Essay about Affirmative Action and Higher Education

Affirmative Action and Higher Education Two people stand in a room looking at a vibrant painting and receive a totally different image. This is something we all realize can happen. It is our different perspectives that make us valuable too each other. When trying to solve a problem or create a new idea, we need each other to bring forth considerations and concepts that would never occur otherwise. This concept is something most of us grasp in theory, yet it never ceases to confound and confuse us if someone draws a conclusion tangent from ours when presented with the same information. This situation lies at the heart of the argument over affirmative action. Policies that are viewed by some as righting past wrongs are viewed by†¦show more content†¦Having done so it would still need to be narrowly tailored so as not to unduly injure any associated groups or individuals. Powell determined that attaining a diverse student body in an institution of higher education was a compelling state interest. In order to be narro wly tailored to this interest, the institution should use race as a plus factor. The quota system that the University of California applied set aside positions for minority students and focused on having a diverse statistical surface rather than attaining actual diverse backgrounds. Rather, as was done at Harvard, it was expected that all students should be considered together and race used as a bonus for minorities that would help account for the special perspective such students could bring to the campus (Schauer 589-597). While Powells outline for programs had plenty of dissenters, none of them ever made it to a prominent position in the court system and so, since 1978, the rules of Bakke have been the proverbial law of the land. That is, until recently. In 1994, a new case, Hopwood v. The University of Texas, was ruled on by the circuit court and interpreted in such a manner as to effectively end affirmative action in higher education for the states of Texas and Louisiana. The plaintiffs for the case were four applicants to the law school of The University of Texas, each of whom were denied admission while minority applicants with lowerShow MoreRelatedIs Affirmative Action in Higher Education Outdated?783 Words   |  3 Pagesï » ¿Is Affirmative Action in Higher Education Outdated? Affirmative action policies have been in place since 1957 (Rubio 144). Presidents Kennedy and Johnson signed executive orders in 1961 and 1964, respectively, requiring government agencies and their contractors to take affirmative steps to ensure minority participation. Johnsons order was modified two years later to include women. The Civil Rights Act of 1964 outlawed discriminatory hiring, promotion, and retention practices in both the privateRead MoreRace Based Affirmative Action On Higher Education Essay1445 Words   |  6 PagesRace-Based Affirmative Action in Higher Education In 1961, President John F. Kennedy issued Executive Order 10925, which created the Committee on Equal Employment Opportunity, or CEEO. One purpose of the CEEO was to â€Å"recommend additional affirmative steps which should be taken by executive departments and agencies to realize more fully the national policy of nondiscrimination† (Kennedy). This executive order planted the seeds that grew into what is today known as â€Å"race-based affirmative action,† or theRead MoreAffirmative Action and Higher Education Admissions Essay1664 Words   |  7 PagesIntroduction Known as one of the biggest obstacles in higher education to date would arguably be the use of affirmative action within the higher education admission process for both private and public institutions (Kaplin Lee, 2014; Wang Shulruf, 2012). The focus of current research is an attempt to either justify or deny the use of affirmative action within current practices through various higher education institutions, and though any one person could potentially be swayed to side withRead MoreEssay about Does Higher Education Need Affirmative Action?1934 Words   |  8 PagesDoes Higher Education Need Affirmative Action? Introduction Is affirmative action in higher education needed? This question provokes a myriad of emotions. Is affirmative action antiquated and unneeded in 21st century America? Or are the racial boundaries of this country’s ancestors still in effect? America’s Declaration of Independence states, â€Å"all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuitRead MoreDoes Affirmative Action Make Moral Sense?1084 Words   |  5 PagesDoes affirmative action make moral sense? A moral being is one capable of conforming to the rules of right conduct, but a big question that follows concerns the idea if there even is such a thing as â€Å"right conduct.† â€Å"Whatever can be proved to be good, must be so by being shown to be a means to something admitted to be good† (Mill 6). In John Stuart Mill’s book, â€Å"Utilitarianism,† he states this notion where an individual assumes good things are good without knowing why they’re good. Defined fromRead MoreAffirmative Action Is The Current Method For Combating Systematic Racism1602 Words   |  7 PagesAffirmative action is the current method for combatting the systematic racism and general bigotry that has long plagued American society. It is a source of much debate, both from the legal and moral perspectives. When it comes to higher education, it has been the subject of serval Supreme court decisions and many philosophical papers. Affirmative action’s stance makes a statement about how American society intends to handle its problems of bigotry; if it wants to ignore them, or if it wants to chooseRead MoreAffirmative Action in Universities728 Words   |  3 PagesAffirmative Action in University Admissions All across America, universities have been denying highly qualified applicants to accept minorities who are usually less qualified. These admissions processes misuse the basic principle of affirmative action. Affirmative action is a mandate that says that minorities should be given special opportunities. In 1952, when President D.W. Eisenhower was in office, he decided to let the states decide whether or not to use affirmative action (AffirmativeRead MoreAffirmative Action At The United States1634 Words   |  7 Pageswrong with you? Why, nothing. You have everything we are looking for, it’s just†¦you’re black†¦Ã¢â‚¬  First established in 1961, Affirmative action (in the United States) was/is a practice in which the purpose is to improve the employment or educational opportunities of members of minority groups and women (Merriam Webster). Fast forward to today’s society and what is affirmative action now? Considering the prevalence of div ersity in the workplace and in educational facilities, it should be of utmost importanceRead MoreThe State Of California Overturn Prop 2091731 Words   |  7 PagesTo: Social Workers, Higher Education Admissions to the State of California From: #34328759 Date: 11/25/2014 RE: Affirmative Action: A Win-Win for all Students in California Beyond Proposal: I propose that the state of California overturn Prop 209, which had previously removed race, religion, sex, color, ethnicity and national origin as consideration factors for admission to universities for undergraduate learning. Increasing additional students of color who enroll not only expands opportunitiesRead MoreIs Diversity Is The Great Issue Of Our Time ( Macdeo, 2000, P.1 ) Essay887 Words   |  4 Pagesidentities is prohibited in the Constitution. Despite the legal mandate, racism is evident in the society; racism has been a part of the society for five centuries and still exists in overt and covert forms. Despite positive developments in the higher education sector, underrepresented social groups are far behind than their counter parts White and Asian students. Among 18 to 24 years old student groups enrolled in college by 2004, the highest access was 60.3 per cent in Asian/Pacific Islander and 41

A Research Methodology For Public Affairs - 833 Words

