Procrastination Essays - Human Behavior, Motivation, Anxiety

Procrastination $115 Designer Cosmetic Collection From Cosmetique -- Only $1! Procrastination One of the biggest reasons why assignments get a bad mark or are incomplete is because of procrastination. Procrastination has a bad effect on work, and on you. When you procrastinate you don't learn how to discipline yourself, the quality of work suffers, and you get stressed out. The first reason why procrastination is bad is because the quality of work suffers. Sometimes an assignment needs to be proof read first. If you procrastinate you will be more inclined to skip this important step. Another big problem is that you run out of ideas. At one sitting ideas don't come as freely as they do over several days. People who leave assignments to the last minute are more likely to resort to cheating. When an assignment is left to the last minute, you worry more and cheating and cutting curners happens a lot more. Procrastination also affects the quality of work because your assignments looks hurried and just thrown together. Another danger that comes with procrastination is an increase in stress. When an assignment is left to the last minute, it lingers in the back of your mind the whole time. Once the day arrives that you must do it, any other plans must be put on hold. You end up being frustrated and upset with yourself, and the teacher. If several assignments are due at the same time the stress increases even more. Not only do you have to rush to get everything done, you have to worry about whether you'll get it finished in time. Stress also increases when you procrastinate because you start to doubt yourself. When you make up your mind that you won't leave the next assignment until the last minute, and you end up doing it, you get frustrated and upset with yourself. The last and most important reason is because you learn poor work habits. As you further your education you will no longer be able to leave things to the last minute. As assignments get bigger they require more planning and thought; if you haven't learned the skills to plan before, these assignments won't get done properly. When you make excuses to put off assignments, you learn to make excuses for other things as well. You'll start making excuses to cheat on your diet, or quit exercising. This is a bad pattern to get into, you start to realize that you won't get it done early so why bother trying. Once you start to doubt yourself you self-confidence drops and all kinds of other problems start to happen. When you procrastinate a lot of bad things can happen. You don't learn to discipline yourself, your work suffers, and you get stressed out. Prcrastination is dangerous, you fool yourself by thinking up reasons to wait one more week or one more day. The worst thing is, is that procrastination is so easy to stop. You just have to quit being lazy, make up your mind to get it done, and just do it!

The Scarlet Letter Essays (587 words) - English-language Films

The Scarlet Letter Essays (587 words) - English-language Films The Scarlet Letter Samantha Suder Essay AP Eng. 11 Scarlet Letter Essay In the novel The Scarlet Letter Hawthorne displays his view of sin in an assortment of his characters. Through Hester Prynne, he explains her sin of adultery and how she becomes stronger by it. Reverend Dimmesdale deals with his sin of adultery personally because he does not reveal the sin, which allows him to become ill with guilt. The character Pearl is portrayed as a living sin, and therefore, is constantly being judged. The characters allow the audience to comprehend Hawthornes view of sin. If hidden, sin will destroy, but if revealed and repented it is capable of making one stronger. One way Hawthorne develops his view of sin is through Hester Prynne. Hester is charged with adultery. Through the novel, the audience learns that her sin makes her a stronger woman; being the 1600s the punishments were usually severe. She is forced to wear a scarlet A upon her breast to let the community be aware of her wrongdoing. Thus she will be living sermon against sin, until the ignominious letter be engraved upon her tombstone (59). This quote informs the readers that Hester must wear the scarlet letter until she leaves the World. Honestly, Hesters badge of shame(102), makes her a stronger person. The symbol makes her stronger because she puts up with the harassing comments of the town. Hester wears the letter with pride. She is aware that her sin is iniquitous, but by being open about it she is able to become a stronger person. Hester proves that by repenting and repelling sin, it is truly capable of making one stronger. Another character who supports Hawthornes thought of sin is Arthur Dimmesdale. Dimesdales sin of adultery is worst because he is a symbol of god. Therefore, Dimmesdale refuses to be opened with his sin. He explains to Hester, Happy for you Hester that wear the scarlet letter openly upon your bosom! Mine burns in secret (176)! The guilt that Dimmesdale keeps concealed within his soul eventually beats him and he dies. The shame and guilt he held within his heart cause his death. Through Reverend Dimmesdale, Hawthorne develops the idea that when sin is hidden, it often destroys. The last way Hawthorne acts out sin is through Pearl. Pearl is the product of Dimmesdale and Hesters affair. Whenever the community sees Pearl and Hester together, they assume that Pearl is a devil child because she was born out of sin. Pearl was born outcast of the infantile world. An emp of evil, emblem and product of sin (86). This quote displays the peoples belief. Hester doesnt believe Pearl to be evil, nor does she think Pearl will follow in her footsteps. Hester said, I can teach my little Pearl what I have learned from this (101). For example, Hester is teaching Pearl the catechism. Many children her age arent aware of it. This proves that Hester is being a virtuous mother. Hester and the community will have to live with the fact that Pearl is a reminder of the sin. Hawthorne forms his view of sin clearly in The Scarlet Letter. By the character, Hester Prynne, he teaches that sin can be a lesson that will make one stronger. By using the Reverend Dimmesdale, the audience is aware that when sin is hidden, it can destroy. Pearl is used in the novel, as a reminder of the sin. The novel portrays sin in a variety of ways, which Hawthorne illustrates in a successful manner.

