Biography of A. Philip Randolph, Civil Rights Activist

Asa Philip Randolph was born April 15, 1889, in Crescent City, Florida, and died May 16, 1979, in New York City. He was a civil rights and labor activist, known for his role in organizing the Brotherhood of Sleeping Car Porters and for heading the March on Washington. He also influenced Presidents Franklin D. Roosevelt and Harry Truman to issue executive orders that banned discrimination and segregation in the defense industry and the armed forces, respectively. A. Philip Randolph Full Name: Asa Philip RandolphOccupation: Labor movement leader, civil rights activistBorn: April 15, 1889 in Crescent City, FloridaDied: May 16, 1979 in New York CityParents:  Rev. James William Randolph and Elizabeth Robinson RandolphEducation: Cookman InstituteSpouse: Lucille Campbell Green RandolphKey Accomplishments: Organizer of the Brotherhood of Sleeping Car Porters, chair of the March on Washington, recipient of the Presidential Medal of FreedomFamous Quote: â€Å"Freedom is never granted; it is won. Justice is never given; it is exacted.† Early Years A. Philip Randolph was born in Crescent City, Florida, but grew up in Jacksonville. His father,  the Rev. James William Randolph, was a tailor and minister in the African Methodist Episcopal Church; his mother, Elizabeth Robinson Randolph, was a seamstress. Randolph also had an older brother named James. Randolph likely inherited his activist streak from his parents, who taught him the importance of personal character, education, and standing up for oneself. He never forgot the night that his parents both armed themselves when a mob set out to lynch a man at the county jail. With a pistol beneath his coat, his father went to the jail to break up the mob. Meanwhile, Elizabeth Randolph stood watch at home with a shotgun. President of the Brotherhood A. Philip Randolph, sitting at his desk. Rex Hardy Jr. / Getty Images   This was not the only way his mother and father influenced him. Knowing that his parents valued education, Randolph excelled in school, as did his brother. They went to the Jacksonville area’s only school for black students at that time, the Cookman Institute. In 1907, he graduated as valedictorian of his class. An Activist in New York Four years after high school, Randolph moved to New York City with the hope of becoming an actor, but he gave up on his dream because his parents disapproved. Inspired by W.E.B. DuBois’ book â€Å"The Souls of Black Folk,† which explored African American identity, Randolph began to focus on sociopolitical issues. He also concentrated on his personal life, marrying a wealthy widow named Lucille Campbell Green in 1914. She was a businesswoman and a socialist, and she was able to provide financial support for her husband’s activism, including his oversight of a magazine called The Messenger. The publication had a socialist bent, and Columbia University student Chandler Owen ran it with Randolph. Both men were opposed to World War I and were monitored by the authorities for speaking out against the international conflict, which the United States became involved in during 1917. The war ended the following year, and Randolph pursued other forms of activism. Members of the Brotherhood of Sleeping Car Porters, the first successful African-American Labor Union, proudly display their banner at a 1955 ceremony celebrating the organizations 30th anniversary. Asa Philip Randolph (1889-1979), Union president, seen wearing black and white shoes, holds up Brotherhood flag.   Bettmann  /  Contributor Starting In 1925, Randolph spent a decade fighting for the unionization of the Pullman porters, the black men who worked as baggage handlers and wait staff in the sleeping cars of trains. Randolph not only knew a great deal about unions, but he also did not work for the Pullman Company, which manufactured most of the railroad cars in the US during the first half of the 1900s. Since he did not have to fear that Pullman would retaliate against him for organizing, the porters thought he’d be a suitable representative for them. In 1935, the Brotherhood of Sleeping Car Porters finally formed, a huge victory. No African American labor union had been organized before. Taking on the White House Randolph parlayed his success with the Pullman porters into advocacy work for black workers at the federal level. As World War II unfolded, President Franklin Roosevelt would not give an executive order to prohibit racial discrimination in the defense industry. This meant that African American employees in this sector could be excluded from jobs based on race or paid unfairly. So, Randolph asked African Americans to march in Washington, D.C, to protest the president’s inaction against discrimination. Tens of thousands of black people were prepared to take to the streets of the nation’s capital until the president changed his mind. This forced  Roosevelt to take action, which he did by signing an executive order on June 25, 1941. Roosevelt also established the Fair Employment Practices Commission to see his order through. Additionally, Randolph played a key role in getting President Harry Truman to sign the Selective Service Act of 1947. This legislation outlawed racial segregation in the armed forces. During this time, black men and white men served in different units, and the former often were placed in high-risk situations without the proper resources to defend themselves. Desegregating the military was the key to giving black servicemen more opportunity and safety. US President Dwight Eisenhower (1890 - 1965) meets with Civil Rights leaders at the White House to discuss desegregation, Washington DC, June 23, 1958.   Abbie Rowe / Getty Images If President Truman had not signed the act, Randolph was ready to get men of all races to take part in mass nonviolent civil disobedience. It helped that Truman was counting on the black vote to win his reelection bid and knew that alienating African Americans would put his campaign at risk. This prompted him to sign the desegregation order. During the following decade, Randolph continued his activism. The new labor organization the AFL-CIO chose him as vice president in 1955. In this capacity, he continued to advocate for black workers, striving to desegregate labor unions, which had historically excluded African Americans. And in 1960, Randolph founded an organization exclusively focused on black workers’ rights. It was called the Negro American Labor Council, and he served as its president for six years. The March on Washington Mahatma Gandhi often gets the credit for influencing the Rev. Martin Luther King Jr. and other civil rights leaders to take a nonviolent approach to activism, but A. Philip Randolph was an inspiration to civil rights activists, too. Without using violence, he’d ushered in the formation of the first major black labor union and influenced two different presidents to sign executive orders to ban racial discrimination. Knowing how effective Randolph had been, the new crop of black activists followed his example. August 1963: More than 200,000 protesters gather to demand equal rights for black Americans on Constitution Avenue in Washington, DC. Among them are Martin Luther King Jr. (1929 - 1968) (4th L), A. Philip Randolph (2nd R) as well as Roy Wilkins, Whitney Young and Rabbi Joachim Prinz.   MPI / Getty Images When they called for 1963’s March on Washington, the biggest civil rights demonstration in the history of the United States, they appointed Randolph as chair of the event. There, an estimated 250,000 people turned out to march for jobs and freedom for African Americans, and witnessed King give his I Have a Dream speech, arguably his most memorable. Later Years While 1963 was certainly a standout year for Randolph because of the March on Washington’s success, it was also a tragic one. His wife, Lucille, died that year. The couple had no children. 1964 Wahington, DC: President Johnson presents A. Philp Randolph with the presidential Medal of Freedom. Bettmann  Ã‚  /  Contributor In 1964, Randolph turned 75 years old, but he continued being singled out for his advocacy work on behalf of African Americans. That year, President Lyndon Johnson honored him with the  Presidential Medal of Freedom. And in 1968, Randolph presided over the new A. Philip Randolph Institute, which works to garner African American support of trade unions. During this time, Randolph kept his position on the AFL-CIO Executive Council, leaving the role in 1974. A. Philip Randolph died on May 16, 1979, in New York City. He was 90 years old. Sources â€Å"A. Philip Randolph.† AFL-CIO.â€Å"Hall of Honor Inductee: A. Philip Randolph.† US Department of Labor.

Theory Z - 1794 Words

Theory Z Theory Z is a name applied to three distinctly different psychological theories. One was developed by Abraham H. Maslow in his paper Theory Z and the other is Dr. William Ouchi s so-called Japanese Management style popularized during the Asian economic boom of the 1980s. The third was developed by W. J. Reddin in Managerial Effectiveness (19 Situation guides) man: * Reason motivates him. * Interdependence is man s primary mode of discourse. * Interaction is man s social unit of importance. Objective best and succinctly describes man s concept of man. McGregor s Theory Y in contrast to Theory X, which stated that workers inherently dislike and avoid work and must be driven to it, and Theory Y, which†¦show more content†¦The word Wa in Japanese can be applied to Theory Z because they both deal with promoting partnerships and group work. The word Wa means a perfect circle or harmony, which influences Japanese society to always be in teams and to come to a solution together. Promoting Theory Z and the Japanese word Wa is how the Japanese economy became so powerful. And also because the Japanese show a high level enthusiasm to work,some of the researchers claim that Z in the theory Z stands for Zeal . Ouchi wrote a book called Theory Z How American Business Can Meet the Japanese Challenge (1981), in this book; Ouchi shows how American corporations can meet the Japanese challenges with a highly effective management style that promises to transform business in the 1980’s. The secret to Japanese success, according to Ouchi, is not technology, but a special way of managing people. â€Å"This is a managing style that focuses on a strong company philosophy, a distinct corporate culture, long-range staff development, and consensus decision-making†(Ouchi, 1981). Ouchi shows that the results show lower turn-over, increased job commitment, and dramatically higher productivity. 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Existing Good or Service Business Proposal Free Essays

