needs. In addition, organizations must take in consideration the physical safety of employees. Managers have a duty to enforce safety precautions where working conditions may be hazardous. When a position requires employees to take physical risk an organization is expected to protect workers from unnecessary harm, and to compensate for the higher risk. When feelings of anxiety are low safety needs have been fulfilled. Social needs can be met through satisfactory social interaction with others in which there is interaction. The goal in satisfying this need is to cause individuals to feel accepted and loved. In a business context there must be a focus on acceptance over love. Creating a friendly environment is a great start to satisfying this need. Company sponsored games, events, holiday parties, and other social activities are great examples of how to socialize a staff. Also, team meetings where the staff can voice their concerns or ideas can allow team members to better understand each other. Esteem needs can be satisfied after one feels she has been accepted into a group. These needs can be fulfilled through recognition. It must be stressed that individuals enjoy being praised for their accomplishments, but praise only works for a limited amount of time. Managers must look to promote individuals with a high need for esteem. A raise in position and pay communicates an achieved status, and reinforces her ability to achieve corporate goals. Esteem needs lead into self-actualization. This need lies on the top of the hierarchical pyramid. Similar to fulfilling esteem needs, self- actualization can be met by giving an employee more responsibility, greater challenges, or more stimulating opportunities. Self-actualization is characterized by an individual having met all previous needs, and is now using his or her full potential and capabilities. Maslow’s hierarchy is important for organizations to apply. Humans are motivated by particular needs according to their current life situations and future goals. Furthermore, individual needs are in accordance with cultural backgrounds such as race, religion, or country of origin. It must also be noted that individuals are not always striving to fulfill the same needs. The needs model must be applied on an individual basis. Managers who realize their needs are being fulfilled can be used as a resource for understanding their subordinates needs, and act accordingly. When an organization applies this model to a workforce there is an increase in job satisfaction and loyalty. Emotional Intelligence Emotional intelligence is the ability to control extreme changes in mood and emotions, and is a characteristic of an effective and competent leader. When a manager cannot control temporary emotions that are brought on by day to day interactions it can bring an entire organizations progress to a halt. Emotions are contagious and create a domino effect. Simply realizing when a certain emotion is present allows one to better handle temporary emotional fluctuations, while containing it as to not affect others. That being said, it is of utmost importance for a manager to possess a deep understanding of his or her own emotions (self-awareness), and how to deal with each. An individual who is self-aware is humble enough to accept constructive criticism and mature enough to address the areas of concern. The impact of hiring individuals with high emotional intelligence is high productivity and retention of high-quality employees. Golnaz Sadri, PhD, defines E.I. as the ability to accurately perceive emotions, access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to regulate emotions so as to promote emotional and intellectual growth, (Sadri, 2012.) The ability to accurately perceive emotions allows one to recognize facial and bodily gestures, and interpret their meaning. A manager who has this ability can intercept other’s cues, or tells, that signal irritability. This skill is recognized as constructive when dealing with scenarios such as a team who can’t come to an agreement, a irate client or customer, or when negotiating. For the most part, emotional intelligence is a learned skill, and an indicator of useful experience. Conclusion Manipulating strong personality traits and striving to improve negative personality traits can have a huge impact on a manager’s career, and more broadly can impact a corporation in tremendous ways. Today manager’s has access to information to help them maximize team productivity using psychology. Using psychological strategies to hire the right employees and build teams is the competitive edge companies need in this tough economic climate. REFERENCES Camgoz, S., Karan, M., Ergeneli, A. (2011). Part II Leadership, Social Capital, and Personality: Relationship Between The Big Five Personality and The Financial Performance of Fund Managers. 15, p139 Carpenter, M., Bauer, T., Erdogan, B. (2009). Need-Based Theory of Motivation. In Principles Of Management (10th ed., p14.1) Hall, M. (2005). Shaping Organizational Culture: A Practitioner’s Perspective. 2(1), p1-16 Kendrick, D. T., Funder , D. C. (1991). Situation versus Personality Debate. Retrieved from http://wilderdom.com/personality/L6-3SituationVsPersonality.html McCrae, R., Costa, P. (1995). Domains and Facets: Hierarchal Personality Assessment Using The Revised NEO Personality Inventory. Journal of Personality Assessment, 64(1), p23 Pannapacker, W. (2012, April 15). Screening Out The Introverts. The Chronicle. Sadri, G. (2012). Emotional Intelligence and Leadership Development. 41(3), p536 Tandon, A., Mishra, S., Singh, E. (2011). What Discriminates The Prospective Manager’s Attitude Towards Corporate Social Responsibility? 10(3), p54-60 Whitbourne , S. K. (2010, October 19). The Neuroticism Paradox | Psychology Today.Psychology Today: Health, Help, Happiness. Retrieved from http://www.psychologytoday.com/blog/fulfillment-any-age/201010/the-neuroticis m-paradox Witt, L.A., Andrews, M.C. (2006). The Predisposition to Engage in Interpersonal Deviance at Work. pHR-F2

