Shakespeares Tempest - A Tired and Dated Work? :: Shakespeare Tempest

The Tempest: Immortal Classic or Tired and Dated Work?     For what reason do teachers hold crafted by Shakespeare in such high respect? Should The Tempest be viewed as an eternal classic?  Indeed Shakespeare's works had extraordinary centrality in the advancement of English writing, yet these works, including The Tempest are generally without noteworthiness and scholarly incentive in the present day.  One can hope to increase little gratefulness for fine writing from the perusing of Shakespeare's works for reasons enumerate.  First of all, the vivid and modern figurative vernacular style of the language used is old; even the discourse of mentally refined people and other regarded artistic works don't imploy of this rich style of speech.   The poemic organization of The Tempest doesn't expand one's capacity to acknowledge recognized writing in light of the fact that the refined and regarded works of most other old style authors are in novel shape and hence contrast profoundly from Shakesperian wor ks in the abstract gadgets and characteristics from which they are comprised.                The Tempest was written in mid seventeeth century England.  At this time of history and nation the English language was very unique in relation to what it is today in numerous ways.  First, norm, formal jargon was distinctive at this time.  An incredible model is found in the line ...you wailing, impious, incharitable canine! (act 1 sc. 1, p. 9).  In this line, the word incharitable is the cutting edge likeness the word uncharitable.  The standard word reference word has changed prefixes some place througout the centuries.  Another thing that would have made a further hole between the vernacular in the play and present day English is Shakespeare's arrangement of normal language,or slang (despite the fact that I have no evidence since I don't speak  sixteenth century slang).  A pox o' your throught... (de monstration 1 sc.1, p. 9) and ...give o'er...(act 1 sc. 1, p. 9).  These expressions appear to be slang therms since they are so degenerate from that point current english equvalents, reviles on and surrender, respectiveley. What worth does realizing the antiquated vernacular provide for the reader.  Surely it doesn't increment thier word force or sophisticate their jargon, for no place, not even in among individuals of high educated refinement, for example, admired school professers, is this dead language utilized.             Another particular characteristic of the vernacular utilized in The Tempest is the substantial utilization of metaphor.  This utilization of similitude is so overwhelming and stunning that it turns out to be extrodinarily hard to decipher and makes the words fall into disorderly vagueness. Shakespeare's Tempest - A Tired and Dated Work? :: Shakespeare Tempest The Tempest: Immortal Classic or Tired and Dated Work?     For what reason do teachers hold crafted by Shakespeare in such high respect? Should The Tempest be viewed as an interminable classic?  Indeed Shakespeare's works had extraordinary hugeness in the development of English writing, yet these works, including The Tempest are for the most part without importance and abstract an incentive in the present day.  One can hope to increase little thankfulness for fine writing from the perusing of Shakespeare's works for reasons enumerate.  First of all, the bright and complex allegorical vernacular style of the language used is age-old; even the discourse of mentally refined people and other regarded artistic works don't imploy of this rich style of speech.   The poemic piece of The Tempest doesn't expand one's capacity to acknowledge recognized writing in light of the fact that the refined and regarded works of most other old style scholars are in novel frame and in this manner contrast exceptionally from Shakesperian works in the abstract gadgets and quirks from which they are comprised.                The Tempest was written in mid seventeeth century England.  At this time of history and nation the English language was very not quite the same as what it is today in numerous ways.  First, norm, formal jargon was diverse at this time.  An extraordinary model is found in the line ...you wailing, ungodly, incharitable canine! (act 1 sc. 1, p. 9).  In this line, the word incharitable is the cutting edge likeness the word uncharitable.  The standard word reference word has changed prefixes some place througout the centuries.  Another thing that would have made a further hole between the vernacular in the play and present day English is Shakespeare's sending of basic language,or slang (despite the fact that I have no confirmation since I don't speak  sixteenth century slang).  A pox o' your throught... (demo nstration 1 sc.1, p. 9) and ...give o'er...(act 1 sc. 1, p. 9).  These expressions appear to be slang therms since they are so freak from that point current english equvalents, reviles on and surrender, respectiveley. What worth does realizing the antiquated vernacular provide for the reader.  Surely it doesn't increment thier word force or sophisticate their jargon, for no place, not even in among individuals of high intelligent refinement, for example, admired school professers, is this dead language utilized.             Another unmistakable characteristic of the vernacular utilized in The Tempest is the substantial utilization of metaphor.  This utilization of similitude is so overwhelming and shocking that it turns out to be extrodinarily hard to decipher and makes the words fall into tumultuous equivocalness.

Ethical and Socially Responsive Business Essay

Depict key zones of the chose company’s set of principles that are critical to the business, and clarify why. The main inquiry we should pose to ourselves â€Å"what is ethics?† I think morals are an assortment of standards and practices that a business has confidence in, proclamations and increasingly explicit arrangements about direct to give workers, accomplices, merchants, and outcasts a thought of what the company rely on and how it’s staff should act . The Cheesecake Factory was built up during the 1940s by Oscar and Evelyn Overton. In 1972 they open their first business store to Los Angeles, CA known as the Cheesecake Factory. Presently The Cheesecake Factory has more than 170 areas around the globe. Having such a huge company like Cheesecake Factory brings a great deal of moral and business issues with regards to having such a huge stores and staff. We ought to consistently recollect that everybody has their own arrangement of good morals that they live by at will in general take those equivalent morals to the work place. When composing a code of morals it is significant that these will cover each staff part from the highest point of the company to the most minimal switch worker. Key territories that are vital to The Cheesecake Factory start with the general principles of lead in how the entirety of its representatives will be treated by individual workers and by the executives. The norms bargains the essential qualities that we as a whole have, with the desire for building trust, reliability, trustworthiness, regard, and a significant level of demonstrable skill inside the organization. The cheesecake Factory has a set up code of moral direct that is a fundamental factor in keeping up a legitimate equalization in the human part of morals and the connection to the business achievement. Corporate pioneers and administrations should be cautious about their practices and how they settle on significant choices. Albeit all regions of the Cheesecake Factory’s code of moral direct is significant for the achievement of the organization, there are a couple of key territories of the company’s code of moral lead that are critical for The Cheesecake Factory. 1-The first happens in Article IV, in the â€Å"Conflicts of Interest,† area that relates to exchanges and ventures. This explicitly expresses an official or a director† ought to abstain from taking an interest in any exchange or venture that contentions with, or gives the presence of a contention with, the enthusiasm of the company.†(Reference 1) This is key in keeping up morals on the grounds that an individual who is in an initiative/the executives positions must be faithful to just their association; in any case, all choices that are made and act are suspect regarding the uprightness of the decision, particularly concerning cash matters. 2-A second key territory of The Cheesecake Factory’s code of moral lead that is vital is in Article V, in the â€Å"Compliance with Company Policies and Procedures,† area that relates to private data. It is significant and basic for the accomplishment of any organization and business particularly, the classification of data, particularly for outsiders, be kept up. This prompts another key region that is additionally in Article V of the company’s code of moral direct. In the segment that relates to insider exchanging. In the segment that manages precluding insider exchanging it expresses that, â€Å"An official or executive will watch the Company’s arrangement disallowing exchanging based on material, non-open information.†(Reference 1) 2.Explain the key advances that the organization should take to guarantee that representatives follow the set of accepted rules. There are some key advances that an organization can take so as to guarantee the workers follow the set of principles. 1-The Cheesecake Factory ought to have a â€Å"compliance department† that handles all debates and examinations with respect to infringement of the set of principles. This particular division at Cheesecake Factory ought to have assigned workers that oversee the whole company’s representatives and handle any issues that emerge. 2-The Cheesecake Factory canâ take to guarantee the representatives follow the implicit rules is to have every worker sign and date, the set of accepted rules when they recruited and offer it to the representative a duplicate and keep another duplicate in the representative records. This makes it feasible for the representative and the organization to be in the same spot from the earliest starting point of the working relationship. This procedure can rehash each year for the current representatives to follow the set of principles. 3-The Cheesecake Factory can take to guarantee the workers follow the set of principles is finished compulsory â€Å" Business ethics† preparing recordings for new and existing representatives consistently. These recordings ensure token of all employees’ business morals and set of accepted rules. 3. Recommend three (3) manners by which the eatery can participate in socially responsive exercises in the network inside which it works The Cheesecake Factory can connect with numerous socially responsive exercises in the neighborhood network. 1-The Cheesecake Factory can give nourishments to nearby food banks, soup kitchens and destitute safe houses. Cafés consistently have additional food that doesn't utilized for any reasons or left over nourishments. As a deferential organization having the option to give new food to safe houses and taking care of somebody who can't have a feast, would be great social responsive venture and movement. 2-The Cheesecake Factory could participate in socially responsive exercises in the network is help fund-raise for a neighborhood non-benefit associations, noble cause, kids medical clinics or malignant growth partners. This should be possible by giving cash, request that costumers take an interest or store rising which will show that the organization is offering back to the neighborhood network in which it is a section. 3-The Cheesecake Factory could take part in socially responsive exercises in the network is without offer dinners to covers for indicated occasions, for example, Thanksgiving and Christmas. 4-Also Cheesecake Factory could run crusade for â€Å"Local Food Drive† to contribute as an organization and ask their costumers give dry and canned nourishments to arrive at nearby families who needs assistance .This is one of phenomenal method of offering back to the neighborhood network. References: 1. (Walk 16, 2004) The Cheesecake Factory Incorporated. Revised and Restated Code of Ethics for Executive Officers, Senior Financial Officers, and Directors. Recovered from: http://investors.thecheesecakefactory.com/phoenix.zhtml?c=109258&p=irol-govconduct. 2. (January 2001) C.B. What's more, R.L. â€Å"The Legal Environment of Business: Text and Cases: Ethical Regulatory, Global, and Corporate Issues.† Cengage Learning, eighth version. 3. (January 2012) Ferrell, O.C. What's more, John Fraedrich. â€Å"Business Ethics: Ethical Decision Making and Cases.† Cengage Learning, ninth version.