Existing Good or Service Business Proposal T. J. ‘s Corporation Business Plan Tresa Milton ECO 561 March 25, 2013 Dr. We will write a custom essay sample on Existing Good or Service Business Proposal or any similar topic only for you Order Now Guthlac Kirk Anyalezu T. J’s Corporation Business Plan T. J. ’s Corporation Business Plan In today society the development of technology, which are items that individual normally use being transferred into a different era. These are the items which, individual’s use every day newspapers, magazines, and now books has been supplementary to the technology world in the form of Kindle, Nook, eBook, or on CD’s. T. J. s Corporation will produce a technology which, will take a book, which the corporation can use and scan it into an eBook along with an accurate synthetic voice for individuals to listen. However, T. J. ’s Corporation will show how the revenue will increase, determine the profit-maximizing quantity, and marginal revenue to maximize profit. Also T. J. ’s Corporation will analyze mix of pricing and non-pricing. T. J. ’s Corporation will be looking for a location to work on the proposal and have the supplementary employee’s to help with transference of books to the digital format. T. J. s is currently working out of a small building and with the new proposal needs something bigger. Working in a small building puts the employees in the situation where he or she is working with little run to work. With the new location it will allow T. J. ’s Corporation to work on the new design and have the consumer’s product out faster. Assumptions and Market Structure Although other corporation have books out in eBook, the books are merely only accessible in the merchandise provided by that company. T. J. ’s Corporation merchandise consumers will have the option of reading the book quite or read along with the digital sound track. Since, T. J. ’s owns a patent on their technology their company is considered monopoly, because T. J. ’s is permitted the only business that is selling this type of merchandise (McConnell, Brue, ; Flynn, 2013). Also there is an assumption that any employee which will be working in a month is about $300 based on sales. T. J. ’s Corporation has to generate another digitizer for their workers to have so more books can be downloaded quicker. Growth of Revenues TJ’s Corporation requires an improved marketing strategy for their digitized books this approach will allow sales to increase. If T. J. ’s changes the prices of their books their revenue will also increase. T. J. ’s Corporation is using a small website and on the sight the prices are as follow: $10 for books with failed copyright (old books), and $15 for books containing an copyright (new books). T. J. ’s Corporation sold 1,000 old books and 2,000 new books in the first six months. T. J. ’s did some research, found the new books could be brought for $5 charge and CD are $20 (R. L. Copple, 2013). With this information the company can rise their new books price to $18 to add a $3 profit and lower their older books to $7. The change in price could actually help boost the sales of the books because the older books are at a lower price which could increase revenues and the increase in price on the newer books will increase the profit. In addition, if Bury were to market his books to high school and college students there could be an increase of revenue. Bury would need to add text books to the books being digitized but if students have the option of listening to someone read the books the information might be easier for them to understand. The pricing on the books would have to be increased because of the actual price of the textbook and a higher copyright fee. The addition of the books would help to increase revenue and bring more traffic to his site for the other books. Profit maximizing Will Bury would need to look at his fixed costs (those costs that do not change the output) and the variable costs (costs that do change based on the level of output). Bury’s variable costs are the five dollars for the copyrighted books that will help to expand his catalog and the costs associated with his website. This can be in the form of number of transactions or purchases and the fees associated from them. In addition, Bury will need to hire an assistant and the $40,000 that he pays will include taxes and benefits, the purchase of $14,000 in computer equipment to advance his technology, and $6,000 in advertising. This would be $60,000 a year or about $7,000 a month of fixed costs. Marginal costs and marginal revenue If there is an increase in output there will always be a raise in profit as long as marginal revenue is greater than marginal cost. There will always be a need for books to be digitized so there will always be one more unit of good to be produced and sold. There will always be new books being written and this means that there will be a constant need for books to be digitized. There will be many choices for customers especially when new books are released. Pricing and non pricing There are many types of pricing that Bury could use and needs to take a look at all to see what would fit his business. Bury could offer single or multi unit pricing, quantity discounts, and any specials or discounts that he feels he could offer during holidays. Bury could offer promotional discounts as a way to increase revenue and bring in more customers. If Bury was to look at when book fairs or sales occur he could set up a table with information and computers for customers to purchase or look at his database. With non pricing the strategy is to make the price less of a factor with customer purchase and make product difference a greater factor (McConnell, Brue, Flynn, 2009). Marketing research, new product development, and advertisement could be considered non pricing competition because Bury is trying to find ways to increase his sales. Barriers to entry Since, Bury’s business is considered a monopoly and is the only one with the technology then there should be no barriers. A barrier occurs when there are other companies that exist in the marketplace and have established patents that will make it difficult for the product being copied (McConnell, Brue, ; Flynn, 2009). Since, Bury does have a patent that means that he will out skill his competitors and with his new technology he will dominate his industry. With these barriers there could be a problem at the beginning but once the company is establish Bury wont have any problems. Product Differentiation Will Bury’s product is very different from what is out in the market because it is a digital and voice synthesized is more convenient than eBooks or books and CD’s. With his product he offers customers a more convenient way to listen and read books in one place. In addition, for those avid readers the introduction of eBooks will allow for multiple books to be housed in one location. Minimized costs Mr. Bury will need to find ways to minimize his costs so he can increase his revenues. At the present time Mr. Bury will not be able to hire a full time assistant but once he has an established revenue then he can hire a full time assistant. Another way to save money would be to have his children or wife help with digitizing the book. In addition, if Bury was willing to train and work with high school and college students he can have multiple people to work part time and can have the books digitized faster. This means that he can increase his catalog of books fast and he will be able to offer more books for his customers. Conclusion At present, Mr. Bury has many options available to him that he can implement to have a successful business. The main item that he has to consider is the price, cost, and the manufacture level for creating the digital books. Mr. Bury has done a great job of identifying the costs associated with copyrighted material and the price that he would want to sell his books. One item that he would want to consider is the fact that he could change the price of the old and new books to increase his revenue and he can look to see if could lower the price that he pays for the royalty of the book. Currently the market is small and with Mr. Bury being a monopoly with his patented technology, he can really expand his market. The one item the Mr. Bury has to watch is the economy and has to remember that he has to stay on top of the competition. References Copple, R. 2012). How do ebooks cost. Retrieved from http://graspingforthewind. com McConnell, C. R. , Brue, L. S. , ; Flynn, S. M. (2009). Economics: Principles, Problems, and Policies (18th ed. ). New York, NY: McGraw-Hill Company. New Good or service business proposal  This assignment focuses on introduction of a new product in the existent line of business and explain s the method for development of goods for generating more revenue. The concepts of elasticity of demands, market structures in addition to profit maxi maximizing techniques are also discussed which are helpful for the good and also to counter the barriers How to cite Existing Good or Service Business Proposal, Papers

Ge Imagination Breakthrough free essay sample

Can he hope to change a company whose growth was driven by acquisitions and productivity improvement into an organic growth company dependent on innovation, entrepreneurship and risk taking particularly in such a large complex performance driven corporation? Answer: 2a: Yes, Immelt is relying on ‘technological leadership, commercial excellence and global expansion’ to provide â€Å"unstoppable† opportunities and expand GE’s business base. He wanted to use GE’s size and diversity as sources of strength and to drive growth by investing in places and in ways that others could not easily follow. As a counter effect of 1st Jan 2005 deadline for emission regulations it was predicted that there would be a spike in demand for old products, leaving little market for EVO in 2005. These old models were in ready inventory and with much better discounts. 3c: Continual redefinition of the global EVO product and the failure to make hybrid commercially viable * Initially GE decided to develop EVO country specific during IB meeting but it was not viable because of low requirements. We will write a custom essay sample on Ge Imagination Breakthrough or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page * Recognizing the international constraints the EVO was also developed as a product concept ‘Global Modular Locomotive’. Design developed around set of standard components that could be building to different requirements. * GML also helped GE in reducing the response time in international tender processing, reducing the amount spent in non recurring engineering, and reducing the time between order amp; the sale. * GE was also adaptable to specific international requirements such as Kazakhstan’s condition to transfer the assembly operations to their country. This was a part of GE’s international strategy â€Å"In country, for country†.

Anti-Oxidants essays

Anti-Oxidants essays I. I have read books and seen movies where people talk of finding a fountain of youth or a potion that could have the abilities to make you live and look young forever. A. As I pick up my moms wrinkle cream from the refrigerator and grab a bowl of blueberries, I pray that I have found my own potion to keep my youth flowing. B. When I look back into my childhood, I remember the repetition of those famous words you hear any mother say: Eat your fruits and vegetables. C. Those are definitely words of wisdom because now what is contained in fruits and vegetables have been seen 3. Aid in the retarding aging of the mind and the body. II. So today I will talk about what anti-oxidants are, specifically where they can be found, and what they can possibly do for us. (Transition: Lets start out with knowing what an anti-oxidant is.) I. Anti-oxidants: as defined on www.encyclopedia.com, are natural substances that prevent or delay oxidative damage that occurs to living animal cells. A. Fight free radicals that are produced when an animals cells converts oxygen into energy. B. Other causes of free radicals are: 4. Other factors in the environment such as automobile emissions, etc. II. Two theories of what an antioxidant/oxidant imbalance can affect. 1. Free radicals cause damage to our cells and antioxidants set up a defense system and try to prevent any damage from being done. 2. But antioxidants cannot keep up with the damage that is being made. Therefore the damage builds up. 3. This build-up causes our bodys cells, tissues and organs to break down causing us to grow old. B. Oxidative stress is the process where free radicals do help the body to get rid of harmful toxins when produced in normal amounts but when produced in extreme amounts they b ...

Celebrating Presidents Day for Micigan Veterans

Celebrating Presidents Day for Micigan Veterans TWO REASONS TO CELEBRATE PRESIDENTS’ DAY FOR MICHIGAN VETERANS The third Monday of February marks Presidents’ Day. It is a federal holiday and, in Michigan, a state holiday as well.Do you know why we celebrate Presidents’ Day? We suggest that you check out this interesting article by USA Today. As the article notes, the answer to that question is actually the subject of some debate.Some people believe that we should use Presidents’ Day to honor two of our most noteworthy presidents – George Washington and Abraham Lincoln. However, others consider it to be a day to honor all of our presidents.We won’t attempt to settle that debate here.However, as a law firm that works with veterans throughout Michigan, we want to share more about these two important reasons to celebrate on February 20th:Many American presidents served in battle.Many veterans who file for disability benefits through the Department of Veterans Affairs served in military operations in Iraq, Afghanistan, Vietnam, Bosnia, Korea and other regions. Th ey should know that many of our nation’s presidents served our country in combat as well.It starts with our very first president, Washington, who served as the commander of the Continental Army in the American Revolutionary War. More recently, our 41st president, George H.W. Bush, fought in the Pacific as a U.S. Navy pilot during World War II.We should also point out that that many people who were candidates for president served in combat as well. Sen. John McCain (R-Arizona) readily comes to mind. You should read his gripping first-person account of his experience as a prisoner of war for five years in North Vietnam.As ABC News reports, to this day, McCain cannot â€Å"raise his arms high enough to comb his hair† and tries to avoid â€Å"repetitive exercise involving his arms† due to the injuries he suffered during his service.A total of 31 presidents served in the military.Out of 45 presidents, a total of 31 served in the military, as the USO notes. The Vetera ns Health Administration provides a complete list of those presidents, including the highest rank they held while in service.The majority of presidents served in the Army or as militia members. However, since the mid-20th century, the U.S. Navy or Naval Reserve produced the most veterans sworn into office.Of course, military service is not required to enter the Oval Office. However, the traits that military life instills – honor, courage and leadership – clearly prepare a person to become the leader of our country.When you celebrate Presidents’ Day as a veteran, you are actually celebrating many of your fellow veterans and honoring all that they have gone through and lost in exchange for our freedoms. The Disability Attorneys of Michigan hope you enjoy the holiday and take a break from your schedule to enjoy time with family and friends.If you need assistance with your VA disability benefits claim, please feel free to contact us to discuss your case. We focus sp ecifically in the area of disability benefits claims and consider it to be an honor to work with so many clients who served our country.

