Friendship Essay: A Heartbreaking Friendship -- Personal Experiene, Pe

Friendship is a single soul dwelling in two bodies. - Aristotle Even now as I write this paper my heart is full of sorrowed and pity. Due to the unpleasantness of this situation, I still have not recovered from the experience. I must start this story by first saying, I am not a, fan of making best friends. However, I have this friend who is like a sister to me, we do everything together. Our moms know one another, thus they make sure we attend the same school since we were kids until college. Something happened in our last year together at community college, which turned our friendship into enemies. As the first child of my parents I was brought up in a very strict environment. I was punished for all my mistakes, I never had the opportunity to party, go to the club just like the other kids. My parents are Christians and so they always stress on good discipline and the importance of education as the key to success. B ecause of all the values and morals implanted in me by my parents, I never got into problems with anyone including my friends and teachers. Like I said earlier, my childhood friend Cynthia was more than a sister to me, we were approximately like twins from the same parents. We agree on everything except for this one incident which I find it so difficult to understand and cannot get it out of my memory. Cynthia was brought up by a single parent (mom), thus things weren’t as smooth and easy-going as compared to me and the other girls. Even though as a friend I tried as much as I can to help her, nothing is enough for her. Also, because of the absence of the fatherly figure in her life, she lacks morals, ethics and values. In a nutshell Cynthia was a com... ... was really hurt and in some way blamed myself for her death. I learned a valuable lesson from this experience because I felt like I lost my good friend because of my selfishness and also because I failed to respect her wishes. Maybe if I have listened to her and not tell her mom that she has HIV she would not have worried to the point of getting in an accident or that she would still be alive. How do I come to terms that my best friend died because of me? I have lost a good friend and I wish that I could rewind the clock and mend the broken fence between me and Cynthia before she died? This experience has caused me to be more opened minded, respectful and receptive to other people’s perspectives and opinions? I hope this would not happen to me again but if it does I promise to put aside my selfishness and my morals and make my friend happy by keeping her secret.

Business and Internet

What is the internet? The Internet is a worldwide collection of computer networks, cooperating with each other to exchange data using a common software standard. Through telephone wires and satellite links, Internet users can share information in a variety of forms. How does it work?Internet allows users to: connect easily through ordinary personal computers and local phone numbers, exchange electronic mail (E-mail) with friends and colleagues with accounts on the Internet, post information for others to access, and update it frequently, access multimedia information that includes sound, photographic images and even video, and access diverse perspectives from around the world. How does it provide business value? People search the Internet with some questions or concern in mind. That is the importance behind all the keywords being placed on your website through traditional Search Engine Optimization.However, once the person has found one of your pages on the search engine, what unique value does your website offer to prospective clients / customers? Websites allow for easy access anytime to your companies information. Explain how the domain name and IP addressing system work. If you've ever used the Internet, it's a good bet that you've used the domain even without realizing it. DNS is a protocol within the set of standards for how computers exchange data on the Internet and on many private networks. Its basic job is to turn a user-friendly domain name that computers use to identify each other on the network.It's like your computer's GPS for the Internet. Computers and other network devices on the Internet use an IP address to route your request to the site you're trying to reach. This is similar to dialing a phone number to connect to the person you're trying to call. List and describe the principal internet services. Internet services consist of communication, news, weather conditions, shopping and entertainment. You can do faxing, calling, surfing, browsing a nd marketing in internet and even crimes, etc. List and describe alternative ways of locating information on the web.Search engines- The search engines are the first place everyone heads to and they have become household names. Subject Directories If you have a specific piece of information you are looking for and it fits neatly into a particular category this is a good place to start. These sites include libraries, academic institutions, research facilities and usually include the ‘best of the best' as well as peer-reviewed publications for business and academics. Directories have even been created by both Google and Yahoo. Social NetworkingSocial Networking is the latest craze on the Internet and includes online communities of people who share certain interests, activities, etc. While many of them are just about connecting to other people, some can be used to glean new information from the web. Services such as StumbleUpon will give you recommendations on websites that might be of interest to you based on a set of interests and keywords. Other services like LinkedIn focus on connecting people in business but also give you a resource where you can ask for the opinions of others or to be pointed in the right direction. Social BookmarkingSocial Bookmarking sites like Reddit, Delicious and Digg all allow users to bookmark or share links of interest. They all contain categories and notifications so you needn't go searching, the information can even be brought to you to save time. All three have ways for users to increase (and possibly decrease) the popularity or relevant importance of some links that are dropped into the services. Not all links bookmarked at these sites will be useful but many could be interesting, informative or something you might use later. The peer-review means that others find the links useful and help them float to the top so to be more easily found.