5 Simple Ways to Handle Nepotism in the Workplace

5 Simple Ways to Handle Nepotism in the Workplace In a workplace environment, everyone desires a fair, merit-based treatment by employers. That is not always the case however stressful or frustrating it may be.Nepotism is a form of favoritism that includes hiring and promoting relatives and/or friends over other (perspective) employees.The opinions of nepotism vary depending on the experience with it. If you have benefited from the practice you will probably favor it, and if you have experienced some of the disadvantages of it, you will feel negatively about the practice.What is important to know is that nepotism is deeply rooted in our DNA and centuries long of practicing it will not and cannot allow for the complete eradication of workplace favoring people close to us.We inherently trust people that are our family and that we consider friends, and establishing trust in the workplace environment is one of the crucial elements of doing business successfully.So what, then, is the problem with nepotism?The main issue that rises is fav oring relatives and friends who are not qualified for the job.This is impeding the professional progress of the qualified individuals, leaving them frustrated.This, in turn, leads to lower morale, and that leads to weakened productivity and lesser success of the company, overall.CULTURAL ASPECTS OF NEPOTISMThere is a substantial difference in how people look on nepotism (aside from personal experience). In Western society, it is generally frowned upon.There are some instances where we consider nepotism a completely normal practice, for example, in some sort of creative career paths.We consider that the creative gene is inherited so it is completely normal that we see sons and daughters of famous actors, writers and musicians follow in their parents footsteps.However, in businesses like law and medicine (and others that are not considered strictly creative) we expect some sort of merit.You cannot expect to be a successful doctor if you are not studying hard, learning from mentors and gathering experience from the bottom up.In China, for example, the family is really the most important institution, and on many occasions, it is impossible to make a progress if you do not have a family member to back you up on your career path.It is completely normal and expected to hire a spouse or a daughter, or even an in-law, and this is not restricted to private family businesses, it happens in public companies regularly.India, however, has a large number of family businesses where the sons and daughters are trained to take over the family job when the time comes.Nepotism in family businesses is not unnatural for Western societies either.Just think about how many companies go by the name X and Son, or Y bros..They are keeping the business in the family, ensuring that the later generations will have a steady income and safe livelihood, and there are not many outsiders who can steal their trade. Business partners are also chosen from your friends circle, especially when startin g off a business, you trust them, you respect them and you know their work ethics.Those are some of the advantages of practicing nepotism in the workplace, and they mostly relate to family businesses.WHAT ARE THE DOWNSIDES OF WORKPLACE NEPOTISM? Nepotism can harm both the employers and the company.The company can lose its customers, experience less productivity, lowered quality, and potentially even bankruptcy due to the fact that the good employees that have been overlooked would feel frustrated which would lower their morale, and possibly cause them to resign and look for a better option for them.So, how does the company suffer from unfair nepotism?If employees perceive nepotism they might feel frustrated which lowers morale.If they feel that no matter what they are doing the boss would always give all the best and most lucrative projects to his nephew, they will probably start to slack off.Why do your best when somebody else will get a raise or a promotion?It is not the smartest move; however, it is how peoples psyche works.In addition to that, the service your company offers will start to decline as the best workers will either stop working as effectively as before, or they would decide to desert the unfavorable work environment in search for a job that will allow them to go upward on the career path, rather than stagnate. Low morale also causes the formation of employee groups or clicks that often engage in gossip and badmouthing either the manager who is unfairly praising their relatives or the said relative just because they are taking advantage of the favors they are given.These conditions do not make a healthy working environment and do not allow that the company functions as a tight fit unit.Other things that can happen are some legal and financial implications, as nepotism could be considered a type of discrimination.However unfavorable it may be, though, nepotism is not illegal. In spite of that, employees might choose to file a complaint or make y ou face a lawsuit accusing the company of discrimination and creating a harmful work environment.Even if the employee does not manage to make a case, it would still cost the company to hire a lawyer and pay for the fees, not to mention that going to court hearings is not an enjoyable way of spending your time. If you are in a managing position at the workplace and recognize this pattern of behavior in yourself and/or your peers, you can take action into your own hands and fix the problem or avoid it, to begin with.Surround yourself with non-relatives, or if you are favoring them, make sure that they deserved it by something other than they are family.You could create a document that clearly states the companys policies, practices, and values.This would help all your employees feel safe even if they are working head to head with your daughter, and avoid the common problems you might encounter when hiring relatives.With relatives and friends working for you, you might be inclined to p raise them more in order to avoid personal conflict, even though they did not deserve it.All relationships come with baggage in this case, and you can end up bringing issues from home to your work, which reflects poorly on both parties.On the other hand, especially with sons and daughters of business owners, the performance expectations can be exceptionally high, which leads to the burnout of the individual and of the business itself.What happens if you are on the other side of things?What can you and what should you do if you are the one being overlooked by the boss in favor of a relative or a friend?First of all, make sure that the reason that your colleague has gotten that promotion, or a better office, or the best project just because they are related to the boss.Companies that run a business successfully pick out the best among the employees and give them the advantages; they put their trust in the hands of the most capable ones.Is it possible that the boss son has worked hard enough and long enough to deserve the opportunity? If that is the case, it is perfectly okay for the boss to make that move.However, if that is not the case, you are facing a true form of nepotism with favoring the relatives unqualified for the job.Give it time, and learn how to identify the problem. WHAT CAN YOU, AS AN EMPLOYEE, DO?Now, which actions can you take to make sure you are feeling comfortable and respected in your workplace if you have, in fact, observed nepotism as a pattern of behavior between your colleagues?1. Control your emotions and behave professionally.The key to surviving and finally advancing in your job is to always be on top of the situation.Nepotism is stressful to experience, even if you are just an innocent bystander and are not affected by the said type of favoritism in any way.And if you are the one on the short end of the stick, then your frustration grows. You might feel all kinds of emotion which cause you to want to do things that are not regarded a s professional.It is normal, we are people and we are driven by our emotions.Frustration, resentment and even anger are what people commonly feel in such situations.Feeling it is okay, acting on them without thinking about the consequences- not so much. You should reserve expressing negative emotions and venting for your friends and family outside of work, or use some other means to get rid of the negativity.In order to try to get an objective look of your own feelings, try to imagine that you are one of those people who are not directly affected by the unfair favoritism in question. Think your actions and comments through. Is there a possibility that you would come across as petty and jealous?If there is, you should probably refrain from making that comment and taking that action. Show your colleague and your boss how maturely you can handle the situation.And for a more selfish reason, the comments can come around, people talk and will probably say what they heard you say, and this can come to the ears of any of the involved parties which can possibly turn out bad for you as you could be qualified as a whistleblower.Aside from being promoted or hired over somebody who is more qualified, getting better benefits without an objective reason, or doing more prominent work, nepotism can take a form of getting away with the mistakes that they make.Giving a person a second chance to change something that has proven faulty in the past is a great teaching and managing strategy, on the other hand, if this continues over and over again without consequences, you might be facing nepotism.Is it okay for you to behave that way and expect to get away with it?Of course not.Even if you notice that some employees are favored in that way, your behavior should be spotless.Make deadlines, do not be late for work, do not complain and do not engage in silly gossip.2. Take note of your work.This is crucial especially if you have decided to go and report the nepotism to the HR or anoth er person in high in the companys hierarchy.Why in this case particularly?Well, if you are pointing out that somebody else is rewarded without valid grounds and by that, either directly or indirectly, suggesting that you might be better for the job, there is a great chance that your superiors will take a closer look on you.The reason for that may be that they are trying to take your critique seriously and influence the change for the better, or they might even feel attacked and (wrongly) accused and would subconsciously try to justify the action of, say, promoting that other person instead of you.Even if they are favoring somebody, sometimes that happens unconsciously, it is so genetically encrypted into our nature, that we do not notice some patterns of behavior unless somebody points them out to us.So if you are being looked more closely than others or than before, you should make sure that you are doing your job thoroughly, responsibly and effectively.Take notes on the progress o f your projects; follow them through until the end.If possible, pull out some statistic data about how your work influences and benefits the company. Be organized so well that you know at any time where you can find the information about something that you have worked on before.Nobody can work without ever making a mistake, and when that happens try to show them that you are correcting them and in due time.In addition to that, if you have successful assignments to show for, you might want to approach your boss and ask for a better and more responsible assignment. You would be ready and you would have your previous work ready to back you up.In this way even if the boss has practiced nepotism before, they will have to take you and your work into account if they want to keep you and if they want the company to develop further.Next time, you may not be overlooked. Your work will make the case for you, without you being characterized as emotional and regarded as someone who is not mindin g their own business.3. Ask for advice.Who you can ask for advice on such a situation?First of all, you may try to talk to your coworkers. Examine if they have experienced a similar situation in your workplace and if the situation turns out to be a mutually perceived problem, you can work it out together.Again, pay attention that you do not come across as gossipy and jealous.Another thing that you can do is consult your mentor. They might have a better perception of what has been happening as they are in the workplace longer than you.They know if similar situations had happened before and, if so, how had they been resolved.Your mentor may also give you advice on how to improve your own work performance which will put you on the spot for advancement.Other options that you have are: to talk to the HR or some other executive.In both cases, it is of high importance to be prepared for that conversation and to execute it seamlessly, without ruffling any feathers or appearing as a “brown -noser” in the eyes of your superiors and coworkers.Make a discrete appointment without raising suspicions or making dramatic scenes, all the while being professional.Your preparation for the meeting should consist of carefully selected particular instances of nepotism.Document those in as much detail as possible; provide the option for witnesses if possible as well.If such a document exists, provide evidence of the companys policies that are being overlooked by the behavior.In order to appear professional, do not let your emotions get you. Calmly make your case.The best option is to present it as your concern for the overall progress and morale of the company, rather than something that is affecting you personally.Some psychological studies show that one of the harmless ways to draw attention to bad behavior is to put that person in a position to give advice about that behavior.In this particular case, you could approach the very person who you consider is practicing nepotism, an d ask for advice on that type of behavior.4. Make yourself feel better.It is understandable that unfavorable working environment takes a toll on your personal well-being. It causes stress and, what is more, it makes you feel bad about yourself; lose confidence in your capabilities.Many people take the work frustrations out on their family members, which does not help at all.Your home should be a place where you can relax, ask for advice and support.Taking your job home might be one more reason to avoid working with relatives.How do you make yourself feel better aside from having your family by your side to support you? Take care of your body. Take up a sport, exercise, take daily walks at least.Physical activity helps you release the tension that has gathered up during the working hours, leaving you feeling better about yourself.If nothing else, you would be too tired to overthink the workplace nepotism after a vigorous workout.Exercise also helps to clear your mind, get a new persp ective, and gather physical and mental strength to get up in the morning and face your issues.If you feel like it, you can go on therapy, work on your mental well-being.You could take up gardening, play with your children more, get a dog The options are endless.Find something that you enjoy doing, something that consumes your thoughts, something that gives you relief and fills your batteries, and keep on doing it.With time, you might come to the conclusion that the fact that the managers son got a better office and did not earn it is not as important as what you are doing for yourself.There is always next time. And there are ways for you to make your point.5. Get yourself out of the situation.Think about how serious the unfair favoring is.Is it harmless and it is just bugging you because you are personally sensitive to the injustice of any kind, or is it jeopardizing your and the careers of our coworkers?If it is harmless, let it go and turn to making yourself better, if not, leave. If nothing helps you to solve the problem for yourself and if the nepotism grows more and more visible and is hindering your professional progress you could consider resigning.This should be your last resort, as you should not quit just because it became a little hard or challenging.If the nepotism goes over your limits, take a risk and look for a new professional opportunity, nobody wants to work for somebody who does not allow personal and professional growth.The problem with this is that no matter where you go, chances are that you are going to come across similar cases of nepotism since it has existed for centuries and will exist for many more.FINAL WORDWhatever your experience with nepotism may be, whether you practice it, benefit from it or find it aggravating and hindering your first step towards dealing with it is accepting it as it is a common pattern of behavior.People are social animals and we cannot go without personal connections even in the professional world.Make pea ce with it and do not let it ruin your health and work or personal relationships.Hopefully, some of these strategies will help you cope with the problem and feel better about yourself.