Cath Kidston Limited company- Critically review that role of Essay

Cath Kidston Limited company- Critically review that role of enterprise in the social and economic development of a region. Include a comparison of different cultural contexts - Essay Example ording to the performance review estimates; the growth value that they have added in the United Kingdom economy is around 49.8 percent (Wang & Altinay 2012, 8). SMEs also contribute a great deal to larger companies, by providing vital resources and completing business functions that bigger enterprises are unable to complete. Such companies are better able to attract and train new talent to develop innovative products that are better targeted towards the needs of their local communities. However, these enterprises face a number of challenges as they are often overlooked by the policy makers. Information regarding them is often scarce; support and policy targeted to their needs are also a great challenge (Bravo-Biosca & Westlake 2009, Par 1). Many businesses start up as one’s person idea and the creator in most cases is often an entrepreneur who spots a gap in the market or an opportunity that they can engage in business. The entrepreneur will, therefore, seize the opportunity and start a business to fill the gap and will grow to a large enterprise with proper support and management (Barnes & Haskel 2002, par 1). With the a few exceptions, most of the world’s largest companies all started as small business enterprises and through the supportive economy, access to the right people and capital turn to become global corporations. In regards to this, this paper discuss the Cath Kidston limited company that started as a small sized enterprise and over the years the company has grown to be recognized as a global brand. The paper will analyze the company’s products, its targeted social class, growth and productivity, societal impact as well as its role in the social and economic development of the region. Cath Kidston Limited is a business of home furnishing retail shops that are located in England under the designer Cath Kidson, who opened her first shop in 1994 in London. The enterprise was opened as a small enterprise that initially used to sell hand embroidered

Managing Organizational Change - Project proposal Essay

Managing Organizational Change - Project proposal - Essay Example While going through literatures, I found impressing that ‘resistance is a resource, an opportunity and a power’ (Palmer, Dunford and Akin, 2009 and Ford and Ford, 2009) as resistance can help managers gain more ideas and feedback about the proposed changes. The course project paper will consider this as a personal model for specific change management and describe its theoretical perspectives and practical evidences based on relevant literatures. Exploratory research will be used in the paper to describe the change management concept of ‘resistance to change’ and to explore strategic initiatives to manage resistance, based on reviewing various relevant literatures in the field, taken from books and journals accessed from sources like EBSCO, Emerald etc. Apart from the course text book, journals will be used to review the literature that explores organizational resistance to change. Out of journal sources, the scholarly articles, Decoding Resistance to Change: Strong leaders can hear and learn from their critics by Ford and Ford (2009) and Navigating Organizational Change: Change Leaders, Employee Resistance and Work-based Identities by Dijk, R. V and Dick, R. V (2009) will be of greater use in the research paper as these sources have detailed much about managing resistance and approaching it as power and

Why and how according to the Buddha should unenlightened beings try to Essay

Why and how according to the Buddha should unenlightened beings try to combat greed, hatred and delusion - Essay Example The fourth noble truth is the result of learning and practicing, which is the stage in which one becomes enlightened. The greed, hatred and delusion fall under the second noble truth. They are aspects of the causation of suffering. This paper purposes to discuss how and why the unenlightened should strive to deal with these three poisons of humanity, as perceived in Buddhism. Greed, hatred and delusion in Buddhism have commonly been referred to as the three poisons or the three fires. Other scholars of Buddhism have referred to them as the three unwholesome roots. Webster (2005 p 98) likens the three of them with evil desire. The reason for their being referred to as such is because of their nature to cause human beings to have a desire to happiness through the wrong motive. A close look at these metaphorical references to these three aspects reveals that they can be very dangerous if not dealt with from a deterministic perspective. They can induce afflictive emotions and thoughts. Buddhism teaches that the three are a byproduct of ignorance. By referring to them as a byproduct of ignorance, the teachings of Buddha point to the fact that there is a means of combating them. This way will be by applying the teachings of Buddha and practicing them so that the person who harbored them can become intelligent, or realize the fourth noble truth. Going by the fa ct that these three aspects are a result of ignorance, it is reasonable that the person experiencing them follows the recommendations of Buddha’s teachings so that they can become knowledgeable. This is to mean that the essence of combating greed, hatred and delusion is to become intelligent. This will be advantageous to the persuerer because they will become intelligent, and will have cured the disease of suffering. The Buddhist hypothesis behind greed, hatred and

