African-American Tennis Champion Althea Gibson Quotes

Althea Gibson, a sharecroppers daughter raised on welfare mostly in New York City, learned tennis through public clubs. She rose to become the first African-American to play at Forest Hills and in the Wimbledon championships, and the first African-American to win either. Althea Gibson broke the color barrier in tennis, helping make possible the later careers of other African-American tennis players including Arthur Ashe and Venus and Serena Williams. Selected Althea Gibson Quotations I hope that I have accomplished just one thing: that I have been a credit to tennis and my country.I want the public to remember me as they knew me: athletic, smart, and healthy... Remember me strong and tough and quick, fleet of foot and tenacious.I always wanted to be somebody. If I made it, its half because I was game enough to take a lot of punishment along the way and half because there were a lot of people who cared enough to help me.I dont want to be put on a pedestal. I just want to be reasonably successful and live a normal life with all the conveniences to make it so. I think Ive already got the main thing Ive always wanted, which is to be somebody, to have identity. Im Althea Gibson, the tennis champion. I hope it makes me happy.No matter what accomplishments you make, somebody helped you.In the field of sports, you are more or less accepted for what you do rather than what you are.I knew that I was an unusual, talented girl through the grace of God. I didnt need to prove that to myself. I only wanted to prove it to my opponents.In sports, you simply arent considered a real champion until you have defended your title successfully. Winning it once can be a fluke; winning it twice proves you are the best.Most of us who aspire to be tops in our fields dont really consider the amount of work required to stay tops.People thought I was ruthless, which I was. I didnt give a darn who was on the other side of the net. Id knock you down if you got in my way.I just wanted to play, play, play.I was born too soon. Quotes About Althea Gibson †¢ Alice Marble, 1950, in American Lawn Tennis magazine: The entrance of Negroes into national tennis is as inevitable as it has proven in baseball, in football, or in boxing; there is no denying so much talent. The committee at Forest Hills has the power to stifle the efforts of one Althea Gibson, who may or may not be succeeded by others of her race who have equal or superior ability. They will knock at the door as she has done. Eventually, the tennis world will rise up en masse to protest the injustices perpetrated by our policymakers. Eventually -- why not now? †¢ New York Times writer Robert Thomas, jr., 1953: The lean and muscular young woman had a dominating serve, and her long, graceful reach often stunned opponents. †¢ New York Times writer Neil Amdur, 1955: She hits the ball and plays like a man. †¢ Betty Debnaun, principal of the new Althea Gibson Early Childhood Education Academy, 1999: Its only fitting to name the school after a woman as great as Althea Gibson. She excelled in everything she did. Shes a living legend. †¢ New York Times writer Ira Berkow: She was the Jackie Robinson of tennis, being first and doing it with so much pride and dignity. But she was also not like Jackie in that she never came out aggressive. †¢ Venus Williams, 2003: I am honored to have followed in such great footsteps. Her accomplishments set the stage for my success, and through players like myself and Serena and many others to come, her legacy will live on.

Essay on An Opinion on Men Are from Mars, Women Are from...

The Need for Understanding the Differences: An Opinion on Men Are From Mars, Women Are From Venus In order to have a good communication, men and women have to understand and trust one another. In a book Men Are From Mars, Women Are From Venus John Gray shows the differences that men and women have. Also, Gray points out plenty of techniques and ideas that men and women can use to make their relationships much stronger and happier. I argue that John Grays book is very helpful, informative, and insightful because his guidance helped me to understand my girlfriends temperament and differences. Men Are From Mars, Women Are From Venus is a useful book to read and look into. The information which is provided in the book can definitely†¦show more content†¦In Chapter Three, couples will discover different ways to handle stress. Gray states, Men become increasingly focused and withdrawn while women become increasingly overwhelmed and emotionally involved (Gray 29). If men and women do not understand these differences, they will usually have problems in their relationship. Gray provides many strategies and examples which will help readers understand their partners responses to stress. Knowing the motivation about opposite sex can help couples to survive many relationships. However, people seem not to pay attention much to this part of the relationship. Gray explains the motivation pattern in Chapter Four. He states, Men are motivated and empowered when they feel needed......Women are motivated and empowered when they feel cherished (Gray 43). I strongly agree with this statement because my girlfriend and I present the same motivation patterns to each other. I noticed that Valerie usually feels loved when I show care, and respect. On the other hand, when I feel trusted and appreciated with my efforts, I become empowered and fulfilled. Grays methods totally relate to my relationship with Valerie, and his guides are definitely helping me out. 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Organisational Behaviour Assignment Free Essays

Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. We will write a custom essay sample on Organisational Behaviour Assignment or any similar topic only for you Order Now Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project. Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project. Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades. And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes. In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called ‘SPIKE’, which offers woman clothing to both business and consumer markets. Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4 Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationships Production quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style. Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects. As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods Research Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business. We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications. People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable. Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political Changes After changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic Issues In Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we m ade some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required Behaviours The required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event’, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a Ã¢â‚¬Ë œTime Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness. As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Transformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins. For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network , to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3. Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2. Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale Marketing Executive Administrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider. Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008) The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support further change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility t o win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd. We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes. Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization. Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change. So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs. Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to cha nge. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces. Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy. So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd. According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase. This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process. Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start. Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication Strategy Communicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage. In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. How to cite Organisational Behaviour Assignment, Papers Organisational Behaviour Assignment Free Essays Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. We will write a custom essay sample on Organisational Behaviour Assignment or any similar topic only for you Order Now Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project. Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project. Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades. And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes. In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called ‘SPIKE’, which offers woman clothing to both business and consumer markets. Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4 Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationships Production quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style. Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects. As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods Research Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business. We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications. People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable. Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political Changes After changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic Issues In Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we m ade some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required Behaviours The required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event’, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a Ã¢â‚¬Ë œTime Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness. As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Transformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins. For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network , to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3. Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2. Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale Marketing Executive Administrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider. Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008) The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support further change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility t o win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd. We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes. Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization. Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change. So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs. Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to cha nge. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces. Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy. So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd. According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase. This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process. Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start. Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication Strategy Communicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage. In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. How to cite Organisational Behaviour Assignment, Essay examples