Asian Stereotypes Essay Example for Free

Asian Stereotypes Essay Stereotypes play a significant role in the lives of many individuals. Stereotypes can be hurtful and they can be helpful. Eric Liu combats Asian stereotypes and his own thoughts of inferiority with a conscious strategy of assimilation that leads to further the spread of Asian American stereotypes and the loss of his own individuality. When someone finds him or herself in an unfamiliar place, they tries to adapt to the surroundings by blending in. Liu believes that the way to make it in America is to achieve whiteness (148). Liu believes to be successful one must [bleach] out the marks of a darker, dirtier past and assimilate (148). When Eric Liu assimilated he was considered by whites to be an honorary white. He was called an honorary white because by all standards besides his skin; he was considered white and with that consideration came privileges that may not have been extended to him otherwise. Liu was called a banana (yellow on the outside white on the inside) by other Asians, and was portrayed as a traitor by his own culture and family for embracing the power that comes from white people and their tendencies. Liu was looked down upon and was not completely by either race. Many people hate being considered part of a stereotype and sometimes act irrationally just to be set apart from the stereotype. The strategy that Liu used to get away from the Asian American stereotype was by acting completely being to total opposite of what Asians are known for. Asians are stereotypically know for being very good at math and science, so Liu decided that he would study history. He lifted weights and went to the Marine officer candidate school to prove that he was not lacking any physical or metal strength. However, Liu states that by working so to defy stereotypes, I became a slave to it. For to act self-consciously against Asian ? tendencies is not to break loose from the cage of myth and legend; it is to turn the very key that locks you inside (151). By defying Asian American stereotypes Liu was feeding the stereotype of the typical Asian, waspy Yale student. In collage Liu used what he had absorbed and learned growing up about the white culture to survive and thrive. Additionally, Liu speaks of a Korean boy at the Asian American Student Association booth who merely offered an introduction. Liu put his name on a mailing list so not to look impolite, but Liu had already decided not to be active in any Asian-only associations. His actions were fueled by a fear imbedded in and shared by many immigrants that they may be primarily known for their culture and thus written off. Liu reacts by not going out of his way to make Asian friends or get involved in Asian groups. The reason Liu gave him self for not getting involved in any Asian groups was that he didnt want to be a part of a clique, that [he] didnt want to get absorbed and lose [his] individuality (150). The problem is that by not embracing his own culture he is actually destroying and hurting his individuality. Liu wanted to change himself so that he would have no aspects of the typical Asian but by doing so he is losing what makes him different and unique. By changing looks, acts, and what he even studies, Liu is just proving that judgung someone by their race alright and acceptable. Liu is hindering the expansion of accepting someone for who he or she ise not what they look like, talk like or where they come from. One of the great civil rights activist Rosa Parks decided to show people through a non-violent demonstration that the discrimination of African Americans based on the color of their black skin was wrong. One day she sat in the front of the bus designated for white people, and refused to give up her seat in the front of the bus to a white man and was sent to jail. Rosa Parks could have moved to the back of the bus and further prolonging black persecution, but she decided to stay and sit. She wanted people to know that judging people on the color of their skin is wrong. Furthermore, if someone believes that he or she is at a disadvantage, he or she will try to find other aspects that will gain back lost ground. If a football player is trying out for a team and he knows he is not very good at caching the ball, the player will work extra hard to have a speed advantage over the other players so that he can still draw the attention of the coaches. Liu not only believed that he was inferior to whites but that he deficient to every race: I believed that I lacked the connections, the wealth, the experience, the sophistication that so many of my classmates seemed to have(151). Liu saw the power that whites have in this country, and as Liu began to blend into white, middle-class America, he saw that [he] was actually beginning to ? make it. Lius acceptance to Yale led to many other privileged experiences. Extracurriculars opened the door to an alumni internship, which brought [him] to Capital Hill, which led to a job and a life in Washington after commencement (151). By almost any standards of American society, Liu would be considered elite and one of the privileged. There is never one way to get something done or get somewhere. To think there is one way and one way only is a very squid and narrow-minded way of thinking. Once one has achieved ones goal, he or she may think of many things that one could have done differently and recognize things you did that were not smart. Liu realizes that the straightening path [he] took was not the only or even the best path he could have taken to achieve his goals (151). When dealing with race one does not accept or reject everything about ones race. Finding a happy medium and looking at everything objectively is the key. Liu states that [he] could have spared [himself] a great deal of heartache had [he] understood this earlier (151). Liu realizes that the way to success is to blend in to the whites race. He sees the power that white people hold and tries to adapt. Liu tries to change himself so that he will not give off any aspects of the typical Asian American. After Liu assimilates he starts to reap the benefits of a honorary white. Liu gets into a good school and gets a good job but all at the price of his individuality.

