Thursday, October 31, 2019

Content Writing Essay Example | Topics and Well Written Essays - 13500 words

Content Writing - Essay Example It must be well written and properly and consistently presented. Good presentation is usually combined with excellence of analysis and intellectual grip on the sources that form a key element in the papers. To make papers a good one, several criteria are necessary: A lucid position of the writer on the thesis paper: the writer must take a position. That is, the papers will not simply investigate a topic, or build a generalized statement about a topic, supporting the both sides; such as: "Many people feel that Shakespeare deserves his place in the canon, but some critics believe he has been over-rated." Instead, the papers should take a definite stance on one side or other providing reasonable arguments. A good analysis: There should be analysis of the thesis statement rather than evaluation. It should not be like the review of a paper or evaluation like â€Å"Reading Rainbow†. Such as, "This beautiful story engages readers because of its sensitive handling of emotional relationships." Rather A first-class thesis work is one that relies upon the work itself to support intriguing insights into its reading. Again, thesis help should be used in order to expose sufficient logics establishing its own opinion. Specificity of the topic: must focus on a specific topic. It should not make a grand, sweeping, or vague statement like "All through history, writers have produced great literature". It is too vague. With the massive growth of the world knowledge if a research work is made without specificity of a topic. It will not be a reasonable one to cover the necessary analysis of the topic due to the vastness of the topic. Sometimes it is felt reluctant to choose too narrow a topic, fearing it wont be possible to find enough to write about. But its usually better to choose a narrow topic, and analyze it closely, however, than to choose too broad a topic and only scratch its surface. There must be arguable

Tuesday, October 29, 2019

News Paper Summary Essay Example | Topics and Well Written Essays - 500 words - 6

News Paper Summary - Essay Example The article focuses on the rising stocks in China. The stocks are attracting investors because of the cheap markets and its big economy. Shanghai’s composite index rose to the highest in the sixth consecutive day. The rise is the highest in the past nine months. The index brings it to close ranks with Hong Kong. The stocks, however, experienced dull performance most times of the year. The property market also struggled through the first half of the year. The government and banks have unveiled plans that are spurring optimism on the economy. Its currency has hit a three month high in this week only. The article is about how the New York’s bank regulator plans to install monitors at the US offices of Deutsche and Barclays banks. The plans are in accordance with plans to intensify investigations on possible foreign-exchange market manipulation. The state’s financial department has already notified the banks’ lawyers about the move. The two banks have been selected for extra scrutiny because their records compared to others hint to potential problems. Both banks have accepted to cooperate with investigators and take action on individuals found guilty. The banks have previously been engaged in other different financial wrangles with the state. They have also previously suspended and fired many senior executives and staff because of criminal and civil foreign-exchange probes. The article focuses on the rough and tough times celebrities are having with their prepaid-business cards. Celebrities such as Kardashians and Magic Johnson have closed their business card ventures. Lil Wayne has also stooped further applications. The cards help people who intend to avoid bank accounts and related fees. The cards are acceptable in business transactions where other debit and credit cards are acceptable. The celebrities face market competition from banks and other big