Case brief Study Example | Topics and Well Written Essays - 250 words

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Newfoundlanders Assignment Example | Topics and Well Written Essays - 250 words

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Safety Management Term Paper Example | Topics and Well Written Essays - 1250 words

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International marketing importance and role

International marketing importance and role International marketing is simply the application of marketing principles to more than one country. A great number of economists assures that international marketing is an on-going historical process, this process leads to the increasing integration of the production of goods, services, ideas, culture, communication and environmental pollution on a world-wide scale, imparting locality of populations and labor. Importance of International Marketing A firms international marketing program must generally be modified and adapted to foreign markets.   This international marketing program uses strategies to accomplish its marketing goals.  Within each foreign nation, the firm is likely to find a combination of marketing environment and target markets that are different from those of its own home country and other foreign countries.   It is important that in international marketing, product, pricing, distribution and promotional strategies be adapted accordingly.  In order for an international firm to function properly, cultural, social, economic, and legal forces within the country must be clearly understood.   The task of International marketing is more difficult and risky than expected by many firms.   One of the most controlling factors of international marketing is management.   It is very important for managers to recognize the differences as well as similarities in buyer behavior.  Many mistakes can occur if managers fail to realize that buyers differ from country to country.   It is the international differences in buyer behavior, rather than similarities, which cause problems in successful international marketing. Who is responsible? An international marketing manager is a manager responsible for facilitating the exchange of products between the organization and its customers or clients. Sometimes an international marketing manager will find difficulties in completing the exchange of products.  Many surprises in international business are undesirable human mistakes.   An international corporation must fully understand the foreign environment before pursuing business matters.  To be effective in a foreign market it is necessary to understand the local customs.   Knowing what to do in a foreign country is as important as knowing what not to do.   Failure to understand local customs can lead to serious misunderstandings between business people. Important Factors It is very important to be able to interpret the different means of communication in international marketing. It is almost impossible to attain complete knowledge and understanding of a foreign culture.   As established, culture plays an important role in the drama of international marketing.   Of all the cultural aspects, communication may be the most critical.  It is certain that communication has been involved in a number of cultural confusion.  Good communication linkages must be set between a company and its customers, suppliers, its employees, and the governments of the countries where it performs business activities. Issues with International Marketing Communications Poor communication can obviously cause various difficulties.  One source of difficulty among starting companies is that of effective communication with potential buyers.  The problem is that there are many possible communication barriers.  Sometimes messages can be translated incorrectly, regulations overlooked, and economic differences can be ignored.  Other times when the message does arrive, its ineffectiveness can cause it to be of no value. Every now and then a buyer will receive the message, but to the companies disappointment, the message was sent incorrect.  It is normal in multinational businesses to send and receive messages on a regular basis.   Many well-known people have incapacitated public speech introductions by using inaccurate titles and names.  Not all communication problems are verbal.  Some serious problems have occurred as a result of non-verbal communication.  Non-verbal communication exists in numerous forms.   Sometimes a persons appearanc e can convey a stronger message than intended. The perception of the product characteristics plays an important role in the international marketing strategy.  One must realize that the importances of a certain product traits vary from country to country.  Multinational corporations, therefore, must consider varying promotional tactics.   Adapting the product but using the same promotional mix is a strategy used when a product will not appeal to different local tastes. This international marketing channel is sequence of marketing organizations from nation to nation that directs the flow of products.   Most industrial products use shorter channels. One of the most basic levels of international marketing is licensing.   A license is a contractual agreement in which one firm permits another to produce and market its product and use its brand name in return for a royalty or other compensation.  This grant may be in the form of a direct sale of rights or be limited to a certain period of time. International licensing can be tied to joint ventures between the parent and the subsidiary. International marketers tend to concentrate on higher income countries as either personal, disposable, or discretionary.   For obvious reasons, marketers tend to concentrate on higher income countries.   Some producers have found that their products are more likely to sell in countries with low income.   As in domestic marketing, the determining factor is how well the product satisfies its target market.   International marketing encompasses all business activities that involve exchanges across national boundaries.   A firm may enter the international market for many reasons.   Whatever the reason international marketing can provide and efficient way of entering the market.   A firms marketing program must be adapted to foreign markets to account for differences in the business environment and target markets form nation to nation.   The marketing mix may require the modification of cultural, social, economic, and legal differences. Foreign marketing requires the under standing of various additional costs, which tend to increase the prices of exported goods.   The marketing program of an international company must adapt to the necessities of a foreign market. The strategies it uses to accomplish a firms marketing goal should be the main priority of the marketing program. Communication involves the skilful use of all the capacities of language organized into a system of tools, techniques and transmission devices. For example, if the idea of advertising is to create in the customers mind utility and value, this means that the marketer has to position the product in a way that makes it desirable to the customer, enabling transference of a basic need into a want. International integrated communication involves the formulation of vision that results in a strategy and implementation of an integrated communications plan in more than one country in various parts of the world, as opposed to the entire world, which would then make it global. Problems with International Marketing Communications Both the international marketing and marketing communications literature deal with this by adding some international elements to the basic process. The task that the sender has is to use socio-cultural cues and symbols familiar to the receiver and to select media that are socio-culturally and legally appropriate (if available). The increased difficulties are underscored by the idea of both the senders and the receivers realm of understanding and field of experience. Clearly factors affecting communication in the international context are such things as language for example brand names perception for example colour, values and beliefs for example veneration of the elderly or local advertising regulations for example comparative advertising. The complexity of the situation is clear to see. The difficulties of getting the message across the sender-receiver can be difficult These difficulties are exacerbated in the international setting. Marketing communications in  international markets  needs to be conducted with care, some of the factors that need to be considered in relation to  international marketing communications  (Promotion) are: The work ethic of employees and customers to be targeted by media. Levels of literacy and the availability of education for the national population. The similarity or diversity of beliefs, religion, morality and values in the target nation. The family and the roles of those within it are factors to take into account. International marketing is much more than just translating your advertising campaign.   Successful global brands communicate by understanding and adapting to local markets. One of the issues discussed in International marketing communication helps in uncovering how to reformulate products for local palates for instance HJ Heinzs wanted to market its oat based baby food in china. Research showed that the Chinese were not familiar with oats and hence it introduced methods of international marketing communications. Globalization in the sense of firms from all over the world interacting and dealing with each other is expected to be the normal state of affairs for the majority of businesses. In the industrial or business-to business sector, this pattern may be even more pronounced because advanced communications and transportation technologies have the potential for enabling the laws of comparative advantage to be realized to a very high degree. Thus, businesses that were used to dealing with other businesses from all over the country will now seek relationships from all over the world. Internet-based B2B E-commerce, has, of course, been at the vanguard of the expected revolution in the way global business will be conducted in the future and has led to uncounted predictions of a worldwide e-business revolution where virtually all industrial firms will be linked together in a gigantic electronic global network . Yet, this scenario seems a bit too simplistic. All of the hype about global B2B E-comm erce, networks, hubs, electronic auctions, etc., implies that the only thing standing in the way of electronically linked businesses on a global scale is the right technological hardware and software that, once put in place, will have global businesses operating with the precision and reliability of a Swiss watch. After all, this technocentric view suggests that the only difference between operating around the block or around the world is geographical distance. Therefore, it is just a matter of having the right satellites, telecommunications networks, and supply chains in place to solve this problem of distance. In an era of relatively instantaneous contact between organizations across the seemingly shrinking globe, why should one consider cultural distance at all? Simply because culture affects virtually all of human behavior. For example, culture has been defined as the software of the mind.Hofstedes extensive research on culture has helped conceptualize one of the most popular theories of cultural types, as evidenced by well over 1000 citations from Cultural Consequences reported in the Social Science Citation since 1980. His approach to culture initially identified four underlying value dimensions: (1) individualism vs. collectivism, (2) large vs. small power distance, (3) strong vs. weak uncertainty avoidance, and (4) masculinity vs. femininity (a fifth dimension, long- vs. short-term orientation was added later). The role of marketing communications in international marketing strategy has never been greater than in the emerging global competitive environment. A connecting fact in the literature is the understanding that the various elements of the communications and it shouldnt be isolated if they are to be utilized optimally and successfully these must be taken as part of a total concept for optimal results. Cultural issues may be even more prominent than they are for tangible goods. There are large variations in willingness to pay for quality, and often very large differences in expectations. In some countries, it may be more difficult to entice employees to embrace a firms customer service philosophy. Labor regulations in some countries make it difficult to terminate employees whose treatment of customers is substandard.  Speed of service is typically important in the U.S. and western countries but personal interaction may seem more important in other countries. A very complex and controversial issue is that of ethics. The varying norms and social values, many a time make the international business environment very intricate and perplexing. The term business ethics refers to the system of moral principles and rules of conduct applied to business. That there should be business ethics means the business should be conducted according to certain self recognized moral standards. There is, however, no unanimity of opinion regarding what constitutes business ethics. An international marketer often finds that the norms of ethics vary from country to country. What is ethically wrong or condemned in one nation may not be in another. Another issue is whether it is ethical to sell products are banned in some countries because of their harmful effects in other countries (often in developing countries). One issue is that if the government of a country permits the marketing of such a product, should a company give up the sales of the product on its own. If the harmful effects of a product outweigh the benefits, a company with sound ethics will not do business in that product even if there is no legal objection. With the increasing globalization of the business world, international segmentation becomes an ever more important concept in marketing. The globalization forces now at work push many companies to extend or reorganize their marketing strategies across borders and target international segments of consumers. Conclusion Business in the age of globalization has both facilitated and necessitated a move towards the internationalization of organizations of all sizes (Wood Robertson, 2000). However, while globalization is indisputably occurring in a variety of shapes throughout the world, there is as yet a considerable gap in the literature regarding the internationalization of businesses. Consequently, organizations engaging in international business frequently find themselves utterly unprepared for the environments they are entering and unaware of the potential risks involved in the internationalization move. This lack of preparation is already evident in the criteria applied to discriminate international markets against one another in order to select suitable countries for market entry. Often, countries for international business activity are chosen according to soft factors, i.e. factors such as proximity or personal preference, rather than hard factors such as market size, growth rate or accessibility