Organizational Culture Case Study: BrainGame

Organizational Culture Case Study: BrainGame Introduction The importance of individual and organisational culture are vital components for business to succeed. BrianGame has the organisational culture of making global volunteers as their workers to develop games. However, the debate among BrainGames top management now considers changing the culture of volunteers to full-time employees, which raise issues on the relationship between volunteers and BrainGame. This essay will examine the challenges that BrainGame face and provide recommendations based on the challenges for BrainGame. Trust and Group Conflict One challenge for BrainGame is trust. Some top management want to replace volunteers with full-time developers. This is because volunteers are not productive and hard to manage, more than a thousand crappy ideas proposed, according to Rutger Ekberg, the head of product development (Sutton et al, 2014). Figure 1: (Dietz and Hartog, 2006) People like Rutger from BrainGame belongs to deterrence-based, they dont trust  volunteers and have no positive expectation over volunteers. They believe if no full-time experienced developers used, then what if game fails and the potential of losing investors. This is also a group problem. The companys top management are task conflicts because of the disagreement among top management about the content and outcomes of volunteers performance (Wit et al, 2012). Task conflict may hurt more proximal group outcomes, such as trust from volunteers and volunteers satisfaction. This latter effect is especially likely when volunteers interpret the companys diverging viewpoints as a negative assessment of their own abilities and competencies (Wit et al, 2012). If volunteers are not trusted, then the company will not run effectively, and influence companys operation like productivity, communication, and raise problem of demotivating volunteers, reduce their commitment to the company. According to Mayer and Gavin (1999) employees performance will suffer if they believe their leader cant be trusted. Some top management such as Lena, the CEO, are knowledge-based to volunteers. They believe volunteers saves money and provide free marketing for the company as well as free product development, but they need to convenience people who distrust volunteers so BrainGame can work toward the same target (Dietz and Hartog, 2006). Motivation Another challenge is motivation. BrainGame needs to motivate volunteers so they can be more efficient. Volunteers who work for BrainGame are unpaid, they work because they want to create positive, nonviolent, commercially viable product that reward empathy and caring rather than aggression and revenge (Sutton et al, 2014). Figure 2: (Herzberg F, 1987) Self-determination theory explain the motivation for peoples growth and human development (Deci and Ryan, 2004). The theory explains the intrinsic and extrinsic motivational factors are self-determined by ones own will (Deci et al, 1991). From figure 2, it shows achievement, recognition and work itself and responsibility are the top four motivation factors, which are all intrinsic motivation. These motivation factors are correlated with BrainGames volunteers because they want be respected by others, recognize for their work and actually make a difference. The problem between BrainGame and volunteers is some people in BrainGame dont recognize their work, they distrust them. Which could lead to more ineffective production and creativity because volunteers are discovered they are not recognized for what they do and what they contribute, therefore will not fully commit to the job or even leave. If BrainGame wants to keep volunteers, then they need to help volunteers achieve what they wan t so they can commit to the job. Organizational Culture Organizational culture is another challenge for BrainGame. The company have the culture of volunteers instead of full time developers. Klaus called this culture a movement (Sutton et al, 2014). However, the culture has been in question of volunteers should be replaced by full-time developers. Figure 3: (Hartnell et al, 2011) BrainGames culture is most likely to be the adhocracy culture type, because this type of culture is externally oriented with flexible organizational structure (Hartnell et al, 2011). BrainGame has a very flexible organizational structure with over thousands of volunteers as developers around the world (Sutton et al, 2014). The fundamental assumption in adhocracy cultures is that change fosters the creation or garnering of new resources (Hartnell et al, 2011). This organizational type encourages people to be innovative. However, BrainGames current culture doesnt work efficiently. Volunteers produced many ideas but most ideas are not viable to use and time consuming. Moreover, BrainGame initial ideas of using volunteers are because of cost saving. Since BrainGame are making profit now, the company needs to rethink its organizational culture, to continue with volunteers or move on to full time developers. The company needs to also consider the risk of losing volunteers and the possibili ty of turn thousands of brand evangelists to brand haters since volunteers provides free marketing and advertising (Sutton et al 2014). Leadership BrainGames top management have the characteristics of transactional leadership with laissez-faire and management by action (passive) style. They hesitate when make decisions and only make interventions if standards are not met (Judge and Piccolo, 2004). According to research, laissez-faire and management by action (passive) are negatively correlated with leadership criteria (Judge and Piccolo, 2004). Based on the case, BrainGames top management have constant debate on should they keep volunteers or replace them with full time developers. However, no one could come up with a defiant solution. BrainGames top management especially Lena needs to change their leadership styles, to be more inspired to other people, have vision and active. Question 2 Goal-Setting Theory As challenges addressed above, it is important to make appropriate recommendations to help BrainGame solve its problems. One recommendation is using the goal setting theory to solve motivation problem. Figure 4: (Lunenburg, 2011) Figure 4 shows the process of goal-setting theory. The two cognitive determinants of behavior are values and intentions (goals) (Lunenburg F.C, 2011). As for BrainGame, the goal for volunteers is try to achieve self-actualization, to create positive, commercially viable product and have the desire to do things consistent with them. Goals leads