Importance of Leadership in Business-Free-Samples for Students

Questions: 1. What leadership styles account for their success? 2. What leadership skills/behaviours can you identify that this individual has exhibited? 3. Describe and explain how they have communicated their vision, give examples and illustrate how successful this has been. 4. How does your own style of leadership compare or contrast with this Individual? Answers: Introduction Leaders are the one who help themselves and other people to do the right things. In a business organization they are the one who lay down direction, construct a stirring vision, and generate incredible ideas. Leadership is related with drawing out where an individual want his team to reach by dynamic, exciting, and inspiring behavior. Nevertheless, as leaders set the course, they should furthermore use management skills to direct people. In this way people will reach to a right target, in a smooth and well-organized manner (Northouse, 2015). Background The commercial aviation industry in the recent time period has attained a significant. The leading Airlines are combating to uphold profitable position and to continue focusing upon achieving additional cost reductions and superior level of operational brilliance in an age of radically increasing fuel expenses and an augmented rivalry from low-cost carriers. In order to gain success it is important for the business leaders to build competencies. To gain competitive edge Best-in-class leaders should be capable to look history of the industry and to draw ideas accordingly. The senior team should be competent enough to administer expenses during competence and multifaceted instruments The purpose of leaders is to guarantee success on a long run by nurturing relationship with the employees and the other stakeholders(Our Company, 2017). Name of the Leader His Highness Sheikh Ahmed bin Saeed Al Maktoum (Chairman and Chief Executive Emirates Airline Group) For the past 30 years His Highness Sheikh Ahmed Bin Saeed Al Maktoum is known across the world as the face of Dubais extraordinary economic development. Under his guidance the Dubai Aviation Industry has gain tremendous success. His vision has helped in formulation of economic growth, investment and fiscal strategy. Sheikh Ahmed started his career in the aviation industry in 1985. He was Designated President of the Dubai Department of Civil Aviation (DCA) to oversee the actions of Dubai International and Dubai Duty Free. Emirates Airline was launched under the leadership of Sheikh Ahmed as its Chairman. At present he is the Chairman and Chief Executive of Emirates Airline and Group. Emirates Airlines is known across the world as a foremost worldwide provider of aviation and travel services (The Emirates Group, 2017). 1.Leadership styles relation for their success As an authoritarian leader he has emphasized on the difference by distinguishing role among the leader and their followers. He has made sure to generate a distinct professional relationship with his followers. He directly supervises the work in order to maintain a victorious surroundings and disciple. As an Authoritarian leader he follows the vision of the organization well-suited with those that are being led. He has a focus on generating efficiency. Under his guidance, Dubai International has gained a global position from modest early development into the worlds fourth busiest airport. His focus is to get the task done in order to gain result. The leader focuses on the end result. His leadership is a way in which the aviation industry can make remarkable changes. As a leader he also does something over and above the directive leader, which is to ask his subordinates for opinion (Carroll, Levy and Richmond, 2008; Charlier, S.D., Stewart et al 2016). He succeeded in his vision due to distinct authoritarian qualities. His efforts have helped in leading the Dubai International Airport. The leadership style has helped in managing the brand in an appropriate way. 2.Leadership behaviors identified In the whole procedure it is evident from the research that the leader is identified as a significant change maker in the aviation industry. His efforts has helped not only in development of the aviation industry but allowed in achieving a place in the worked history. Emirates have gained position in the world due to his efforts. Dubai is worlds most preferred destination from the point of view of aviation and logistic hub. Dubai International Terminal 3 is acknowledged worldwide for the successful launch and remarkable services. Within 2 years of launch Flydubai has emerged as the second largest contributor to traffic Dubai International. He holds a number of positions in the government. His vision in the airlines industry has allowed in gaining an efficient place. His contribution towards the different sector has helped in receiving an effective place. His contribution towards the international aviation industry is remarkable adding value to the overall system. Being a visionary he has helped in making remarkable achievement in the aviation industry by adding values (Selznick, 2011). This is to contribute in order to make remarkable changes in the society. His leadership qualities are the live example of drawing out an individual wants his team to reach by dynamic, exciting, and inspiring behavior. This is helpful in making a remarkable contribution not only to the nation but also to the world. As a leader he stands not only for his rationale, he however takes accountability and motivates other persons as well. He has created a clear difference connecting individual and promoting their individual interest (Kotter, 2008). As a motivation for others Sheikh Ahmed bin Saeed Al Maktoum motivates individuals to aspire high and to reach the aim. As a leader he has set a positive example for everyone around the world in the aviation industry. Authority logically approaches to a leader who can manage the organization wholly. As a leader he has set a positive example f or the world and those who are working under his guidance. A leader should hold qualities to work with the other people (Avolio, Walumbwa and Weber, 2009). 