Approaches To Sport And Exercise

Approaches To Sport And Exercise Critically discuss interdisciplinary and multidisciplinary approaches to sport and exercise science within the professional experience undertaken in term 1. Support your answers with relevant literature and theory Research within sport and exercises science is done in many different disciplines. The majority of published research, however, is mono-disciplinary (from a singular discipline) in nature (Burwitz et al. 1994). A professional experience was undertaken to assess the approaches to inter and multi-disciplinary within sport and exercise science research. The experience was of a sport science nature which involved assisting in an undergraduate research project of 3D biomechanical analysis of a gymnastic vault using CODA, focussing specifically on the approach and springboard take-off. Sports biomechanics uses the scientific methods of mechanics to study the effects of various forces on the sports performer (Bartlett, 2007). It is important to monitor technique in gymnastics to help prevent injury and improve performance. It is then possible to feed this information back to coaches to highlight strengths and weaknesses of individual athletes. Multi or inter-disciplinary research requires a combination of methods and knowledge from more than one sub-discipline (Burwitz et al. 1994). This essay will outline what multi and inter-disciplinary approaches to sport and exercise science are, compare how similar they are and then show how they differ. It will then outline how the two approaches can be applied to the professional experience undertaken. An interdisciplinary approach within sport and exercise science involves a partnership of coaches with sport and exercise scientists such as physiologist or psychologists. Smith (2005) split sport science from exercise science due to differences of individual needs from elite athletes to members of the public. Smith (2005) described sport science as being characterised by collaborations with coaches and performance directors and exercise science as being characterised by collaborations with general practitioners and professionals allied to medicine. Interdisciplinary research needs to involve a strong integration of information from more than one sub-discipline of sport and exercise science from the outset of a particular research programme (Burwitz et al. 1994). Williams and James (2001) stated that a sport or exercise team should have a scientific basis. Williams and James (2001) also developed a model to demonstrate inter-disciplinary approaches, where the goal of the sport or exe rcise is affected by each area involved. Multi-disciplinary research involves less integration of the sub-disciplines of sport and exercise science. Each discipline tends to work in parallel on a common topic (Burwitz et al. 1994). Miles et al (1997) adapted Burwitz et al. (1994) definition to state that multi-disciplinary research involves sport and exercise scientists working together to solve a problem in an isolated unitary fashion and co-coordinated manor. In a multi-disciplinary approach each sub-discipline will look for problems to a solution from within only that discipline, for example a biomechanist will look at technique. Then each discipline will collate their results, whereas in an interdisciplinary approach the biomechanist may work with a physiologist to look at technique changes due to fatigue (Burwitz et al. 1994). Multi-disciplinary research may be the result of a lack integration of sub-disciplines from the outset of sport and exercise science, and so it is harder to integrate then together when trying to bring about an inter-disciplinary approach to problem solving. Multi and inter-disciplinary research are both ways of improving research and developing is away from mono-disciplinary work in sport and exercise sciences. The majority of sport and exercise research is mono-disciplinary (Burwitz et al 1994) which is when research looks solely at one sub-discipline and provides answers and conclusions from only that discipline. Both multi and inter-disciplinary approaches endeavour to link sub-disciplines, such as psychology and biomechanics, together to improve the ability to solve problems such as injury, fatigue and poor technique. Both approaches work in teams or groups (that include the sport and exercises scientists, coacher or practitioners and the athlete or patient) to combine knowledge and methods from their different areas. Despite these similarities there are still major differences between the two stated approaches. The inter-disciplinary approach appears to be the best way to bring about improvements as it integrates the sub-disciplines which takes the form of ‘bridge-building (Squires et al 1975) which requires a combination of specialist knowledge from various disciplines focusing