Vierne Placide PAF 7802 – Advanced Research Methodology for Public Affairs Dr. Kapucu I selected the article â€Å"When Four Months Equal A Year: Inconsistencies in Student Reports of Drug Use,† for my reflection essay topic this week, due to my prior experience working at a Behavioral Health Agency, that had numerous substance abuse programs including prevention and treatment for adolescents. The study based on an immense national sample of high school student’s drug usage, concluded that there were inconsistencies in reported use between monthly and annual data, however there was consistency across substances in the level of use (Bachman O’Malley, 1981). This research served as a reminder when conducting qualitative field research to be cognizant of inconsistencies in reporting as it’s based on self-report. In this particular case, motivation, censor, and memory were the three thoughts that came to mind. Did the students have any motivation to complete the survey? What time of the day was the survey completed? If thousands of these surveys are being completed, does anyone really care about my single answer? Did the students receive an incentive for the time spent to complete the survey? In terms of censorship, depending on the survey would I be perceived as moral or immoral, affluent or impoverished, and in this particular case maybe a good kid or a bad kid scenario? And finally, memory; did the students have a better recollection of what occurred during the last monthShow MoreRelatedResearch Methodology. 3.1. Introduction. This Part Will1251 Words   |  6 PagesRESEARCH METHODOLOGY 3.1. Introduction This part will presents the details of the research design and methodology that use to conduct the study and it will includes: research design, population and sampling techniques, data source and data collection methods and finally research procedures and data analysis methods will be presented. 3.2. Research design Research design is a conceptual structure with in which research is conducted and it constitutes the blue print for the collection, measurementRead MoreThe, Cyberwarfare, And International Law973 Words   |  4 Pagesadopt a universal cyber warfare doctrine. Yet, subject matter experts disagree on the effectiveness of this approach by mendicating the Tallinn Manual on the International Law Applicable to Cyber Warfare. In my research, I will explore the claims made by proponents of scholars. My primary research question is: How should international law deal with the uncertainties arising from the rise of irregular forms of warfare? For example, over the past several decades advances in technology have altered communicationsRead MoreWhat Does The Stop And Search? Essay1649 Words   |  7 PagesIntroduction/Methodology In recent years, there has been an increasing interest in the stop and search process. Previous studies have primarily concentrated on whether the stop and search power is used against an ethnic minority background. In this paper, I will be looking at other studies and resources and their views on the stop and search. I will be reviewing what other reliable sources have established based on statistics, facts and opinions and what they believe to be the contemporary modernRead MoreSocial Policies : A Policy s Success Or Failures1286 Words   |  6 Pagesevaluate social policies. Social policies can be evaluated for many reasons including: tracking a policy’s progression or tracing a policy’s successes or failures. There is limited research concerning any significant differences in how social policies are evaluated in terms of method, compared to other policies such health or public policy. Yet the approach to designing of a particularly can subjective during an evaluati on in terms of what exactly is being measure, the reason and what particular tools willRead MoreThe Code Of Corporate Social Obligation Essay1557 Words   |  7 Pagespath through which an organization attains to a parity of financial, natural and social goals while in the meantime tending to the desires of shareholders and stakeholders. The Indian Companies Act, 2013, which fuses CSR The Ministry of Corporate Affairs has advised Section 135 and Schedule VII of the Companies Act 2013 and also the procurements of the Companies (Corporate Social Responsibility Policy) Rules, 2014 to become effective from April 1, 2014. With impact from April 1, 2014, each organizationRead MoreWhy Should International Law Deal With The Uncertainties Arising From The Rise Of Irregular Forms Of Warfare?1476 Words   |  6 Pagesadopt a universal cyber warfare doctrine. Yet, subject matter experts disagree on the effectiveness of this approach by mendicating the Tallinn Manual on the International Law Applicable to Cyber Warfare. In my research, I will explore the claims made by proponents of scholars. My primary research question is: How should international law deal with the uncertainties arising from the rise of irregular forms of warfare? For example, over the past several decades, advances in technology have altered communicationsRea d MoreQuantitative Qualitative Research Essays1552 Words   |  7 PagesQuantitative and Qualitative research methods, discussing the Epistemology, methodology, and the varying techniques each method uses. The essay will also take a brief look at the Ethical considerations of research using relevant psychology examples. Here, when considering the epistemology behind both research methods, we must see it in terms of our essential philosophy of ideas and concepts and the ways in which it can be shaped (Pidgeon amp; Henwood, 1997, p. 247). The methodology behind the approachesRead MoreLow Debt Ratio: How Does It Contribute to Company Performance?1104 Words   |  5 Pagessatisfaction results in loyalty from customers which means the financial success of a business. Without measurement, one has no reference to work with and thus, tends to operate in the dark. One way of establishing references and managing the financial affairs of an organization is to use ratios. Ratios are simply relationships between two financial balances or financial calculations. These relationships establish our references so we can understand how well we are performing financially. Ratios also extendRead MoreSummary of Chua 1986635 Words   |  3 Pagesconducting research within these philosophical traditions through a comparison between accounting research that is conducted on the same problem but from two different perspectives. Deal briefly with the difficulties associated with these alternative perspectives Author’s purpose To change the emphasis of mainstream accounting research from hypothetico-deductivism and technical control assumptions to alternative views and obtain a fundamentally different and potentially rich research insightsRead MoreThe Degree Of Utilization Of Social Networks Essay1545 Words   |  7 PagesAbstract The purposes of this research are to: i) measure the degree of utilization of Social Networks (SNS) (Facebook, Twitter, Instagram, Google Plus, Linked In, Flicker, Tumblr, Hi5, WhatsApp, Snapchat, and You tube) among agricultural extension personnel in KSA, ii) identify the impact of SNS in providing extension services from the viewpoint of respondents, and iii) recommend interventions to improve the utilization of SNS in agricultural extension services. An online survey with 55 agricultural

May Fourth Movement and 1911 Revolution free essay sample

There are two historical event scholars believes can be threat as milestone of the transformation: 1911 Xinhai revolution, which brings an end to the two thousand year of monarchy; May fourth movement which carried out by students in Beijing protesting against the unfair reatment China get on the 1919 Paris Peace Conference. The word revolution means the fundamental change of power, where the word movement is a group action asking improvements to be made. In term of political, cultural and social terms, May fourth movement has a much significant influence than the Xinhai revolution. In fact, Xinhai revolution does not achieve any political improvement of the government. Culturally, there is giant step forward after the 1911 revolution. Lastly from the society point of view, life is only getting worse. Historians believe Xinhai revolution is bout Dr Sun Yat-sens personal optimism and penchant in politics (Eto Schiffrin, 1994). Fourth May Movement is a step to the modernisation in political, cultural and social terms. We will write a custom essay sample on May Fourth Movement and 1911 Revolution or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The expulsion of Manchus does more political damage then the Fourth May Movement. The term politics define as the process by which groups of people make collective decisions (Kymlicka, 2002). Scholars in the present date are still debating whether the revolution to bring China to a republic