The Cross Cultural Communication and Management - Free Essay Example

Sample details Pages: 8 Words: 2464 Downloads: 9 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Cross-cultural communication involves in any international organisation activities. In this increasing globalising world, nowadays employers have been facing challenges across time-zones, country borders and cultures. Cultural background is the main aspect that influences an individuals behaviour and perception of the world. It is the successful communication and adequate management of the cultural differences which lead an international workforce to success so as to overcome conflict and miscommunication situation against individuals across different cultures. 2.2 Communication Within Management At todays rapidly growing organisations, there are many different types of communications that effect interactions between employers and employees in small or big organisations. Management is the process to ensure business processes to be completed efficiently and effectively with and through employers and employees. Besides being successful in achieving objectives, management must also be able to work and communicate well with people to run an organisation well (Robbins, 2006, p9). There were two main reasons why communication was so important within management. First, communication is the process in which functions of management to be accomplished (Stoner, 1994, p408). Second, communication is an activity which managers dedicate major of their time to (Stoner, 1994, p.408). These two reasons show the relationship between an organisation, management and effective communication. Don’t waste time! Our writers will create an original "The Cross Cultural Communication and Management" essay for you Create order 2.3 Language Barrier Daniels et al. (2009) discovered that when people from different cultures speak the same language, culture spreads more easily, and there is greater cultural homogeneity among them (Daniels et al., p104, 2009). As compared, it is more difficult for people who come from different culture areas such as Eastern Asia and Southern America, for example. Though people can use a common language such as English to communicate or understand each other through translators, misinterpretation or misunderstanding may still happen due to cross-cultural differences. Language that describes what speaker wants to say in his/her terms which may present barriers to others from different cultures as they are not familiar with his/her expressions, slant, idioms, jargon, enunciation and emphasis in sentence intonation during conversation as this makes it difficult for listeners to clearly understand what he/she was saying. Communicating in such language will become a way to outcast the others. In this gl obalizing world, the greatest challenge for one is having a sense of awareness to talk in their language of different cultures to create effective communication. (Managing Diversity: Toward a Globally Inclusive Workplace, Michalle E. Mor Barak, 2005, USA: Sage Publications, Inc) 2.4 Non-verbal Communication Barrier Sometime people communicate in some sort of ways where their intention may be misunderstood by others. For example, in non-verbal communication, V-hand sign stands for a victory symbol in many countries but in major Europe, it may be an insulting sign (Liangguang, p199, 2010). Another example, Chinese like to touch childs head to display affection, but in Arab and Thailand, it is an offensive action (Liangguang, p199, 2010). Communication can be established in many different ways. According to Albert Mehrabian, communication can be made up with different elements, words, voice, tone and non-verbal cues. Mehrabian discovered that words are 7% effective, tonality is 38% effective, and body language is 55% effective. So it proves that non-verbal communication plays a significant role in communication. Non-verbal communication, includes our body language, sends some kind of messages without words (Tyler, Kossen Ryan 2005, p. 182). There are many non-verbal theories that include enviro nment, haptics, kinesics, artefacts, proxemics, paralinguistics and physical factors. Below will be further discussions on how each one of these theories effect non-verbal communication and the various effects that age, gender and culture have on these theories. Kinesics is the study of the relationship between non-linguistic human body motion, or body language, and communication (Bordia, et al 2008, pg 346). There are many different types of body language such as different types of facial expressions that are articulated mainly with the eyebrows, mouth, forehead and eyes. Posture and gestures are also body language indicators. Kinesics is the most obvious non-verbal communication form as it includes body language like slouching of the shoulders, raised eyebrows, rolling of the eyes, an opened surprised mouth and a nod of the head. Artifacts are another form of non-verbal communication. Artifacts are the way we dress which includes the clothes we wear, our hair styles, the jew ellery we wear, the makeup we use and any facial hair we may have. Bordia, 2008, says that artifacts are the use of personal adornments and provides important non verbal cues. The way we use artifacts today, especially in the way we dress, tells people a lot about ourselves. It will establish and create the first impression we give to people when meeting them. The clothing we wear to work should reflect the nature and position of where you are employed e.g. you wouldnt wear your football game outfit to your office; you would wear a suit and tie. Another form of non-verbal communication is called haptics. Haptic communication is communication through touch. Haptics is happening around us all the time without us even realising. When you greet your mate and shake his hand or when you greet your girlfriend/boyfriend and give them a kiss or hug, these are all forms of haptics that are happening quite commonly every day. Out of all forms of non-verbal communication haptics is affected the most by culture, age and gender. In terms of culture it varies a lot all over the world how accepted and appreciated touching is. With age it is found that the younger the person the more they are found to touch. It has also been found that women will touch more than men. Most American women shave their legs and underarms and use a variety of lotions to keep their hands soft to touch (Bordia, et al 2008). This shows that haptics means a lot more to women than men. Research reveals that a hug and 10 minutes of hand holding with a romantic partner greatly reduces the harmful physical effects of stress. It appears that, because touch lowers stress hormones, such loving contact protect us throughout the day (Montagu, 1971). 