Motivational Leadership Essay

Effective leadership has a tremendous impact on the success of an organization. Darling & Heller (2011) infers that â€Å"with regard to individuals in leadership roles, their thoughts and feelings, fundamentally based on attitudes, thereby also control the levels of organizational success and every other aspect of an organizational leader’s arena of endeavor† (p. 9). Achieving optimal organizational performance is very much so dependent on the effectiveness of that organization’s leaders. Five topics interrelated to leadership effectiveness will be addressed in this paper. (1) Feedback works for leadership and tell why you think it could be beneficial. (2) Present an overview of the Contingency Theory of Leadership effectiveness to include Situational Leadership II. (3) Share some ways that you as a leader could lead your company in being socially responsible and creating an ethical organization. (4) Provide a brief analysis of empowerment; be certain to include the relationship between delegation and empowerment. (5) Discuss how leaders can foster teamwork within a group. All of these topics and/or concepts are essential aspects to achieving high levels of quality, roductivity and satisfaction within an organization. The concept of 360-degree Feedback is to formally evaluate an organization’s leaders through feedback from individuals that work closely with those leaders (e. g. subordinates, colleagues, direct supervisors, other superiors, suppliers and/or customers). According to Dubrin (2010), 360-degree Feedback is also referred to as multisource or multirater feedback, and is systematically derived from a full sampling of parties who directly interact with the leader (p. 110). One particular method for organizations to easure leadership effectiveness through the 360-degree Feedback concept is to set up a system utilizing the internet or the organization’s intranet. That system should be based on the attributes that organization deems to be the most significant and valuable. The 360-degree Feedback is of great benefit to leaders in providing them insight into the effectiveness of their behaviors and styles. The feedback mainly serves for developmental purposes (behaviors, attitudes, and styles), and not for the purposes of evaluating the leader’s performances. The 360-degree Feedback not only benefits the ndividual leaders, but it also is a vital component to the organization, as a whole. Organizations benefit from 360-degree feedback instrument in the following ways: (a) individual performance improvement, (b) impact on business goals, and (c) impact on organizational culture (Rehbine-Zentis, 2007, p. 160). The Contingency Theory of Leadership is the assumption that a leader’s ability to lead is contingently based on various situational factors, internally and externally. The following are various factors that could greatly influence a leader’s effectiveness within heir organization: the capabilities of the workforce, the culture within the organization, and the competiveness of market. Leaders who are have been highly effective within one organization, may not deliver that same effectiveness within a different organization. An important perspective on implementing contingency leadership is that the leader must be flexible enough to avoid adhering to old ideas that no longer fit the current circumstances or situation (Dubrin, 2010, p. 133). I can definitely see the validity of the theory in reference to my own experiences in previous leadership positions. It is absolutely about he ability to successfully and effectively adapt to different organizational environments. Like the Contingency Theory of Leadership, the Situational Leadership II style is a contingency leadership approach that is solely based on the theory that there is no one particular best style of leadership that fits all situations. This leadership style focuses mainly on the capabilities or behaviors of individuals and/or groups that one leads. Blanchard (1997) asserts, â€Å"Situational Leadership II advocates that the best leaders provide the amount and kind of direction and support which best fits the developmental evel of the employee† (p. 38). As a leader, I can encourage my organization to focus on ethical business practices and social responsibility, beyond profit pursuit, based upon our strategic organizational goals, mission and vision statements. I would initially ensure that the organization’s environment was a