5 Simple Ways to Handle Nepotism in the Workplace

5 Simple Ways to Handle Nepotism in the Workplace In a workplace environment, everyone desires a fair, merit-based treatment by employers. That is not always the case however stressful or frustrating it may be.Nepotism is a form of favoritism that includes hiring and promoting relatives and/or friends over other (perspective) employees.The opinions of nepotism vary depending on the experience with it. If you have benefited from the practice you will probably favor it, and if you have experienced some of the disadvantages of it, you will feel negatively about the practice.What is important to know is that nepotism is deeply rooted in our DNA and centuries long of practicing it will not and cannot allow for the complete eradication of workplace favoring people close to us.We inherently trust people that are our family and that we consider friends, and establishing trust in the workplace environment is one of the crucial elements of doing business successfully.So what, then, is the problem with nepotism?The main issue that rises is fav oring relatives and friends who are not qualified for the job.This is impeding the professional progress of the qualified individuals, leaving them frustrated.This, in turn, leads to lower morale, and that leads to weakened productivity and lesser success of the company, overall.CULTURAL ASPECTS OF NEPOTISMThere is a substantial difference in how people look on nepotism (aside from personal experience). In Western society, it is generally frowned upon.There are some instances where we consider nepotism a completely normal practice, for example, in some sort of creative career paths.We consider that the creative gene is inherited so it is completely normal that we see sons and daughters of famous actors, writers and musicians follow in their parents footsteps.However, in businesses like law and medicine (and others that are not considered strictly creative) we expect some sort of merit.You cannot expect to be a successful doctor if you are not studying hard, learning from mentors and gathering experience from the bottom up.In China, for example, the family is really the most important institution, and on many occasions, it is impossible to make a progress if you do not have a family member to back you up on your career path.It is completely normal and expected to hire a spouse or a daughter, or even an in-law, and this is not restricted to private family businesses, it happens in public companies regularly.India, however, has a large number of family businesses where the sons and daughters are trained to take over the family job when the time comes.Nepotism in family businesses is not unnatural for Western societies either.Just think about how many companies go by the name X and Son, or Y bros..They are keeping the business in the family, ensuring that the later generations will have a steady income and safe livelihood, and there are not many outsiders who can steal their trade. Business partners are also chosen from your friends circle, especially when startin g off a business, you trust them, you respect them and you know their work ethics.Those are some of the advantages of practicing nepotism in the workplace, and they mostly relate to family businesses.WHAT ARE THE DOWNSIDES OF WORKPLACE NEPOTISM? Nepotism can harm both the employers and the company.The company can lose its customers, experience less productivity, lowered quality, and potentially even bankruptcy due to the fact that the good employees that have been overlooked would feel frustrated which would lower their morale, and possibly cause them to resign and look for a better option for them.So, how does the company suffer from unfair nepotism?If employees perceive nepotism they might feel frustrated which lowers morale.If they feel that no matter what they are doing the boss would always give all the best and most lucrative projects to his nephew, they will probably start to slack off.Why do your best when somebody else will get a raise or a promotion?It is not the smartest move; however, it is how peoples psyche works.In addition to that, the service your company offers will start to decline as the best workers will either stop working as effectively as before, or they would decide to desert the unfavorable work environment in search for a job that will allow them to go upward on the career path, rather than stagnate. Low morale also causes the formation of employee groups or clicks that often engage in gossip and badmouthing either the manager who is unfairly praising their relatives or the said relative just because they are taking advantage of the favors they are given.These conditions do not make a healthy working environment and do not allow that the company functions as a tight fit unit.Other things that can happen are some legal and financial implications, as nepotism could be considered a type of discrimination.However unfavorable it may be, though, nepotism is not illegal. In spite of that, employees might choose to file a complaint or make y ou face a lawsuit accusing the company of discrimination and creating a harmful work environment.Even if the employee does not manage to make a case, it would still cost the company to hire a lawyer and pay for the fees, not to mention that going to court hearings is not an enjoyable way of spending your time. If you are in a managing position at the workplace and recognize this pattern of behavior in yourself and/or your peers, you can take action into your own hands and fix the problem or avoid it, to begin with.Surround yourself with non-relatives, or if you are favoring them, make sure that they deserved it by something other than they are family.You could create a document that clearly states the companys policies, practices, and values.This would help all your employees feel safe even if they are working head to head with your daughter, and avoid the common problems you might encounter when hiring relatives.With relatives and friends working for you, you might be inclined to p raise them more in order to avoid personal conflict, even though they did not deserve it.All relationships come with baggage in this case, and you can end up bringing issues from home to your work, which reflects poorly on both parties.On the other hand, especially with sons and daughters of business owners, the performance expectations can be exceptionally high, which leads to the burnout of the individual and of the business itself.What happens if you are on the other side of things?What can you and what should you do if you are the one being overlooked by the boss in favor of a relative or a friend?First of all, make sure that the reason that your colleague has gotten that promotion, or a better office, or the best project just because they are related to the boss.Companies that run a business successfully pick out the best among the employees and give them the advantages; they put their trust in the hands of the most capable ones.Is it possible that the boss son has worked hard enough and long enough to deserve the opportunity? If that is the case, it is perfectly okay for the boss to make that move.However, if that is not the case, you are facing a true form of nepotism with favoring the relatives unqualified for the job.Give it time, and learn how to identify the problem. WHAT CAN YOU, AS AN EMPLOYEE, DO?Now, which actions can you take to make sure you are feeling comfortable and respected in your workplace if you have, in fact, observed nepotism as a pattern of behavior between your colleagues?1. Control your emotions and behave professionally.The key to surviving and finally advancing in your job is to always be on top of the situation.Nepotism is stressful to experience, even if you are just an innocent bystander and are not affected by the said type of favoritism in any way.And if you are the one on the short end of the stick, then your frustration grows. You might feel all kinds of emotion which cause you to want to do things that are not regarded a s professional.It is normal, we are people and we are driven by our emotions.Frustration, resentment and even anger are what people commonly feel in such situations.Feeling it is okay, acting on them without thinking about the consequences- not so much. You should reserve expressing negative emotions and venting for your friends and family outside of work, or use some other means to get rid of the negativity.In order to try to get an objective look of your own feelings, try to imagine that you are one of those people who are not