2.5 Disadvantages of Culture Diversity If cross-cultural communication practice is not promoted effectively, negative effect will be posed on individuals ability to communicate with one another in an international community. In contrast with ourselves, working successfully with individuals from different cultures is difficult and change is required (Bruno, 2004). If change is not managed successfully in culture diversified organisations, productivity may be reduced. Culture diversity in work group may increase doubtfulness, complexity and confusion (White, 1999). As such, these groups will find it hard in converging meanings, reaching a single agreement and agreeing on courses of action which reflects the communication within the organisation. Without proper communication, these work groups will not be able to function properly. Communication is the key to success in understanding and solving problems in business world, especially in a group. Perceptions of time, space, and business practices can disrupt effective commu nications (Weiss, 2001). Communication barriers may overtake the groups performance in the organisation. In many organisations, diversity can produce negative dynamics such as ethnocentrism, stereotyping and cultural clashes (White, 1999). Ethnocentrism exists in the organisation when one group believes in their way of thinking and feels superior ones own ethnic group or culture. Minorities may not be valued as they should because they are seen as being inferior to the homogenous culture already established in the organisation. One may be stereotyped by the others when associating certain behaviours of one with another group. Therefore, the person is not valued for what they are as an individual but often being associated to the particular group and held responsible for that groups actions. Cultural clashes, like stereotyping, do not allow the individual proving him or herself. The disharmony between two cultures, for any reason, prohibits the individuals from different culture to f ully perform in a culturally diverse work group. Therefore, if employers are unable to manage diversity, it may detract from performance. Another disadvantage of culturally diverse work groups is intergroup conflict. Intergroup conflict can be well-managed if employers harmonise competing goals, assign power in a representative manner, affirm the identity of minority group members, and act when resources are plentiful and cultural differences are lower or well-understood (White, 1999).The biggest issue with cultural diversity in the work groups is the managers lack of knowledge of how to lead a culturally diverse work group. 2.6 Advantages of Culture Diversity On the other hand, being tangled in the cultural diversity circumstances can be beneficial if sufficient exploration is done as there will be much different view of points and experience from people who are raised differently in their own culture with variety of backgrounds rather than your own. Diversity creates a way of fuelling growth for organisation by tapping into fast-growing multicultural markets (Pellet, 2004). If managers can effectively lead culturally diverse work groups, the organisations will benefit from the advantages. There is substantial argument over diverse groups and organisations having performance advantages over homogenous groups (White, 1999). These advantages are outlined as follows: (1) attracts and retains the best available human talent, (2) better adapts to change and exhibits more organisational flexibility, (3) understands and penetrates wider and improved markets, (4) presents higher creativity and innovation, (5) presents a better problem solvin g ability. Studies show that when organisations attract, retain, and promote highest employment of people from culturally diverse backgrounds, they gain competitive advantage and maintain the highest quality of human talent. By restraining the number of diverse workers in an organisation, the organisation is also restraining range of information and resources it could attain from the culturally diverse workers. The organisations can also reach out for wider and improved markets when they have an increased understanding of the social and cultural environment of foreign countries through its culturally diverse work force. The increase in understanding can ease selling goods and services in the growingly diverse marketplace. Culturally diverse employees allow the organisations to acquire high levels of creativity and innovation. The high levels of creativity and innovation generates a greater openness to new ideas. Culturally diverse work groups can provide a broader and richer expe rience to approach a problem. According to, Charlene Nemeth, in a series of research studies, found that groups subjected to minority views are better at critically analyzing decision issues and alternatives than those that were not (Cox, 2001). These diverse organizations consist of expanded meanings, multiple perspectives, and multiple interpretations, which enables it to be more capable of avoiding the consequences of groupthink. Groupthink primarily occurs in highly organised, homogeneous groups. The members tend to lose their critical thinking and become unwilling to criticise one another (Weiss, 2001). Cultural diversity triggers flexibility in the organisation because it allows multiple ways of organising and responding to information. This variety also increases the flexibility of thought since the employees will speak two or more languages (Cox, 2001). 2.7 Training Programs To ensure the success of culturally diverse work groups, some organisations discovered that diversity training programs is necessary to remain competitive for the organisation in this rapid changing environment and managing diversity improves its competitive advantage in recruiting and retaining employees and that it increases productivity quality, creativity and morale. Diversity management workshops offer training for managers to discover what it takes to be a minority in this wide society. A multicultural board oversees the organisations diversity efforts. New minority employees will also be introduced by mentor program to the organisations culture. The organisation believes that managing diversity creates better customer service, improves its public image and boosts clients confidence and credibility. With diverse training programs, efforts to educate the organisation about the benefits can help diversity evolving from programs and initiatives to be a fundamental part of an org anisations culture (Pellet, 2004). 