to attention and action which gain motivation and lead to higher effort with persistence. Goals help people to find the right strategies for themselves so that they can perform at the level they can to achieve that goal. Finally, goal achievement can lead to sense of accomplishment and further motivation, or frustration and lower motivation if failed to accomplish the goal. (Lunenburg F.C, 2011). The goal setting theory under the right conditions will help BrainGame set goals for volunteers to achieve efficiency and productivity. The first step for goal setting theory is people needs to accept goal first, so that they can be motivated to achieve their goal target (Locke and Latham, 2002). Then they need to commit to their goals, two factors help people to commit their goals are self-efficacy and importance (Locke and Latham, 2002). Importance are factors that makes people stick to their goal, including what they expected for their result (Locke and Latham, 2002). According to Erez et al (1985) shows by having involvement in setting its own goals will make them accept their goals at a higher rate because they feel under control of their goal setting. By involved in goal setting, they will have a better understanding of the task and what will they expect as a result. Self-efficacy is how much people believe they can achieve their goal (Locke and Latham, 2002). Self-efficacy can be improved by provide training for volunteers such as online training, this will help increase their skills which leads to better productivity and efficiency. Through effective and regular communication between the company and volunteers to encourage volunteers, this will help gain their confidences (Locke and Latham, 2002). Through training and regular communication, individuals will have a better understanding of their own goal importance and more self-confidence towards their goal, therefore improve goal commitment (Locke and Latham, 2006). A goal needs to be specific and measurable, goals which are unclear are confusing and normally have little effect on motivation. Making goal clear allows people to focus on at the right directions and act related to goal (Lock and Latham, 2002). Volunteers with specific goal target will have better understanding of the task, results in efficiency. Goal is proven to be a motivational factor for people to follow if difficulty is considered, it gives the incentive for people to challenge. If goal target is too difficult, it will demotivate people and reduce their commitment. Goal difficulty not just affect individuals behavior, it will also affect at organizational level. In the late 1960s, Fords goal to gain market share against international competitors, goal was set at tight deadlines and many levels of management signed off on unperformed safety check to the newly development car- the Ford Pinto, results in 53 consumer deaths, the challenging goal was met but companys unethical behavior has damaged its reputation (Ordà ³Ãƒ ±ez et al, 2009). Setting goals that are too high or difficult not only reduce motivation and commitment but also can create dishonesty, cutting corners and corruption (Bennett, 2009). BrainGame needs to be clear of their goal settings, specific and measurable, not setting high goals that demotivating volu nteers, since they are not contract bound by the company, demotivating them will only damage the company. Feedback is essential for volunteers to retain their goal commitment and effectiveness. It is important to give volunteers with constant feedbacks on their work so they can aware of all the progress and mistakes they made during their work, or it will become difficult to monitor the level of effort that needs in order to achieve the goal target more sufficiently (Sorrentino, 2006). Additionally, feedback gives the advantage that allows individual to spot their personal disadvantages towards their goals, and allows promptly adjustment to be done (Smith and Hitt, 2005). By having feedbacks, volunteers will know their work has been checked and evaluated and people are recognizing their work. Provide positive feedbacks to volunteers means BrainGame recognize their work. Whereas negative feedbacks will also motivate them and increase their effort to work if they have high self-efficacy. In contrast, volunteers with low self-efficacy will respond with less effort and demotivated to negativ e feedbacks (Bandura and Cervone, 1986). However, goal setting theory have limitation. Concentrating only to goal can cause people to miss other factors in your environment (Simons and Chabris, 1999). When attention is focused on goal, people become inattention to other factors, which could sometimes cause people to miss the bigger picture. Transformational Leadership BrainGame needs to transform from transactional leadership to transformational leadership style in order to run the company more efficiently. Transformational leaders are more effective because they are more creative, and they encourage and help the people who followed them to be creative (Shin and Zhou, 2003). Companies with transformational leaders are more decentralized, managers are more likely to take risks, compensation plans are aim for long-term results (Ling et al, 2008). According to a study of information technology workers in China found giving more power to people will create positive personal control among workers, thus increased their creativity at work (Zhang and Bartol, 2010). Companies with transformational leaders also have better agreement with managers about goals and strategies, this leads to better and efficient group and organizational operations and performance (Colbert et al 2008). Research from 203 team members and 60 leaders in a business unit found high p erformance is related to individual transformational leadership, and high group performance is also related to team focused transformational leadership (Hetland 2007; Lowe 1996). To have transformational leaders is important for BrainGame because there has been debates on volunteers, with people having different opinions but no one have profound and extraordinary effect to influence other people, the level of distrust to volunteers has raised in top management. As a leader, it is important to trust and guide your people with right directions. Transformational leaders obtain higher levels of trust, which in result reduce their followers anxiety and fear (liu et al, 2010). Followers who trust their leader are confident they will be protected for their interest and rights (Hosmer, 1995). BrainGames leaders needs act as transformational leaders and to trust their volunteers because