positive, engaging culture conducive to intellectual development. Individuals within an organization invest about one-third of their time at work, a pleasant work environment increases the chances that their life will be enriched (Dubrin, 2010, p. 181). There would be a significance placed on competing fairly and onestly, not causing harm to others (internally/externally), and communicating truthfully. I would ensure that my organization is offering goods and services that are valuable and essential to consumers. We would be consistent in providing quality employment to individuals which would benefit them in providing for their families, in the forms of, paying them salaries/wages, offering quality health insurance and/or child care services, matching retirement plan contributions, etc. We would also benefit society in maintaining ethical practices in our financial obligations through paying taxes which elps fund education, support government, build highways, as well as provide funds to enhance our local, state and national public safety/defense systems. According to Forsyth (1997), â€Å"genuine changes to business practices have to be made in order to protect the environment† (p. 272). I would ensure that, as an organization, we were utilizing the most up-to-date technology and economic solutions to reduce or alleviate any environmental issues that we faced. My organization would take every possible precaution to not generate unnecessary waste and pollution through the improper onsumption of resources, as well as from the possible emission of toxic air pollutants caused by our manufacturing processes. The concept of empowerment involves a power transfer from higher levels of employees to lower levels of employees within an organization (Khalid & Sarwar, 2011). Leaders that utilize positive empowering practices with their employees are more likely to increase their organization’s productivity. When employees are given the opportunity to share in the responsibilities of their leaders and/or managers, they feel more powerful and valued. Empowerment is also advantageous to an organization, in respect to owering labor costs through the sharing of those managerial responsibilities with its lower-level employees. According to Dubrin (2010), leaders can promote empowerment within their organization through fostering initiatives and employee responsibility, linking work activities to the organization’s strategic goals, providing ample information to their employees, and by allowing group member or individual employees to choose their preferred method for meeting a goal (p. 205-206). One contributing factor to empowerment is the act of delegation which is more of a formal ssignment of tasks and responsibilities. Delegation, as well as, empowerment can be a very motivational tool which offers individuals the benefit of skill development. The bottom line is that both concepts represent the core principle of accountability. Teamwork is vital to an organization’s success. Being that teams consist of individuals with different backgrounds, beliefs, ideas and points of view, it is imperative that we always be respectful and embrace the rewards that diversity brings within the team. As leaders, we can foster teamwork within a group through providing team embers with clear descriptions of the team’s goals, mission and tasks, commanding performance commitment and excellence, providing direction and feedback, alleviating micromanagement practices, forming virtual teams utilizing e-leadership, and encouraging power sharing which ensures that each team member is being heard, taken seriously and treated respectfully (Dubrin, 2010). More importantly, encouraging teamwork and utilizing teams are essential in increasing an organization’s productivity and achieving cohesiveness throughout the organization. A leader’s ability to build ffective teams committed to organizational goals tops the list of priorities in todays dynamic business landscape (â€Å"Work at fostering teamwork on the job,† 2011). Teams can produce higher-quality solutions, as well as foster creativity and positive energy. Effective teams are capable of being more adept at solving difficult, complex problems than that of the organization’s â€Å"top-performing† individuals. Creating teams can also cause an increase in commitment, lower stress levels, diminish internal-competiveness, and promote flexibility in responding to the organization’s needs, in relation to, â€Å"business† changing.