country is a good idea (Kapp, 1973). At 1900s, China has a population of 400 million; people are influenced by the onarchy for two thousand years. The country itself had only opened to foreigners for fifty years; the revolution in 1900 shows the majority of population rejects western ideas. Many warlords have take advantage of peoples unawareness for person gain. At the point of view of the government, after the revolution, the centralised Beiyang government is only able to govern a few provenances. The rest are controlled by local political powers having their own armies and beyond the central governments control. The second problem with the 1911 revolution is, even inside the Chinese United Leagues, leaders have no idea of which form of government to use after the revolution becomes a success (Kent, 1999). The original agenda with the Chinese United league is to expulsion the Manchus first then discuss which governing system to use. Even when the 1911 revolution has come to an success inside the Chinese United League itself are still debating which form of government to use, presidential system, cabinet system. When Dr Sun is the president, Presidential system is used, but when Yuan Shikai become the president cabinet system is used in order to reduce his political influence. This not only shows the revolutionists fail to trust Yuan Shikai, also the formation of government is not based on good political will. The political climate at 1911 is full of darkness and violence (Chang, 1987). Different political power are trying all they can to grab all the power. Secrete executions are carried out to the people with different political views. For example, Zhang Zhenwu is executed by Yuan Shikais order to damage the political appearance of his Vice president Li Yuanhong who is also the main opposition to his rule. Moreover, Song Jiaorens assassination in 1913, after Guomin party wins majority seat in the arliament. Ultimately, the 1911 revolution was not a success. Take into account that Yuan Shikai in 1915 re-establish monarchy and crowns himself the Emperor. Many scholars believe Politically, Xinhai revolution is more of Dr Suns optimism but improve Chinas political climate. In comparison to the Fourth May revolution, the results are completely different. On 4th May 1919, some 3000 students confounded the police by assembling at the Beijings Tiananmen Square and taking to the streets, the demonstration was well organized, corpear to the 1911 Revolution (Schwarcz, 1986). Under the pressure of Fourth May movement, during the 1921 Washington conference, an agreement is made between China and Japan, requires Japan to return all the previous Germany leased territory, return the custom authority in Qindao to China and many railways (Frederick, 1999).

Leadership Management and Social Responsibility Values

Question: Discuss about the Leadership Management and Social Responsibility Values. Answer: Introduction Change Management is an integral part of the organisational functionalities. Usually, change management procedures are undertaken when the company requires earning profitability or strengthening the competitive position more precisely. Change management is considered as the techniques and tools that have been undertaken by the company in order to accomplish the goals (Cameron Green, 2015). The accelerated changes are effective enough in bringing the organisational excellence. Especially, it has been noted that the companies usually undertake such change management procedure in order to achieve success (Hatch Cunliffe 2013). The study will be focusing on the case scenario of Yellow Auto Company, which is one of the renowned brands of Renault. The case study is concerning several internal issues that have been faced by the associated employees. Recognising the underlying issues, the discussion will be focusing on the implemented change management procedure. Summarisation of the Case Scenario In the year of 1989, Yellow Auto Company was established by two brothers, Can Sale and Caner Sale. At the initial stage, the company was only a family owned business, which grew up to be a renowned brand of a famous automobile company Renaults. Previously, the company owned two stores for the automobile cars. One store was in Cambidi and another one was in (Gaziemir Katrinli et al. 2012). The major aim of the company was to sell the cars of famous brands to the customers of different areas. However, while determining such goals, the concentration of the company was to identify the high market demands (Hornstein, 2015). However, in keeping pace with the organisational growth, it has been noticed that the company has been re-structuring the internal management scenario. It has been notified that the management related issues have become much prominent in a very specific way. At the initial stage, the first and foremost problem has been found due to the lack of proper cooperativeness and communications. The management faced several prominent issues in managing and controlling associated staffs, as there is the lack of proper documented records. It was quite difficult for the company to follow up the activities of the employees, which led them towards facing severe problem in controlling process. Another problem that the company faced was due to the lack of proper behaviour of the staffs with the customers (Hayes, 2014). It was noticed that many of the staffs were not much efficient and educationally certified to hold the position of marketing executives. Hence, it was seen that the efficiencies of the existing sales executives were not effective enough to attract many customers. Hence, it became one of the major priorities of the company to find a proper solution regarding such issue (Fan Zhang, 2013). On the other hand, it was noted that the leadership style existed in the company was not much effective enough to motivate the employees. The employees think that they can work in a better way if they will be able to work with Can Sale instead of Asli Sale. Another most significant issue was concerning the after sale services. It was noticed that the spare parts of the automobile products after sales are much unhygienic for the workers. The lack of facilities and conflicts among the internal associates are also considered as the major problem for the company (Leach, 2014). Identifying such issues, it is noted that the company decided to undertake several changes in their internal functionalities. The first initiative towards change management process was undertaken in the year of 2001. It is important to mention that the company determined a particular goal of achieving almost 50% share in the region. However, due to the recognition of the potential issues, the company started undertaking several radical changes (Chemuturi, 2013). It was necessary to undertake several changes, which can address the underlying issues more specifically. The company started working with several efficient academicians who have the well sorted knowledge rega rding the management functionalities (Ali Lai, 2016). The recognition of the owners demands is essential in such cases. Seeking knowledge regarding the solution of the identified issues within the company became the top priority of the company. However, while implementing such changes, it was even necessary to identify the underlying strengths and weaknesses as well. Accordingly, the company started working on their leadership management activities to enhance the job satisfaction parameter of the employees. Related theory of Change Management The issues recognised in the internal management process of Yellow Auto Company needed to be addressed before the changes take place. In such regards, it is necessary to keep the concentration on the proper theoretical perspective of change management process. Kurt Lewin established a three staged model of change management that is helpful enough in understanding the basic concept of the process. The three stages are Unfreeze, Transition, and Freeze. The description of these stages is presented below: Unfreeze: The unfreeze stage is the initial step of the model that is considered as the most important stage to understand the current scenario. This particular stage ensures the reason for changing and the start-up methods towards change (Du et al. 2013). Yellow Auto Company could recognise the potential issues associated with the internal management functionalities. It is noted that the lack