volunteers are there main developer of game. The business is attracting investment and best ideas were gen erated from volunteers. Volunteers want to achieve recognition and trust is the best way to recognize their work. Transformational leaders encourage creativity and support peoples idea, by encouraging their ideas and guide them towards right direction (Schaubroeck et al, 2011). This will help volunteers improve their skills, and improve their productivity and commitment. Training is an effective way to become a better transformational leader. Training include teach skills on trust building and mentoring, learn how to analysis and evaluate a situation and apply those skills into their own styles, and evaluate in a given situation, which leader behaviors is appropriate to use (Brady, 2010). For BrainGames top management, train them gives them more skills to evaluate the current situation, and provide long-term strategy, and better skills to build trust and communication. with volunteers. To conclude, BrainGame currently in debate over should volunteers be replaced by full-time developers. To do so, it could lose trust from volunteers and demotivate them. Organizational culture will have to change, and leadership style needs to change in order to run the company more effectively. Goal-setting theory is a good method to solve some challenges faced by BrainGame. By goal-setting, volunteers will have better understanding of their task and motivate them, which will increase their productivity and efficiency and this is one of the most important factors why BrainGame want to replace volunteers. However, goal difficulty needs to be careful set or it could cause negative impact. By transit from transitional to transformational leadership, leaders of BrainGame will motivate, communicate better with employees. Transformational leadership skills can be improved with training. Nevertheless, BrainGame should retain volunteers, and build a better strategy around them to run more e fficiently. Question 3 It was a group project I worked with other group members. Group leader set goals for each one of us, but goal was not specific enough. After the deadline, one group member completely misunderstood the task, which the whole team project was stagnated. That group member was demotivated, but we decided to stop our tasks and help him to finish his first. One of the problem for us while we are doing the project is lack of communication as a group, we all focused on our part but each part is correlated, lack of communication with unspecific goal leads to this problem. After this, we all decided to communicate and help each other more, we all motivated and the project in the end finished faster than the deadlines. I think I will apply motivation to my career, because through self-determination theory, I will know which factors will influence me most to motivate me and my teammates. Word count: 2456 References:   Ã‚   Bandura, A., and Cervone, D. (1986) Differential Engagement in Self-Reactive Influences in Cognitively-Based Motivation, Organizational Behavior and Human Decision Processes, 38pp.92-113. Bennett, D. (2009) Ready, aim fail. Why setting goals can backfire. The Boston Globe, C1. Brady, D. (2010) The Rising Star of CEO Consulting, TMG, Available: https://miles-group.com/article/rising-star-ceo-consulting accessed date: 16/12/2016 Colbert, A. E., Kristof-Brown, A. E ., Bradley, B.H . and Barrick, M.R. (2008)CEO Transformational Leadership: The Role of Goal Importance Congruence in Top Management Teams,Academy of Management Journal , 51, (1) pp.81-96. Deci, E. L., Vallerand, R. J., Pellitier, L. G. and Ryan, R. M. (1991). Motivation and education: The self-determination perspective. Educational Psychology, 26(3), pp.325 346. Deci, E.L., Ryan, R.M. (2004) Handbook of Self-Determination Research Rochester, NY: The University of Rochester Press. Dietz, G. and Hartog, D. (2006) Measuring Trust Inside Organizations, Personnel review, 35(3) pp.557-588 Erez, M., Earley, P. C. and Hulin, C. L. (1985) The impact of participation on goal acceptance and performance: A two-step model. 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(2010) Transformational Leadership and Employee Well-Being: The Mediating Role of Trust in the Leader and Self-Efficacy, Applied Psychology: An International Review, 59(3) pp.454-479. Ling, Y., Simsek, Z., Lubatkin, M.H. and Veiga, J.F. (2008) Transformational Leaderships Role in Promoting Corporate Entrepreneurship: Examining the CEO-TMT Interface, Academy of Management Journal 51(3) pp.557-576. Locke, E. A. and Latham, G. P. (2002) Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), pp.705-717. Locke, E. A. and Latham, G. P. (2006) New directions in goal-setting theory. Current Directions in Psychological Science, 15(5), pp.265-268. Lowe, K. B., Kroeck, K. G. and Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the MLQ literature. The Leadership Quarterly, 7(3), pp.385- 425. Lunenburg F.C. (2011) Goal-Setting Theory of Motivation. International Journal of Management, Business and Administration, 15(1) Mayer, R.C. and Gavin, M. (1999) Trust for management and performance: Who minds the shop while the employees watch the boss? 1999 Annual Meeting of the Academy of Management. Ordà ³Ãƒ ±ez, L., Schweitzer, M., Galinsky, A. and Bazerman, M. (2009). Goals gone wild: The systematic side effects of over-prescribing goal setting. HBS Working Paper, 09-083. Schaubroeck, J., Lam, S.S.K. and Peng, A.C (2011) Cognition- Based and Affect-Based Trust as Mediators of Leader Behavior Influences on Team Performance. Journal of Applied Psychology, 96(4) pp.836-871 Simons, D. J., Chabris, C. F. (1999). Gorillas in our midst: sustained inattentional blindness for dynamic events. Perception, 28(9), pp.1059-1074. Shin, S. J., and Zhou, J., (2003) Transformational Leadership, Conservation, and Creativity: Evidence from Korea, Academy of Management Journal, 46(6), pp.703-714 Smith, K.G. and Hitt, M.A. (2005) Great minds in management: the process of theory development. New York, NY: Oxford University Press. Sorrentino, D.M. (2006) The seek mentoring program: An application of the goal-setting theory. Journal of College Student Retention, 8(2), pp.241-250. Sutton, R. I. and Rao, H. (2014) Can a volunteer-staffed company scale? Harvard Business Review, 92(5), pp.125-129. Wit, F.R.C., Greer, L.L and Jehn, K.A (2012) The Paradox of Intragroup Conflict: A Meta-Analysis Journal of Applied Psychology, 97(2) pp.360-390 Zhang, X. and Bartol, K.M. (2010) Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement, Academy of Management Journal, 53(1) pp.107-128.