directly affected by the unfair favoritism in question. Think your actions and comments through. Is there a possibility that you would come across as petty and jealous?If there is, you should probably refrain from making that comment and taking that action. Show your colleague and your boss how maturely you can handle the situation.And for a more selfish reason, the comments can come around, people talk and will probably say what they heard you say, and this can come to the ears of any of the involved parties which can possibly turn out bad for you as you could be qualified as a whistleblower.Aside from being promoted or hired over somebody who is more qualified, getting better benefits without an objective reason, or doing more prominent work, nepotism can take a form of getting away with the mistakes that they make.Giving a person a second chance to change something that has proven faulty in the past is a great teaching and managing strategy, on the other hand, if this continues over and over again without consequences, you might be facing nepotism.Is it okay for you to behave that way and expect to get away with it?Of course not.Even if you notice that some employees are favored in that way, your behavior should be spotless.Make deadlines, do not be late for work, do not complain and do not engage in silly gossip.2. Take note of your work.This is crucial especially if you have decided to go and report the nepotism to the HR or anoth er person in high in the companys hierarchy.Why in this case particularly?Well, if you are pointing out that somebody else is rewarded without valid grounds and by that, either directly or indirectly, suggesting that you might be better for the job, there is a great chance that your superiors will take a closer look on you.The reason for that may be that they are trying to take your critique seriously and influence the change for the better, or they might even feel attacked and (wrongly) accused and would subconsciously try to justify the action of, say, promoting that other person instead of you.Even if they are favoring somebody, sometimes that happens unconsciously, it is so genetically encrypted into our nature, that we do not notice some patterns of behavior unless somebody points them out to us.So if you are being looked more closely than others or than before, you should make sure that you are doing your job thoroughly, responsibly and effectively.Take notes on the progress o f your projects; follow them through until the end.If possible, pull out some statistic data about how your work influences and benefits the company. Be organized so well that you know at any time where you can find the information about something that you have worked on before.Nobody can work without ever making a mistake, and when that happens try to show them that you are correcting them and in due time.In addition to that, if you have successful assignments to show for, you might want to approach your boss and ask for a better and more responsible assignment. You would be ready and you would have your previous work ready to back you up.In this way even if the boss has practiced nepotism before, they will have to take you and your work into account if they want to keep you and if they want the company to develop further.Next time, you may not be overlooked. Your work will make the case for you, without you being characterized as emotional and regarded as someone who is not mindin g their own business.3. Ask for advice.Who you can ask for advice on such a situation?First of all, you may try to talk to your coworkers. Examine if they have experienced a similar situation in your workplace and if the situation turns out to be a mutually perceived problem, you can work it out together.Again, pay attention that you do not come across as gossipy and jealous.Another thing that you can do is consult your mentor. They might have a better perception of what has been happening as they are in the workplace longer than you.They know if similar situations had happened before and, if so, how had they been resolved.Your mentor may also give you advice on how to improve your own work performance which will put you on the spot for advancement.Other options that you have are: to talk to the HR or some other executive.In both cases, it is of high importance to be prepared for that conversation and to execute it seamlessly, without ruffling any feathers or appearing as a “brown -noser” in the eyes of your superiors and coworkers.Make a discrete appointment without raising suspicions or making dramatic scenes, all the while being professional.Your preparation for the meeting should consist of carefully selected particular instances of nepotism.Document those in as much detail as possible; provide the option for witnesses if possible as well.If such a document exists, provide evidence of the companys policies that are being overlooked by the behavior.In order to appear professional, do not let your emotions get you. Calmly make your case.The best option is to present it as your concern for the overall progress and morale of the company, rather than something that is affecting you personally.Some psychological studies show that one of the harmless ways to draw attention to bad behavior is to put that person in a position to give advice about that behavior.In this particular case, you could approach the very person who you consider is practicing nepotism, an d ask for advice on that type of behavior.4. Make yourself feel better.It is understandable that unfavorable working environment takes a toll on your personal well-being. It causes stress and, what is more, it makes you feel bad about yourself; lose confidence in your capabilities.Many people take the work frustrations out on their family members, which does not help at all.Your home should be a place where you can relax, ask for advice and support.Taking your job home might be one more reason to avoid working with relatives.How do you make yourself feel better aside from having your family by your side to support you? Take care of your body. Take up a sport, exercise, take daily walks at least.Physical activity helps you release the tension that has gathered up during the working hours, leaving you feeling better about yourself.If nothing else, you would be too tired to overthink the workplace nepotism after a vigorous workout.Exercise also helps to clear your mind, get a new persp ective, and gather physical and mental strength to get up in the morning and face your issues.If you feel like it, you can go on therapy, work on your mental well-being.You could take up gardening, play with your children more, get a dog The options are endless.Find something that you enjoy doing, something that consumes your thoughts, something that gives you relief and fills your batteries, and keep on doing it.With time, you might come to the conclusion that the fact that the managers son got a better office and did not earn it is not as important as what you are doing for yourself.There is always next time. And there are ways for you to make your point.5. Get yourself out of the situation.Think about how serious the unfair favoring is.Is it harmless and it is just bugging you because you are personally sensitive to the injustice of any kind, or is it jeopardizing your and the careers of our coworkers?If it is harmless, let it go and turn to making yourself better, if not, leave. If nothing helps you to solve the problem for yourself and if the nepotism grows more and more visible and is hindering your professional progress you could consider resigning.This should be your last resort, as you should not quit just because it became a little hard or challenging.If the nepotism goes over your limits, take a risk and look for a new professional opportunity, nobody wants to work for somebody who does not allow personal and professional growth.The problem with this is that no matter where you go, chances are that you are going to come across similar cases of nepotism since it has existed for centuries and will exist for many more.FINAL WORDWhatever your experience with nepotism may be, whether you practice it, benefit from it or find it aggravating and hindering your first step towards dealing with it is accepting it as it is a common pattern of behavior.People are social animals and we cannot go without personal connections even in the professional world.Make pea ce with it and do not let it ruin your health and work or personal relationships.Hopefully, some of these strategies will help you cope with the problem and feel better about yourself.