Communication Patterns of Children During Conflict Essays -- Communica

As we grow up, we are socialized into the proper norms to be successful in society. The socialization process starts right from birth. Babies observe and try to mimic their parents and eventually their siblings or peers. Conflict is a part of life that children need to use to develop skills on resolving disagreements; conflict is not always bad. Peer conflict, however, can lead to aggressive behavior because of significant emotional and physical harm. Many youth lack the social skills needed to handle their aggravation. Peer conflict communicates joint disagreement or aggression between peers or peer groups. Peer conflict is characterized as conflict between people of equal or similar power also known as friends. These types of conflicts occur occasionally, are unplanned, and do not involve violence or result in serious harm. The instigating party of peer conflict does not want power or attention. However, peer conflict can snowball into violence. Those engaged in violence and hostility usually have similar emotional reactions; most demonstrate some remorse and dedication when trying to resolve the problem. Conflict resolution education can do well only if children actively share in communication, that is if they speak for themselves and socialize with both adults and other children. Baraldi and Iervese’s article Dialogic Mediation in Conflict Resolution Education validates that taking into consideration children as competent social agents allows healthier understanding of conflict resolutio n education (2010). The article also establishes that coordination linking adults and children enhances the dialogic mediation in circumstances of conflict that involves children. Conflict can block the ongoing communication process. On acc... ...nteraction before conflict and conflict resolution in pre†school boys with language impairment. International Journal of Language & Communication Disorders, 41(4), 441-466. Doi:10.1080/13682820500292551 Randell, A. C., & Peterson, C. C. (2009). Affective Qualities of Sibling Disputes, Mothers' Conflict Attitudes, and Children's Theory of Mind Development. Social Development, 18(4), 857-874. Doi:10.1111/j.1467-9507.2008.00513.x Sidorowicz, K., & Hair, E. (2009, October). †¢assessing peer conflict and aggressive behaviors: a guide for out-of-school time program practitioners. Retrieved from http://www.childtrends.org/files/child_trends-2009_10_29_rb_assessingpeer.pdf Wallenfelsz, K. P., & Hample, D. (2010). The Role of Taking Conflict Personally in Imagined Interactions about Conflict. Southern Communication Journal, 75(5), 471-487. Doi:10.1080/10417940903006057

Structures of Racial and Gender Inequality

Mar's theories had mostly to do with capitalism. The dominated because they used their power to exploit workers and so on. Exploitation is the difference between what Is produced and what Is paid for. Exploitation Is limitless. Race was exploited for a profit. Wilson thought that Mar's theory explained the racial-caste system. Production, aristocracy dominated both economic and political Life_ Capitalist class benefit more. In the sass's there was a shift from paternal racial-caste system to a more class- based labor market. Jim Crow law helped keep blacks out of the privileged few.In the North they had a bunch of race riots. Race relations are mainly about split labor market theory. This theory talks about how everyone needs to compete against one another regardless of race. Exploitation was high because of putting blacks against whites. Split labor theory has three classes: capital business class, high-paid labor, and cheaper labor. Split market happens when different groups are pa id differently. Structural arrangements determine social relations. The economy Isn't the only thing that structures social relationships. Wilson states that state is always changing. World War II had a ban on discrimination.No matter why changes happened, the Tate took successive steps to address black inequality. Wilson shows two things after World War II, push-pull forces; one Is more political and economic opportunities for blacks. The other one is, sass's on, the decreases in manufacturing and Increases In government and corporate Jobs. Plus the push from urban to suburban settings. This created different opportunities for different groups of blacks, Race is a factor but class is a distinctions. Before the Civil war racial tensions revolved around economy. Wilson thought things should move from race to more about class.Chaffed was more concerned with gender inequality. She thought about things in four different levels: macro, mess, micro, and individual. Macro is for analysis o f Institutions and structures. The mess level Is for organization. The Micro part Is about face to face interactions. Lastly, the individual level about the individual concept. Chaffed looks at Mar's theory of feminist. Patriarchy and capitalism help the oppression of women. Mar's emphasis the economy as the most important site for social stability and change that Chaffed uses. Patriarchy provides men with control of production and the profit while women who are cheap to fear labor.Women do not et paid for their tasks In society as much. Man's ability to fully work Is dependent 1 OFF upon ten women's explanation. C TX tanks Tanat gender Unequally structural need of capitalism. Men use their power to keep women down they use their structural power. Workforce, macro, plays a huge part in mess and micro areas. The mess-level of gender. Canter has three factors that influence work and gender; possibility of advancement, power to achieve goals, and relative number of a specific type of p erson within the position. Canter thinks women have different career paths and most don't lead as high.Women's path constrict two ways: minimized occupations are limited and women on professional career paths high glass ceilings. Canter states that social contexts influence individuals and their attitudes and behaviors. Our social environment influences who we are and how we act. Staying and feeling powerless and limited creates negative stereotypes of gender and work, these enforce gender inequalities. When exploitation goes up, women's presence in the Job market goes down. Micro is the personal levels of coercive structures are next. Chaffed uses exchange theory to explain micro level.Exchange theory makes lines between economic and social exchange. Economics are governed by explicit agreements. Economic exchange is always known when and how something is done or will be done. Social exchange is implicit and not explicit. Gender inequalities are latent, they are hidden. People want to keep the same actions to keep society going, even if there are inequalities. Voluntarism keeps gender inequality going. There are three types of gender definitions; gender ideology, norms, and stereotypes. Intrinsically structures are parts of the inner person that are fixed and divided off from one another.Boys and girls are socialized differently. Everything is voluntary. Social learning theory is about modeling. It has four stages: attention, retention, motor reproduction, and motivation. Things are more about structural then cultural changes, if gender inequality is to happen. Chaffed divides her theory into unintentional and intentional processes. Four different ways of unintentional changes: population growth or decline, changes in sex ratio, and technological innovations and changes in the economic structure. For intentional change if focused on macro-structural, industrialization, arbitration, and the size of the middle class.

Sensory Evaluation of Sweet Potato Cookies Essays

Sensory Evaluation of Sweet Potato Cookies Essays Sensory Evaluation of Sweet Potato Cookies Essay Sensory Evaluation of Sweet Potato Cookies Essay Data in sensory evaluation were analyzed using Friedman Two-way Analysis of Variance and data on the proximate composition of the control and the most acceptable treatment were analyzed using independent t -test. Results of the study were summarized as follows The result of the sensory evaluation of sweet potato cookies in terms of appearance. Treatment 2 and treatment 3 got the highest mean of 3. 75 with corresponding mean ranks of 3. 48 and 3. 35 respectively were comparable and quantitatively described as appealing. Treatment 5 was found to be the least among treatments in terms of mean rating and rated as interdepartmentally. In terms of odor, the comparison of mean ranks further indicates that the most superior among treatments was Treatment 1 (all purpose flour), quantitatively described as very pleasant. In terms f taste, all treatments were similar, quantitatively described as tasty. In terms of texture, Treatment 1 (control) was ranked the lowest among Treatments and rated as slightly coarse and Treatment 3 ranked as highest, quantitatively described as fine. N terms of general acceptability, Treatment 5 was significantly ranked the lowest among Treatments and it was rated as like moderately. Treatment 3, was found to be the most acceptable among Treatments. In terms of proximate composition, the result of analysis in terms of protein content in control was 9. 37% and in the most acceptable treatment was. 4%; the result revealed that the control has the highest protein content. In terms of crude fat, the most acceptable treatment got the highest mean value of 21. 015 compare to control with the 16. 90, this indicate that the most acceptable treatment has crude fat significantly higher than that of control. In terms of ash, the most acceptable treatment got the highest mean value of 1. 260 compare to control with 0. 805, this indicate that the most acceptable treatment has an ash significantly higher than that of control. In terms of moisture content, the this indicates that the moisture content between the two treatments could be memorable. In terms of cost analysis , the most acceptable treatment (TO) would cost 426. 16. Conclusion The results on sensory evaluation showed that there was a significant difference in odor and taste. However, in terms of appearance and general acceptability, there was no significant difference found among the Treatments. Thus, it is concluded that the proportion of sweet potato flour that was added in every treatment affects the characteristics of sweet potato cookies but not on appearance and general acceptability. The proximate composition of sweet potato cookies in terms of crude fat, ash and gesture content was significantly higher than control and in terms of protein content; the percentage of control was higher than the most acceptable treatment. Cookies with 50% sweet potato flour and 50% all purpose flour was not that economical but it is more nutritious than a commercialese cookies because it contains high level of fiber and a low gluten cookies. Based on the analysis and results, it is recommended that to conduct crude fiber analysis to determined the fiber content and to developed new products using sweet potato flour like muffins, Jams and as a food thickeners for soups.

Wilson Surname Meaning

Wilson Surname Meaning Wilson is a patronymic surname meaning son of Will, a popular name during medieval times. The given name Will may have derived from any of several names containing the Germanic element wil, meaning desire. The most common was as a short form of William. Wilson is the fifth most common surname in Australia, the eighth most common surname in England, and the tenth most common surname in the United States. Surname Origin:  English, ScottishAlternate Surname Spellings:  WILLSON, WILSONE, WILLS, WILLESON, WULSON Fun Facts About the Wilson Surname Wilson Sporting Goods, known well for its golf and tennis equipment, began life as the Ashland Manufacturing Company in Chicago in 1913, was later renamed the Thomas E. Wilson Company in 1916 for its president, Thomas E. Wilson Co. In 1931 the company became the Wilson Sporting Goods Company. Famous People with the Surname Wilson Woodrow Wilson - Twenty-eighth president of the United StatesBertha Wilson - first woman Justice of the Supreme Court of Canada ...Thomas E. Wilson - Wilson Sporting Goods was named for himAugust Wilson - American playwright Genealogy Resources for the Surname WILSON 100 Most Common U.S. Surnames Their Meanings: Smith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census?Common Australian Surnames: Wilson is the 5th most common surname in Australia.Wilson Surname DNA Project: Join other Wilson males in sorting out the various Wilson ancestral lines around the world through Y Chromosome DNA testing.How to Research English Ancestors: Trace your British roots back to England and beyond with the steps outlined in this English genealogy guide. Learn how to locate your ancestors county and/or parish in England, plus how to access vital records, census records and parish records.Wilson Family Crest - Its Not What You Think: Contrary to what you may hear, there is no such thing as a Wilson family crest or coat of arms for the Wilson surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line d escendants of the person to whom the coat of arms was originally granted. FamilySearch - WILSON Genealogy: Explore over 15 million historical records and lineage-linked family trees posted for the Wilson surname and its variations on the free FamilySearch website, hosted by the Church of Jesus Christ of Latter-day Saints.WILSON Surname Family Mailing Lists: RootsWeb hosts a free mailing lists for researchers of the Wilson surname.DistantCousin.com - WILSON Genealogy Family History: Explore free databases and genealogy links for the last name WILSON.The Wilson Genealogy and Family Tree Page: Browse genealogy records and links to genealogical and historical records for individuals with the popular last name Hunt from the website of Genealogy Today. References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

Ominivore's Dilemma Book Essay Example | Topics and Well Written Essays - 500 words