of proper professionalism and knowledge of undertaking the organisational functionalities are the major reasons for ensuring changes. Therefore, the company decided to take the help from the efficient academician to organise the internal activities in a structured method. Therefore, the initial stage of such changes is to consult the academician for resolving the internal issues related to the identified problem. Change and Transition: According to Kurt Lewin, the changes are not considered as the event; rather a transition procedure. The transition process is indicating the movement of the reaction that leads towards changes. The company involved several academicians from Izmir University of Economics. These academicians started working as the business consultants to provide the relevant advices regarding the management functionalities. However, while implementing such changes, the company even needed to consider several determinants as well. Freezing: The final step of Lewins three stage model is freezing, which is sometimes termed as refreezing (Burke, 2013). This particular stage determines the stage of establishing the changes that have been decided to be undertaken. Yellow Auto Company started concentrating on the consultation process with the efficient academicians. The implementation of such process was fruitful enough to derive the proper knowledge about the internal management functionalities based sales, marketing, and financial structure. However, it is important to mention that this stage of Change Model, the high level of flexibility is necessary. In order to maintain such flexibility, the company even faced several potential conflicts. The further section of the study will thus be defining the underlying strengths and weaknesses associated with such changing scenario. Identified Strengths and Weaknesses The changes have been applied in order to resolve the underlying management issues. However, in considering the changes, it is noted that the company faced both the benefits and issues. The major strengths and issues of undertaking such change management procedure are described further: Strengths: The Company will be much benefitted if the efficient consultants provide the insightful ideas regarding the management functionalities. The management will be able to understand the proper professionalism and required activities to manage the associated staffs. Another most recognisable strength is that the efficient management procedure would generate job satisfaction among the employees. Hence, eventually, the company will be able to build the reputation in the automobile market in Izmir. Weaknesses: Undertaking the efficient change management process created several issues due to the internal conflicting scenario. One of the most recognisable weaknesses was the occurrence of confusions about the responsibilities and authorities of the allocated teams. When the change took place, it became unclear about the division of the responsibilities. Another most specified weakness was the emergence of the departmental conflicts. The lack of proper documentation about the employee information was much problematic for the management (Groves, 2014). Hence, it is essential to pay the attention towards such identified issues. Due to such conflicts, the communicational transparency was affected more significantly. Job Satisfaction and Leadership Style in Change Management Scenario In order to derive the particular knowledge about the job satisfaction parameter, it was essential to receive the feedbacks from the existing employees. Therefore, the company conducted a systematic survey where the employees were asked four major questions about the description of the allocated jobs. The first question was about the list of tasks that they need to do. The second question was about the tasks that were done by others. The third questions specified the determination of performing the allocated tasks. Lastly, the final question signified the assurance of proper authority to complete the tasks. However, the responses derived from the employees clearly pointed out that there were high disagreements of performing the allocated tasks. Many of the redundant tasks were present due to which the employees were dissatisfied (Morgeson et al. 2013). However, it is also noted that the employees did not receive enough motivation since there were lack of proper facilities for the emp loyees. The leadership style of Can Sale was autocratic, which eliminated them from ensuring their authority on performing any proper tasks. In fact, the lack of proper understanding and communicational transparency, the employees even could not able to raise their concerns to the management. If the company would undertake the participative leadership style, the employees will be able to provide their concerns and suggestions. It generates the sense of existence among the employees. Once the employees feel that their suggestions or participations have been fruitful for the organisation, it increases the sense of reliability. Moreover, it helps in motivating the employees. In Addition to this, the consultation with the academicians will provide the insightful ideas about proper professionalisms. Eventually, it will create impact on employees minds and the attitudes of the employees will evolve accordingly. Relevant Management Activities to be undertaken The survey report specified that the change management scenario was not so much efficient to bring the job satisfaction among the associated employees (Deveau McGill, 2014). Therefore, it is necessary for the company to undertake the proper management activities that can create the significant impact on their performance parameters. Recognising such needs, it can be inferred that the implementation of proper leadership style would be much preferable. In the previous time, the company used to follow the autocratic leadership style, which dominated the will power of the company (Johnston Marshall, 2016). However, if the company can undertake the participative leadership style, it will be effective enough to encourage the team spirit as they can participate in making any relevant organisational decision. Hence, it is necessary to establish the communication transparency, which helps the employees to raise their concerns. Moreover, the management requires keeping a proper documentation of the different functionalities and information of the associated staffs. The review and monitoring the documents would be preferable to structure the internal activities as per requirements. Project Management Methodology The undertaken activities needed to be structured with proper project management methodologies. Walden et al. (2015) indicated that the project management methodologies depends on the identified scenario associated with internal management functionalities. Identifying the associated issues in this case scenario, it can be inferred that the company requires undertaking the Information Technology Infrastructure Library (ITIL) methodology. This methodology is helpful enough in improving the management functionalities by enhancing the understanding level. The company requires a new set up for restoring the documents and other necessary information. Accordingly, this particular project management methodology helps in starting development from the management level. Hence, such methodology would be applicable for adopting the change management process in Yellow Auto Company. Conclusion The case study follows up the internal management scenario of Yellow Auto Company, which is a famous brand of Renault. The identified issues indicated that the associated employees faced the lack of communication and motivation while working under the management. Therefore, the company decided to implement the change management procedure by consulting with efficient academicians. However, there were several issues still remained due to the ineffective leadership style. Recognising such requirements, the company needs to undertake the participative leadership style to motivate the employees and bring the performance efficiency in a changed scenario. References Ali, N., Lai, R. (2016). A method of requirements change management for global software development.Information and Software Technology,70, 49-67. Burke, W. W. (2013).Organization change: Theory and practice. Sage Publications. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Chemuturi, M. (2013). Requirements Change Management. InRequirements Engineering and Management for Software Development Projects(pp. 117-127). Springer New York. Deveau, R., McGill, P. (2014). Leadership at the front line: Impact of practice leadership management style on staff experience in services for people with intellectual disability and challenging behaviour.Journal of Intellectual and Developmental Disability,39(1), 65-72. Du, S., Swaen, V., Lindgreen, A., Sen, S. (2013). The roles of leadership styles in corporate social responsibility.Journal of business ethics,114(1), 155-169. Fan, G., Zhang, D. (2013). Research on the project design change management of general construction contractors. InICCREM 2013: Construction and Operation in the Context of Sustainability(pp. 466-474). ASCE. Groves, K. S. (2014). Examining leaderfollower congruence of social responsibility values in transformational leadership.Journal of Leadership Organizational Studies,21(3), 227-243. Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Johnston, M. W., Marshall, G. W. (2016).Sales force management: Leadership, innovation, technology. Routledge. Katrinli, A., Atabay, G., Gunay, G. Cangarli, B.G. (2012). The change story of Yellow Auto Company. In D. L. Anderson (ed.), Cases and exercises in organization development and change (pp. 266-272). Thousand Oaks, CA: Sage Publications. Kerzner, H. R. (2013).Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Leach, L. P. (2014).Critical chain project management. Artech House. Morgeson, F. P., Aguinis, H., Waldman, D. A., Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), 805-824. Walden, S. E., Foor, C. E., Pan, R., Shehab, R. L., Trytten, D. A. (2015). Leadership, management, and diversity: missed opportunities within student design competition teams. In2015 ASEE Annual Conference and Exposition. Zhu, Y., Sun, L. Y., Leung, A. S. (2014). Corporate social responsibility, firm reputation, and firm performance: The role of ethical leadership.Asia Pacific Journal of Management,31(4), 925-947.

Behaviour of the Organisation Determines the Success or Failure Essay Sample free essay sample

Critically analyze the undermentioned statement â€Å"the behavior of the administration determines the success or failure of the organisation† . An organisation consists of persons with different undertakings trying to carry through a common intent. For a concern. this intent is the creative activity and bringing of goods or services for its clients. Harmonizing to Blanchard and Johnson ( 1998 ) . organisational behavior is a field of survey that investigates the impact that persons. groups and organisational construction have on behaviors within the organisation. for the intent of using such cognition towards bettering an organisational effectivity. Furthermore Flamholtz ( 1996 ) adds that organizational behavior is the systematic survey and careful application of cognition about how people as persons and as members of groups act within organisations. It strives to place ways in which people can move more efficaciously. The behavior of an administration marks the success or failure of an administration. A behavior that normally goes manus in manus with the preset ends and missions of an organisation determines the success of an organisation. We will write a custom essay sample on Behaviour of the Organisation Determines the Success or Failure Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Luthans and Youssef ( 2007 ) add that it requires good direction to be in a place to determine up the person and group behaviors that affect organisation for it non to impact an administration so that success is achieved. On the other manus if the behavior does non travel in tandem with the aims of the house so failure is bound to go on as the creative activity and bringing of goods or services for clients is affected. The behavior of the administration determines the success of the administration when people as persons in the house and as members of groups act within organisations pattern unfastened communicating. In order for an organisation to map and execute successfully. there is demand to pass on freely among employees and employers. that is the demand for perpendicular and horizontal communicating must be executable. ( Luthans. 2002 ) . This can do the top direction degree to be able to cognize what happens at the lower degree. be able to reexamine. analyse and take equal step s to rectify whatever oversights or discrepancy that occur. hence success is enhanced. Open communicating can help in functioning as a control measures for measuring public presentation. Furthermore when the organizational behavior incorporates and encourages informal communicating this would do the staff freer and unfastened in describing issues. Human resource bookmans like Harrison. Newman and Roth ( 2006 ) have argued that much of a company’s value resides in intangible assets. Success of an administration is enhanced when ; within the organizational behavior model people have duty in the administration. When each staff member is faced with duties of executing certain undertaking and responsibilities delegated to them. they are every bit empowered by authorization to execute their duties with success and this improves organizational effectivity. This shows that organizational behavior improves steadfast success when employees perform their duties in line with house aims. Organisational behavior that is prompted by teamwork evidently has a great and positive impact on the success of every organisation. ( Tetrick. 2002 ) . Therefore it becomes a pre-requisite for success as teambuilding in organizational behavior modeling enables staff to portion thoughts that would take to the success of the organisation. The effects of globalization can neer be underestimated in the concern universe. Information Communication Technology ( ICT ) enables staff to have and direct information electronically organize amongst direction staff and outside the organisation. ( Schaufeli and Bakker. 2004 ) . When the behavior of an administration incorporates ICT use this encourages the usage of computing machines amongst employees in and outside the organisation. Organisational success is aided as direction attains competitory advantage and besides gives room for analysis of the current tendency in the external environment. Organisational behavior that involves the incorporation of ICT improves organizational success. Administrations depend on their clients for their growing and success. When the behavior of employees leads them to understand client behavior and forms of construction so it is easier to fulfill clients. When clients are satisfied and happy. they tend to name back. As a consequence organizational behavior can be the taking factor in handling clients with all cordial reception and equity. Therefore the behavior of the administration can find the success of the house. Fairness is a really of import factor of organizational behavior. The behavior of the administration determ ines its success when wage of employees is attractive and the same regulations and Torahs are applicable to every employee in an organisation. This creates a healthy environment for concern success through organizational behavior. Employees of an organisation should be flexible so as to set to alterations. ( Muse. Harris. Giles. and Feild. 2008 ) . Organizational behavior is of import in this facet as it determines the success in that alterations might come in signifier of new engineering ; market schemes that would assist travel the organisation frontward. Bing able to lift once more after a autumn is a good quality that should be emulated in other to accomplish organisational ends and aim. An administration with employees that acknowledge and overcome single differences in their behaviors can turn and win. When staff and direction develop skills that enable them place each single quality. Through organizational behavior it is the coaction of each single quality and accomplishments which lays their strength that brings forth growing and development. ( Lilius. Worline. Maitlis. Kanov. Dutton and Frost. 