History Of The Army Corps - 957 Words

History of the Army Noncommissioned Officer (NCO) History of the Army Noncommissioned Officer (NCO) The Army NCOs have played vital roles in shaping the country’s history since 1775. The legacy for the NCO is genuinely full of customs and traditions. Senior Enlisted Leaders should understand the history of the NCO because the successes of the military define American history. This paper will cover the history of the Army NCO, contributions, and evolution of the Army NCO. History An NCO is referred as a military officer who is yet to earn a commission. The history of the NCO began during early 1775 after the inception of the Continental Army (Arms, 2007). The concept came about following the blueprint of the†¦show more content†¦In 1829, The Army published its first manual on Infantry Tactics. This manual formalized the role of the NCO and established the first training program to equip them with the necessary Soldiering Skills of this time period. The manual detailed that the SGM was responsible for educating seasoned SGTs and Corporals while newly promoted SGTs and CPLs were educated by the First Sergeant (Department of War, 1829). With this formal doctrine established the NCO would apply those skills to future military combat operations. Contributions Today, the NCO is a pertinent division of the U.S. Army with unparalleled contributions. The NCOs took part in some of the most defining moments in American History. Precisely, they participated in all major wars and conflicts. On the battlefield, the NCOs served to bridge the gaps stemming from casualties and encouraged the men to fight harder. Today’s NCO is the â€Å"Backbone’ of the Army, whose contributions cannot be ignored. NCOs like Sergeant Elijah Churchill who received distinct recognition for acts of bravery and heroism during the American Revolution to Master Sergeant Gary Gordon and Sergeant First Class Randy Shughart who received Medal of Honor for actions in Somali (Willbanks, 2011). Apart from being reminiscent of the genesis of the fight a revolution, this topic helps to acknowledge some of the major contributors to the American history. Their struggle, determination, perseverance and patriotism haveShow MoreRelatedWomen in World War II747 Words   |  3 Pagesopportunities. They could work outsides of the farms. The women had a choice where they wanted to work (Reynoldson 5-7). Women made most of the food for the men in the army that they were fighting (Reynoldson 5). The government was pleading for the women to join the army (Reynoldson 5-7). The government wanted women to join the army so they could help on the fields by being nurses (Reyoldson 8). Women would evacuate from their homes, (Reyoldson 8-9) because they were scared. They did not wantRead MoreEssay First to Fight607 Words   |  3 Pagesabout the history, truth, and reputation of the Marine Corps. In the book we would find out more about history dates, battles, and of people who have helped us with their extraordinary acts while called on duty. At first it talks about how the Marine Corps struggled to keep their existence, later on the Marines proved to them that they were way much better in combat and amphibious assaults than any other service. As Marines we adapt and overcome any situation we are put in. Also the Marine Corps congratulatedRead MoreCompare and Contrast of the Army and the Marines Essay example1004 Words   |  5 PagesCompare and Contrast of the Army and the Marine Corps Gary W. McCoy ENG 121 Julie Alfaro November 1, 2010 Compare and Contrast of the Army and the Marine Corps The United States Armed Forces are the military forces of the United States. They consist of the Army, Navy, Marine Corps, Air Force, and the Coast Guard. Although the United States Army and Marine Corps are both primarily ground- based forces and offer many similar career fields, the two branches are different in some very crucialRead MoreWomen s Army Auxiliary Corps886 Words   |  4 PagesAmerican World Literature 3 May 2015 Women’s Army Auxiliary Corps It was 1941, before the United States was involved in World War II, Ovata Hobby was asked by General David Searles to organize the Women’s Army Auxiliary Corps. When Hobby first received the offer, she wanted to decline the offer but would ultimately take and develop into a part of history that will never be forgotten (Collins, 4). These great women that served in the Women’s Army Auxiliary Corps (WAAC) that made a monumental impact duringRead MoreBattle Analysis : Battle Of Chancellorsville1733 Words   |  7 Pageswere among the most valuable assets in battle. Such was the case of Confederate Army Lieutenant General (LTG) Thomas Jackson. LTG Jackson was well known for his uncanny ability to detect and exploit an enemy’s weak spot, resulting in many battle successes. This paper will identify an alternate outcome to the Battle of Chancellorsville: Day 2. The Battle of Chancellorsville was a great success for the Confederate Army and LTG Jackson’s famo us flanking maneuver was one of the greatest tactical maneuversRead MoreAgency Structure Essay1227 Words   |  5 Pagesclassifications for the U.S. Army Corps of Engineers, U.S. Bureau of Reclamation, U.S. Coast Guard, and U.S. Secret Service and identify each agency as an executive department or independent agency. Furthermore, provide the appropriate subcommittee for budget requests and give a brief agency history. Additionally, provide the U.S. Secret Services proposed and actual budget authority and outlays for a recent year. U.S. Army Corps of Engineers The U.S. Army Corps of Engineers history dates back to 1775 afterRead MoreHistory Of The Topographical Engineers1282 Words   |  6 PagesThe history of the Topographical Engineers defines and highlights many changes in the Army over the years. The resources and assets provided over the years has changed in some dynamics. Engineers have always and will always provide many needed skill sets. Engineers have been the driving force through the years for the military. It has been the engineers that provided an unexplained amount of capabilities to the battlefield. Those capabilities were not just limited to war though. The contributionsRead MoreThe Battle of Gettysburg1676 Words   |  7 PagesWar. The battle was fought from July 1 to July 3 near Gettysburg. The famous battle was between Robert Lee and his Northern Virginia Army and George Meade and the Norths Army of the Potomac, The Union. The original leader of the Army of the Potomac was General Joseph Hooker, but President Lincoln relieved Hooker of his duties and named Meade the new General of the Army. Many soldiers died from both sides during this battle and that is the reason it is known as one of the bloodiest battles. The BattleRead More Survival of the Marine Corps Essay1749 Words   |  7 Pages SURVIVAL OF THE MARINE CORPS The Marine Corps historical characteristics after the Civil War could be based in part on survivability and the need for the Marine Corps to prove its worth to the United States as a Military Force. The Marine Corps part in the Civil War had been small and not altogether impressive. Both the Army and the Navy did not regard the Marine Corps as useful. This paper will in effect touch on the Marine Corps history from after the Civil War to World War I. It will then convergeRead MoreNoncommissioned Officer History Army1711 Words   |  7 PagesOfficers History Army I. Introduction. A. Good morning, I’m MSG Michael Dobbs, Thank you for being here COL †¦ and CSM†¦ B. This is a unclassified NCO History presentation. C. I will be covering the NCO’s of 1865 to 1925. We will be looking at how they trained what weapons they used, the discipline they adhered into their soldiers and the hero’s that were made. D. References used: The Story of the Noncommissioned Officer Corps, Center of Military History, United States Army, Washington