3.Process to communicate vision for gaining success A leader has a duty to communicate his vision to the followers. It is important for them to create process through which they can articulate vision. Understanding of vision is important for the people in order to manage the organization in a positive way. There is a necessity to assist the organization in a manner so that one can gain long term sustainable growth. A vision is a picture that allows the organization in gaining growth. A leader has a responsibility to tell his followers about the growth and development off the organization. As a visionary he should tell the other members to work according to the vision as illustrated. Great business leaders can only attain long term sustainable goals through effective strategy (Van Vugt, Jepson, Hart and De Cremer, 2004). Their goal is to manage a creative process that allows them to gain an effective place in the market. Being a visionary he has helped in making remarkable achievement in the aviation industry by adding values. The cont ribution need to be positive for the organization. In the present situation Sheikh Ahmed Bin Saeed Al Maktoum has created a vision for the aviation industry in the recent time creating a valuable experience for the people around. His vision has allowed the Emirates airlines in gaining a sustainable place. Emirates have gained position in the world due to his efforts. Dubai is worlds most preferred destination from the point of view of aviation and logistics center. A leader set an example on a long run creating core activities in order to make remarkable achievement. He directly supervises the work in order to maintain a victorious surroundings and disciple. This has allowed the Aviation industry to gain a reputable position in the market (Renko, El Tarabishy, Carsrud and Brnnback, 2015). 4.Comparison of leadership As a leader, I believe in allowing the other people to participate in the decision making. It is important to involve every individual in the decision making. The employees need to be given responsibility in the decision making. It has become important in the recent time that the leader should involve the subordinates in the decision making. I believe in involving each and every individual in the organization to work with collaboration (Bolman and Deal, 2017). The subordinates need to be given a responsibility to be a part in the decision making program. As an Authoritarian leader His Highness Sheikh Ahmed bin Saeed Al Maktoum follows the vision of the organization well-suited with those that are being led. He has a focus on generating efficiency by getting work done as per the directions (Shapiro and Stefkovich, 2016). Conclusion To, Conclude, a Leader is the one who help other people to do the right things. In a business organization it is important to develop an effective leadership. This will help in gaining an effective place in the competitive business atmosphere. The report give information related to the leadership style of Sheikh Ahmed Bin Saeed Al Maktoum. He is known across the world as the face of Dubais extraordinary economic development. The report focuses on the leadership styles, behaviors and his vision to achieve success. Reference List Avolio, B.J., Walumbwa, F.O. and Weber, T.J., 2009. Leadership: Current theories, research, and future directions.Annual review of psychology,60, pp.421-449. Bolman, L.G. and Deal, T.E., 2017.Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Carroll, B., Levy, L. and Richmond, D., 2008. Leadership as practice: Challenging the competency paradigm.Leadership,4(4), pp.363-379. Charlier, S.D., Stewart, G.L., Greco, L.M. and Reeves, C.J., 2016. Emergent leadership in virtual teams: A multilevel investigation of individual communication and team dispersion antecedents.The Leadership Quarterly,27(5), pp.745-764. Kotter, J.P., 2008.Force for change: How leadership differs from management. Simon and Schuster. Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Our Company, 2017. Online. Available at: https://www.emirates.com/in/english/about/ Accessed on: 13 June 2017 Renko, M., El Tarabishy, A., Carsrud, A.L. and Brnnback, M., 2015. Understanding and measuring entrepreneurial leadership style.Journal of Small Business Management,53(1), pp.54-74. Selznick, P., 2011.Leadership in administration: A sociological interpretation. Quid Pro Books. Shapiro, J.P. and Stefkovich, J.A., 2016.Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge. The Emirates Group, 2017. His Highness Sheikh Ahmed bin Saeed Al Maktoum. Online. Available at: https://www.theemiratesgroup.com/english/our-company/leadership/hh-sheikh-ahmed-bin-saeed-al-maktoum.aspx Accessed on: 13 June 2017 Van Vugt, M., Jepson, S.F., Hart, C.M. and De Cremer, D., 2004. Autocratic leadership in social dilemmas: A threat to group stability.Journal of Experimental Social Psychology,40(1), pp.1-13.