2008 ) . It is in this respect that the behavior of the administration determines the success. Harmonizing to Myers. ( 2000 ) . the behavior of an administration determines the success of the administration when there is collabor ative determination devising. Management of every organisation should affect every staff at all degrees within the Organization to take part in the determination devising of an organisation. The kernel of this is to transport all forces along and besides to hold clear position and apprehension of all state of affairss in the internal and external environment. This behavior will help organizational success. Being brave and determined is one of the good qualities an person should possess to accomplish success in every enterprise and this has a great impact on persons. groups and constructions on behavior within administrations. Blanchard and Johnson ( 1998 ) . province that finding can take to managerial resiliency. Staff should be originative. employees should non merely make merely what is required of them. When employees have the spirit to originate new thoughts and be originative in their work. this makes them work more efficaciously and organizational success is achieved based on their behavior. The most common economic statement as to why the behavior of the administration can find the failure of the administration is that there has been comparatively small acceptanc e of high-commitment work patterns concentrating on organizational behavior. at least compared to the possible additions. is that execution of such systems of human resource direction is dearly-won. The costs identified include geting new accomplishments on the portion of both directors and workers and the demand to implement high public presentation direction patterns as portion of a system that exhibits complementarities ( Shaw. 2006 ) . For case. puting in preparation likely won’t deliver much benefit if the now-trained workers don’t besides get to utilize that developing through enhanced determination doing duty. control over work procedures and behavioural alteration. However it can besides be seen that when the organizational behavior does non promote or pattern unfastened communicating. employees may neglect to pass on freely on of import issues that are necessary for the attainment of organizational success. Findingss by Tetrick. ( 2002 ) reveal that deficiency of unfastened communicating in the behavior of an administration can take to variance in the preset ends and missions of the administration as there will be limited communicating and application of cognition. This therefore builds up to ensue in organizational failure. Closed communicating can ensue in employees neglecting to utilize information accrued from unfastened communicating to heighten the effectivity of what they do. Furthermore i f the organizational behavior includes closed communicating this can forbid employees the necessary discretion to accommodate their work procedures and this reduces their effectivity and as a consequence organizational failure. The efficiency of the organisation will depend upon the free flow of the information. efficient communicating system predominating in the organisation. chiseled authorization and duty supported by elaborate policies. regulations and ordinances. ( Schaufeli and Bakker. 2004 ) . Besides organizational behaviors can take to failure when employees lack duty of executing certain undertaking and responsibilities delegated to them. If single staffs in their behavior are excessively satisfied that they have reached the flood tide of their accomplishment. this will finally ensue in concern failure. In other words. the yearning to set in their best and execute better is something that should rouse within them. When the behavior of persons is non able to develop new thoughts that would make room for betterment. this can find concern failure. Furthermore when the organizational behavior reveals any signifier of biasness in whatever signifier. the administration is bound to neglect. If such is bo und to go on. it would be making an unhealthy environment for success as employees can experience rejected and thankless and this can take to a counter behavior from employees which can take to organizational failure. Furthermore people are concerned about equity and justness. both distributive results and besides the procedures through which those results get determined. Because of this involvement in both procedures and results being just. people will. as economic experts progressively have recognized ( Harrison. Newman and Roth. 2006 ) . really expend resources to â€Å"punish† persons who violate norms of equity. Employees derive an of import portion of their societal individuality through their associations. Peoples are societal animals and as such. are concerned with their relationships with others and influenced by what others say and do in the administration. ( Luthans. 2002 ) . When other employees reveal a negative behavior in their operations in the administration this can impact the whole administration and as a consequence. their perceptual experiences. penchants. and attitudes can be negative to impact their effectivity and as a consequence the administration can neglect. The behavior of the administration can find the failure of the administration in that the human resources section. which has traditionally been an advocator of e mployee wellbeing. has besides lost power harmonizing to Luthans and Youssef ( 2007 ) . Many human resource maps are being outsourced. with a corresponding loss in the size of the section and besides the budget it controls hence it has lost power to better on house effectivity and success. The rise in power of groups non peculiarly interested in people or human resources and the diminution in power of employee advocators provides a ground why the behavior of the administration can find the failure of the administration. From the above scrutiny of organizational behavior and success or failure of the house. it can be seen that employees make a critical difference when it comes to invention. organisational public presentation. fight. and therefore finally concern success or failure. Organizations expect their employees to be proactive and demo inaugural. join forces swimmingly with others. take duty for their ain professional development. and to be committed to high quality public presentation criterions. The value system. emotional intelligence. organisational civilization. occupation design and the work environment are of import causal agents in finding human behavior. Cause and consequence relationship plays an of import function in how an person is likely to act in a peculiar state of affairs and its impact on productiveness. The function of organizational behavior in the success or failure of an administration is clear. The direction should come up with ways such that organizational behavior goes manus in manus with the preset ends and missions of an organisation ensuing in either concern success or failure. Mentions 1. Flamholtz E. G. ( 1996 ) Effective Management Control: Theory and Practice. Published by Kluwer Academic Publishers 2. Harrison. D. A. . Newman. D. A. . A ; Roth. P. L. ( 2006 ) . How of import are occupation attitudes? Meta-analytic comparings of integrative behavioural results and clip sequences. Academy of Management Journal. 49. 305–325. 3. Hersey P. Blanchard K. H. . Johnson D. E. ( 1998 ) Management of Organizational Behaviour Utilizing Human Resources. 7th Edition. Published by Ghosh. Prentice Hall of India Private Limited. 4. Lilius. J. M. . Worline. M. C. . Maitlis. S. . Kanov. J. . Dutton. J. E. . A ; Frost. P. ( 2008 ) . The contours and effects of compassion at work. Journal of Organizational Behavior. 29. 193–218. 5. Luthans. F. ( 2002 ) . The demand for and significance of positive organisational behaviour. Journal of Organizational Behavior. 26. 695–706. 6. Luthans. F. . A ; Youssef. C. M. ( 2007 ) . Emerging Positive Organizational Behavior. Journal of Management. 33. 321–349. 7. Muse. L. . Harris. S. G. . Giles. W. F. . A ; Feild. H. S. ( 2008 ) . Work-life benefits and positive organisational behaviour: Is there a connexion? Journal of Organizational Behavior. 29. 171–192. 8. Myers. D. G. ( 2000 ) . The financess. friends and religion of happy people. American Psychologist. 55. 56–67. 9. Schaufeli. W. B. . A ; Bakker. A. B. ( 2004 ) . Job demands. occupation resources. and their relationship with burnout and battle: A multi-sample survey. Journal of Organizational Behavior. 25. 293–315. 10. Tetrick. L. E. ( 2002 ) . Individual and organisational wellness. In D. Ganster. A ; P. L. Perrewe ( Eds. ) . Research in organisational emphasis and wellbeing ( Vol. 3. pp. 107–141 ) . Greenwich. CN: JAI Press.