Biography of Caroline Kennedy, American Author and Diplomat

Caroline Bouvier Kennedy   (born November 27, 1957) is an American author, lawyer, and diplomat. She is the child of President John F. Kennedy and Jacqueline Bouvier. Caroline Kennedy served as the U.S. ambassador to Japan from 2013-2017. Early Years Caroline Kennedy was just three years old when her father took the Oath of Office and the family moved from their Georgetown home into the White House. She and her younger brother, John Jr., spent their afternoons in the outdoor play area, complete with a treehouse, that Jackie had designed for them. The children loved animals, and the Kennedy White House was home to puppies, ponies, and Carolines cat, Tom Kitten. Carolines happy childhood was interrupted by a series of tragedies that would change the course of her life. On August 7, 1963, her brother Patrick was born prematurely and died the next day. Just months later, on November 22nd, her father was assassinated in Dallas, Texas. Jackie and her two young children moved back to their Georgetown home two weeks later. Carolines uncle, Robert F. Kennedy, became a surrogate father to her in the years following her fathers death, and her world was rocked again when he, too, was assassinated in 1968. Education Carolines first classroom was in the White House. Jackie Kennedy organized the exclusive kindergarten herself, hiring two teachers to instruct Caroline and sixteen other children whose parents worked in the White House. The children wore red, white, and blue uniforms, and studied American history, mathematics, and French. In the summer of 1964, Jackie moved her family to Manhattan, where they would be out of the political spotlight. Caroline enrolled at the Convent of the Sacred Heart School on 91st St., the same school that Rose Kennedy, her grandmother, had attended as a girl. Caroline transferred to the Brearley School, an exclusive private girls school on the Upper East Side in the fall of 1969. In 1972, Caroline left New York to enroll at the elite Concord Academy, a progressive boarding school outside of Boston. These years away from home proved formative for Caroline, as could explore her own interests without interference from her mother or stepfather, Aristotle Onassis. She graduated in June 1975. Caroline Kennedy earned a bachelors degree in fine arts from Radcliffe College in 1980. During her summer breaks, she interned for her uncle, Senator Ted Kennedy. She also spent a summer working as a messenger and assistant for the New York Daily News. She once dreamed of becoming a photojournalist, but soon realized that being so publicly recognizable would make it impossible for her to surreptitiously photograph others. In 1988, Caroline earned a law degree from Columbia Law School. She passed the New York state bar examination the following year. Professional Life After earning her B.A., Caroline went to work in the Film and Television Department of the Metropolitan Museum of Art. She left the Met in 1985, when she enrolled in law school. In the 1980s, Caroline Kennedy became more involved in continuing her fathers legacy. She joined the board of directors for the John F. Kennedy Library, and is currently the president of the Kennedy Library Foundation. In 1989, she created the Profile in Courage Award, with the goal of honoring those who demonstrate political courage in a manner similar to the leaders profiled in her fathers book, Profiles in Courage. Caroline also serves as an adviser to the Harvard Institute of Politics, which was conceived as a living memorial to JFK. From 2002 to 2004, Kennedy served as CEO of the Office of Strategic Partnerships for the New York City Board of Education. She accepted a salary of just $1 for her work, which netted over $65 million in private funding for the school district. When Hillary Clinton accepted the nomination to become Secretary of State in 2009, Caroline Kennedy initially expressed interest in being appointed to represent New York in her place. The Senate seat was previously held by her late uncle Robert F. Kennedy. But a month later, Caroline Kennedy withdrew her name from consideration for personal reasons. In 2013, President Barack Obama nominated Caroline Kennedy to be U.S. Ambassador to Japan. Though some noted her lack of foreign policy experience, her appointment was approved unanimously by the U.S. Senate. In a 2015 interview for 60 Minutes, Kennedy noted that she was welcomed by the Japanese in part because of their memory of her father. People in Japan very much admire him. Its one of the ways that many people learned English. Almost every day somebody comes up to me and wants to quote the inaugural address. Publications Caroline Kennedy has co-authored two books on the law, and has also edited and published several other best-selling collections. In Our Defense: The Bill of Rights in Action (with Ellen Alderman, 1991)The Right to Privacy (with Ellen Alderman, 1995)The Best-Loved Poems of Jacqueline Kennedy Onassis (2001)Profiles in Courage for Our Time (2002)A Patriots Handbook (2003)A Family of Poems: My Favorite Poetry for Children (2005)A Family Christmas (2007)She Walks in Beauty: A Womans Journey Through Poems (2011) Personal Life In 1978, while Caroline was still at Radcliffe, her mother, Jackie, invited a co-worker to dinner to meet Caroline. Tom Carney was a Yale graduate from a wealthy Irish Catholic family. He and Caroline were immediately drawn to one another and soon seemed destined for marriage, but after two years of living in the Kennedy spotlight, Carney ended the relationship. While working at the Metropolitan Museum of Art, Caroline met exhibit designer Edwin Schlossberg, and the two soon began dating. They married on July 19, 1986, at the Church of Our Lady of Victory on Cape Cod. Carolines brother John served as best man, and her cousin Maria Shriver, herself newly married to Arnold Schwarzenegger, was her matron of honor. Ted Kennedy walked Caroline down the aisle. Caroline and her husband Edwin have three children: Rose Kennedy Schlossberg, born June 25, 1988; Tatiana Celia Kennedy Schlossberg, born May 5, 1990; and John Bouvier Kennedy Schlossberg, born January 19, 1993. More Kennedy Tragedies Caroline Kennedy suffered more devastating losses as an adult. David Anthony Kennedy, Robert F. Kennedys son and Carolines first cousin, died of a drug overdose in a Palm Beach hotel room in 1984. In 1997, Michael Kennedy, another of Bobbys sons, died in a skiing accident in Colorado. The losses hit closer to home, too. Jacqueline Bouvier Kennedy Onassis died of cancer on May 19, 1994. The loss of their mother brought Caroline and her brother John Jr. even closer together than before. Just eight months later, they lost their grandmother Rose, the matriarch of the Kennedy clan, to pneumonia at the age of 104. On July 16, 1999,  John Jr., his wife Carolyn Bessette Kennedy, and his sister-in-law Lauren Bessette all boarded Johns small plane to fly to a family wedding on Marthas Vineyard. All three were killed when the plane crashed into the sea en route. Carolyn became the lone survivor of JFKs family.   Ten years later, on August 25, 2009, Carolyns uncle Ted succumbed to brain cancer. Famous Quotes Growing up in politics I know that women decide all elections because we do all the work. People dont always realize that my parents shared a sense of intellectual curiosity and a love of reading and of history. Poetry is really a way of sharing feelings and ideas. To the extent that we are all educated and informed, we will be more equipped to deal with the gut issues that tend to divide us. I feel that my fathers greatest legacy was the people he inspired to get involved in public service and their communities, to join the Peace Corps, to go into space. And really that generation transformed this country in civil rights, social justice, the economy and everything. Sources: Andersen, Christopher P.  Sweet Caroline: Last Child of Camelot. Wheeler Pub., 2004. Heymann, C. David.  American Legacy: the Story of John and Caroline Kennedy. Simon Schuster, 2008. â€Å"Kennedy, Caroline B.†Ã‚  U.S. Department of State, U.S. Department of State, 2009-2017.state.gov/r/pa/ei/biog/217581.htm. ODonnell, Norah. â€Å"Kennedy name still resonates in Japan.†Ã‚  CBS News, CBS Interactive, 13 Apr. 2015, www.cbsnews.com/news/ambassador-to-japan-caroline-kennedy-60-minutes/. Zengerle;, Patricia. â€Å"U.S. Senate confirms Kennedy as ambassador to Japan.†Ã‚  Reuters, Thomson Reuters, 16 Oct. 2013, www.reuters.com/article/us-usa-japan-kennedy/u-s-senate-confirms-kennedy-as-ambassador-to-japan-idUSBRE99G03W20131017.