on a specific problem. Contrastingly, multi-disciplinary approaches collate rather than combine knowledge; therefore the sub-disciplines work separately during research processes before coming together to attempt to reach a conclusion about a stated problem (Burwitz et al 1994). It is also believed that an interdisciplinary approach will reveal potential conflicts between the sub-disciplines (Burwitz et al 1994). As there is immediate interaction between sub-disciplines, an opinion given by one area is disputed by another. This is less likely to occur in multi-disciplinary approaches as sub-disciplines do not work i n direct contact with one another. Despite the above examples no clear definition is given of the distinctions between the two approaches because many sport and exercise scientists have regarded multi and inter-disciplinary as synonymous terms (Burwitz et al 1994). The professional experience was involved with sport science which smith (2001) described as being characterised by collaborations with coaches and performance directors. It was first and foremost a biomechanical approach. Biomechanics is a highly scientific and mathematical based sub-discipline, usually looking at technique, and problems with technique, as causes of problems such as injury and failure of achievement. Gymnastics is a sport that utilises these methods frequently as it is a very technical sport where injuries can be common. This is due to the fact that gymnastics encompasses a seemingly endless quantity of movement skills (George 1980). During the professional experience questions were putt to the researcher regarding the involvement of other sub-disciplines to determine the dimension of the research. These questions were: ‘are there any sport scientists or performance director present for sub-disciplines other than biomechanics to help assess the primary information gathered from the research? ‘Will the results of the research be collated with other sub-disciplines and fed back to the performer? From the answers given to these questions it was concluded that the research being carried out was mono-disciplinary as there was no interaction, in any way, with other sub-disciplines. As discussed above there is an increasing need from multi or inter-disciplinary research in sport and exercise science, this study may have been improved by the introduction of other sub-disciplines and the feedback given to an athlete would have increased in value. The research itself was looking at the approach and take off of the gymnast during the vault, as well as having technique assessed biomechanically, the researcher may have advised the athlete to be assessed by a physiologist or physiotherapist, this may produce results that show differences in muscle pair which could lead to injury, for example one calf being larger than the other, which could mean production of force at take of is unbalanced. This could then be fed to the biomechanist who has also found that during takeoff the gymnast has been unbalanced and therefore the athlete would need to undergo strengthening in the shorter calf to get it up to a similar size to the other calf. This would create a multi-disciplinary approach as sub-disciplines of sport science will have collated data after the research to improve feed back to the performer. It may also have been helpful to have had a psychologist present at the time of testing who had watched the subject in competition and seen if their routine or performance differed between in and out of competition performance. It may be possible that the pressure of performing in competition had led the athlete miss time a move which led to a decrease in performance; the psychologist could then work with the performer to help improve confidence during competition and therefore improve the athletes performance. This would create an inter-disciplinary approach as sub-disciplines of sport science will have integrated during research to improve feed back to the performer. If the approachs dimension was changed to either a multi or an inter-disciplinary approach it will give the gymnast a much better chance of improving performance in competition. The professional experience undertaken was shown to be mono-disciplinary as it was a piece of research focusing solely on the biomechanics of the approach and take off of the gymnastics vault. As discussed above introducing further dimensions to the research may have been more beneficial to the athlete as they may receive more feedback. However the piece of research was an undergraduate study which had a primary focus on biomechanics and introducing other sub-disciplines may have confused the findings and taken away from the aims of the research. This essay has described multi and inter-disciplinary approaches within sport science and described their application within a sporting context.