Visceral and frightening movie Essay Example For Students

Visceral and frightening movie Essay Do you believe in destiny? that even the powers of time can be altered for one single purpose the happiest man that walks this earth is the one that finds true love! stated by the main character, Count Dracula in Francis Ford Coppolas sumptuous, visceral and frightening movie Dracula. The director portrays the message that true love is eternal, invincible, and persuasive. If love is not fulfilled in life then it is effectuated afterlife, even if one has to become the servant of darkness. This determines the ceaseless conflict between pure and evil and how virtue always prevails. Initially, love can make one do such activities that can hurt one and it is also capable of causing one to experience a long period of obscurity. For instance, Vlad the Impaler, a count and vicious warrior, leaves his home in Transylvania and goes off to fight in the Crusades. Falsely hearing of his death; his wife Elisabeta commits suicide. However, a monk tells the returning Dracula taking ones life is against Gods law and her soul is damned therefore she cannot go to heaven. In anger, Vlad renounces God Is this how you repay me? We will write a custom essay on Visceral and frightening movie specifically for you for only $16.38 $13.9/page Order now I deny you I will rise from my grave and revenge her death with all the powers of darkness her blood is now my life! This quote proves that the love for Elisabeta has made Dracula angry and he promises to take revenge from God, lacking thoughts of what he is saying even though God is the most powerful existed. Furthermore, Dracula injures the cross by stabbing it with his sword, showing hatred towards Gods force. The church happens to bleed and Dracula drinks from the fountain of blood. The blood is life and it shall be mine. This quote begins the journey of his life as Count Dracula, embracing Satan in exchange for immortality since the death of Elisabeta turns his world upside down reasoning Dracula to take an evil phase. In addition, this iniquity side of him views things very different in contrast to the majority of the world around him. For example, Jonathan Harker leaves fiance Mina and journeys to Transylvania to meet Count Dracula to complete a real estate transaction. Jonathan dines while Dracula refuses, You must excuse me, but I have already dined. And I never drink wine. At this point, Dracula clearly demonstrates that he has changed when refuses to drink wine given that he now only drinks blood. He has adjusted greatly over time due to the past events occurred in his life; that he views things completely opposite of others, as proof listen to them the children of night. What sweet music they make! For Dracula, the wolves are the children of night and they make sweet music to him where as Jonathan is irritated and feared by the wolves because he has been followed by them throughout his journey to Draculas castle. Hence, it is obvious that love can cause one to go against the norm without thinking of what he/she is doing and the consequences of that action. Additionally, if ones love is not attained, it creates a major conflict between the sinful and the pure around. For illustration, Dracula makes free-spirited Lucy a blood-sucking disciple and starts continuous battle involving the iniquitous and the humble. Dracula attacks Lucy one dark night; Lucy becomes very ill after his attack. Abraham Van Helsing is called for his medical skills to examine Lucy. After investigating Lucy carefully, Professor declares We are dealing with forces beyond all human experience, and enormous power. So guard her well. Otherwise, your precious Lucy will become a bitch of the devil! A whore of darkness! At this point, Abraham Van Helsing discovers that this is not a normal case and after further observations of Lucy he determines traces of vampirism and decides to fight this evil embodied in shape-shifting Dracula. In addition, Dracula attacks Lucy again, proving that he is thirsty for human blood and weakening Lucy more. .u5f2223d091e2129156567b0a1b46e8ce , .u5f2223d091e2129156567b0a1b46e8ce .postImageUrl , .u5f2223d091e2129156567b0a1b46e8ce .centered-text-area { min-height: 80px; position: relative; } .u5f2223d091e2129156567b0a1b46e8ce , .u5f2223d091e2129156567b0a1b46e8ce:hover , .u5f2223d091e2129156567b0a1b46e8ce:visited , .u5f2223d091e2129156567b0a1b46e8ce:active { border:0!important; } .u5f2223d091e2129156567b0a1b46e8ce .clearfix:after { content: ""; display: table; clear: both; } .u5f2223d091e2129156567b0a1b46e8ce { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5f2223d091e2129156567b0a1b46e8ce:active , .u5f2223d091e2129156567b0a1b46e8ce:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5f2223d091e2129156567b0a1b46e8ce .centered-text-area { width: 100%; position: relative ; } .u5f2223d091e2129156567b0a1b46e8ce .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5f2223d091e2129156567b0a1b46e8ce .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5f2223d091e2129156567b0a1b46e8ce .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5f2223d091e2129156567b0a1b46e8ce:hover .ctaButton { background-color: #34495E!important; } .u5f2223d091e2129156567b0a1b46e8ce .