Sunday, October 27, 2019

Impact Of Od Interventions On Employee Engagement Management Essay

Impact Of Od Interventions On Employee Engagement Management Essay Organizations are now experiencing profound and wide reaching change. In the context of globalization, the need to respond to the numerous challenges emerging from the dynamic and ever-changing business environment is a daunting task. Indeed the changes that organizations are facing are more multifaceted than ever. Engaging workforce to a clearly articulated strategy by means of the change management process is therefore a real challenge for local and international organizations. In todays economy, motivated and committed employees is fundamental key to the success of an organization. Organizing and routing employee competencies and energy is not only an essential requirement for successfully achieving corporate success and enabling change, it is also directly linked with employee satisfaction. Thus, the need to align and integrate Culture, processes, systems, Technology, strategy should with peoples KSAs to energize their talents in the pursuit of their own self-interest and making the quality of work more satisfying. This paper is based on action research. The focus is on evaluating whether OD interventions is a reality and applied science in the Mauritian organization and the end result of OD interventions in the Mauritian context and and to assess the extent to which it has affected commitment of employees. Research Objectives and questions Since the main objective is to evaluate the impact of OD interventions on employee engagement, to obtain appropriate results various objectives can be set. To further be able to reach the objectives, some questions can be set appropriately. The objectives and questions are: To highlight if company X promotes OD. Is there any OD consultant at the company? What are his duties and competencies? What were the discomforts felt by the company, which brought about the practice of OD? To determine the OD interventions used at Company X. What are the different diagnosis tools of OD, which have been used at the company? What is the basis of using these specific tools? What is the role of top management in the implementation? To investigate how the interventions affected employee engagement. What have been the drivers of engagement at the company? What are the variables of measurement of engagement at company X? To evaluate effectiveness of the interventions. Are there any past data for comparison purpose? What are the findings and outcomes of the intervention on engagement? What can be proposed from the analysis? Conceptual background Organization development is a process of planned change for the purpose of enhancing individual development and improving organizational performance. It is a long term effort led and supported by top management , to improve an organizations visioning, empowerment learning, and problem solving processes, through an on-going, collaborative management of organizational structure-with special emphasis of the culture of intact work and teams and other team configurations-using the consultant-facilitator role and the theory and technology of applied behavioral science , including action research. (Wendell L.French et al.1999) The definition provided above implies a number of elements which are considered essential for the practical application of the science in the organization. Characteristics of OD OD emphases on culture and processes Specifically, OD encourages collaboration between organization leaders and members in the managing culture and processes. Teams are all kinds are particularly important for accomplishing tasks and are targets for OD activities. Participation and involvement in problem solving and decision making by all levels of the organizations are hallmarks of OD. OD recognizes the importance of top management commitment, support and involvement. It also affirms a bottom approach when the culture of the organizations supports such efforts to improve an organization. The key emphasis of OD is on the total system and its inter-reliant parts. OD practionners are facilitators, collaborators and co-learners with client system. It is a development-based program aimed to develop values, attitudes, norms and management practices that would result in a healthy organization.. It involves planned interventions and improvements in an organizations processes and structures which rely on action research. OD takes a developmental view that seeks the betterment of both individuals and the organization. Attempting to create win-win solutions is standard practice in OD programs. OD Interventions OD interventions address a wide range of specific problems and opportunities. The intervention strategy integrates the problem or opportunity to be addressed, the desired outcomes and the sequencing and timing of various interventions. As such, OD interventions are sets of structures activities in which selected organizational units (targets groups or individuals) engage in a task or a sequence of tasks with the goals of organizational improvement and individual development. The classification of OD interventions is quite extensive; Burk and Horstein (1972) listed only six categories: Team building Managing conflict Survey Feedback Techno-structural Training All purpose miscellaneous French and Bell (1999) developed the typology of OD target groups and designed interventions to improve effectiveness. The target group comprises of individuals, Dyads, teams and groups, intergroup relations and the overall organization. Significance of OD interventions In Mauritius as in other countries, the significance of Organizational Development has been of such importance to respond to the internal and external changes occurring in our business environment as a result of globalization. Anderson and Anderson (2001a, p.1) note that in todays market place, change is a requirement for continued success, and competent change leadership is the most coveted executive skills. The underlying principle for change will be the transformation of the organization for the benefit of all. OD interventions enable the optimization of the system by ensuring that systems elements are harmonious and congruent. Employee Engagement In todays World, Key elements to business success are engaged employees who are aligned with organizational culture and goals. The commitment and the involvement of the workforce is crucial due to the emergence of human capital as a competitive advantage. The main characteristics of an engaged employees are as follows: Believes in the organization Is positive about the job and the organization Works actively to make things better Treats others with respect, and help colleagues to perform more effectively Can be relied upon and goes beyond the requirements of the job Identifies with the organization Keep up to date with developments in his/her field Sees the bigger picture even at personal cost OD and Employee Engagement The practical tool of an OD practionners a possess high-engagement change process in consideration with collaboration flow and effective problem solving under the employee involvement. Konrad (2006) supports the notion that employee involvement is key to employee involvement by stating employees who conceive design and implement workforce and process changes are engaged employees The increasing of employee engagement is a difficult process as it is rather a psychological contract than a physical one. Saks (2006) also stresses the point that engagement is a broad organizational and cultural strategy that involves all levels of the organization. Employee engagement as such is considered as a primary requirement to implement organizational change thus contributing to bring about organizational development. Methodology For the purpose of the study, both qualitative and quantitative research will be done. As mentioned in the previous section, the aim of the study is to evaluate the impact of employee engagement by indentifying the variables that would enable to identify the correlation and impact of OD interventions. Collection of data For collecting data, different sources are envisaged, mainly: Primary data Secondary data Primary data Both qualitative and quantitative research will be used to gather an in-depth understanding of the application of interventions and eventually study how these interventions impact on employee engagement defined in the objectives. This approach will explore the how and why of interventions and not just the what, where and when relating to the behavioral aspect of workforce engagement. A survey using questionnaire will be implemented complemented with interviews to capture both qualitative and quantitative intent of the study. Secondary data To achieve the aim of the study fully, the availability of past data records of previous years for comparison, in the published or non-published form can be useful. This secondary data is for interpretation purposes so as to be able to compare values and relate the effectiveness of OD interventions on employee engagement. Survey Unstructured and Structured questions will be asked to top management and employees to record their feedback and opinions. Questionnnaire The use of the questionnaire is to provide in-depth explanation to the questions. To begin with, to be able to respond to the first two Objectives, a preliminary questionnaire will be addressed to OD consultant or HR of the company to set the study into the context of the company and to gather background and fundamental data. Afterwards, a second questionnaire will be addressed to the employees addressing their engagement that is to evaluate their involvement and attachment to the company, but also to define the determinants of employee at the company. Population of relevance The population of relevance shall be the employees of the company, and top management