2.8 Summary In this literature review, we tried to discover on different theories to better understand the concept of cross-cultural communication. Translation covers only a small part of problems of working with people of other nations and cultures. Differences in cultural background may affect communication between people of different countries, and International English may be evolving a cultural style of its own. There are various aspects like verbal and nonverbal communication which we have tried to cover with an intention to have a better understanding in dealing with the specific countries that we have covered. However these are much more complex than it is possible to convey. These aspects even influence the course of communications, and can be responsible for conflict or the escalation of conflict when it leads to miscommunication or misinterpretation. A culturally-fluent approach to conflict means working overtime to understand these and other ways communication varies across culture s, and applying these understandings in order to enhance relationships across differences. In cross-cultural communication with East Asian countries, when you are dealing with people of different countries, treat people the way they want to be treated, instead of the way you think they should be. Genuine respect for their beliefs, opinions and lifestyle is essential. The key to successful communication is relationship building. The latter can only be achieved by developing an empathy with, and understanding of, the socio-cultural dynamics of different communities. Communicating with those unfamiliar to us does not come easily. The more distant and unacquainted the cultures are the greater the challenge. Therefore, good communication requires the parties to respect, show sensitivity and truly understand each others social systems. Mehrabian A, 1972, Nonverbal Communication, Chicago Aldine-Atherton. https://www1.chapman.edu/comm/comm/faculty/thobbs/com401/nonverb.html , viewe d 15 May. Stoner J, 1994, Management- Interpersonal and organisational communication, New York Robbins, S, Bergman, R, Stagg, I, Coulter, M. (2006), Management (4th ed), Frenchs Forest, NSW. Daniels, J. D., Radebaugh, L. H., Sullivan, D. P. (2009). International Business, Environments and Operations (12th ed), p90-133, p154-169, Saddle River, N.J. Pearson International Edition. Liangguang H. (2010). Cross-cultural Communication in Business Negotiations.Full Text Available. International Journal of Economics Finance, May2010, Vol. 2 Issue 2, p196-199, 4p; (AN 51360800). Database: Business Source Complete. Communication is an interpersonal process of sending and receiving symbols with messages attached to them (Schermerhorn, 2004). Schermerhorn J R, 2004, Management: An Asia-Pacific Perspective, Milton QLD Tyler, S, Kossen C Charmaine, R 2005, Communication. A foundation course, 2nd edn, Pearson Prentice Hall, Frenchs Forest, NSW. Bordia, S, Crossman, J, Bretag , T 2008, Managing Communication in Business, McGraw-Hill Australia, North Road, NSW. An especially persuasive argument is made by Ashley Montagu in touching: the human significance of the skin. New York: Harper and Row, 1971. Bruno, J. (2004). Implementing diversity in a meaningful way. American Water Works Association 96(10). Retrieved 11/27/04 from ProQuest database, TSU Library. White, R. D. (1999). Managing the Diverse Organization: The Imperative for a New Multicultural Paradigm. Public Administration Management 4(4). Retrieved 9/29/04 from https://www.pamij.com/99_4_4_white.html Weiss, Joseph W. (2001). Organizational behavior and change: managing diversity, cross-cultural dynamics, ethics. Cincinnati, Ohio: South-Western College Pub., c2001. Pellet, J. (2004). Driving Diversity. Chief Executive 198. Retrieved 11/27/04 from ProQuest database, TSU Library. Cox, Taylor. (2001). Creating the Multicultural Organization: A Strategy for Capturing the Power of Div ersity. San Francisco, CA: Jossey-Bass-A Wiley Company, c2001.

Kudler Security Report - 8340 Words

Kudler Fine Foods IT Security Report and Presentation Security Considerations CMGT/400 Kudler Fine Foods IT Security Report and Presentation Security Considerations According to Whitman and Mattord (2010), The ISO 27000 series is one of the most widely referenced security models. Referencing ISO/IEC 27002 (17799:2005), the major process steps include: risk assessment and treatment, security policy, organization of information security, asset management, human resources security, physical and environmental security, communications and operations management, access control, information systems acquisition, development, and maintenance, information security incident management, business continuity management, and compliance†¦show more content†¦|determine the severity of | | |commitment and sets out the organizational| | |the security. | | |approach to managing information security.| | | | |Review of Informational |Whether the Information Security Policy is|The security policy |Without the review of |Each policy should be | |Security Policy |reviewed at planned intervals, or if |should be reviewed as |security policies they |reviewed periodically to | | |significant changes occur to ensure its |business practices, |will most likely become |ensure its effectiveness. | | |continuing suitability, adequacy and |hardware, software, and |out dated and lose | | | |effectiveness. |the way in which |usefulness. |Each policy owner will be | | | |information is shared | |responsible for the review | | |Whether theShow MoreRelatedKudler Fine Foods Security Report817 Words   |  4 PagesKudler Fine Foods IT Security Report Team B CMGT/400 September 10, 2012 Instructor University of Phoenix Kudler Fine Foods new frequent shopper program’s security policy will protect the confidentiality and integrity of the customer’s and the company. When preparing the company’s security policy the first step is to determine the key elements to include in the policy that will support the goal of protecting the customer and company in the new frequent shopper program. Security accountabilityRead MoreKudler Fine Foods IT Security Report and Presentation – Top Threats744 Words   |  3 Pagesï » ¿ Kudler Fine Foods IT Security Report and Presentation – Top Threats CMGT/400 December 2, 2013 Kudler Fine Foods IT Security Report and Presentation – Top Threats Team B has been commissioned to examine the Kudler Fine Foods’ (KFF), frequent shopper, Customer Loyalty Program that is currently in development. The team has also been asked to direct the system development team to ensure the system is established securely so that it properly protects companyRead MoreKudler Fine Foods982 Words   |  4 PagesKudler Fine Foods Kudler Fine Foods is a chain of specialty food stores that provide the finest food and wines to the general public. There are three locations of Kudler Fine Foods: 1. La Jolla 2. Del Mar 3. Encinitas Kudler’s Key Business and Accounting Information Needs General Ledger * Financial reporting, multiple year reporting * Budgets and Budget Reporting detailed to the department store level * Chart of Accounts * Head Count Accounts Payable * CheckRead MoreEssay Kudler Fine Foods, Choosing the Right Medium1163 Words   |  5 PagesC COM/TM541 August 2, 2010 University of Phoenix Kudler Fine Foods has decided to upgrade the cash registers in three stores. The new registers are scheduled for installation in six weeks, and various members of the cashier, management team and computer support specialists will require training on the proper use of the new equipment. Five methods are under review for training implementation; oral presentation, written report, video, e-mail, and website training. This paper will focus onRead MoreKudler Fine Foods Computer Information System Essay1090 Words   |  5 PagesKudler Fine Foods Computer Information System Kudler Fine Foods (KFF) is a California-based provider of a variety of high end foods, both local and from around the world, founded by Kathy Kudler in 1998. Since the opening of the first location, Kudler has opened two more locations in the San Diego area; Del Mar in 2000 and Encinitas in 2003 (About, 2011). As a growing business, Kudler’s needs are constantly changing, especially in terms of the company’s information technology