Functions and Roles of Managers - 1527 Words

Management is in every type of organization. Although the type of business the company is running determines their managers type, function and role, all managers execute some of the same fundamental functions to ensure that their business runs efficiently. The idea behind management is assisting employees in the direction of common goals. It is managements work to help assess all of the different purposes and keep them in stability. Managers work at an inexorable speed and handle a broad variety of matters throughout the day. In my opinion, managers play very important functions and roles in todays rapidly changing business organizations. This essay will discuss primarily about the functions and roles of managers, as well as outline†¦show more content†¦Similar to interpersonal roles, Mintzberg states that informational roles are also sub-categorized into three parts: monitor (searches internal and external information about problems influencing the organization), disseminat or (transmits information internally acquired from either internal or external foundations), and spokesperson (transmits information about the organization to outsiders) (Robbins et al, 2006)). Sergey Brin, the co-founder of Google and the president of Googles technology sector who was voted Persons of the Week by ABC World News Tonight, is involved in search engines, information extraction from unstructured sources, and data mining of large text collections and significant data (Google, 2007). This relates directly to the informational roles mentioned above. The last role mentioned by Mintzberg is the decisional role which is branched out to four sub-roles. Entrepreneurs act as initiators, designers and encouragers of change and innovation. Disturbance handlers take counteractive actions when the organization encounters significant, unforeseen obscurities. Resource allocators distribute resources of all types, and lastly, negotiators represent the organization in key co-operations concerning the managers areas of accountability (Robbins et al, 2006). An example of the decisional role would be David C. Drummond, the Senior Vice President for the Corporate Development section and also the Chief Legal Officer at Google. He worksShow MoreRelatedFunctions, Roles, And Activities Of Managers881 Words   |  4 PagesExplain the functions, roles, and activities of managers. Research two companies within the last 3-years, not described in the book, and discuss what managerial characteristics were essential to lead change. Controlling, coordinating, staffing, and planning are the key functions that managers play in an organization (Lussier, 2012). Managers control and coordinate resources to achieve set goals and objectives. They are involved in both the formulation and implementation of strategies in the organizationRead MoreFunctions Of A Manager s Role Essay2772 Words   |  12 Pages â€Æ' Contents Part A 2 Question 1: The four functions of a manager’s role. 2 Question A2: Describe two strategic management process 3 Question A3: Managers typically exist at three broad levels. 5 Question A4: Explain how strategic decisions are distinguished. 6 Question A5: Describe the essential of strategy formulation 7 Question A6: Compare qualitative and quantitative analysis methods 8 Part B 9 Question B1: Identify and evaluate strategies for development of a specific organisation. 9 QuestionRead MoreRole and Functions of Hr Managers2568 Words   |  11 PagesRole and functions of HR Managers Introduction The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation. It isRead MoreFunctions Of A Manager s Role Is Communication973 Words   |  4 PagesOne of the main functions of a manager’s role is communication. Effective communication allows for the successful transmittal of information to all parties who need the information. Managers must be skillful in delivering not only the good news but also the bad news. Two of the most challenging topics a manager may have to communicate involve reporting that the company is not performing as expected and informing an employee that they are no longer employ ed with the company. For-profit companies areRead MoreRoles and Functions of a Manager- Annotated Bibliography2143 Words   |  9 Pages-------------- What is a director’s role? Brenton Kenton Executive development Year: 1995 Volume: 8 Issue: 2 Page: 16-18 ISSN: 0953-3230 DOI: 10.1108/09533239510086358 This article evaluates the roles of a director and the importance of a strong sense of purpose for any organisation. The three main roles outlined in the article are policy, strategy and operations. External and internal monitoring by the directors is found to be essential in these roles. Originality, imagination and ambitionRead MoreWhat Specific Function Should on Hr Unit Carry Out? What Hr Functions Would Then Be Carried Out by Supervisors and Other Line Managers? What Role Should the Internet Play in the New Hr Organization?5888 Words   |  24 PagesAccounting and Finance for Managers LESSON 7 FUND FLOW STATEMENT ANALYSIS CONTENTS 7.0 7.1 Aims and Objectives Introduction Meaning Objectives of Fund Flow Statement Analysis Methods of Preparing Fund Flow Statement 7.3.1 Schedule of Changes in Working Capital 7.3.2 Net Profit Method 7.3.3 Sales Method Read MoreThe Managerial Functions Of Management1238 Words   |  5 Pagesorganisation needs managers to be able to accomplish its goals. They contribute to organisational value, its financial performance, and productivity by the efficiency and effectiveness of managerial tasks (Robbins, Bergman, Stagg, Coulter, 2012). The purpose of this paper is to justify why we need managers in the organisation and how they become so influential to its performance and the employee’s job satisfaction through their functions, roles and skills. Basically, managers are classified to hierarchicalRead MoreManagerial Functions Of A Manager1259 Words   |  6 PagesIn an organization, manager is â€Å"someone who coordinates and oversees the work of other people so that organizational goals can be accomplished.†(Robbins, Bergman, Stagg Coulter, 2012, p.10) Managers play an important role as the organization requires their skills to overcome the challenges in chaotic times. Besid es, manager is vital to make sure all the work activities operate smoothly and thus achieve the goals efficiency and effectively. There is said to be three specific categorization schemesRead MoreThe Characteristics And Actions Of Management Essay866 Words   |  4 Pagesthey tick. I am curious to how management functions, what roles they play, and what skills they possess. In my last job, I witnessed a manager that struggled to do the basic management functions, no designated managerial role, and ineffective managerial skills. Basically, I learned that my previous manager how not to operate in management. Management Functions Robbins Judge (2012) says, â€Å"Managers get things done through other people.† (p. 5). Managers are tasked to delegate work to so that goalsRead MoreWhy Managers Are Important For Organization1300 Words   |  6 PagesIntroduction Manager, the person who makes decision and design the organisation’s goals, based on their manager’s level, according to Robbins, Bergman, Stagg, and Coulter (2012). The main purpose of this essay is to identify the reason why we need to have managers in organisations. Based on the research below, we can clearly see that there is a need to have managers in operating and managing an organisation. For example, first- line, middle, and top managers perform different functions of management