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5f2223d091e2129156567b0a1b46e8ce .u5f2223d091e2129156567b0a1b46e8ce-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5f2223d091e2129156567b0a1b46e8ce:after { content: ""; display: block; clear: both; } READ: Flowers of War Movie Review EssayIn the meantime, Van Helsing continues to study her and at one point explains, Hear me out, young man. Lucy is not a random victim, attacked by mere accident, you understand? No. she is a willing recruit, a breathless follower, a wanton follower. I dare say a devoted disciple. She is the Devils concubine! Currently, professor clarifies the way Lucy has become a victim in this combat among the vice and the pure, where Lucy is the pure and Dracula is the vice. Moreover, Professor Helsing then vows to hunt down and destroy Dracula forever. He illuminates, Mr. Morris, your bullets will not harm him. He must beheaded. I suggest that you use your big Bowie knife. This confirms Van Helsing leading the group of men on a quest to Carthax Abbey to destroy Dracula. Thus, under these conditions it is clear that the continuous struggle between evil and pure is caused by a heart broken lover. Of even greater interest, James A. Baldwin quotes Love does not begin and end the way we seem to think it does. Love is a battle, love is a war; love is a growing up. This quote is similar to that of Draculas situation; seeing that he is fighting with the rest of the world to attain his true love. Not only that, true love is always accomplished, never quits thus prevails any problems raised. For example, Dracula does not renounce the search of his love. He arranges a chance meeting with Mina and introduces himself as Prince Vlad. Ive crossed oceans of time to find you says Prince Vlad to Mina who is at once frightened by, but charmed and attracted to the handsome prince. They often meet, and Mina starts getting close to him. Its your voice perhaps so familiar. Its like a voice and a dream I can not replace it comforts me when Im alone. This quote shows the creation of feelings in Minas heart towards Dracula. Subsequently, Mina rushes to Romania to marry Jonathan and Dracula needless to say he is devastated, then understandably angry. However, Mina can not take Prince Vlad out of her mind. My strange friend is with me Mina begins to think of him constantly and still carries a little hope for Prince Vlad to approach her life once more. Her desire is fulfilled one night, when Prince enters as green mist, and Mina says, I wanted this to happen I want to be with you always. This quote explains the two lovers reuniting, and here he tells her the truth. Theres no life in this body. I am the monster breathing men want to kill I am Dracula. Mina recognizes that he has killed Lucy; she hits him in anger, and still accepts: I love you. I want to be what you are. See what you see-love what you love. At this point Mina proves that true love is always accomplished and Dracula next states Then I give you eternal Everlasting love. The power of the storm and the beast of the earth. Walk with me to be my loving wife forever. This quote illustrates his love attaining since he now is about to make Mina his wife who is ready to give up everything for her love, she proclaims in deep passion, You are my love and my life always. Additionally, Dracula wounds his chest with his finger and responds, Mina drink join me in the eternal life This quote shows these lovers are impulsive since she is married still carries on and drinks blood from his chest, while he has his arms wide open. No! I can not let this be I love you too much to condemn you. .uf376ce35e8d90dcc5e2cd913b6425f9e , .uf376ce35e8d90dcc5e2cd913b6425f9e .postImageUrl , .uf376ce35e8d90dcc5e2cd913b6425f9e .centered-text-area { min-height: 80px; position: relative; } .uf376ce35e8d90dcc5e2cd913b6425f9e , .uf376ce35e8d90dcc5e2cd913b6425f9e:hover , .uf376ce35e8d90dcc5e2cd913b6425f9e:visited , .uf376ce35e8d90dcc5e2cd913b6425f9e:active { border:0!important; } .uf376ce35e8d90dcc5e2cd913b6425f9e .clearfix:after { content: ""; display: table; clear: both; } .uf376ce35e8d90dcc5e2cd913b6425f9e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf376ce35e8d90dcc5e2cd913b6425f9e:active , .uf376ce35e8d90dcc5e2cd913b6425f9e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf376ce35e8d90dcc5e2cd913b6425f9e .centered-text-area { width: 100%; position: relative ; } .uf376ce35e8d90dcc5e2cd913b6425f9e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf376ce35e8d90dcc5e2cd913b6425f9e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf376ce35e8d90dcc5e2cd913b6425f9e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf376ce35e8d90dcc5e2cd913b6425f9e:hover .ctaButton { background-color: #34495E!important; } .uf376ce35e8d90dcc5e2cd913b6425f9e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf376ce35e8d90dcc5e2cd913b6425f9e .uf376ce35e8d90dcc5e2cd913b6425f9e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf376ce35e8d90dcc5e2cd913b6425f9e:after { content: ""; display: block; clear: both; } READ: Terminator 2 "Judgement Day" Analysis Essay This quote explains that he loves her excessively and can not allow her to be treated similar to how he has always treated by others so Dracula refuses to take Mina among him. At the same time, Mina argues take me with you please. At this point, it is clear that Mina loves him deeply so commences to drink from his chest once again. Accordingly, Draculas long lost love, Elisabeta in re-embodiment as Mina is obtained after numerous inconveniences and proves that true love does not quit under any circumstances and constantly overcomes struggles. As a consequence, passionate love is endless and influential. It is clear that love is fulfilled no matter what, even if one has to go against Gods will and enter the world of shadows. A heart broken lover can appear as evil or pure since it does anything to reach its destiny-love. Dracula is portrayed as the deadly bloodsucker and as a lonely soul determined to reunite with his lost love. The movie Dracula is a tale of humanity, love and despair. Smiley Blantons following quote relates back to this entire move, love is the immortal flow of energy that nourishes, extends and preserves. Its eternal gaol is life. It also makes one wonder if Dracula can really be considered a villain. The opening scenes portray him as a great soldier, who returns to his castle to find his true love dead, the victim of suicide, damned by God for eternity. An infuriated Dracula promises vengeance against the Lord, after which, many centuries later, he calls upon a London real estate office to close a deal on property in the city. His quest for his true love takes on a greater meaning, as he will stop at nothing to return to her. Hence, his true love prevails through its purity and innocence. So could Dracula really be considered the villain through out the whole movie?