and informationRead MoreComputer Information System Brief1518 Words   |  7 PagesAbstract In this paper I explain what opportunities Kudler Fine Foods has in terms of information technology, and describe how the company might benefit from implementing enterprise-wide computer information system. Computer information system brief Kudler Fine Foods (KFF) is a local chain of gourmet food stores with annual sales of more than 10M offering specialized products to targeted customers. The company has three locations in the San Diego metropolitan area (La Jolla, Del Mar and Encinitas)Read MoreKudler Fine Foods Audit Processes974 Words   |  4 PagesKudler Fine Foods Audit Processes ACC 542 September 18, 2012 Kudler’s Audit Processes Kudler Fine Food has expanded business and updated their computer systems to meet demands. As IT information is adopted within the organization, automation control processes has become more virtualized. To ensure that Kudler’s computerize systems function properly an audit must be performed on an annual basis. Management at Kudler Fine Foods wants to see the proposed audit schedules for allRead MoreService Request Sr-Kf-013 Paper900 Words   |  4 PagesKudler Fine Foods Frequent Shopper Program Kudler Fine Foods is a local and upscale specialty food store with a total of four stores in La Jolla, Del Mar, and Encinitas California with their main base store in San Diego, California. Each store maintains and sells high quality bakery, pastries, fresh produce, meat, seafood, specialty condiments, packaged foods, cheeses, and dairy products. Kathy Kudler owner and founder of Kudler Fine Foods is looking to expand her company and market her productsRead MoreKulder Fine Foods - Frequent Shopper Program700 Words   |  3 Pagesprotected by malicious entities that might want to do them harm. In developing a Frequent Shopper Program, Kudler ne Foods (hereby known as Johnson) will need to implement, and adhere, to strict policies and guidelines that will protect the patrons that shop at the establishments of Kudler. We can also use different modeling structures to find what kind of Frequent Shopper Program works best for Kudler. By contacting an outside agency, such as Management Science Associates, Inc., (MSA) we are able toRead Moreaudit proposal1127 Words   |  5 PagesTechnology (IT) audits. If Kudler wants the auditor to provide assurance for each part of the system, an attestation audit could be used. An attestation audit can assist Kudler by issuing reports on examinations, reviews, or agreed-upon procedures. An a ttestation audit can provide Kudler with independent assurance on the reliability or validity of information related to the four systems under review (KPMG, 2011). A Findings and Recommendations audit can provide Kudler with other information about

Women In Slavery in Harriet Jacobs Incidents in the life...

The notion of slavery, as unpleasant as it is, must nonetheless be examined to understand the hardships that were caused in the lives of enslaved African-Americans. Without a doubt, conditions that the slaves lived under could be easily described as intolerable and inhumane. As painful as the slaves treatment by the masters was, it proved to be more unbearable for the women who were enslaved. Why did the women suffer a grimmer fate as slaves? The answer lies in the readings, Harriet Jacobs Incidents in the life of a Slave Girl and Olaudah Equianos Interesting Narrative which both imply that sexual abuse, jealous mistresses, and loss of children caused the female slaves to endure a more dreadful and hard life in captivity.†¦show more content†¦Because of such gruesome occurrences as the sexual attacks, it would certainly be safe to assume that the young slave girls were not only physically hurt but also emotionally distraught. They were prone to grow into young women who felt stripped of their dignity and carried the burden of shame. Not only did young women get sexually abused at a young age, but also the abuse continued on as they matured. As the slaves got older they were forced to engage in sexual affairs with their married masters, as is seen in the case of Harriet Jacobs. This naturally caused the slaves to feel shameful, immoral, and wrongful in doing so. However, they did not have much of a choice in the matter. To make matters worse, the mistresses who were jealous that their husbands, the masters, were being unfaithful to them with the slaves. This commonly resulted in persecution of the slaves by the mistresses. Although the mistresses knew that the masters were committing wrongful acts in sexually abusing the slaves, they did not show any compassion. Instead, they were enraged. Harriet Jacobs explains the typical reaction of a mistress as she writes: The mistress, who ought to protect the helpless victim, has no other feelings towards her but those of jealousy and rage.Show MoreRelated Interpretations of Slavery Essay3734 Words   |  15 PagesInterpretations of Slavery INTRODUCTION Slavery is known to have existed as early as the 18th century B.C. during the Shang Dynasty of China. Slavery was widely practiced in many other countries, including, Korea, India, Greece, Mexico and Africa. (Britannica 288-89). When most people consider slavery, however, they think of Western slavery in North America because it is well documented and it was such a horrible institution. Even though there is no one definition of slavery, the people who studyRead MoreThe Moral Dilemma And Hypocrisy Of Slavery Essay1907 Words   |  8 PagesAbraham Lincoln gave a speech in which he addressed the moral dilemma and hypocrisy of slavery. â€Å"We cannot be free if this is, by our own national choice, to be a land of slavery.† President Lincoln’s rhetoric reflects the challenge to define freedom in America; moreover, it reflects his morality and commitment to upholding personal freedom. It justifies why he does not ignore slavery, as well as why he did not see slaves as prop erty, but as a group of humans who had been abusively denied freedom, andRead MoreEnslavement Disrupted the African’s Authentic Culture Essay1593 Words   |  7 PagesAmerica as slaves. As a result, their authentic cultures were drastically changed from the way of life in their native Africa to life in the plantation society of the Americas. In this essay, I will attempt to show how the conditions of enslavement disrupted all dimensions of the African’s authentic culture. To aid in my analysis, I will be using the â€Å"Reid Culture Conflict Model† as a guide and also drawing upon the works of Olaudah Equiano, Venture Smith, Frederick Douglas, Harriet Jacobs, andRead MoreThe Plight of The African Slave Essay1558 Words   |  7 PagesIntroduction Slavery was one of the darkest periods in African American history. Africans were taken from their homes in West Africa and brought to America to work on plantations. However, slavery was not something new as it existed in Africa before Europeans partook in it, but slavery in Africa was very different from slavery in America. During their voyage through the Middle Passage many slaves perished. Those who survived were sold and subjected to the harsh life on the plantations. When

A Brief Note On The And Effective Method By Employers For...