Friday, October 25, 2019

Three Important Symbols in The Glass Menagerie by Tennessee Williams Es

Three Important Symbols in The Glass Menagerie by Tennessee Williams      Ã‚  Ã‚  Ã‚   In Tennessee Williams' The Glass Menagerie, the narrator is used to reveal elements of Williams' own life as a victim of the Depression in the 1930s. Williams does this through his eloquent use of symbolism. Three symbols seem to reveal Williams' intent especially accurately; the unicorn, the picture of Mr. Wingfield, and Malvolio's coffin trick.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The unicorn is a symbolic representation of ways that Laura is unique or unusual.   The first facet of the unicorn, its horn, refers to ways that Laura is an unusual person, such as in her may escape mechanisms.   Laura's escape devices include her glass menagerie, list... ...ness in the Plays of Tennessee Williams. Bowling Green: Bowling Green State University, 1997.    Presley, Delma. The Glass Menagerie: An American Memory. Boston: Twayne, 1990.    http://www.olemiss.edu/depts/english/ms-writers/dir/williams_tennessee    Williams, Tennessee. "The Glass Menagerie". New York: Random House, 1985.

Thursday, October 24, 2019

An Act of Kindness

Helene Cooper 3/27/13 A Teenage Random Act of Kindness As a teenager not many held much hope for my future. I was constantly in trouble cutting school, fighting, drinking alcohol and just had an outright horrible attitude towards anyone that attempted to set me straight. There were many reasons behind my anger that this paper doesn’t warrant going very deep into. I knew right from wrong and I also knew that I wasn’t a â€Å"bad† person.That being said, I found myself suspended from school for 20 days after a fairly brutal fight. Being that my suspension was so long I was required to attend the Option Center in Lawrenceville for my core classes. My mornings now required me to take a bus from Mt. Washington to Downtown and another to Lawrenceville. My afternoons just worked in reverse. My father (who I hadn’t lived with since the age of three) now caring for me, gave me money to get lunch on a daily basis.After my second day was over and I arrived Downtown, I was entering McDonald’s when I noticed an old homeless man sitting with his dog. What made him seem so different to me from the other homeless people that I had encountered was that he looked happy. This both caught my curiosity as well as confused me. A man so seemingly content with having what I thought was nothing. The third day was the same. The same the elderly man covered in dirt with his little dog with matted hair that matched his masters, sitting in the sun taking in the warmth.As I exited McDonald’s I handed the man my lunch. He accepted it with gratuity on his face and I continued my walk to my next bus stop. After walking about a half of a block I heard a raspy voice yell â€Å"Hey! † I turned to find the old man walking very fast after me with his dog in hand and holding the food and drink I had just given him. Being a fifteen year old girl, alone Downtown, I was a little startled to say the least. I began walking faster toward my destination when the man caught up to me.The man, very winded at this point, had one simple question for me. â€Å"Is†¦ this†¦pop†¦diet? † I looked at him confused when he went on to explain that he was diabetic. At this point I felt both a little bad and silly at the same time for making this poor man run after me for such an innocent question. The pop was not, in fact, diet. He thanked me and handed it back to me. I saw this man, whose name was Charlie, every day during my suspension and every day I gave him my lunch, always making sure the pop was diet.