International Marketing Essay -- essays research papers

Introduction In this assignment, I am going to invent a product, examine all the environmental aspects surrounding it and relate them to the micro and macro environments. I will then carry out a SWOT analysis and an environmental analysis and then draw a number of conclusions and recommendations for my imaginary company. My product I have chosen to invent a product for which there seems to be a market, or at least, there is no similar existing product. It is a conventional swivel clothesline, but with an additional feature. It will have the ability to keep clothes dry when it starts to rain. This is achieved by the water sensors, which are integrated into the design. They then activate an umbrella like cover that shields the clothes from the rain. Marketing Environmental Analysis The marketing environment consists of a Microenvironment and a Macroenvironment. The microenvironment deals with internal factors, which could affect the company's ability to service its market, such as competitors, suppliers, distributors and consumers. The macroenvironment are those factors, which are outside the control of the company. They include social, cultural, political, economic and technological changes. They vary constantly, often with no predictability. Primarily, it is these changes that can cause the most significant threats and opportunities to a business The Micro- Environment Competition The 'No Worries' clothesline is an original product, which people will inevitably copy over time, making competition something to worry about in the next 5 years. Competitors will cause a major threat to business. They can compete with prices making it more attractive to the customer to shop at their outlet. They can make their version of the product more attractive, i.e., more features. From research carried out from previous assignments, I have discovered that consumers want quality value for money and will build a strong loyalty to those who provide it. Customers I understand my company will have to be customer focused, as we are a marketing orientated company. I will need to make a clear decision about the type of customer that I wish to target with my campaign. I will need to carry out some field research into what my market requires or likes and how I can meet those requirements or wants. Mainly though, I can predict that my target market will be middle aged women, poss... ... shop when they are bored or depressed and they buy luxury items. This is why companies so broadly target them. I will advertise where they are most likely to see it, outside supermarkets, shopping centres and mostly places where it will be on sale. I am aiming primarily to raise public awareness of my product  · I believe that I should use penetration pricing to start with. This would entice potential customers to purchase my product, and once they realise it is a durable and reliable piece of manufacturing, they will return, and I will gain customer loyalty.  · I recommend that the Flow method of production should be used. This will be fast and cost effective, ensuring maximum output at minimum cost.  · I shall base my promotion strategies within the UK because of seasonal factors, such as rain.  · I also recommend strongly that my product be redesigned every year to keep up with technology and to keep consumer interest alive. It gives old customers a reason to buy a new clothesline and new ones a reason to start buying our clotheslines.  · I shall look into a patent for my product. If this were considered to be a good idea, it would eliminate a lot of the threats to my originality.

All-New Bmw 3-Series Features Aggressive Pricing Strategies

Many Option Prices Stay the Same Despite Improvements Better than the outgoing model in every way, the all-new BMW 3-Series wont increase much in price when it goes on sale later this month. The 2006 325i will start at $30,995, only $1,695 more than the 2005 model, despite featuring an entirely new design, upgraded 3. 0-liter inline six-cylinder engine that now makes 215-horsepower compared to the 2005 models 184-horsepower rating, a new six-speed automatic transmission with manual mode, enhanced chassis engineering and steering geometry, totally revised interior, and more. The top-line 330i is improved too, featuring all of the 325is upgrades plus an all-new 3. 0-liter engine that produces 255-horsepower compared to the outgoing models 225-horsepower rating, while torque is up from 214 lb-ft in the current car to 220 lb-ft. Like the 325i, the 330is base price will rise when it goes on sale, but only by $1,295 to $36,995. Both new engines are the first in large-scale series production to incorporate magnesium as a main component, a metal that is 30 percent lighter than aluminum. The engines are also the first six-cylinders in the BMW family to make use of Valvetronic, the brands variable valve timing system. Other option groups include the $2,200 Navigation package, up $400 from last years navigation system, but now featuring integrated voice recognition for hands free actuation of ancillary functions. A Cold Weather package, at $1,000, the same price as last years version, adds a ski bag, fold down rear seatbacks, heated front seats and retractable headlight washers. A Premium package, available on both models, is priced at $2,900 in the new 325i compared to $2,300 in the outgoing car. It features the same power glass sunroof, leather covered 8-way power front seats and drivers side emory, and Harmon/Kardon LOGIC7 audio system. The new model also features power folding mirrors in premium guise. The Premium package for the 330i is priced the same as last years version, at $2,200, and features everything that is available on the 325i Premium package, less the power seats with drivers side memory, which come standard on the 330i. Other Premium features include a universal garage door opene r, auto dimming exterior mirrors, drivers seat lumbar support, a compass in the mirror, Dakota leather seats and trim replace Montana leather seats and trim, and a Harmon/Kardon LOGIC7 audio system. The 2006 3-Series is also available with a Sport package, just like the 2005 model. At $1,600, it is $200 more expensive than the outgoing cars, and continues forward with updated versions of the same features, such as sport seats with electrically adjustable seat width, a 3-spoke leather-wrapped steering wheel and 17-inch alloy wheels, plus a sport suspension. The only difference, feature to feature, is the addition of performance-oriented run-flat tires. The price of the 330is Sport package has increased from $1,400 in 2005 model year vehicles to $1,600 in 2006, and also features the new run-flat tires. Other stand-alone options dont rise in price much either, and in the case of the new 6-speed automatic transmissions extra forward gear, offer major improvements in design and engineering. That transmission only goes up by $225 at $1,500 compared to the 2005 models $1,275 optional gearbox, while the Dakota premium leather upgrade will cost $1,450, the same price as the 2005 cars Montana leather package. Park distance control is once again $350, while metallic paint remains a $475 option. New for 2006 will be adaptive headlights, which point a set of bulbs in the direction the car is turning, active cruise control at $2,200, which will automatically slow the 3-Series down when approaching a slower vehicle, and active steering, a $1,250 feature that essentially adapts the steering ratio to vehicle speed, but its electric-motor-assisted, planetary-gear-motivated rack-and-pinion system is much more sophisticated than conventional speed sensitive steering counterparts, common to luxury cars of all stripes. Steering response to input is much quicker than any other car, at about 1. turns lock to lock, making maneuvering into, around and out of tight spaces such as parking lots incredibly easy. To put this in perspective, most cars need about twice that amount to turn the wheel from full left to full right, or about 3. 5 turns lock to lock. The reason for this is so steering input isnt too direct at high speeds. At 1. 7 turns a car traveling at highway speeds would simply da rt off the road with minimal input, not a good thing. Active Steering, however, electronically and mechanically adjusts the ratio to about 4 turns lock to lock when velocities demand. Both the 325i and 330i will be available with BMWs xDrive all-wheel-drive system in October, which is when the new 3-Series Touring, a sports wagon derivative, will arrive in dealerships. While there is no word on pricing for the 325xi or the Touring version, expect each models final window sticker to remain close to 2005 levels, if the pricing of sedan models is any indication. BMWs aggressive pricing strategy will help it maintain leadership in the compact premium class, a position it has enjoyed since the first 3-Series debuted in 1977.