How To Win In An Interview. Nicholas Negron A one on one interview is the most used and effective method by employers for employee selection, but how can one be effective and successful during an interview? I have heard repeatedly from my supervisors that all a person needs is 5 minutes to form their own opinion of you; with that being said, your initial presentation of yourself, visually and verbally can stop you from being successful before the actual interview begins. You have to be able to understand what the employer is looking for, and you need to present your case of why would you be an asset to the prospective employer. It all amounts to how well you can sell yourself; in the next few paragraphs, I will discuss a few steps in which you can also reference as a checklist on how to win in an interview. â€Å"If you’re on time you’re late and if you’re early you’re on time.†; I’m pretty sure most of you have heard this saying at least one time in your life, if not you might want to write that down as it may come of some use in the future. Punctuality is the key to success, if you just show up on time for an interview, or actually have the audacity to show up late, what does that say to your potential employer about yourself or your work ethic? As I stated earlier, first impressions can be everlasting, by showing up early the employer might or might not notice, but if he/she does that person might be impressed for the reason as that shows your sense of urgency and howShow MoreRelatedAn Organization Of Values Diversity1656 Words   |  7 Pagesplanning are factors such as recession, to ensure an organisation continues to run efficiently and effectively during the recession, an organisation may introduce a recruitment freeze, meaning that employers may use current employees for roles they are not necessarily experienced in, resulting in an employee feeling overloaded causing employees to seek further employment. How a company is portrayed by the media can affect talent planning, attracting candidates can become difficult due to people notRead More3rto Resourcing Talent Essay5855 Words   |  24 Pages| |CRITERIA |MET/ NOT YET MET |COMMENTS | |LO1: Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy (Activity 1) | |Explain the organisational benefits of a diverse | | | |workforce. | | Read MoreHr Policy Manual1626 Words   |  7 Pagessupervisors and employees and applies to staff across all locations where the Company carries out its work. The specific policies that follow promote the philosophy of with regard to standards of excellence; terms of employment; employee development; and employee services. It may is necessary to change these policies from time to time to reflect changes in the workforce, employment trends, economic conditions and UK and European legislation. However, any changes in policy will be consistentRead More3rto7920 Words   |  32 Pages|Assessment method |Written, Observation | |Learning outcomes: | |Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy. | |Be able to identify appropriate recruitment and selection methods. Read MoreStaffing Organizations2415 Words   |  10 Pagessignificance of a proposed set of hiring tools, and make recommendations regarding how adopting these new hiring methods might benefit stores. 2. Make suggestions to Tanglewood regarding which subset of predictors is most likely to improve the effectiveness of selection without creating an administrative burden. 3. Assess the content validity of various proposed selection techniques by determining how well they match the general requirements of the job. 4. Estimate how well theRead More3RTO CIPD Essay2710 Words   |  11 Pagesthe expansion objectives and work out a plan to source the right talent. This may require the organization to source talent from different regions of the world as well. Staff Replacement: This is most likely to happen either because an existing employee is leaving the organization or is being promoted/transferred to a new role within the organization. In both cases the intention would be to find and recruit a similar talent that can take over the vacant job role without causing much disruption toRead MoreMba Final Hr Recuitment Project10109 Words   |  41 PagesPROCESS OF RECRUITMENT SELECTION AT HCL SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF MASTERS IN BUSINESS ADMINISTRATION EXECUTIVE SUMMARY Today, in every organisation personnel planning as an activity is necessary. It is an important part of an organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the long run. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and DevelopmentRead MoreEmployment Law5000 Words   |  20 Pageslaw, the speed of change and innovation gave ever increasing legal protection to workers. Laws are critical in every society and country, they are created to ensure fairness and justice. In the instance of employment law they aim to protect both employers and employees, promoting ethical standards and protecting human rights. This of course can be said for the purpose of all legislation. There are four main sources of English Law, they are Statute (acts of parliament), Regulations (statutory), CommonRead MoreStaffing Handbook Essay examples2123 Words   |  9 Pagesdetermine what training needs we will need for that job, what compensation (skill level, job factors, work environment, responsibilities and level of education) will be needed, if any and used in the selection process (job duties, salary, minimum educational or experience requirements, interview questions, selection tests and orientation materials). We will gather job analysis data by collecting information from incumbents through the use of questionnaires, interviews and observation. The aspects thatRead MoreStructure Of Functions And Activities Of Business Operation Essay7140 Words   |  29 Pagesmaintain an efficient management team by handling too many responsibilities for daily business. At the present managing director controls academic manager, marketing manager and administration Manager. They also handle human resources management in a effective manner and conduct interviews and recruit teachers for appropriate departments. Academic Director: Qualifications; †¢ 5 years experience in college academic advising †¢ Small liberal arts college experience †¢ Master degree in counselling ,student

Human Freedom free essay sample

For example, deportation is not an act of human freedom. This means to me that only U. S. citizens have freedom. Even the U. S. conforms a certain amount of control on people. Cell phones and computers have become a tracking device to watch our every action. In another article, the definition of human freedom is said to â€Å"vary in every culture and political ideology†. It also says â€Å"they have no right to say which one these definitions are correct,† from â€Å"Freedom and the Human Being† by Fabio Fermi. I totally agree that each culture’s social freedom is very different. The U. S. has the â€Å"Declaration of Independence† to define human freedom. Further us, the human race and society, conforms how much human freedom each person deserves or earns. Social categories that may/are affected by human freedom are Employment status, wealth, marital status, education level of adults and many others. We will write a custom essay sample on Human Freedom or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Employment statuses are affected in numerous ways. Human freedom allows an employee to speak one’s mind, whether good or bad. This trait of freedom