Huntingtons Disease :: essays research papers

Huntington's Disease Background Huntington's disease is inherited as an autosomal dominant disease that gives rise to progressive, elective (localized) neural cell death associated with choleric movements (uncontrollable movements of the arms, legs, and face) and dementia. It is one of the more common inherited brain disorders. About 25,000 Americans have it and another 60,000 or so will carry the defective gene and will develop the disorder as they age. Physical deterioration occurs over a period of 10 to 20 years, usually beginning in a person's 30's or 40's. The gene is dominant and thus does not skip generations. Having the gene means a 92 percent chance of getting the disease. The disease is associated with increases in the length of a CAG triplet repeat present in a gene called 'huntington' located on chromosome 4. The classic signs of Huntington disease are progressive chorea, rigidity, and dementia, frequently associated with seizures. Studies & Research Studies were done to determine if somatic mtDNA (mitochondria DNA) mutations might contribute to the neurodegeneration observed in Huntington's disease. Part of the research was to analyze cerebral deletion levels in the temporal and frontal lobes. Research hypothesis: HD patients have significantly higher mtDNA deletionlevels than agematched controls in the frontal and temporal lobes of the cortex. To test the hypothesis, the amount of mtDNA deletion in 22 HD patients brains was examined by serial dilution-polymerase chain reaction (PCR) and compared the results with mtDNA deletion levels in 25 aged matched controls. Brain tissues from three cortical regions were taken during an autopsy (from the 22 HD symptomatic HD patients): frontal lobe, temporal lobe and occipital lobe, and putamen. Molecular analyses were performed on genetic DNA isolated from 200 mg of frozen brain regions as described above. The HD diagnosis was confirmed in patients by PCR amplification of the trinucleotide repeat in the IT 15 gene. One group was screened with primers that included polymorphism and the other was screened without the polymorphism. After heating the reaction to 94 degrees C for 4 minutes, 27 cycles of 1 minute at 94 degreesC and 2 minutes at 67 degrees C, tests were performed. The PCR products were settled on 8% polyacrylamide gels. The mtDNA deletion levels were quantitated relative to the total mtDNA levels by the dilution-PCR method. When the percentage of the mtDNA deletion relative to total mtDNA was used as a marker of mtDNA damage, most regions of the brain accrued a very small amount of mtDNA damage before age 75. Cortical regions accrued 1 to 2% deletion levels between ages 80-90, and the putamen accrued up to 12% of this deletion after age 80.

Boom Towns Of The Amazon :: essays research papers

Urban Geography Boom Towns of the Amazon The Amazon Basin has been called the last frontier. Although there has been a considerable amount of government investments in rural development, the majority of Amozonia is urban. Charles Wageley said that the “Typical Amozonian town was lethargic and backwards due to its seclusion.'; Every year many people are killed in land disputes in this area. With all the social and environmental changes rapid urbanization in the Amazon has been overlooked. As I mentioned earlier, the Amazon basin is considered the last frontier, but there are dramatic environmental changes occurring. The most notable change is the rapid clearing of the largest tropical rainforest in the world, which has over shadowed the genesis of new urban centers. The prototypical urban community in contemporary Amozonia is a bustling boomtown, a dynamic and sometimes short-lived frontier settlement. The change of the region’s landscape occurs in the social area of conflicts involving Indians, agricultural colonists and activists clergy, cattle ranchers miners, timber interest, governmental agents and others. These conflicts are dangerous and sometimes deadly. The North region of Brazil encompasses the states and territories of Para, Ampa, Amazonas, Roraima, Acre and Rondonia. This section of Brazil has had the highest rate of urbanization than the rest of the country in recent years. This article examines the nature, causes and durability of frontier urbanization in the Brazilian Amazon. The rate of urbanization has been low in Amozonia. There is a mercantile dependence on extractive boom and bust cycles, which has created a scattered population of river settlements. Two cities, Belem and Manuas, which are the historical commercial centers that are located on the main watercourses, dominate this region. Instead of the classical model of a regular hierarchy of settlements, a dendritic central place system developed in the Amazon, this resulted in a dependence on external forces. The transportation system is also expanding which allows links directly to the Brazilian population center. In conclusion, the urban accumulation of a work force only partially converted to steady wage labor helps explain the rapid but uneven growth of Amazonian boomtowns.