Ominivore's Dilemma Book - Essay Example im that it is actually the combination of obesity and myriad other health problems which accompany obesity like hypertension, fatigue, and decreased physical activity, which lead to the development of full blown cardiovascular complications. In response to the alarming rate by which morbid and moderate obesity is seen increasing in surgery patients, research was carried out recently by Park et al. (2011) to assess the impact of obesity on specific perioperative outcomes like myocardial infarctions and long-term outcomes like renal dysfunction. The theme of this research is that though obesity plays a major role in independently raising risk factor for diseases like coronary artery disease (CAD), secondary hypertension, and diabetes mellitus, still it should not be thought of as an independent risk factor for adverse perioperative and long-term clinical results following surgeries like aneurysm repair. Many conventional thinking based articles and talkshow hosts blame obesity to be independently related to not just some specific diseases but almost all major clinical complications. Though this leads people to adopt precautionary measures against obesity, but such an action comes at cost of development of a great confusio n in society. People have a right to know that obesity does not play the role of an independent risk factor for every disease every time. Diaz et al. (2009) also claim that morbid obesity never turns up as an independent risk factor for mortality in seriously ill trauma patients. The research conducted by Diaz et al. (2009) on trauma patients was to assess all the risk factors which posed highest risk for death. Among all such risk factors, obesity got out ruled for independently being capable enough to cause death in trauma patients. Whether obesity be seen as a primary cause of a disease or simply as an aggravating factor, fact is that even cardiovascular diseases develop due to certain excess morbidity associated with obesity like lack of

Women politics and rights Essay Example | Topics and Well Written Essays - 2000 words

Women politics and rights - Essay Example Female education refers to the complex set of debates and issues that are related to the education of women across the world at all levels starting from primary to tertiary education. Female education touches on issues of gender equity and equality, access to proper education and how this is connected to the alleviation of poverty that women tend to experience (Chng, 2002). Female education also involves the issues of single-sex education and that of religious education.Most feminist movements have over time promoted the importance of all the issues that are linked to female education making the topic to be wide and making the issues to be narrowly defined by the scholars (Collins, 2009). Female education may include issues like AIDS education that equips the ladies with first-hand information on how to prevent them from being infected and affected by the deadly HIV infection. Although, in some areas, women have made it in education more than their male counterparts, like for instanc e, in the US in 2005/2006, a total percentage of 62 of women obtained associate degrees, 58 percent attained bachelor's degrees, 60 percent masters and 50 percent got their doctorate degrees. Again, the education of women with disabilities has also improved with time (Mettler, 2000). There have been calls to improve the level of education of the girl child because it has demonstrated an ability to have clear effects on the economy and the general health of young women and it improves the prospects of the women’s’ community.

The Current State of the Caribbean Is Better Explained Through Essay

The Current State of the Caribbean Is Better Explained Through Reference to Contemporary Rather Then Past Global Relations - Essay Example This report stresses that the very conspicuous feminist changes within the Caribbean would be noted in the visibility of Caribbean women in different occupational positions which were once reserved only for European people and the challenges to a transforming relationship between gender and global capitalism are also highlighted This paper makes a conclusion that globalization and its impact on the Caribbean thus seem to depend on several factors such as improved education that can highlight the particularities and specialties of the Caribbean region and bring out the features that would attract the world. Tourism would be a major reason for which businesses and industries would be willing to invest in the Caribbean and the region remains as an attractive tourist destination, making it a full blown participant in the global economy and the process of globalization. The importance of equal gender relations and the significance of comparative education have been discussed considering that women’s position in society and especially within the Caribbean society in this context could be very important in bringing out the changes in global relations. Caribbean society is changing with the changes of global economy and women’s relations may actually define how the Caribbean society projects itself to the world. The importance of education also should not be undermined as only a modern form of education within the Caribbean would help it to relate to a globalized changing and interlinked society.

Capital Budgeting Worksheet Essay Example for Free

Capital Budgeting Worksheet Essay Read the scenarios below and select one to review and analyze. Determine the proposal’s appropriateness and economic viability. For all scenarios, assume spending occurs on the first day of each year and benefits or savings occurs on the last day. Assume the discount rate or weighted average cost of capital is 10%. Ignore taxes and depreciation. Proposal A: New Factory A company wants to build a new factory for increased capacity. Using the net present value (NPV) method of capital budgeting, determine the proposal’s appropriateness and economic viability with the following information: †¢Building a new factory will increase capacity by 30%. †¢The current capacity is $10 million of sales with a 5% profit margin. †¢The factory costs $10 million to build. †¢The new capacity will meet the company’s needs for 10 years. †¢The factory is worth $14 million over 10 years. Proposal B: New Equipment A company wants to buy a labor-saving piece of equipment. Using the NPV method of capital budgeting, determine the proposal’s appropriateness and economic viability with the following information: †¢Labor content is 12% of sales, which are annually $10 million. †¢The new equipment will save 20% of labor annually. †¢The new equipment will last 5 years. †¢The new equipment will cost $200,000. Proposal C: New Advertising Program A company wants to invest in a new advertising program. Using the NPV method  of capital budgeting, determine the proposal’s appropriateness and economic viability with the following information: †¢The new program will increase current sales, $10 million, by 20%. †¢The new program will have a profit margin is 5% of sales. †¢The new program will have a 3-year effect. †¢The new program will cost the company $200,000 in the first year.