of speech may change the employee’s employment status either way. Some companies like a free spirit, and others just want you to be a robot and just work with no opinions against the companies’. The wealthy category is affected almost the same ways, individualism and opinionated responses may make or break your financial growth. Marital statuses may be affected in the way we are able to choose who we marry. Giving adults human freedom also pays a toll on their continued education. Since in this day in time college is a luxury, many adults have chosen to go straight to work to make a living and put school on the back burner. I believe human freedom has been the best and the worst all at the sometime. The weaker minded have a hard time taking advantage of making their own decisions based on their own individual thoughts and judgment. Also those that are determined to make the â€Å"right† decisions throughout life, make it hard for any person to learn from human error due to free will. In Karl Marx excerpt on evolution he says, â€Å"Concerned ultimately with human freedom, reviving the ancient concept of communism, wherein human beings could fulfill the cooperative roles within society without fear of exploitation. Believe he means we can now have no fear of losing social status for speaking our minds and doing, not what society expects, but what we need/want to do. These growths in human freedom have shocked the older generations, they are not as open to change and evolution as our generations is. In the early 1900’s woman were not expected to speak their mind on issues of any importance, that way left for the â€Å"more important Man†. Now it is considered sexist not to include at least on woman on every board of decisions. Most companies must now employ a certain percentage of women, elderly and African Americans to meet the criteria for equal rights and opportunity laws. I think women and African Americans were the two categories that have had the most noticeable change over the past hundred years. I am so proud of the growth as a human race, since I was growing up. Though human freedom exists, Society conformity has blocked some of the freedom part. Our society has become so concerned with how others see them that they are not using the freedoms that so many before us fought to have. We seem to think that freedom just exists and don’t bother ourselves with the how and why behind human freedom. If we can take more time to appreciate what our parents and grandparents fought for, I feel me would more value the freedoms we have now. Some of them are: Freedom of speech, press and sexuality. Along with us looking back to remember, the older generations need to look forwards and loose the â€Å"old school† ways. If these two improvements for the respect of human freedom are taken care of, our society would get along better within the different classes and statuses, rather than excluding individuals due to their title, as they have or many years before us. References *Berkouwerr, G. C. (1962).

Leadership and Awareness of the Issues

Question: Discuss about the Leadership Management Demonstrating Critical Awareness of the Issues Involved. Answer: Introduction Leadership is the essential part of organizations as it allows them to guide and lead other subordinates so that they can collaboratively accomplish their job responsibility to fulfill the organizational objectives. Cunha et al. (2016) in this case depicts that an effective leader understand the various approaches to leadership so that they can utilize right approach according to the raised situation. The success or the performance standard of the companies depends on the leadership capabilities of the management (Mills and McKimm 2016). There are several theories available, which help to attain understanding regarding the leadership in a business organization- contingency leadership theory, situational leadership theory, trait theory and others based on which leader not only manages their people but also attain business goals by fulfilling all the business cultures (Shao, Feng and Hu 2016). Offord et al. (2016) states that according to the trait theory, it is believed that leadersar e born and they possess the correct qualities that best suited toleadership; however, Cunha et al. (2016) argues that in contemporary condition, business aspect cannot be predicted beforehand and thus, a leader should be efficient enough to utilize their skills and competencies to guide their subordinates. The prime objective of this assessment is to emphasize on the argumentative comparison between the trait theory and contingency theories of leadership that will be supported with their application in the workplace. The scope of this assessment is to evaluate that irrespective of the fact that contingency theory provides flexibility in the leadership skills, trait theory is more important for the leader in the organization. Furthermore, the assessment also comprise of the advantages of both the contingency and trait theories by identifying which theory is better for the advancement of the organization. Moreover, critical issues faced by leaders will also be illustrated so that evidence can be represented for the conclusion drawn at the end. Roles and duties of a leader The success of the companies depends on the selection of leadership styles. The primary expectation of leadership is motivating the employees to achieve business goal through innovation and integrity (Zhang et al. 2017). At the present business world, leadership play vital role at the workplace. The leader of an organization is liable to develop appropriate strategies that can help other subordinates to achieve the business goals efficiently (Offord, Gill and Kendal 2016). At the same time, the leaders must be innovative enough, so that they can create a distinctive nature of the company, which attracts the customers towards the brand. Moreover, their role is to provide necessary training if any employees lacks their competencies and provide feedback regularly to them so that they can improve their performance. Sturm, Vera and Crossan (2016) also stated that communicate clear instructions to team members and monitor team members' participation are also two of the most essential roles of a leader in an organization. Analyzing whether the contingency theories of leadership, or trait theories of leadership are more useful for leaders in organizations The contingency theorists believe that there is no particular style of leadership; it depends on the behaviors and the capacities of the sub-ordinates in different situations (Yang and Lim 2016). Thus, the leaders must change their leadership styles as per the needs of the situations and sub-ordinates. Contingency theories include different theories related to leadership and among all the contingency theories, two theories are most important and these are Vroom-Jago Contingency and Situational theory. The Vroom-Jago Contingency guides the leaders during the decision making process. This particular theory mainly considers three decision making parameters and these are commitment, quality and time schedule. This leadership style majorly emphasizes on the autocratic, consultative and collaborative leadership style (Sturm, Vera and Crossan 2016). The autocratic leadership style helps the leader to make the decision bythemselves and consult the group members to gain more information before a decision is made. Moreover, Schaumberg and Flynn (2016) highlighted that the consultative trait in the