American Big Business - A Case Study :: essays research papers

Singer Corporation, now known as Bicoastal Corporation, is the company that brought the world the sewing machine. There are Singer Sewing machines in almost every country in the world and Singer instructions in more than 50 languages. Mahatma Gandhi learned to sew on a Singer and called it â€Å"one of the few useful things ever invented.† I will attempt to explain how Singer came to be one of America’s big businesses. Isaac Merritt Singer was born in Pittstown, New York in 1811, and ran away from his immigrant parents at the age of 12 to join a troupe of traveling actors. He remained an actor until 1835, inventing things on the side. The first patent for a sewing machine was granted in 1790 in England but no one had been able to come up with a reliable design that did not need frequent repairs. Because of this sewing machines had never become commercially successful. In 1850 Singer came up with a design and patented it. In 1851 Singer and Company was born and the Singer sewing machine was an immediate success. The machine was, however very close in design to that of Elias Howe who had been on the verge of solving the problem of the unreliable sewing machine. He sued for patent infringement. Singer hired a young lawyer to defend him. In exchange for his services Clark became an equal partner in the company. Singer ran the manufacturing side and Clark the Financial side. Clark ended the lawsuit and pooled the two patents together creating the Singer Machine Combination. This was the first patent pool in America. Until the late 1850s, because of the price of the sewing machines, the company concentrated on the commercial market e.g. professional tailors and clothing manufactures. But around this time Clark introduced the first customer installment payment plan. Combined with an intensive marketing campaign, this meant that the product could reach a wider market than ever before and even those with relatively low incomes could afford the sewing machines. By 1855 Singer was the world’s biggest sewing company. It begans its overseas expansion starting in Paris, making Singer the world’s first international company. The first factory outside the United States was opened in Glasgow, Scotland in 1961, followed by distribution centers in London, England, and a factory in Brighton, England that was the biggest in the U.K. at the time. By 1867 international sales exceeded at home sales for the first time.

Captains of Industry Vs. Robber Barons

John Davidson Rockefeller was once the world's richest person. He made his money in the oil business and later became a famous philanthropist. Rockefeller was born in Richford, N. Y. When he was 14 years old, his family moved to Cleveland. Rockefeller started work as a clerk at a small produce firm. He then formed a partnership in a grain commission house. He used the profits from that to enter the oil business at 23. At that time, the production of oil and refining was a little organization. Rockefeller set out to make the industry orderly and efficient.Fifteen years later, he achieved his goal of having oil products flow from producer to consumer controlled by one company–The Standard Oil Company. Standard Oil, which was established in 1870, grew out of several oil companies owned by Rockefeller, his younger brother William, and some associates. Rockefeller also concentrated on transportation. He built tank cars and distribution systems. In 1882, Rockefeller organized the St andard Oil Trust. He then controlled almost all U. S. oil refining and distribution and much of the world's oil trade.The immensity of Rockefellers holdings and public criticism of his business methods caused the Ohio Supreme Court to dissolve the Standard Oil Trust in 1892. From 1895 to 1897, Rockefeller gradually retired from active business. By that time, he had started charitable activities. He helped found the University of Chicago in 1890, and by 1910 his gifts to that organization totaled $35 million. Rockefeller spent the rest of his life establishing the foundations through which he gave his money to the public.