Identity Regulation as a Form of Organizational Control

Identity Regulation as a Form of Organizational Control Introduction I have decided to opted â€Å"Identity regulation in organisations is a form of control that needs to be acknowledged in order to encourage the emancipation of workers†. But before starting my assignment i would like to go through that what Organization is and what’s the real truth behind Organizational Behaviour. Organizations are inescapable features of modern social experience for all human beings. From the remotest village high in the Himalayan foothills to life in a lager metropolis, organizations impact on all aspect of human experience. Now we come to that what organizational behaviour actually is:- Organizational behaviour provides one of the mainstream approaches to the study of management and organizations. Its main sphere of interest is anything relevant to the design, management and effectiveness of an organization, together with the dynamic and interactive relationships that exist within them. Hawthorne studies This theory was directed by Elton Mayo during the late 1920s and early 1930s. These studies first highlighted the complexity of human behaviour in an organizational setting. This on turn led to recognition of the importance of the social context within which work occurred and of the ways in which groups become a significant influence on individual behaviour. Ref: organizational behaviour and management john martin third edition The Meaning of Organizational Behaviour Organizational behaviour is one of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organizations it is also one of the most central, its concern with invidual and group patterns of behaviour makes it an essential element in dealing with the complex behaviour issues thrown up in the modern business world. Ref: (Financial times Mastering management series) First we are going to start with the Management as an integrating activity;- Management as an integrating activity Management is the cornerstone of organizational effectiveness, and is concerned with arrangement for the carrying out of organizational processes and the execution of work. According to Drucker, it is the management that enables the organization to contribute a needed result to society, the economy and the invidual. Ref:-management and organizational behaviour 5th edition â€Å"The fact is that management ultimately depend on an understanding of human nature.I suggets it goes much further than that. In the first place, good management depends upon the acceptance of certain basic values. It cannot be achieved without honesty and integrity, or without consideration for the interests of others. Secondly, it is the understanding of human foibles that we all share, such as jealousy, envy, status, prejudice, perception, temperament, motivation and talent which provides the greatest challenge to managers. Ref: HRH The Duke of Edinburgh, Institute of Management Patron. The psychological contract One significant aspects of the relationship between the invidual and the organization is the concept of the psychological contract. This is not a written document, but implies a series of mutual expectations and satisfaction of needs arising from the people-organization relationship. It involves a process of giving and receiving by the invidual and by the organization. The psychological contract covers a range of expectations of rights and privileges, duties and obligations, which donot form part of a formal agreement but still have an important influence on people behaviour. Invidual`s Expectations Provide safe and hygienic working conditions Make every reasonable effort to provide job security Attempt to provide challenging and satisfying jobs and reduce alienating aspects of work. Adopt equitable personnel policies and procedures. Treat member staff with respect. These expectations are notwithstanding any statutory requirement placed upon the organization. Instead they relate more to the idea of social responsibilities of management. The organization will also have implicit expectations of its member, for example:- To accept the ideology of the organization To work diligently in pursuit of organizational objectives Not to abuse goodwill shown by the management To uphold the image of the organization To show loyalty. The organization side of the psychological contract places emphasis on expectations, requirement and constraints which often differ from, and may be in conflict with ,an Invidual`s expectations. Ref:-Laurie j Mullins management and behaviour The case study below shows the true picture of the psychological contract and it s nature:- Case study: Disgruntled mice turn on fat cats Rhetoric about employee being vital corporate assets is sounding increasingly hollow writes John Plender. After years of downsizing, delaying and re-engineering, a punch-drunk British workforce hardly looks ready for a return to confrontational industrial relation. Yet the strike at British Airways, complete with management pressure and inter-union rivalry, raises question. Is this the first sign of a shift in power back to the workers as labour market condition tightens? And have managers become complacement in their attitudes to the workforce? The British Airways saga admittedly looks more of a throwback than a forward indicator. Most occupants of British boardrooms would vehemently reject charges of complacency or macho management. Yet there is evidence that business leaders are failing to carry employee with them as they continue to restructure. The standard rhetoric about `empowered` employee being vital corporate assets rings increasingly hollow. Consider recent data from International Survey Research (ISR), a leading consultant whose employee opinion survey covers 450 companies in 18 countries. Some finding in its survey, such as the free –fall in feelings of employment security throughout Europe, are predictable enough. Nor is it surprising that stakeholders-type economics like Switzerland, Norway and the Netherlands tend to have the the most contented workforces. The UK`S ignominious position- second only to Hungary at the bottom of the league for employee satisfaction- will no doubt be dismissed as British workers enjoying a moan. And the fact that UK management is judged less favourably by employee than managers are rated elsewhere will prompt a similar response. Yet when ISR`s work is looked at over a period of years, it is easily brushed aside. Take the progressive year-on-year collapse in the morale of the UK workforce since 1990. The trend is odd because it defies the logic of the economic cycle. Recovery has brought deterioration, not improvement. Also odd is the workforce’s view of management, at the depths of the recession earlier in the decade, UK employee, though generally dissatisfied, were still taking quite a favourable view of the managers compared with the rest of the Europe. Today, despite a marked increased in the rate of UK earning growth, disillusionment appears total. The clue with the ISR survey published at the end of 1995.This revealed that workers attitudes had suffered `the most prepitate decline` of any European country over the previous 10 years. Motivation and commitment to the company were lower than in the strife-torn days of the mid-1970s. The timing is significant because this was the first survey after the notorious British Gas Annual General Meeting at which the investment institute sanctioned a much increased pay-package for Mr.Cedric Brown-this when profits were substantially below their five years earlier, customer service was deteriorating and employee were being shed in larger numbers. The message is clear enough. Far from being a little local difficulty in the privatised utilities, the `fat cat` pay saga had a much wider demoralising impact which is still being felt. It does not follow that British workers are about to the picket lines en masse. As long as insecurity is endemic, and the main legislative reforms of the past 18 years remain intact, the union will not resume their former mantle. Nor does the government of Mr Tony Blair, a personal friend of BA chief Executive , Mr Bob Ayling, appear keen to take an active role in the dispute at BA. There is also a wide spread view that employee satisfactions a key performance indicator. Yet survey feels dimishing loyalty. In effect a contract which views the employee as assets and a cost has an innate tension. If it operate operates against the back ground of ever widening pay differentials between shop floor and board, or runs into the BA style of management, it may become untenable. There is a growing recognition among economist that trust is a valuable commodity. At national level- as in the stakeholder’s economics metioned earlier- it can enhance growth. When it exists between the various stakeholders in a business it reduces transaction costs and enhances competitive advantage. If British business wants to achieve the highest standards of quality in internationally tradable products and services on a sustainable basis, it badly needs to absorb this lesson. Source-Financial times, 12 July 1997. Critically Analysing the meaning of Work, Motivation and Commitment Work organizations can be understood not only as environments in which people produce work, but also â€Å"places where work produces people†. Hence, any discussion of what people want or need out of work (particularly paid employment) cannot be isolated from the context of that work environment. The experience of working in a particular organization can itself produce wants and needs in the worker. Unfortunately, the personality and the motivation theories described everywhere are based on much simpler models of human behaviour. These tend to view the person as possessing a certain set of psychological characteristics which are brought into work each day. The idea that these change through interaction with others in the organization is rarely touched on. Another aspect of the two-pronged approach to the analysis of Invidual`s behaviour by organizational psychological is a tendency to restrict the subject matter to more less quantifiable elements of behaviour and to those aspects of behaviour which are predictable and controllable from a managerial point of view. Ref: J martin Corbett Baritz,1960 and Hollway , 1991 and indeed, Thompson and McHugh (1990) argue that â€Å"the true paradigm of the organizational psychologist is that of ensuring `effective resource use`: supplying advice, recourses and training which are aimed at assisting organization in efficiency managing the conflict and resistance which is a predictable consequence of hierarchically organised production.† Ref: Baritz, L (1960) Servants of power, Middletown: Wesleyan University Press Hollway, W (1991) Work Psychology and Organizational Behaviour, London: sage Thompson, P. and McHugh, D. (1990) Work organizations: A Critical Introduction. London: Macmillan Employee Commitment: on becoming a torturer What kind of person becomes a torturer? For many people it would seem obvious that only psychopaths and cranks would wish to pursue such a career. Yet, torture is currently practised by one government in three and these governments experience little or difficulty in recruting torturers. Are there really sufficient numbers of sadist ready, able and willing to take on such a job, or are there other factors which contribute to the creation of a torturer? There is no hard evidence that torturers are psychopaths or sadist. On the contrary, there is evidence that such people are usually screened out during the selection and recruitment process. Thus, to some extent at least, torturers are selected and recruited from ordinary people: â€Å"A deranged person who receives gratification primilary from feeling of power or from personally inflicting pain on other is usually too unreliable to be counted on by authorities to follow orders†. Ref: J. Martin Corbett Based on the studies of torturers employed by the State during 1967-74 military dictatorship of Greece, the psychologist Haritos-Fatoutos argues that three situational factor foster the creation of a torturer, namely: training, incremental participation and socialisation, and economic and symbolic reward. Training The first phase of training involves group bonding and isolation from the outside world. In case of the torture, this is achieved by placing recruits in remote training camps and putting them through numerous initiation rites. Haritos- Fatoutos describe how the use of euphemism by the trainers helped Greek recruits reinterpret their behaviour. For example, â€Å"tea party† referred to a â€Å"beating with fists and â€Å"tea party with toast† described a â€Å"beating with heavy wooden clubs†. The use of such euphemistic language is , of course, common practice in organizations to put a gloss on unpleasant reality- from the Nazi Party’s â€Å"Final Solution† , through the CIA’s `executive action`, to the `downsizing ` and ` rationalisation` of contemporary business organizations. Training also requires the recruit to develop a world view that divides people into torturable and non-torturable. Through a programme of seminars the recruits comes to believe that the act of tortures is a defence of â€Å"good â€Å"values against the â€Å"bad† values. Recruits are trained to be loyal not only to the state but to the organization, which is semi-secret and will protect them. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. Incremental Socialisation Such a moral shift, or disengagement, is made easier by the gradual introduction of the recruits to the brutal act of torture. A typical process of incremental socialisation and desensitisation goes through the following chronological sequences: Recruits act as guards while other carry out torture. Recruits carry food to the prisoners in there cells Recruits fully participate fully in torture. Hence the recruits are pulled inexorably into the torturing process. Having gone through the first two steps in the socialisation process recruits find it very difficult to protest about the use of full torture as there have been corrupted by tacit acceptance of earlier (less extreme) examples of torture. Rewards Once fully socialised, obedient torturers benefit in both symbolic and economic ways. Training fosters in-group bias. The finding of numerous social psychological studies suggested that participation in strenuous initiation rites makes group membership more desirable. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. There are some more aspects which really effect of employee performance. Inter-group relations Individual’s allegiances to, and identification with, various social groups can have an important influences on their attitudes and behaviour. The notion of employee commitment can over-generalise the nature of such allegiances and hence overlook the fact that you can be committed to your work, to your collegues, to your department, to your occupation or to the company you work for. But these commitments will vary and will often conflict with each other. There are many groups within even the smallest of organizations. It is not only the varying degrees of commitment each group commands amongst its members that can have a significant impact on organizational functioning. The relations between these groups and the relative power each commands can be more curial in shaping organizational behaviour. Hence, a psychological analysis alone is insufficient to understand fully the complexities of inter-group relations. Organizational design and design The variety of ways in which organizational are structured and managed and how they change over time, provides the basis of much organizational behaviour research. Also it is the domain of almost all so-called â€Å"Management Gurus†. For instance, Salaman (1983) observes that â€Å"organizations are structure of control†. Given that organizational structures include management and worker organization, control and reward systems, and job design, they clearly involve political issues, as well as decisions and strategic choices. Despite this, much of the conventional organizational behaviour literature on organizational structure and design concentrates, somewhat uncritically, on information flows, work structure, job design and cultures as entities designed and controlled by a management elite. Ref:-Salaman, G (1983) Class and the Corporation. London: Fontana. Technology and organization Scarborough and Corbett (1992) describes technology and organization as â€Å"far from containing or controlling the technology process, the formal boundaries and managerial hierarchies of organization may themselves restructure by it†. Similarly, sole resources to a unilateral deskilling process (at a societal level), in which technology developed under capitalism inevitably leads to the deskilling and control of labour, does little to convey the uncertainties and interaction of the technology process, nor account for the key role played by Invidual`s and groups: Indeed, on occasion the transformational power of technological knowledge may escape the intentions of the powerful and undermines, and not simply reproduce, existing social and economic structures. To better understand technology and organization I think its good to go through this case study. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Case study: New technology and the Skolt Lapplanders Introduced in the early 1960s, the snowmobile was adopted by the Skolt Lapp people to replace reindeer sleds as a means of transportation. This technology brought easier access to trading posts, more sophisticated health care and a more varied diet and recreation. Yet, within a few years the introduction of this technology had made a profound impact on the Skolt Lapp community. The Skolt Lapp community, like many traditional communities, was organised around a patriarchal power structure, so that the old man held all the positions of status and authority. However, unlike the younger members of the community, these man lacked the muscular strength and dexterity to ride and maintain the heavy snowmobiles. Given that the new technology symbolised progress and the promise of economic prosperity to many Lapps, this result in a decline in the status of the elders relative to the younger, stronger men. Of even greater significance, and as the snowmobiles replaced the reindeer sled as the dominant means of transportation, this status shift was accompanied by the decline in the importance of the `elders` knowledge and wisdom concerning the care and use of reindeer herds. Such a shift was encouraged all the more by the rapid drops in calf births that resulted from the effects of the frightening noise of the snowmobiles` engines on pregnant reindeers. Indeed, within 3 years, a majority of the domesticated reindeers herd had returned to the wild. The impact of this should not be under-estimated as for generations; the reindeers had been of great symbolic and cultural significance of the Skolt Lapps. Most important of all, the Skolt Lapplanders quickly found themselves dependent on outside suppliers of imported petroleum and spare parts for the snowmobiles. Also, many of the physically ill Lapps became psychologically (and sometimes physically) dependent on the constant supply of non-introduction of the snowmobiles. Thus, an apparently neutral technology brought about significant (and largely irreversible) cultural changes to a community. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Egan, G. (1993) Quarantine. London: Legend Books Organizational Culture Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication, as when we say that someone is very â€Å"Cultured†. It has been used by anthropologists to refer to the customs and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organizational researchers and managers to indicate the climate and practices that organizations develop around their handling of people or to refer to the espoused values and credo of an organization. A deeper understanding of cultural issues in groups and organizations is necessary to decipher what goes on in them but, even more important, to identify what may be the priority issues for leaders and leadership. Organizational cultures are created in part by leaders, and one of the most decisive functions of leadership is the creation, the management, and sometimes evens the destruction of culture. Ref:-Edgar H. Schein (1997) Organizational Culture and Leadership. John Wiley sons, Inc. A cross- cultural comparison of work values Numerous motivation theorist outline the importance of certain characteristics of work and the work environment in promoting job satisfication. But to what extend do the motivation theories of Maslow, Herzbed, Mc Clelland, Hackman and Oldham, etc. reflect what motivates a particular, possibly unique, sample of the working population, namely the average â€Å"American employee†. Can we really generalise such theories to the global working population? Mainstream organisational behaviour textbooks certainly imply as much. But if we cannot generalise from the US experience there are obvious implications for the human resources management policies of multi- national corporations and for international post-merger management. Ref: Maslow, A. (1971) The further reaches of human Nature. New York: Viking Press. Herzbed, P.G. (1976) Non- hierarchical organization vol-2. Harmondsworth: Penguin. In 1989, Don Elizur and colleagues was to collect data by questionnaire from samples of managers and employee from a variety of countries. The average sample size was 285. The author owns UK sample comprised 148 respondents. The age range and gender mix of the samples were similar. The questionnaire was designed to represent the major perspectives outlined by basic theories of motivation. 24 items were selected and respondents were asked to indicate for each item the extent to which it is important. (using response categories ranging from â€Å"very unimportant† to â€Å"very important†). The items included the following. Job interest, to do work which is interesting to you. Achievements in work. Advancement, opportunities for promotion Self-esteem, that you are valued as a person Use of ability and knowledge in your work Job security, permanent job Autonomy, independence in work. Supervisor, a fair and considerate boss. Pay, the amount of money you receive Co-workers, fellow workers who are pleasant and agreeable. This selection of items is listed in tables. They also indicate the survey results from the US, the UK, Germany, the Netherlands, Taiwan, Korea, Hungary and China. The major similarities and difference between these work population samples can be more clearly comprehended by considering the rank order of the item based on the managerial distributions as represented in table. So we see, for example, that interesting work was considered to be the most important work values by respondents from the US, Germany, and the Netherlands. Yet the same items were considered to be much less important from the point of the Hungarian and Chinese respondents. Also, interesting cross-cultural disparities are in evidence for the last three items; good boss, good pay and friendly co-workers. Table: Rank ordering of work values for a sample of eight countries USA UK Germany Netherland Taiwan Korea Hungary China Interesting work 1 2 1 1 2 3 6 5 Achievements 2 6 7 2 1 1 2 1 Advancements 3 7 10 5 4 7 10 6 Self-esteem 4 5 9 9 3 9 7 3 Use abilities 5 4 6 6 8 4 5 2 Autonomy 6 9 5 4 7 10 9 4 Job security 7 8 4 8 5 2 8 10 Good boss 8 10 3 7 6 6 1 7 Good pay 9 3 8 10 10 8 4 9 Co-workers 10 1 2 3 9 5 3 8 Ref:- Elizur , D.,Borg, I., Hunt, R. and Beck, I. K. (1989) The structure of work values: A cross-cultural comparasion.`journal of Organizational Behaviour, 12,21-30 Conclusion It is a truism to claim that people are an organisational resource -indeed, for some organisations, they are the key resource, without which the organisation would be unable to deliver any meaningful product or service to its customers. Like any resource, however, people may be used wastefully: they may be employed at well below their potential, performing tasks which do not stretch their capabilities and which are ultimately alienating in their psychological impact on the employees involved. Alternatively, people may be managed and led in ways which inspire them to be highly motivated and to demonstrate long-term commitment to both their roles and the organisation which employs them. When this is achieved, the performance of its people becomes a major differentiator for the organisation and a source of long-term competitive strength. Identity Regulation as a Form of Organizational Control Identity Regulation as a Form of Organizational Control Introduction I have decided to opted â€Å"Identity regulation in organisations is a form of control that needs to be acknowledged in order to encourage the emancipation of workers†. But before starting my assignment i would like to go through that what Organization is and what’s the real truth behind Organizational Behaviour. Organizations are inescapable features of modern social experience for all human beings. From the remotest village high in the Himalayan foothills to life in a lager metropolis, organizations impact on all aspect of human experience. Now we come to that what organizational behaviour actually is:- Organizational behaviour provides one of the mainstream approaches to the study of management and organizations. Its main sphere of interest is anything relevant to the design, management and effectiveness of an organization, together with the dynamic and interactive relationships that exist within them. Hawthorne studies This theory was directed by Elton Mayo during the late 1920s and early 1930s. These studies first highlighted the complexity of human behaviour in an organizational setting. This on turn led to recognition of the importance of the social context within which work occurred and of the ways in which groups become a significant influence on individual behaviour. Ref: organizational behaviour and management john martin third edition The Meaning of Organizational Behaviour Organizational behaviour is one of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organizations it is also one of the most central, its concern with invidual and group patterns of behaviour makes it an essential element in dealing with the complex behaviour issues thrown up in the modern business world. Ref: (Financial times Mastering management series) First we are going to start with the Management as an integrating activity;- Management as an integrating activity Management is the cornerstone of organizational effectiveness, and is concerned with arrangement for the carrying out of organizational processes and the execution of work. According to Drucker, it is the management that enables the organization to contribute a needed result to society, the economy and the invidual. Ref:-management and organizational behaviour 5th edition â€Å"The fact is that management ultimately depend on an understanding of human nature.I suggets it goes much further than that. In the first place, good management depends upon the acceptance of certain basic values. It cannot be achieved without honesty and integrity, or without consideration for the interests of others. Secondly, it is the understanding of human foibles that we all share, such as jealousy, envy, status, prejudice, perception, temperament, motivation and talent which provides the greatest challenge to managers. Ref: HRH The Duke of Edinburgh, Institute of Management Patron. The psychological contract One significant aspects of the relationship between the invidual and the organization is the concept of the psychological contract. This is not a written document, but implies a series of mutual expectations and satisfaction of needs arising from the people-organization relationship. It involves a process of giving and receiving by the invidual and by the organization. The psychological contract covers a range of expectations of rights and privileges, duties and obligations, which donot form part of a formal agreement but still have an important influence on people behaviour. Invidual`s Expectations Provide safe and hygienic working conditions Make every reasonable effort to provide job security Attempt to provide challenging and satisfying jobs and reduce alienating aspects of work. Adopt equitable personnel policies and procedures. Treat member staff with respect. These expectations are notwithstanding any statutory requirement placed upon the organization. Instead they relate more to the idea of social responsibilities of management. The organization will also have implicit expectations of its member, for example:- To accept the ideology of the organization To work diligently in pursuit of organizational objectives Not to abuse goodwill shown by the management To uphold the image of the organization To show loyalty. The organization side of the psychological contract places emphasis on expectations, requirement and constraints which often differ from, and may be in conflict with ,an Invidual`s expectations. Ref:-Laurie j Mullins management and behaviour The case study below shows the true picture of the psychological contract and it s nature:- Case study: Disgruntled mice turn on fat cats Rhetoric about employee being vital corporate assets is sounding increasingly hollow writes John Plender. After years of downsizing, delaying and re-engineering, a punch-drunk British workforce hardly looks ready for a return to confrontational industrial relation. Yet the strike at British Airways, complete with management pressure and inter-union rivalry, raises question. Is this the first sign of a shift in power back to the workers as labour market condition tightens? And have managers become complacement in their attitudes to the workforce? The British Airways saga admittedly looks more of a throwback than a forward indicator. Most occupants of British boardrooms would vehemently reject charges of complacency or macho management. Yet there is evidence that business leaders are failing to carry employee with them as they continue to restructure. The standard rhetoric about `empowered` employee being vital corporate assets rings increasingly hollow. Consider recent data from International Survey Research (ISR), a leading consultant whose employee opinion survey covers 450 companies in 18 countries. Some finding in its survey, such as the free –fall in feelings of employment security throughout Europe, are predictable enough. Nor is it surprising that stakeholders-type economics like Switzerland, Norway and the Netherlands tend to have the the most contented workforces. The UK`S ignominious position- second only to Hungary at the bottom of the league for employee satisfaction- will no doubt be dismissed as British workers enjoying a moan. And the fact that UK management is judged less favourably by employee than managers are rated elsewhere will prompt a similar response. Yet when ISR`s work is looked at over a period of years, it is easily brushed aside. Take the progressive year-on-year collapse in the morale of the UK workforce since 1990. The trend is odd because it defies the logic of the economic cycle. Recovery has brought deterioration, not improvement. Also odd is the workforce’s view of management, at the depths of the recession earlier in the decade, UK employee, though generally dissatisfied, were still taking quite a favourable view of the managers compared with the rest of the Europe. Today, despite a marked increased in the rate of UK earning growth, disillusionment appears total. The clue with the ISR survey published at the end of 1995.This revealed that workers attitudes had suffered `the most prepitate decline` of any European country over the previous 10 years. Motivation and commitment to the company were lower than in the strife-torn days of the mid-1970s. The timing is significant because this was the first survey after the notorious British Gas Annual General Meeting at which the investment institute sanctioned a much increased pay-package for Mr.Cedric Brown-this when profits were substantially below their five years earlier, customer service was deteriorating and employee were being shed in larger numbers. The message is clear enough. Far from being a little local difficulty in the privatised utilities, the `fat cat` pay saga had a much wider demoralising impact which is still being felt. It does not follow that British workers are about to the picket lines en masse. As long as insecurity is endemic, and the main legislative reforms of the past 18 years remain intact, the union will not resume their former mantle. Nor does the government of Mr Tony Blair, a personal friend of BA chief Executive , Mr Bob Ayling, appear keen to take an active role in the dispute