Stereotyping Essays

Stereotyping Essays Stereotyping Essay Stereotyping Essay Stereotyping has always been viewed as a form of prejudice that interferes with the harmonious relationships of people.   But, there are some groups that view stereotyping as advantageous. During a diversity management session, a manager suggests that stereotypes are a necessary part of working with others. â€Å"I have to make assumptions about what`s in the other person`s head, and stereotypes help me to that,† she explains. â€Å"It`s better to reply on stereotypes than to enter a working relationship with someone from another culture without any idea of what they believe in!† This statement of the manager has some merits, as well as problems. Based on current research, what does stereotyping bring into the work environment? Does stereotyping lead to more advantages than disadvantages? If stereotyping results to negative consequences, how can these be minimized or managed?What is stereotyping?The most definitive definition of stereotyping mu st be assembled from various sources so that any biases in definitions must be removed. In doing so, three important aspects about stereotyping have been discovered. First, stereotyping is based on either initial or early judgment.   Second, stereotyping has basis. This means that physical, social, historical, economic, cultural, geographical, and emotional events create stereotypes. For example, the 9-11 terrorist attacks placed almost all people from the Middle East a member of the Al Qaeda (Wharhaftig 1991).. And lastly, the third aspect of stereotyping has many forms. That is, there can be stereotypes based on gender, age, socio-economic status, religion, and race. In the workplace and within a country, the most common form of stereotyping is based on race. For example, the progressive country of Singapore is composed of the Chinese, the Malays, the Indians, the Eurasians, and other races. Racial stereotyping exists in Singapore (Zhuang 2006). In all three aspects of stereotyp ing, there is no bias towards the negative consequences. It appears that stereotyping may have advantages, especially in the workplace.Why is stereotyping beneficial?In the workplace, stereotyping becomes an important part of decision making, especially when the manager is forced to come up with a decision based on incomplete information.   The argument against this reason is that the manager should have obtained all necessary information so that he would not make a prejudiced decision. Unfortunately, some economists find that the benefits of obtaining more information do not exceed the disadvantages of quickly making a stereotypical decision.   Thus, one strong reason for employing stereotyping is economics. In Europe for example, the strict labor laws prevent many employers from firing workers who do not exactly meet their expectations. Thus, the employer uses stereotyping. If an employer does not heed his preconceive notions and hire someone who does not physically appear as capable, perhaps the beard and hair are too long and the clothes are sloppy, in order to give this applicant a chance, the employer may end up with a lazy worker and this is an economic loss to the company (Malek 2006).Aside from economics, stereotyping is also beneficial in the field of anthropological and cultural studies. The way that social scientists classify culture, into high-context and low-context culture, is an example of stereotyping. High-context culture is composed of people who are more group-oriented, such as most Asians. On the other hand, low-context culture is composed of people who are more individualistic, such as North Americans (Burgess 2003). If speaking before a group of people, the lecturer must take into consideration the nature of the audience. Is it high-context or low-context? In doing so, the speaker will be more effective.What problems does stereotyping bring?Stereotyping also presents problems in the workplace especially when it is typically based on wrong assumptions. A female worker, because of a pretty face, will most probably be stereotyped as less intelligent than the other workers. While there are instances when stereotypes are helpful, there are also instances that stereotypes create a hostile environment in the workplace. With a hostile workplace environment, the whole organization cannot function effectively and efficiently. Stereotyping may also lead to lawsuits, especially in countries where there are strict laws against gender, age, and race discrimination (Hoffman Hurst 1990). Thus, even if stereotyping is pervasive in all aspects of human interaction (Parker, Archer Scott 1992), there is a need to take actions that will reduce stereotyping and minimize or manage its negative consequences.How to minimize and manage stereotyping?There are many books and articles that offer various ways of dealing with stereotypes. For example, Burgess (2003) suggests that media must take more responsibility so that stereotyping is not developed easily especially in children. And then, Breslin (1991) suggests that a person must always focus on the individual. But such a method may not be easily implemented, especially when there are cultural differences. It would be interesting to compare two nations and the different ways that they manage racial stereotypes. The United States deal with racial stereotypes by recognizing the uniqueness of each race. Thus, a Chinese-American is aware of his cultural heritage from China. On the other hand, the government of Singapore suppressed open discussion of racial differences. As a result, a Chinese-Singaporean is only knowledgeable about being a Singaporean, but not about being Chinese (Moore 2000). Which method is better? There is no accurate or morally acceptable answer. Therefore, in managing and minimizing the negative consequences of stereotyping, there must be a scientific approach that focuses on how stereotyping or the early pre-judgments of people can change throu ghout time.Allport (1954) described two ways of changing stereotypes: bookkeeping and conversion. In bookkeeping, the manager accommodates new information that does not agree with the original stereotype. It is a slow process but this is the usual path that people take when they have strong stereotypes of others. Conversion, on the other hand, is a radical change of the preconceived image when a contradictory fact is revealed. For example, if an American coworker is stereotyped as arrogant and he showed humility, then the stereotype is removed.   