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buy custom Teamwork in the Organization of Toyota essay Introduction Toyota Motor Corporation (TMC) is among the leading automakers that provides a full range of models from mini-vehicles to large trucks. It has been noted to be a company with excellent human resource standards and a continuous and overall interest of pursuing harmonious growth and enhancing profitability. At Toyota, the employees have maintained a culture of The Toyota Way by continually receiving training in the Toyota Production System. Through this the company has fostered various work value practices. Toyota has adopted motivational and teamwork practices with astounding success. Toyota believes that human resource is the hub of the corporate system; hence, improving motivation and team work practices of employees is the key of maintaining a strong culture (Toyota n.d.).This paper will discuss motivational and teamwork practices employed by the company. Motivational Practices One of Toyotas keys to success has been its dedication to ensuring employee motivation. Toyota has been able to implement its motivational practices by offering an assured lifetime employment for its employees. It has focused on kaizen or continuous improvement by motivating its employees through investing considerable resources to training and education. With regards to the same, Toyota has implemented motivational practices on the women employees by ensuring that they are able to work and raise children simultaneously and build their career visions autonomously and actively. Besides, it has created an on-site childcare facility designed to assist employees fulfill their child rearing duties and their work-related tasks at the same time. Additionally, Toyotas management has created bimonthly family days (including staff members and relatives) to travel to upcountry trips and hosted birthday parties for all its employees (Sisodia, Wolfe, Sheth, 2007). Reward systems are undeniably among the major motivating practices the company utilizes to encourage its staff. In order to motivate employees, Toyota utilizes rewards practices by providing incentives including home loans, sport areas and insurances, paid vacation, and private health and dental care. Toyota has been categorized among the top 10 with regards to the same. Furthermore, the reward practice encompasses a general gain-sharing program anchored in realizing annual profit and quality goals for the organization. It has also afforded a pay scale founded on three elements of company profitability: one bonus is related to seniority, the second bonus payment is linked to teams performance, another bonus payment is allocated to workers merit, and finally, employees wages is normally raised from 85 percent to 115 percent according to the allocated amount. In the light of these, Toyota Company has created a reward system for employees whose suggestions have been executed. During 200 0, approximately 70 percent of employees in California NUMMI plant, contributed in providing roughly 18,000 suggestions and more than 90 percent of them were executed. In the United States, each Toyota employee contributes approximately 36 percent of suggestions annually or three per month minimally. Globally, the Toyota Corporation in-house suggestion scheme produces an excess of two million ideas annually. According to statistics, the most noteworthy information is that over 90 percent of the given suggestions are executed globally. Through this, the company and employees have benefitted by saving millions and receiving rewards with payout respectively. Regarding motivtional practice, Toyota has utilized a system of internal promotion which ensures casual workers have a possibility to obtain permanent contracts and develop into team leaders, foremen, and also managers. This practice permits workers to climb within the hierarchy and facilitates a number of them to become minor mana gers. As a result, Toyota improvement of its employees motivation has made the most favorable use of its human resource. During 2002, Toyotas head office, initiated a Diversity Project founded on its Global Vision 2010 which is aimed towards promoting the development of environments and enabling employees from across the globe with diverse cultures, values, and abilities to experience self-realization and motivation as individuals. The F1 project is another practice that was initiated in 1990 by Toyota Corporation with the aim of being involved in Motor Sports. It has been a successful tool that has assisted to motivate Toyotas 260,000 strong personnel around the globe. The employees have been extremely motivated in the Toyota TF103, the racing care that races in the F1 Grand Prix, which was built with similar technological systems to their traded production cars (Cornelissen Cornelissen, 2011). Toyotas approach is to constantly draw out the motivation in its employees. The education offered to new employees has a huge impact in their lives at the company. In the light of these, general technical employees are offered two months of factory training in the initial first year and three months of sales training in the second year after being recruited. The main purpose of sales training is to provide the employees a feeling of direct relation between their jobs and the sales floor. In this case, Toyota is able to impact a lifetime of motivation in the employees by temporarily stopping their usual jobs and having them experience the competitive environment of sales. Another motivational practice the company utilizes is its constant talk of crisis. The primary motive force, holding Toyotas prosperity in the 20th century, was a sense of crisis in the company and an unquenchable drive to lessen costs. Teamwork Practices Toyota Company has a unique human resource policy as it tends to raise its leaders from within. By raising its leaders, the company does not have to regularly recruit candidates from outside. It has mainly adopted a policy of learning by doing, teamwork approach. Toyota Company mainly focus on recruiting and maintaining employees who express drive and enthusiasm, team-work and co-operation, desire to embrace challenge, and commitment to responsibilities. Prior to the recruitment of new employees, the Toyotas managers selection is based on whether they demonstrate teamwork within the one-week screening process. Subsequently, Toyotas orientation, training, appraisal and incentive programs, all highlight motivation and teamwork. Putting the companys interests above the employees interest is fundamental to good teamwork. Employees in Toyotas company usually share knowledge with others in the team. Teamwork has been clearly manifested in the company due to the lengthy time and huge costs invested with regards to on-the-job training. A notable example is the proven track record in Toyota Motor Manufacturing, USA. Usually, team building commences with the employees commitment to the teamwork standards, which is formally written in Toyotas Team Member Handbook. Toyota production workers, design engineers, and marketing experts work as a team to recognize problems, discover