at BA. There is also a wide spread view that employee satisfactions a key performance indicator. Yet survey feels dimishing loyalty. In effect a contract which views the employee as assets and a cost has an innate tension. If it operate operates against the back ground of ever widening pay differentials between shop floor and board, or runs into the BA style of management, it may become untenable. There is a growing recognition among economist that trust is a valuable commodity. At national level- as in the stakeholder’s economics metioned earlier- it can enhance growth. When it exists between the various stakeholders in a business it reduces transaction costs and enhances competitive advantage. If British business wants to achieve the highest standards of quality in internationally tradable products and services on a sustainable basis, it badly needs to absorb this lesson. Source-Financial times, 12 July 1997. Critically Analysing the meaning of Work, Motivation and Commitment Work organizations can be understood not only as environments in which people produce work, but also â€Å"places where work produces people†. Hence, any discussion of what people want or need out of work (particularly paid employment) cannot be isolated from the context of that work environment. The experience of working in a particular organization can itself produce wants and needs in the worker. Unfortunately, the personality and the motivation theories described everywhere are based on much simpler models of human behaviour. These tend to view the person as possessing a certain set of psychological characteristics which are brought into work each day. The idea that these change through interaction with others in the organization is rarely touched on. Another aspect of the two-pronged approach to the analysis of Invidual`s behaviour by organizational psychological is a tendency to restrict the subject matter to more less quantifiable elements of behaviour and to those aspects of behaviour which are predictable and controllable from a managerial point of view. Ref: J martin Corbett Baritz,1960 and Hollway , 1991 and indeed, Thompson and McHugh (1990) argue that â€Å"the true paradigm of the organizational psychologist is that of ensuring `effective resource use`: supplying advice, recourses and training which are aimed at assisting organization in efficiency managing the conflict and resistance which is a predictable consequence of hierarchically organised production.† Ref: Baritz, L (1960) Servants of power, Middletown: Wesleyan University Press Hollway, W (1991) Work Psychology and Organizational Behaviour, London: sage Thompson, P. and McHugh, D. (1990) Work organizations: A Critical Introduction. London: Macmillan Employee Commitment: on becoming a torturer What kind of person becomes a torturer? For many people it would seem obvious that only psychopaths and cranks would wish to pursue such a career. Yet, torture is currently practised by one government in three and these governments experience little or difficulty in recruting torturers. Are there really sufficient numbers of sadist ready, able and willing to take on such a job, or are there other factors which contribute to the creation of a torturer? There is no hard evidence that torturers are psychopaths or sadist. On the contrary, there is evidence that such people are usually screened out during the selection and recruitment process. Thus, to some extent at least, torturers are selected and recruited from ordinary people: â€Å"A deranged person who receives gratification primilary from feeling of power or from personally inflicting pain on other is usually too unreliable to be counted on by authorities to follow orders†. Ref: J. Martin Corbett Based on the studies of torturers employed by the State during 1967-74 military dictatorship of Greece, the psychologist Haritos-Fatoutos argues that three situational factor foster the creation of a torturer, namely: training, incremental participation and socialisation, and economic and symbolic reward. Training The first phase of training involves group bonding and isolation from the outside world. In case of the torture, this is achieved by placing recruits in remote training camps and putting them through numerous initiation rites. Haritos- Fatoutos describe how the use of euphemism by the trainers helped Greek recruits reinterpret their behaviour. For example, â€Å"tea party† referred to a â€Å"beating with fists and â€Å"tea party with toast† described a â€Å"beating with heavy wooden clubs†. The use of such euphemistic language is , of course, common practice in organizations to put a gloss on unpleasant reality- from the Nazi Party’s â€Å"Final Solution† , through the CIA’s `executive action`, to the `downsizing ` and ` rationalisation` of contemporary business organizations. Training also requires the recruit to develop a world view that divides people into torturable and non-torturable. Through a programme of seminars the recruits comes to believe that the act of tortures is a defence of â€Å"good â€Å"values against the â€Å"bad† values. Recruits are trained to be loyal not only to the state but to the organization, which is semi-secret and will protect them. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. Incremental Socialisation Such a moral shift, or disengagement, is made easier by the gradual introduction of the recruits to the brutal act of torture. A typical process of incremental socialisation and desensitisation goes through the following chronological sequences: Recruits act as guards while other carry out torture. Recruits carry food to the prisoners in there cells Recruits fully participate fully in torture. Hence the recruits are pulled inexorably into the torturing process. Having gone through the first two steps in the socialisation process recruits find it very difficult to protest about the use of full torture as there have been corrupted by tacit acceptance of earlier (less extreme) examples of torture. Rewards Once fully socialised, obedient torturers benefit in both symbolic and economic ways. Training fosters in-group bias. The finding of numerous social psychological studies suggested that participation in strenuous initiation rites makes group membership more desirable. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. There are some more aspects which really effect of employee performance. Inter-group relations Individual’s allegiances to, and identification with, various social groups can have an important influences on their attitudes and behaviour. The notion of employee commitment can over-generalise the nature of such allegiances and hence overlook the fact that you can be committed to your work, to your collegues, to your department, to your occupation or to the company you work for. But these commitments will vary and will often conflict with each other. There are many groups within even the smallest of organizations. It is not only the varying degrees of commitment each group commands amongst its members that can have a significant impact on organizational functioning. The relations between these groups and the relative power each commands can be more curial in shaping organizational behaviour. Hence, a psychological analysis alone is insufficient to understand fully the complexities of inter-group relations. Organizational design and design The variety of ways in which organizational are structured and managed and how they change over time, provides the basis of much organizational behaviour research. Also it is the domain of almost all so-called â€Å"Management Gurus†. For instance, Salaman (1983) observes that â€Å"organizations are structure of control†. Given that organizational structures include management and worker organization, control and reward systems, and job design, they clearly involve political issues, as well as decisions and strategic choices. Despite this, much of the conventional organizational behaviour literature on organizational structure and design concentrates, somewhat uncritically, on information flows, work structure, job design and cultures as entities designed and controlled by a management elite. Ref:-Salaman, G (1983) Class and the Corporation. London: Fontana. Technology and organization Scarborough and Corbett (1992) describes technology and organization as â€Å"far from containing or controlling the technology process, the formal boundaries and managerial hierarchies of organization may themselves restructure by it†. Similarly, sole resources to a unilateral deskilling process (at a societal level), in which technology developed under capitalism inevitably leads to the deskilling and control of labour, does little to convey the uncertainties and interaction of the technology process, nor account for the key role played by Invidual`s and groups: Indeed, on occasion the transformational power of technological knowledge may escape the intentions of the powerful and undermines, and not simply reproduce, existing social and economic structures. To better understand technology and organization I think its good to go through this case study. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Case study: New technology and the Skolt Lapplanders Introduced in the early 1960s, the snowmobile was adopted by the Skolt Lapp people to replace reindeer sleds as a means of transportation. This technology brought easier access to trading posts, more sophisticated health care and a more varied diet and recreation. Yet, within a few years the introduction of this technology had made a profound impact on the Skolt Lapp community. The Skolt Lapp community, like many traditional communities, was organised around a patriarchal power structure, so that the old man held all the positions of status and authority. However, unlike the younger members of the community, these man lacked the muscular strength and dexterity to ride and maintain the heavy snowmobiles. Given that the new technology symbolised progress and the promise of economic prosperity to many Lapps, this result in a decline in the status of the elders relative to the younger, stronger men. Of even greater significance, and as the snowmobiles replaced the reindeer sled as the dominant means of transportation, this status shift was accompanied by the decline in the importance of the `elders` knowledge and wisdom concerning the care and use of reindeer herds. Such a shift was encouraged all the more by the rapid drops in calf births that resulted from the effects of the frightening noise of the snowmobiles` engines on pregnant reindeers. Indeed, within 3 years, a majority of the domesticated reindeers herd had returned to the wild. The impact of this should not be under-estimated as for generations; the reindeers had been of great symbolic and cultural significance of the Skolt Lapps. Most important of all, the Skolt Lapplanders quickly found themselves dependent on outside suppliers of imported petroleum and spare parts for the snowmobiles. Also, many of the physically ill Lapps became psychologically (and sometimes physically) dependent on the constant supply of non-introduction of the snowmobiles. Thus, an apparently neutral technology brought about significant (and largely irreversible) cultural changes to a community. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Egan, G. (1993) Quarantine. London: Legend Books Organizational Culture Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication, as when we say that someone is very â€Å"Cultured†. It has been used by anthropologists to refer to the customs and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organizational researchers and managers to indicate the climate and practices that organizations develop around their handling of people or to refer to the espoused values and credo of an organization. A deeper understanding of cultural issues in groups and organizations is necessary to decipher what goes on in them but, even more important, to identify what may be the priority issues for leaders and leadership. Organizational cultures are created in part by leaders, and one of the most decisive functions of leadership is the creation, the management, and sometimes evens the destruction of culture. Ref:-Edgar H. Schein (1997) Organizational Culture and Leadership. John Wiley sons, Inc. A cross- cultural comparison of work values Numerous motivation theorist outline the importance of certain characteristics of work and the work environment in promoting job satisfication. But to what extend do the motivation theories of Maslow, Herzbed, Mc Clelland, Hackman and Oldham, etc. reflect what motivates a particular, possibly unique, sample of the working population, namely the average â€Å"American employee†. Can we really generalise such theories to the global working population? Mainstream organisational behaviour textbooks certainly imply as much. But if we cannot generalise from the US experience there are obvious implications for the human resources management policies of multi- national corporations and for international post-merger management. Ref: Maslow, A. (1971) The further reaches of human Nature. New York: Viking Press. Herzbed, P.G. (1976) Non- hierarchical organization vol-2. Harmondsworth: Penguin. In 1989, Don Elizur and colleagues was to collect data by questionnaire from samples of managers and employee from a variety of countries. The average sample size was 285. The author owns UK sample comprised 148 respondents. The age range and gender mix of the samples were similar. The questionnaire was designed to represent the major perspectives outlined by basic theories of motivation. 24 items were selected and respondents were asked to indicate for each item the extent to which it is important. (using response categories ranging from â€Å"very unimportant† to â€Å"very important†). The items included the following. Job interest, to do work which is interesting to you. Achievements in work. Advancement, opportunities for promotion Self-esteem, that you are valued as a person Use of ability and knowledge in your work Job security, permanent job Autonomy, independence in work. Supervisor, a fair and considerate boss. Pay, the amount of money you receive Co-workers, fellow workers who are pleasant and agreeable. This selection of items is listed in tables. They also indicate the survey results from the US, the UK, Germany, the Netherlands, Taiwan, Korea, Hungary and China. The major similarities and difference between these work population samples can be more clearly comprehended by considering the rank order of the item based on the managerial distributions as represented in table. So we see, for example, that interesting work was considered to be the most important work values by respondents from the US, Germany, and the Netherlands. Yet the same items were considered to be much less important from the point of the Hungarian and Chinese respondents. Also, interesting cross-cultural disparities are in evidence for the last three items; good boss, good pay and friendly co-workers. Table: Rank ordering of work values for a sample of eight countries USA UK Germany Netherland Taiwan Korea Hungary China Interesting work 1 2 1 1 2 3 6 5 Achievements 2 6 7 2 1 1 2 1 Advancements 3 7 10 5 4 7 10 6 Self-esteem 4 5 9 9 3 9 7 3 Use abilities 5 4 6 6 8 4 5 2 Autonomy 6 9 5 4 7 10 9 4 Job security 7 8 4 8 5 2 8 10 Good boss 8 10 3 7 6 6 1 7 Good pay 9 3 8 10 10 8 4 9 Co-workers 10 1 2 3 9 5 3 8 Ref:- Elizur , D.,Borg, I., Hunt, R. and Beck, I. K. (1989) The structure of work values: A cross-cultural comparasion.`journal of Organizational Behaviour, 12,21-30 Conclusion It is a truism to claim that people are an organisational resource -indeed, for some organisations, they are the key resource, without which the organisation would be unable to deliver any meaningful product or service to its customers. Like any resource, however, people may be used wastefully: they may be employed at well below their potential, performing tasks which do not stretch their capabilities and which are ultimately alienating in their psychological impact on the employees involved. Alternatively, people may be managed and led in ways which inspire them to be highly motivated and to demonstrate long-term commitment to both their roles and the organisation which employs them. When this is achieved, the performance of its people becomes a major differentiator for the organisation and a source of long-term competitive strength.