What Teachers Should Wear in The Classroom

What Teachers Should Wear in The Classroom Most of us would prefer to wear sweatshirts and flip-flops to work, but when youre an elementary  or grade  school teacher, such luxuries are completely out of the question. Students, their parents, administrators, and the greater community all need to put their trust into educators to be mature, professional, capable, and competent. Like it or not, our outer appearance is their first indicator of these inner characteristics. Here are some of the factors that should go into choosing your teaching attire: ComfortProfessionalismIndividual personality While keeping the attributes mentioned above in mind, if you also use the following guidelines when assembling your teaching wardrobe, youre sure to be dressed for success. Loose-Fitting and Well-Tailored is Best If youre on the curvaceous side, avoiding clingy tops and backside-hugging bottoms is always a wise choice. Leave the muscle tees and spandex shirts at home as well no need to show off how much time youve put in at the gym. Stay Stylish, But Not Too Much So You want to appear somewhat hip to your students, but you dont need to blindly follow every passing fad to a fault. A teeny-bopper persona is not a professional one to cultivate when dealing with parents who prefer wise and responsible as teacher attributes for their young and impressionable children. Look for the classics in your closet or head to the mall for the old standards button-down blouses, cardigans, and tailored pants. Men dress pants or khakis and tucked-in button-downs are always a safe bet. Its a personal preference, perhaps, but depending on your school environment, sleeveless is sometimes considered too casual for the classroom. Consider sleeves or at the very least, no spaghetti or thin straps for a more put-together and adult look. As for makeup, a peacocks palette on your lovely face is not exactly classroom-appropriate. Save the more daring hues for home or the weekend. If You're Young, Be Extra Careful No ageism here just realism. If you are just starting out or look particularly young, its likely that you will be pre-judged as lacking teaching experience, so take steps to make your appearance more mature. This goes for men as well as women. In the age of Botox and obsession with youth, this might sound counter-intuitive, but teaching is one profession where a youthful look does not always inspire initial confidence; that is until your teaching chops show them whats really underneath your youthful exterior. For Shoes, Comfort is King Avoid trendy, too-high stiletto heels and opt for sensible flats or a shorter heel that can last all day. For both men and women, its a general bet that tennis shoes or sneakers are a no (but maybe for field trips or walk-a-thon day, you could get away with it). Leave the Bling at Home K-6 teaching is a tough and extremely hands-on job. Dont chance an accident or the loss of meaningful or expensive  jewelry. Simple, classic, and minimal are the keywords here.   These general tips should set you off on the right track as a teacher   putting your best foot forward and earning respect right off the bat.