leader help the leader to consult individuals or group to seek their opinion regarding their taken decision and also help their subordinates in taking effective decisions. The collaborative trait helps these leaders to work as a group for attaining business goals. The major advantage of this theory is the flexibility and it makes decision making process easier for the leaders. Another important c ontingency theory is the situational theory and it stated that the leadership style depends on the situation of every individual and so there is no leadership style, which can be considered as the best style. The Situational theory of leadership focuses mainly on four elements or factors and these are telling, selling, participating and delegation (Schaumberg and Flynn 2016). The situational leadership theory is very helpful for setting the right goal for a particular team. On the other side, the trait theory of leadership indicates the personality traits that make the leaders different from their sub-ordinates. At the same time, the trait theory of leadership also believes that the personality traits of the leaders are in born not earned or made (Offord, Gill and Kendal 2016). If the current business context is considered, then it can be said that these contingency or trait theories of leadership are very useful for the business organizations. Advantages of contingency and trait theories Contingency theory Advantages Rahman (2016) noted that the contingency theories help the leaders or managers understanding the specific leadership style in different situations. Following the contingency theories, the leaders can easily avoid the wrong leadership styles and decisions. This means, the contingency theories improve the analytical skills of the leaders. Neubert, Hunter and Tolentino (2016) stated that the contingency theories are very helpful for building better relationship between the management and employees. Therefore, the scope of employees-management misunderstandings gets reduced. At the same time, Jansen et al. (2016) mentioned that in the current dynamic business world, understanding the needs of the employees and maintaining better relationship between the employees and management are very important and this can be done by using the contingency theories. Neubert, Hunter and Tolentino (2016) stated that the contingency theories of leadership are more useful at todays context because it enhan ces the leadership capabilities of leaders. Trait theory Advantages Trait theory comprises of three aspects- human abilities, personal traits and motivators (Zhang et al. 2017). Image 1: Different aspects of trait theory (Source: Zhang et al. 2017) Crossan (2016) depicts that from abilities, the supervising ability, intelligence and new initiative taken by them are considered. Personal traits however reveals nature like decisiveness, maturity and self-assurance that provide ability in leader to guide their subordinates. Lastly, Cherry (2014) stated that in order to make the leadership traits effective, presence of motivators plays a crucial role like attainment of power, recognition, self-actualization and job security. As per the trait theory, these personality traits are in born gift to some individuals. Some of these exceptional personality traits are honesty, integrity, knowledge regarding the business, achievement will, motivational power, cognitive ability, self-confidence and emotional maturity (Schaumberg and Flynn 2016). According to Klotz and Neubaum (2016), in the current business context, the trait theory of leadership is very important to the business organizations. In this context, Sturm, Vera and Crossan (2016) stated that trait theory helps the higher management identifying the most suitable candidate at the time of recruiting for any higher position. On the other side, Alipour, Mohammed and Martinez (2017) noted that the Trait theory helps the higher management verifying and understanding the capability of a future leader. As this theory indicates the specific personality traits of a leader, the management can easily analyze those personality traits of the individuals before considering or recruiting them as leaders (Schaumberg and Flynn 2016). At the same time, Klotz and Neubaum (2016) mentioned that the Trait theory provides certain benchmarks, which are very useful for the company while identifying the proper leader for their organizations. Identifying which theory is better If the analysis of both of the leadership theories that are the contingency theory and trait theory are considered then it can be seen that both the theories are useful and have some flaws. However, if the comparison is made between the contingency theories and trait theory, then it can be said that contingency theories provide more flexibility to the leaders during the process of leadership (Zhang et al. 2017). On the other side, trait theory does not provide much flexibility to the leaders in leadership. In case of identifying the proper leader for the organization, the trait theory is more useful than the contingency theories. Trait theory provides the knowledge about the essential personality traits of a leader, which are not available in the contingency theories of leadership ((Magnusen and Perrewe 2016).). Following the trait theory, the management in the organization can easily understand who can lead their people in a better way (Tal and Gordon 2016). The management can easily verify the qualities of the leaders based on the trait theory. This indicates that the trait theory provides the definite list of personality traits of the leaders that can guide the managements identifying the best leader for their organizations. On the other side, in the comparison between the trait and contingency theories of leadership it can be identified that trait theory is highly concern about the outcome of the leadership style, but the contingency theories are not that much concern about the out come of the leadership style (Sturm, Vera and Crossan 2016). Contingency theories suggest changing the leadership style based on the change of the situations, but sometimes frequent changes in the leadership style can confuse the employees or team members. However, the trait theory is very specific and do not create any confusion to the employees or subordinates. In this context, Cunha et al. (2016) noted that in this ever changing business world, no specific style of leadership can be followed. Klotz and Neubaum (2016) moreover stated that as the business world is ever changing, it is very important for the business organizations to have the leaders, who have the proper qualities of leadership. These qualities can only be understood with the help of trait theories. Therefore, it can be said that in todays context, contingency theories and trait theory both are important to the business organizations. Critical issues faced by leaders Cunha et al. (2016) argued that following the contingency theories of leadership is not possible in all situations because sometimes the organizations or leaders do not have much time to understand the behavior first and then take decision. This means, in the emergency situations, the contingency theories are not helpful but on the other side, Cannatelli et al. (2016) argued that the contingency theory may create confusion in the minds of the leaders as it becomes difficult for them setting the strategies and taking different decision for different situation. Yang and Lim (2016) noted that the performance of the employees can be improved