By focusing on these two processes, the management can deal with the negative consequences of stereotyping.ConclusionStereotyping presents advantages from the perspective of economics, effective communication and cultural studies. However, in the workplace, stereotyping will most likely bring about conflict, hostilities, lower production, and even lawsuits. These negative consequences must be minimized. Unfortunately, stereotyping is prev alent and often utilized. Removing stereotypes, therefore, is neither possible nor practical. But the management can help change, not remove, stereotypes by modeling two processes, bookkeeping and conversion. These two processes happen as more information about the workers is revealed and longer working relationships are carried out. Stereotyping Essays Stereotyping Essay Stereotyping Essay Stereotyping has become so prevalent in the business world. It is as if people have created a giant system that categorizes people and groups into classes. In todays international business world, it is commonplace to work with people from different cultures and thus stereotyping will inevitably exist especially when dealing with people from diversified backgrounds. Stereotypes is defined as A fixed impression which conforms very little to the facts it pretends to represent and results from our defining first and observing second (Katz Brady 1935, cited In Schneider 2004, p. 6). American Journalist Walter Lifespan introduced the concept stereotyping In his 1922 book Public Opinion as a means of describing the way society set about categorizing people -stamping human beings with set of characteristics ( Nacho Lease 1992, n. P). Stereotypes as deflations are usually link to as offensive: they have negative connotations. Elderly are absent minded, athlete as dumb, mother-in-law as troub le maker. And you can easily fill in many others that are far more offensive. But there are also stereotypes which are costive, Asian Americans are smart and hardworking, Hispanics are family oriented, black is good athletes and women are kind and caring (McCrea, Stanton Weston 1996, IPPP). In an organization context, manager tends to engage In stereotypes because drawing on the cognitive Ideas of Lifespan (1992) and Laptop (1954) that as human beings, we need to simplify and categorize the social world (Hint 2000, p. 20). Machines and Tetravalent (2007) states, It Is Impossible to recall the entire unique characteristic of the employee that they have work with. They do not have much information when hey first meet. Therefore they rely extensively on stereotypes to fill in missing pieces. Negative perception views of employer through stereotypes usually limit the persons ability to contribute to the company (Stanton, 2000). Women in the past have been excluded from specific occupation such as engineering. Studies indicate that females and males hold negative stereotypes about the ability of women to be effective engineers. Likewise, to be a good mother, you have to dedicate a lot of time and energy to It and therefore there is this belief that you have less time and energy for ark and so you cant do a good Job. Thus, a woman who Is a mother Is often denied the opportunity to move forward and that Is detrimental to women. This forms a halo effect If a general Impression Is drawn based on a single characteristic (Robbins et al. 1998 p. 130). Easier since it permits us to maintain consistency. It is less difficult to deal with an unmanageable number of stimuli if we use stereotypes (Robbins et al. 1998, p. 128). For example, if a company is hiring a sales manager, the candidate who is young and a fresh graduate will likely to get the Job compared to a candidate who is older in age, aired and with children. The business manager perceives that it will be easier to engage in people who is y oung and has motivation than people who is more devoted to their family and children than with Job responsibility. This supports the managers statement that it is better to rely on stereotypes than engaging with someone of another culture. Advantages of stereotyping have its limitation. Problem occurs when we inaccurately stereotype especially when we speed read others, drawing incorrect pictures because we see what we want to see resulting in unwarranted conclusions from an ambiguous situation. For example, all accountants are not quiet and introspective, just as all salespeople are not aggressive and outgoing. Stereotype in recruitment interviews will hinder the company of an opportunity to recruit the right candidate when interviewers make instinctive Judgment that are often inaccurate which are based on appearance, racial, gender, education level and age. For example Overweight people are viewed in very negative terms, such as being lazy and undisciplined and lacking in self control, and they face widespread coordination'(Allan 1982, cited in Blaine 2000 p. 144). Inevitably, the interviewer will stifle that individuals imagination, initiative, sense of responsibility, and most importantly, his or her investment in the organization. If stereotyping is put in practice in a diversified management, it will become the biggest hurdle in growing developing talent in the organization by not capitalizing on peoples knowledge and such discrimination crushes entrepreneurial spirit. The organization will suffer because no senior management knows or can do everything. A stereotypical assumption about class kills everything that the company is working towards, including profits. Therein, leaders who are serious about fully engaging and leveraging the knowledge of the work force in the enterprise must be adamant about confronting these ingrained views to ensure the companys success, both in the short and long-term. Singapore is a paper chasing society especially in public sector as it still banks on typical assessment methodologies that rely too heavily on academic grades, degrees from top schools, prior industry experience and subjective interview results. Most Job positions are primarily determined by the academic grades and the working experience of the candidates. Thus, civil servants holding middle management level and above are local university graduates with good academic grades. Women in Singapore today have achieved great improvement in various aspects of men. Unfortunately, at the organizational level, women are still under-represented, facing psychological and corporate barriers as they try to move ahead in their careers. Based on Statistic Singapore workforce, the percentage of male holding the cost of administrative, managerial and professional Jobs are higher than females. Major Jobs for women are still dominantly employed in production and clerical work making them more vulnerable to economic fluctuation and retrenchment, low pay and little chance for advancement. This explains why there is still an income gap between female and male having the same Job scope. In short, Old stereotypes can be hard to change as men by virtue of their gender have higher status than women (Basso 1992 IPPP). Todays workforce (and society) demographics are more complex and hybrid than ever before and there is rarely any such thing as pure culture anymore. Thus, despite the fact that stereotyping is a natural method of classification and has useful functions under certain circumstances, it should not be used a standard platform to assess and rely on when it comes to hiring the right person for the company. An effective recruitment process will reduce the subjective element in interviews, increase the success rate of choosing the right candidate and hence cost saving for the company. References: Bigness. Com/papers/30247/Stereotyping/