Density Metal Lab Essays

Density Metal Lab Essays Density Metal Lab Essay Density Metal Lab Essay I. Purpose and Procedure In this experiment, groups were each given two unknown metals in which they had to find the mass, volume, and density. After finding the density of the unknown metals by dividing the mass by the volume, the groups had to exchange data and find the average densities of the two unknown metals. A table of accepted value of metals and their densities was given out to each group so they could match the average densities to the accepted values and identify what they unknown metals were. The objective of this lab was to determine the identity of unknown metals by calculating their densities, and to determine a graphical relationship between the mass and volume of a given substance. Each group was given two unknown metals, a 100 ml graduated cylinder, a balance, and a weighing boat. To find the mass, the experimenters had to weigh the empty weighing boat. After, they had to weigh the unknown metal in the boat. Then, they had to subtract the mass of the weighing boat from the mass of unknown metal to figure out Just the mass of the metal. Lead is known to be denser than other metals, and it is a dark gray metal. The data of Unknown Metal 1 matches the qualities of lead. For Unknown Metal 2, the experimenters believe that the metal is aluminum. The average density of Unknown Metal 2 from the seven groups was 2. 4 g/CM. The accepted value density of aluminum is 2. 7 g/CM. There is only around an 11 percent error. Aluminum is known to be a very light metal and the masses of Unknown Metal 2 were very light. Also, each group described Unknown Metal 2 as a light gray. That is values and the accepted values, the more accurate the groups were. Both percent errors were under 15 percent which implies that the groups were fairly accurate while conducting this experiment. There were a few sources of error during this experiment. The first error was the balance. The balances were extremely sensitive and could not register a final mass because they kept changing masses. Another source of error had to do with weighing the metals. A weighing boat was used to keep the metal from spilling while someone weighed it. Some groups may have forgotten to subtract the weighing boat mass from the mass of the metal in the weighing boat. Other than that, the experiment went well.

Journalism Assignment Example | Topics and Well Written Essays - 500 words

Journalism - Assignment Example According to U.S embassy in Bangkok â€Å"U.S. citizens are encouraged to maintain a heightened awareness when out in public; be alert for unattended packages/bags in public/crowded places and report any suspicious behavior to the nearest law enforcement personnel† (Embassy of the United States, 2012, web). However, Thailand citizens living in Bangkok have more to worry than any other persons do. The residents have taken every precaution to ensure that nothing takes them by surprise. A close interview with Thanyarat, a Bangkok resident perhaps tells the magnitude of the issue at hand â€Å"my family and I have taken the warning seriously and have done every efforts to avoid unnecessary movements. Although the government has promised to heighten security measures, I feel that it is important for us as citizens to take extreme precaution too.† Thanyarat who witnessed the Malaysia-Thailand border attack has every reason to be afraid. He claimed that his family survived miraculously from the car bomb attacks and would not want the same to happen again. Although a good number of residents are scared, some are not and have total confidence in the security measures provided by the government. Malik, a businessperson in the heart of Bangkok is has confidence in the security measures provided by the government but has changed his lifestyle. â€Å"I am scared too since I work in the primary target area. However, I have been forced to change my daily routine for safety purposes.† Thai defense minister Yuthasak Sasiprapa said that the possible targets were synagogues and the Israeli embassy. Bangkoks popular Khao San Road was also flagged as another possible target. This terror threat comes amidst the strained relationship between Iran and the U.S government over suspicious nuclear program activities. Hezbollah is claimed to be supported by Iran and Syria albeit indirectly. Thai’s deputy Prime Minister Chalerm

Respons Essay Example | Topics and Well Written Essays - 250 words

Respons - Essay Example They will still have the same health problems and mortality rate as heavy smokers (Nagourney, 2006). Another risky behavior due to technological advancement is using phones while walking on the streets. Lately, distracted driving has been getting much attention than pedestrians who walk and send messages at the same time, but it is equally dangerous. Distracted walking, which is usually caused by an electronic devices is an increasing problem that occurs when one is trying to multi task. In this mobile phone era, there is an increase in accidents caused by cell phone users (Ritchel, 2010). According to Ritchel in his New York Times article, more than a thousand pedestrians were admitted in 2010 in the emergency rooms due to accidents that occurred while they were on their mobile devices. There is growing perception among young people that single tasking is a waste of time and unproductive and this makes them use phones while walking on the streets. Cell phone conversations demands not just auditory concentration, but the individual also tries to visualize the conversation thus obscuring the surrounding environment the individual is in. Accidents that occur when one is distracted by an electronic device are usually embarrassing since they could easily be