by providing them the comfort working zone. It is the duty of the leaders making the comfort zone for the employees or sub-ordinates through proper leadership. In this context, Mills and McKimm (2016) stated that in a business organization, different types of employees work together and it can be noticed sometimes that if a leader tries to satisfy the needs of the employees, some employees become highly satisfied or motivated but others are dissatisfied. In this type of situation, the contingency theories of leadership are not effective enough to handle the employees. Furthermore, Higgs and Dulewicz (2016) argued that the trait theory of leadership provides the subjective judgment at the time of identifying a leader. For example, at the time of recruitment, one member of the interview panel considers a particular candidate as honest, but at the same time, the other persons in the interview panel may think that the candidate is not honest. This means, the Trait theory may create confusions at the time of selection of a leader (Hogan and Foster 2017). At the same time, Tal and Gordon (2016) portrays that it is not completely true that the personality traits of the leaders are in-born, sometimes; the people can grow up these traits within themselves through knowledge and practices. In support of this Higgs and Dulewicz (2016) stated that honesty can be in-born trait of an individual, but knowledge about the business can be taken from the outside world and most of situations, people gain the knowledge about the business through personal experience. Therefore, it can be said that the personality traits of the leaders are in-born is partially true. Conclusion Insights Thus, it is concluded that contingency theory needs continuous development and adoption of traits with the changing situation; while trait theory help leaders to assess every situation with their intellect and leadership traits. However, in contemporary organization, leaders prefer to apply contingency theory but the trait theory can also be improvised with the application of behavioral aspects. Thus, behavioral theory should be implemented by leader in order to enhance their existing traits for better organizational outcome through employee performances. Value of other theories In this assessment it is shown that trait theory is more important than contingency theory, other form of leadership styles are there that can contribute in the betterment of the organization. Apart from the trait and contingency theory other leadership role that can enhance organizations productivity are style and behavioral theory of leadership. The style approach comprises of two general kind of style that a leader possesses- task-oriented behaviour and relationship-oriented behaviours.Facilitating goal accomplishment and help group members so that they can attain organizational objectives effectively is the major concerned of task-oriented leadership style; whereas helping subordinates to make them feel comfortable with the job roles and situation is the central propose of relationship oriented behavioral style. On the other hand, behavioral theory signifies that leadership requires a strong personality along with a well-developed positive ego. These leaders have traits like- dir ective, supportive, achievement oriented and participative behavioral aspects. Implications Thus it can be said that the trait theory also resembles to the behavioral theory as it defines the basic nature in a leader. Directive behaviour informs employees regarding the expectation of the organization and then gives specific guidance; whereas, due to supportive behaviour, leader can show concern for their subordinates and their needs. Achievement orientation in leadership resembles the provision of challenging role so that competencies of an employee can be found. Lastly, participative behaviour helps leader to take feedback from them regarding the working procedure and its effectiveness. All the traits enhance the trait theory of leadership. References Alipour, K.K., Mohammed, S. and Martinez, P.N., 2017. Incorporating temporality into implicit leadership and followership theories: Exploring inconsistencies between time-based expectations and actual behaviors.The Leadership Quarterly. Cannatelli, B., Smith, B., Giudici, A., Jones, J. and Conger, M., 2016. An Expanded Model of Distributed Leadership in Organizational Knowledge Creation.Long Range Planning. Cherry, K., 2014. Trait Theory of Personality: The Trait Approach to Personality.Reviewed,19, p.2014. Cunha, M.P.E., Fortes, A., Gomes, E., Rego, A. and Rodrigues, F., 2016. Ambidextrous leadership, paradox and contingency: evidence from Angola.The International Journal of Human Resource Management, pp.1-26. Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. InLeading with Emotional Intelligence(pp. 75-103). Springer International Publishing. Hogan, R. and Foster, J., 2017. Two further problems with Trait Theory.International Journal of Personality Psychology,3(1), pp.23-25. Jansen, J.J., Kostopoulos, K.C., Mihalache, O.R. and Papalexandris, A., 2016. A Socio?Psychological Perspective on Team Ambidexterity: The Contingency Role of Supportive Leadership Behaviours.Journal of Management Studies. Klotz, A.C. and Neubaum, D.O., 2016. Research on the dark side of personality traits in entrepreneurship: observations from an organizational behavior perspective.Entrepreneurship Theory and Practice,40(1), pp.7-17. Magnusen, M. and Perrew, P.L., 2016. The Role of Social Effectiveness in Leadership: A Critical Review and Lessons for Sport Management.Sport Management Education Journal,10(1), pp.64-77. Mills, J. and McKimm, J., 2016. Contingency theories of leadership: how might we use them in clinical practice?.British journal of hospital medicine (London, England: 2005),77(5), p.268. Neubert, M.J., Hunter, E.M. and Tolentino, R.C., 2016. A servant leader and their stakeholders: When does organizational structure enhance a leader's influence?.The Leadership Quarterly,27(6), pp.896-910. Offord, M., Gill, R. and Kendal, J., 2016. Leadership between decks: a synthesis and development of engagement and resistance theories of leadership based on evidence from practice in Royal Navy warships.Leadership Organization Development Journal,37(2), pp.289-304. Rahman, M.M., 2016. Leadership. Analysis of Trait, Behaviour, and Contingency Theories. Schaumberg, R.L. and Flynn, F., 2016. Self-reliance: A Gender Perspective on its Relationship to Communality and Leadership Evaluations.Academy of Management Journal, pp.amj-2015. Shao, Z., Feng, Y. and Hu, Q., 2016. Effectiveness of top management support in enterprise systems success: a contingency perspective of fit between leadership style and system life-cycle.European Journal of Information Systems,25(2), pp.131-153. Sturm, R.E., Vera, D. and Crossan, M., 2016. The entanglement of leader character and leader competence and its impact on performance.The Leadership Quarterly. Tal, D. and Gordon, A., 2016. Leadership of the present, current theories of multiple involvements: a bibliometric analysis.Scientometrics,107(1), pp.259-269. Yang, L.C. and Lim, V., 2016. Empirical Investigation into the Path-Goal Leadership Theory in the Central Bank Fraternity: Leadership Styles and Job Satisfaction.South East Asian Central Banks (SEACEN) Research and Training Centre Working Papers. Zhang, H., Ou, A.Y., Tsui, A.S. and Wang, H., 2017. CEO humility, narcissism and firm innovation: A paradox perspective on CEO traits.The Leadership Quarterly.