Ten Arguments Against Teen Abstinence

Ten Arguments Against Teen Abstinence Continued from the article 10 Arguments For Abstinence - Pros and Cons of Abstinence, Part I Ten Arguments Against Abstinence Telling teens to be abstinent isnot realistic at all said Bristol Palin, daughter of 2008 vice presidential candidate Sarah Palin, in her first interview after giving birth at 18.Abstinence means different things to different people, and some forms of abstinence can still spread sexually transmitted diseases (STDs). Teens who abstain from vaginal intercourse but engage in oral sex, mutual masturbation or anal sex can still be infected by STDs. Any skin-to-skin contact including genital-to-genital, hand-to-genital or mouth-to-genital can spread disease.Abstinence only works if teens stick to their pledge. But according to researcher Janet E. Rosenbaum of the Johns Hopkins Bloomberg School of Public Health, Taking a pledge doesnt seem to make any difference at all in any sexual behavior.Over the past five years, several major studies have found that abstinence-only education has no effect in stopping or delaying sex. According to Emerging Answers 2007, commissioned by the nonpartisan N ational Campaign to Prevent Teen and Unplanned Pregnancy, there does not exist any strong evidence that any abstinence program delays the initiation of sex, hastens the return to abstinence, or reduces the number of sexual partners. Teens who break their vows of abstinence are much less likely to use contraceptives than those who do not pledge abstinence. A report published in the January 2009 issue of Pediatrics found that teens who break their pledge are less likely to get tested for STDs and may have STDs for longer periods of time than teens who do not pledge abstinence.Since teens who pledge abstinence are much less likely to use contraceptives if they break their pledge, their risk of becoming pregnant is significantly greater. A sexually active teen who does not use contraception has a 90% chance of becoming pregnant within a year.The declining in the rate of teen pregnancy nationwide is now recognized as due to increased use of contraception, and not abstinence. According to the Guttmacher Institute, Recent research concluded that almost all of the decline in the pregnancy rate between 1995 and 2002 among 18–19-year-olds was attributable to increased contraceptive use. Among women aged 15-17, abou t one-quarter of the decline during the same period was attributable to reduced sexual activity and three-quarters to increased contraceptive use. Abstinence sends the wrong message to girls and young women. Author and womens issues advocate Jessica Valenti argues, While boys are taught that the things that make them men - good men - are universally accepted ethical ideals, women are led to believe that our moral compass lies somewhere between our legs....Virginity and chastity are reemerging as a trend in pop culture, in our schools, in the media, and even in legislation. So while young women are subject to overt sexual messages every day, theyre simultaneously being taught - by the people who are supposed to care for their personal and moral development, no less - that their only real worth is their virginity and ability to remain pure.The states with the highest teen pregnancy rates and teen birth rates in the U.S. are either states that do not mandate sex education or HIV education or stress abstinence-only as the primary method of preventing pregnancy.Teens who realize that they may engage in sexual activity take resp onsibility for preventing pregnancy by choosing a method of contraception in advance. For sexually experienced females age 15-19, nearly all (99%) used some form of contraception at least once during sexual intercourse. Sources:Boonstra, Heather. Advocates Call for a New Approach After the Era of Abstinence-Only’ Sex. Guttmacher Policy Review. Winter 2009, vol. 12, no. 1.Bristol Palin: Abstinence for all teens not realistic. CNN.com. 17 February 2009.Sanchez, Mitzi. Teen Pregnancy: No Contraceptive? 90% Chance Of Getting Pregnant. Huffingtonpost.com. 15 February 2012.Vilibert, Diana. Jessica Valenti Debunks the Purity Myth. MarieClaire.com. 22 April 2009.