Wednesday, October 23, 2019

Relationship Between Management and Leadership

Strategic management refers to the coordination of material, human, financial and technological resources of an organisation to enable it and all its stakeholders to achieve their stipulated goals in an effectively and efficiently. Leadership is the process of organising, supporting and directing the individuals in an organisation with the aim of influencing them to work in pursuit of the goals and missions of an organisation. The two terms are inseparable and are therefore used interchangeably in strategic management. Strategic management and leadership are closely linked hence making it difficult to differentiate between the two. Strategic management involves proper planning, organisation of activities, controlling of the organisations activities so that the missions and goals can be met effectively and motivation of the employees and other stakeholders for the success of the organisation (Adeniyi 36). All these activities are impossible without a proper leadership in the organisation. The leaders are delegated with the duty of setting the goals of an organisation and making decisions on the best way of achieving them. They also organise the resources and staff group activities in the best way possible for proper performance. The leaders correct and monitor the activities going on in the organisation to ease the process of goal attainment. It is the duty of leaders to motivate the employees so that they can perform their duties with the interest of the organisation at heart. They make decision on the best leadership style to be implemented in the performance of the various activities so as to meet the expected results. Under strategic management the employees work just to comply with the goals directed by those in the authority. Although the employees achieve their expected goals, it is evidenced that majority of them comply externally and fail to internalise the goals into their own value system (Adeniyi 20). Leadership comes in at this point to ensure that the employees internalise the goals through enhancement of private acceptance which is achieved by increasing the willingness of the followers. The management can enhance this by electing leaders who are in close contact with the employees thus can easily influence them as they work. It is also possible to increase willingness by electing employee’s representatives who will attend the meetings on behalf of the other staff thus involving every individual in the process of decision making. Management and leadership have a variety of impacts on the strategic decisions made by the organisation. Proper management enables an organisation to become more efficient since it enhances the adoption of various forms of management skills that facilitate coordination, communication and participation of all the members at all levels of performance (Adeniyi 32). In majority of organisations the CEOs have adopted the management styles that magnanimously equip the employees with a wide range of information thus ensuring that all the stakeholders contribute effectively in the growth of the organisation. The leadership style plays a major role in the organisational behaviour and activities. Authoritarian leadership style is only effective when applied on a new employee since they are learning and have to follow certain directives. It is also beneficial when the managers have to make an emergency decision and has no time for consultations. Managers utilising participative leadership style are good strategic decision makers since it involves all the stakeholders in the process of decision making though the final decision is maintained by the authority. This leadership style helps in improving the performance since every individual makes the efforts to be informed, knowledgeable and skilful to compete effectively with the others as well as give viable suggestions which are of benefit to the entire organisation. Laissez faire leadership style has a positive impact in those organisations that emphasise on creativity, invention and innovation. This is because the leader gives directives of what ought to be done and the employees take the initiative of analysing the situation and make a decision on what ought to be done and the way to do it. This type of leadership is important in identification of potential future leaders since some tasks require the workers to work together to achieve the set targets. A leader among the workers can be identified by fellow workmates to ensure that the entire task is completed effectively. According to Lussier& Achua (79) proper management and utilisation of the right leadership styles have a great contribution in self motivation and embracing change. Self motivation is essential in the growth of an organisation since it enables the workers with dependency personality to be inspired so that they can effectively work with the independent minded workers for the benefit of the organisation. Self motivated workers embrace creativity, invention and innovation since they focus on meeting their goals other than putting emphasis on reward and recognition. The level of technology is changing drastically and all the organisations have to respond positively to these changes for good performance. This is achieved through proper management and leadership strategies which offer training to employees thus equipping them with the necessary information required in achievement of their goals. Although autocratic leadership is not the best in management, there are certain situations in which it can be utilised effectively. It can be used when training new employees so that they can know the procedures to follow, when the organisation is under pressure to produce large volumes, when the time for decision making is limited, when an employee attempts to challenge the authority unnecessarily and also in poorly managed departments (Lussier& Achua 111). The managers have to utilise their power without consulting and even use punishments in these situations for effective running of the business. Bureaucratic leadership style can also be used when everything in the organisation must be carried out in accordance with a certain policy or procedure such as in the police force. It is effective if the organisation performs tasks by following a certain routine over and over again, if they have to meet certain standards, if the employees are using delicate and dangerous equipments which have a strict procedure of operation and also in tasks that involve handling cash. Banks, police force, security firms and micro finance institutions are a good example of those firms that have to employ bureaucratic style for proper performance Democratic leadership is essential if the employees have to be at par with the issues affecting their work and if they are delegated with the responsibilities of problem solving and decision making. It should be applied if it is essential for the employees to be informed on the matters affecting the business, if the leader wants to share the problem solving duty with employees, if the problem at hand requires lots of input for a solution to be obtained, when one wants to encourage team building and when the managers intend to change their ways of operation. This style can be applied in a manufacturing firm that intends to improve on quality of the product. Another common style is the laissez faire leadership. It is adopted in those companies that have creative, inventive and innovative individuals who enjoy working with full freedom and are delegated with the duty of making decisions, determine goals and solve the problems by themselves. It is effective in organisations with highly educated, experienced and skilled employees, if the employees are committed to their work and have self motivation which enables them to successively run their errands. It can be employed by managers with trustworthy employees or when working with experts and specialists hired from outside to (Lussier& Achua 78). Proper strategic management goes hand in hand with the leadership style applied by an individual. For an organisation to successfully meet its goals, the managers have to employ the right leadership styles so as to enhance the employee’s self motivation. The various leadership styles should be applied in the right situations to avoid conflicts, immature resignations, absenteeism and other irresponsible behaviours by the employees.