Aragorn Depicted as a Type of Christ Essay Example

Aragorn Depicted as a Type of Christ Essay Example Aragorn Depicted as a Type of Christ Paper Aragorn Depicted as a Type of Christ Paper bring healing to His people, and take His rignttul place as King. Jesus demonstrates his power over death whenever he raises from the dead; although Aragorn does not technically come back from death, he symbolically overcomes death when he travels through the Paths of the Dead. This path is representative of an underworld, and when Aragorn emerges from the path alive, he shows his dominion over death and fulfills the prophecies foretelling his Journey. After his arrival at Minas Tirith, Aragorn is vividly depicted as a type of Christ as he heals the wounded people in the city. When he does this, loreth recalls the prophecy that The hands of the king are the hands of a healer, and so shall the rightful king be known. (Return of the King 1149) Therefore, as Aragorn fulfills the prophecy of healing the people in Minas Tirith, he also confirms that he is the heir the throne of Gondor, which he assumes after the ring is destroyed. In Lord of the Rings, Aragorn resembles Christ in his natural leadership, strength f will, and fulfillment of ancient prophecies. Like Jesus when he leads his disciples and followers, Aragorn is a respected leader, in whom all of his followers have complete trust. Aragorn also possesses an unworldly strength of will, similar to that of Jesus, which allows him to resist great evil and even subdue the Palantir to his will. Finally, Aragorns life is a fulfillment of ancient prophecies that foretell of his overcoming death, bringing healing to his people, and taking his rightful place as the King of Gondor. Aragorns portrayal in this epic battle against evil depicts him as being Middle-Earths ultimate Savior, Just as Christ is our Savior. Tolkien, J. R. R. The Fellowship of the Ring: Being the First Part of The Lord of the Rings. Boston: Houghton Mifflin, 1993. Print. Tolkien, J. R. R. The Two Towers; Being the Second Part of The Lord of the Rings. Boston: Houghton Mifflin, 1965. Print. Tolkien, J. R. R. The Return of the King: Being the Third Part of The Lord of the Rings. Boston: Houghton Mifflin, 1965. Print.

The Right to Truth Assignment Example | Topics and Well Written Essays - 500 words

The Right to Truth - Assignment Example A possible limitation and challenge to implementation of the right to truth is lack of compliance by the state agencies. For example, the ICC was established as a mechanism to implement the right to truth and many states signed and agreed to state parties. Unfortunately, some states are withdrawing from Rome Statute while others fail to provide the evidence necessary for the court to establish the truth. Overreliance on the states is also a limitation. Other rights such as the right to get impart information, right to be free from ill-treatment and torture, right to effective investigation and hearing by independent, competent and impartial tribunal rely on the right to truth. For example, in a gross human rights violation case such as enforced disappearance, extrajudicial executions, torture and other crimes enshrined in the international law victims relatives deserves to know the truth about what happened in the past (Commission on Human Rights, 41). The national human rights bodies, national criminal tribunals, commissions of inquiry, truth commissions, International Criminal Tribunals and other administrative bodies work collaboratively to define truth depending on the context. Human Rights High Commissioner recommends that these institutions critically examine the scope and content of truth. Sometimes legal proceedings determine the meaning of truth given the evidence presented and parties involved thus is such a context the jury defines the meaning of truth (Noyes, 97). Learning the truth helps the victims understand the circumstances that resulted in the violation and the people or institutions involved. With such knowledge, the victims may decide to seek an informed legal redress or forgive. Furthermore, it brings inner healing, consolation, and forgiveness from the side of the patient.  Ã‚  

International Business Management Research Paper - 1

International Business Management - Research Paper Example Cost of Moving The different areas where the assembly plant has to bear cost of moving are as follows: Fittings, fixtures and land for the new plant Salaries of the new workers including the overheads and the training cost Social costs Transportation cost of exporting or shipping the finished products Power consumption and utilities Cost of installing machines Shareholders Affected The current economic crisis may affect the company’s ability to get business in the market. This might be the reason of declining profits. The company must conduct an internal analysis to find the root cause of their problem areas. After evaluating, the responsibility can be laid on a certain party. The benefit would be, that the labor cost, and production cost would be lower in Mexico and the maintenance cost would be lesser in US, so the shareholders profit can be guaranteed (Elliott, 2007, p. 13-14). Answer b) The strategic implications of moving and not moving are explained below: Moving: There are both advantages as well as disadvantages of moving the plant. Moving the assembly plant from the old location to a new place would help the company to start their business with cheap labor force and a new community to target to. The company would be able to generate more revenue. The company’s machineries are old and outdated which results in declining profits. So utilizing the low transportation cost, and tax free benefits in Mexico, the assembly plant can be moved. The disadvantage would be that the company would not be able to utilize its old site; it has to adjust according to the new and advanced equipments that will be used in the new plant. Along with that the training cost would be high as the employees of a totally different culture would have to be trained on new equipments. Not Moving: Legal implications may arise while moving to Mexico. The employees’ loyalty would be questioned and the originality of the company would be lost. The major issue of the co mpany is to maintain its profitability and increase the long-term value. This could be even done by inputting new facilities into the old machineries to compete with the other players, hard-work, continuous improvement and through innovation. By keeping the assembly plant where it is the company would not only be profitable but also be loyal to the place (Deresky, 2006, p. 64-66). Answer c) If the management of the company is able to understand the obligations of communicating with the political and the social leaders, then their recently adopted obligation is right. It is important to persuade the leaders that the community as a whole and the employees are the priority and not the profits. The company must look for options for supporting their moving decisions. They may propose the existing plant to look for some new owner or explore the opportunities of owning the employees. In case of the new assembly plant in Mexico, the responsibility lies on the host country and the facilitato rs of the organization. It is important to have a good public relation in order to consider the environmental and social issues. The ethical implications may also have an impact on moving the assembly plant to a different location, through reduction of labor cost. The focus should also be on the social and