Managment Essay Example | Topics and Well Written Essays - 1500 words - 1

Managment - Essay Example This is where union representation plays its vital role. The right to union representation is called the Weingarten Right. This is the right to request assistance from the representatives from the union during investigatory interviews through a union steward to make sure that the employee is not coerced and forced in any nature or form by the management to make confession of misconduct (www.cueunion.org, Weingarten Rights - the right to union representation). It refers to union representation during the company interrogations through a Union steward. The union steward is tasked to prevent any form of intimidation that the management will do to its employees (www.iatse728.org, Weingarten Rights). In any company, there comes a time that employees will be investigated for any charges of improper acts or behaviour against co-employee or the management. The Weingarten Rights will assure that during this investigation, an employee is free from coercion especially during confession through the presence of union representative or steward to witness the enquiry. The union steward is a very important person in union representation which has bountiful responsibilities to do. A union steward can help the employee investigated explain what really happened when the employee is inarticulate or afraid to answer. He can present justifications and mitigating factors for the employee and can advise the employee to be honest. The steward can also help the employee avoid making fatal admissions. Most importantly, the union steward serves as witness to prevent the management from making inappropriate action such as giving false account of the investigation (www.iatse728.org, Weingarten Rights). Collective Bargaining Collective bargaining is considered to be a legal obligation and... This paper approves that collective bargaining also has a very important impact to managing an effective workforce. Collective bargaining process helps provide element of security and certainty and may establish employee privileges and benefits which would otherwise may not have been provided by an employer dealing individually with employees. Because of this process or negotiation, agreements can be achieved between unions and employers. Through collective bargaining there is a harmonious and productive relationship between employers and employees because there is already agreed rights and responsibilities in the workplace for employment matters such as wages, insurance, working hours and conditions that are legally enforceable. The process of collective bargaining can also help reach an agreement to provide a â€Å"just cause† standard of review that an employer must use when deciding to discipline or discharge any employee in an arbitration process. In addition, collective bargaining is advantageous for both workers and employers. This essay makes a conclusion that labor unions through the process of collective bargaining can negotiate with the employers or management to maintain a healthy, peaceful and effective working relationship. Effective management of workforce can be achieved if there is union representation and collective bargaining which ensure that both the employers and employees are well benefited and given what is â€Å"just† for both of them.

Managerial and Professional Development ('portfolio' assignment) Assignment

Managerial and Professional Development ('portfolio' ) - Assignment Example Even though organizational learning is fundamentally different from individual training, it is influenced either directly or indirectly through individual learning. Hence, it is necessary to evaluate the way in which individual learning operates in an organization. Experiential Learning In many organizations, individual learning gets influenced in a major way by the Experiential way of learning. This theory, proposed by Kolb has four different stages of learning (McGill & Beaty 1995). According to this theory, any learning occurs in four different stages – through concrete experience, through observation and reflection, through abstract conceptualization as well as through active experimentation (Kolb and Fry, 1975). This is the chosen approach because of the holistic approach to learning offered by it. It was realized that this learning process is continuous and can begin at any of the stages. On a personal level, it provided ample scope to develop experience and opportunitie s to observe as well as reflect. In most organizations, employees also come across many scenarios where they indulge in abstract conceptualization and can carry out active experimentation. ... The learners, even though are not aware of the terminology given to each of these phases, go through either some or all the stages of learning depending on numerous factors like individual aptitude, availability of opportunities, nature of organization and so on (Itin, 1999). The experiential method of learning is the selected method because the strength of this theory lies in the fact that it talks about reflection. From previous experiences, it was realized that reflection is an important aspect of learning because it helps in understanding the mistakes and avoiding it for future instances. In addition, it also fosters innovation because of the scope related to experimentation as well as conceptualization (Kolb, 1984). Hence, the chances of holistic learning become very high with this form of learning. In addition, it is not imperative that a formal environment is needed to go through the various stages. For example, observation and reflection can easily happen in a very non-formal situation, giving ample scope for learning to take place. However, there are also some key disadvantages related to this theory that it is looked at from the context of an organization that was noticed during personal observation. Very often, the learning cycle is not completed, even though the process is incomplete. Due to external conditions or due to the individual interest, it has been noticed that many individuals go through the same stage of learning repeatedly. Therefore, some researchers do not consider this form of learning as a holistic way of learning and development in an organization. Reflective Learning Reflective learning is another popular way of learning in an organizational or corporate environment.