solutions, and develop better technology with the aim of eliminating performance gaps that they have recognized. The entire factory work is arranged around work teams of approximately five to ten employees in charge of door installation, stamping tool, power train conveyance, die and body weld, and assembly team. There are no employees positioned on the plant floor, however, all employees are part of the work team. With the regards to these, several practices have been adopted by Toyota to ensure smooth running of work teams. Besides the Team Member Handbook, the company has established a team member activity association. The company ensures that thorough teamwork training is provided. Teamwork and closeness is enhanced as the work teams freely hire and choose their own new member. Moreover, all employees share group work, take initiative in solving problems, and utilize their creativity to develop all phases of the production systems. The strong corporate culture that is founded on the The Toyota Way has enabled the company to be among the most accepted companies globally. Toyota facilitates teamwork practices by ensuring that the employees from top management level to lower management levels take proactive steps and act as a team in order to enhance productivity and resolve problems. Instead of bureaucracy and supervisory control over employees, Toyota Corporation ensures that team members take accountability for and pride in their endeavors. The team-oriented work environment on Toyotas production line and the companys co-alignment with its suppliers and dealers/ customers outside the organizational edge has emphasized its main values of efficiency and cost reduction. In order to attain these values, Toyotas team has adopted management concepts which comprise of just-in-time, autonomation, flexibility, and creativity. Just-in-time concept denotes that the team members adjust to pressure in order to achieve co-al ignment between the foregoing process and the later process in the production system. Automation denotes how man and machine collaborate to manage defects. Inside the Toyota plants, high-speed management teamwork characteristics of permanent dissatisfaction and concentration are predominantly pertinent to achieving autonomation. Moreover, the team members ensure that flexibility is realized by working in unison. Team work enables the workforce switch from one machine to another smoothly and efficiently, hence, achieving high productivity. The U-turn layout of the Toyota machines is designed in such a way that team spirit is pertinent. Additionally, the workforce capitalizes on creative thinking by actively participating in quality control circles where they make improvements in all issues concerning the company. Besides, adopting speedy and effective communication and maintaining high-level teamwork between the factory and the employees is crucial to fulfilling the above concepts. Conclusion Toyota Company has embraced motivation and teamwork of employees as its key values. In order for Toyota Company to uphold lifetime employment for employees, it should continue to sustain the above practices over decades. Toyota has turned the company into a success not only through tools and quality improvement methods but also by deeper awareness rooted in having an understanding of its employees. The above discussed practices clearly state why Toyota keeps getting better and better and better. Being considered as the worlds best automobile company, Toyota should continuously improve its human resource practices in order to gain greater success in its corporate culture. Buy custom Teamwork in the Organization of Toyota essay

Property Law Case Study Example | Topics and Well Written Essays - 1750 words

Property Law - Case Study Example It certainly is true that the legal owner has the sole right to dispose of any fixtures to another party. Nonetheless this is not the same thing as meaning that the 'purchaser' of kitchen cupboards obtained under a subsisting hire purchase agreement would also have the same rights, since whilst s/he might romantically think of the chattel as 'belonging to' him/her upon receipt of it, under English law, legal title does not pass until the final repayment is received by the finance company. However, the chattel may not belong outright to the person in possession, particularly where the possessor has only a limited right to the land; for example the widow of a man who died intestate may be allowed to live in the property but not to dispose of contents left in a statutory trust for her children under 18. What is the situation if an ex-tenant of a shop has to leave parquet flooring she had installed at her own cost Would the landlord instantly be able to claim that it was a fixture, and therefore s/he was entitled to keep it, in the same manner a mortgagee of land has a better right to fixtures than the owner or other creditors The older cases in this area suggest that the courts know that in certain circumstances it would be grossly unfair for a landlord to benefit in this manner, not least because it would discourage tenants from improving and maintaining the property.1 For example, seventeenth century law recognised that trade and ornamental fixtures could be removed during or at the end of the tenancy.2 However, one must keep such decisions in context - the world was a very different place then, and there was not welfare state to lift one from penury in the event of bankruptcy. Contrary to the Grays' viewpoint it is herein submitted that this has never been the conventional jurisprudential view. It was - and remains - an exception to the general rule. The burden of proof remains on the original person in possession to prove that the chattel was not a fixture. Defining a Fixture The determination of whether a chattel was a fixture was generally understood to turn on the 'intention' at the time the chattel was affixed to the land. The rationale for this reading of the case law is that the only purpose the tenant had at the time of affixing the chattel to the land was the intention to use and enjoy the chattel. This view makes good sense - particularly in the burgeoning sectors of commercial leasing or renting of realty, where often the fixture itself is owned by someone else (such as shop-fittings, satellite dishes or a fitted bedroom under a hire purchase agreement). However, the earliest cases considered the degree or extent of physical annexation to be more significant. Blackburn J in Holland v Hodgson (1872) gives a sound definition of the 'objective test' of a fixture under English law at the time: "Perhaps the true rule is, that articles not otherwise attached to the land than by their own weight are not to be considered as part of the land, unless the circumstances are said as to shew that they were intended to be part of the landon the contrary, an article which is fixed to the land even slightly is to be considered as part of the land, unless the circumstances are such as to shew that it was intended all along to continue a chattel."3 The Court gave examples of fixtures which would not be considered to be attached to the