Food sec Essay

Our aim is that all people (regardless of race, religion, gender or age) have access to safe and nutritious food to maintain a healthy and active life (World Bank, 1986) There are four main components to ensuring food security: 1. Food availability – good agricultural productions and marketing to provide enough food in all climates and seasons. 2. Food access – having the money to pay for or the ability to acquire the food; being able to get good†¦ 3. Food use- proper preparation and storage of the food; maintaining the nutritional integrity of the food; fair distribution of the food (gender, food, ethnicity, religion, etc. ) 4. Asset creation –designing ways to maintain the food supply, in case of natural disaster, wars and/or conflicts etc. ; stockpiling, donations, etc. Solutions to Fighting Hunger 1. Improving nutritional status-e. g. Adding palm oil (contains Vitamin A) to food, fortifying milk with Vitamin D encouraging breast-feeding. 2. Policy changes (worldwide) –e. g. universal declaration of human rights, universal rights of the child. 3. Food Security – focusing on the four main courses of hunger and working with communities to improve availability of quality of food. Issues associated with food security: 1. Natural disaster 2. Cash cropping 3. Lack of education 4. Unequal Distribution of Resources 5. Disease 6. Government 7. War/Conflict Food Security Our aim is that all people (regardless of race, religion, gender or age) have access to safe and nutritious food to maintain a healthy and active life (World Bank, 1986) There are four main components to ensuring food security: 5. Food availability – good agricultural productions and marketing to provide enough food in all climates and seasons. 6. Food access – having the money to pay for or the ability to acquire the food; being able to get good†¦ 7. Food use- proper preparation and storage of the food; maintaining the nutritional integrity of the food; fair distribution of the food (gender, food, ethnicity, religion, etc. ) 8. Asset creation –designing ways to maintain the food supply, in case of natural disaster, wars and/or conflicts etc. ; stockpiling, donations, etc. Solutions to Fighting Hunger 4. Improving nutritional status-e. g. Adding palm oil (contains Vitamin A) to food, fortifying milk with Vitamin D encouraging breast-feeding. 5. Policy changes (worldwide) –e. g. universal declaration of human rights, universal rights of the child. 6. Food Security – focusing on the four main courses of hunger and working with communities to improve availability of quality of food. Issues associated with food security: 8. Natural disaster 9. Cash cropping 10. Lack of education 11. Unequal Distribution of Resources 12. Disease 13. Government 14. War/Conflict Food Security Our aim is that all people (regardless of race, religion, gender or age) have access to safe and nutritious food to maintain a healthy and active life (World Bank, 1986) There are four main components to ensuring food security: 9. Food availability – good agricultural productions and marketing to provide enough food in all climates and seasons. 10. Food access – having the money to pay for or the ability to acquire the food; being able to get good†¦ 11. Food use- proper preparation and storage of the food; maintaining the nutritional integrity of the food; fair distribution of the food (gender, food, ethnicity, religion, etc. ) 12. Asset creation –designing ways to maintain the food supply, in case of natural disaster, wars and/or conflicts etc. ; stockpiling, donations, etc. Solutions to Fighting Hunger 7. Improving nutritional status-e. g. Adding palm oil (contains Vitamin A) to food, fortifying milk with Vitamin D encouraging breast-feeding. 8. Policy changes (worldwide) –e. g. universal declaration of human rights, universal rights of the child. 9. Food Security – focusing on the four main courses of hunger and working with communities to improve availability of quality of food. Issues associated with food security: 15. Natural disaster 16. Cash cropping 17. Lack of education 18. Unequal Distribution of Resources 19. Disease 20. Government 21. War/Conflict Food Security Our aim is that all people (regardless of race, religion, gender or age) have access to safe and nutritious food to maintain a healthy and active life (World Bank, 1986) There are four main components to ensuring food security: 13. Food availability – good agricultural productions and marketing to provide enough food in all climates and seasons. 14. Food access – having the money to pay for or the ability to acquire the food; being able to get good†¦ 15. Food use- proper preparation and storage of the food; maintaining the nutritional integrity of the food; fair distribution of the food (gender, food, ethnicity, religion, etc. ) 16. Asset creation –designing ways to maintain the food supply, in case of natural disaster, wars and/or conflicts etc. ; stockpiling, donations, etc. Solutions to Fighting Hunger. 10. Improving nutritional status-e. g. Adding palm oil (contains Vitamin A) to food, fortifying milk with Vitamin D encouraging breast-feeding. 11. Policy changes (worldwide) –e. g. universal declaration of human rights, universal rights of the child. 12. Food Security – focusing on the four main courses of hunger and working with communities to improve availability of quality of food. Issues associated with food security: 22. Natural disaster 23. Cash cropping 24. Lack of education 25. Unequal Distribution of Resources 26. Disease 27. Government 28. War/Conflict.