Investigation of Stakeholder Analysis Theory †MyAssignmenthelp.com

Question: Discuss about the Investigation of Stakeholder Analysis Theory. Answer: Introduction: This chapter provides a brief introduction and outline of the research study. The research background and the problem statement shall also be provided in this chapter along with the aims, objectives and research questions. The study shall emphasize upon the management of the project stakeholders in context of municipality environment in South Africa. The stakeholders involved herein include the rate payers, the Government of the country and the private sector. The construction and maintenance of the roads is looked after by the municipalities and the finance is obtained in the form of taxes paid by the countrymen and the funds raised from the private sector while the entire process is governed by the Government of South Africa. Proper road facilities are necessary for facilitating the interaction between the countrymen and the exchange of goods and services. Well- connected roads are necessary for the economic growth of a nation as it helps in the easy transportation of goods. The capital projects of road infrastructure in South Africa are managed by National and Provincial Government through Department of Transport and SANRAL (South African National Road Agency Limited) however; the municipality mainl y handles the maintenance and road expansion projects. The project stakeholders are affected by the success or failure of a project and also have the capability to drive a project towards success or failure. In case of construction projects, the stakeholders are those individuals or group of individuals who have their interest or some form of ownership in the projects and contribute either their skills and knowledge or monetary support in the project. Effective stakeholder management helps in the formation of cordial relations with the stakeholders by understanding and managing the expectations of the stakeholders (Maylor, Blackmon and Huemann 2016). Engaging stakeholders is often a challenging task to manage the stakeholders on a regular basis. It is necessary to know the expectations of the stakeholders and fulfill their expectations by involving them in the important processes. It is important to know the manner in which the different stakeholders shall be involved in the organizational processes or projects. It is necessary to establish proper communication with the stakeholders and keep them informed about the important facts and decisions in order to keep them satisfied. To know what is importance of management of project stakeholders in public projects To understand the role of municipality of South Africa in the construction and maintenance of roads To identify the different stakeholders involved in the project To identify the ways in which the stakeholders involved in the project can be managed in order to ensure success of the project What is importance of management of project stakeholders in public projects? What is the role of municipality of South Africa in the expansion and maintenance of roads? Who are the stakeholders involved in the project? How can the stakeholders involved in the project managed in order to ensure success of the project? Problem statement: The municipality in South Africa is facing several challenges in terms of rehabilitation of the road networks. The issues faced by the Government are in terms of lack of human capital, outdated equipments, high rate of employee turnover and lack of finance (Marks and Trapido 2014). The report addresses the issues related to the management of project stakeholders while addressing the issues of good practices. A proper well- connected road system is necessary for the growth and development of South Africa, which would involve proper stakeholder management. The research paper comprises of five chapters. The first chapter comprises ofvthe introductory part, which includes the background of the study, research aims, objectives, questions and the problem statement. The second chapter comprises of the literature review wherein the theories, models and concepts pertaining to the research topic are explained in detail. The third chapter consists of the research methodology that provides a systematic outline to the researcher according to which he or she conducts the research. This chapter contains the research philosophy, data collection methods, sampling methods, ethical issues and limitations of the research study. The fourth chapter comprises of the findings and analysis. The findings can be obtained either from primary sources or secondary sources or both. The last or fifth chapter comprises of the conclusion part wherein the summary of the entire research process is mentioned. This section comprises of the relevant theories, concepts and models related to the research topic. This section contains the academic evidences related to management of project stakeholders in context of Municipality environment. Socio- economic conditions of South Africa: According to Marais (2013), the socio- economic conditions of South Africa have not been in the favor of the nation over the past few years. The country has witnessed low growth rate over the past few years, which has affected the development of the country. The country has been facing several issues such as weak consumer demand, fall in the business investments and unfavorable climatic conditions like drought over the past few years. The production of power has improved in the country but the development of the country has been adversely affected due to lack of proper infrastructural facilities and excessive costs of raw materials. The slow or rather stagnant economy of the country has raised the number of unemployment in the country. This has resulted in the widening of income inequality gaps among the countrymen. However, the regional integration has provided ample opportunities to the country but the sub- regions in the country have not been much advanced (Baker, Newell and Phill ips 2014). The country has huge growth potential but still the economic integration remains below the mark. The entrepreneurial activities in the nation remain low and it is necessary to boost entrepreneurship in the country in order to improve the socio- economic conditions of the country. According to Marks and Trapido (2014), the slow growth rate of the economy has created difficulties for the establishment of new businesses. In addition, the issue of red tape has been a major difficulty in setting up a new business in the area (Walker 2015). The improper quality of education in the country has resulted in lack of knowledgeable and experienced entrepreneurs. In order to encourage entrepreneurship within the country, the government is required to offer financial and non- financial help to the entrepreneurs. The macroeconomic policies of the nation are usually constrained along with the limited fiscal space. The shortage of skills in the country has hampered the growth rate. The intra- regional trade has been low as compared to the other communities and the non- tariff barriers have been pervasive. Another major reason behind the slow growth rate of the country has been the weak trade and improper infrastructure. Red tape has been adding difficulties for the entreprene urs in South Africa since ages. According to Kerzner (2013), project refers to a set of activities or tasks that are to be carried out to meet some objective or set of objectives. A project usually have two parts namely technical and functional aspects. Projects can be undertaken by both private sector and public sector for obtaining benefits from the project. Project management refers to the application of appropriate skills and knowledge in the execution of the projects. Project management helps in driving a project towards the desired goals (Walker 2015). For this purpose, every project has one or more project managers who are responsible for planning, controlling, managing and directing the activities involved in a project. The project management involves sequence of activities such as initiating, planning, executing, monitoring, controlling and closing. Project management enables the project managers and the members involved in the project to ensure that they share similar vision regarding the objectives and t he ultimate goals of the project (Golini, Kalchschmidt, and Landoni 2015). According to Kelly, Male and Graham (2014), the projects initiated and governed by the Government of a nation are known as municipality or public projects. These projects may comprise of launching of a new product or service by the Government of a nation such as construction of new roads or initiating a road safety campaigns. These projects usually involve infrastructure projects that are financed and built by the government. These may include construction of roads, bridges, schools, hospitals, parks, railroads, dams, and several others. The public projects are usually long- term projects that require huge finance and human resource. Similarly, there are several projects initiated by the Governments of the nations to improve the socio- economic conditions of their respective nations (Inam et al. 2015). The public projects are usually initiated with the objective of the welfare of the common masses. The Government does not derive any quick benefits of profits from such projects but re ceive long- term benefits from such projects (Mir and Pinnington 2014). Stakeholder management: According to Weiss (2016), stakeholder refers to the group of individuals without whose support, an organization would cease to exist. Stakeholders are mainly those individuals or group of individuals who have the capability of affecting the success or failure of an organization or project. Stakeholder management refers to the management of the stakeholders in such a manner that the organization derives the maximum benefits from them. Stakeholder management is an important part of any project or activity. However, project stakeholders are those individuals or group of individuals who are actively involved in a project and take active participation in the project activities (Mok, Shen and Yang 2015). According to Fassin et al. (2017), the project stakeholders are affected by the success or failure of a project and also have the capability to drive a project towards success or failure. In case of construction projects, the stakeholders are those individuals or group of individuals who have their interest or some form of ownership in the projects and contribute either their skills and knowledge or monetary support in the project. Effective stakeholder management helps in the formation of cordial relations with the stakeholders by understanding and managing the expectations of the stakeholders. Stakeholder management is a systematic procedure of managing the stakeholders that helps in achieving the objectives of the projects or activities in an efficient manner (De Brucker, Macharis and Verbeke 2013). According to Verbeke, and Tung (2013), stakeholders have a significant role in the success or failure of an organization or project. Stakeholders usually invest money or their skills and knowledge in an organization or project with the motive of obtaining benefits therein. The actions of the stakeholders help in determining the quality of decisions taken by the organizational managers or the project managers. Stakeholders may have the voting powers as well as certain decision- making powers. The stakeholders elect the management and the major business decisions are dependent upon the quality of decisions taken by the management. Therefore, the stakeholders indirectly influence the decision- making process within an organization or project (Fooks et al. 2013). Types of project stakeholders: According to Kazadi, Lievens and Mahr (2016), there are several stakeholders involved in a project. The top management includes the directors, president, division managers and the operating committees that are usually involved in the process of strategy formulation. The top management is usually responsible for developing in- depth plans and approving plan designs formulated by the other project members. The other team members are required to report the project status to the top management. It is necessary to keep the top management informed regarding the risks involved in the projects and their impacts on the project. Another major stakeholder in a project is the project team (Garca-Nieto et al. 2015). According to Abidin (2015), the project team comprises of the individuals who are involved in the activities of the project. They can be both full time and part time employees. The project team is usually headed by a project manager, who directs them towards the achievement of the objectives of the project. The project manager is responsible for guiding the project members and solving their issues. Other stakeholders are the peers, who work at the similar designations within an organization. Resource managers are the ones who borrow resources and manage them. These resources can be both in terms of financial resources and human resources. The internal customers are those people within an organization, who are the customers and their demands are met internally. External customers are those people who do not belong to the organization but derive benefits from using the products or services obtained from the projects. The government is also an important project stakeholder as the projec ts managers are required to deal with several government regulators and the government has the great powers to influence the projects. The contractors and suppliers provide raw materials and human resources to the project managers that help in improving the quality of work and reducing the wastages. The other stakeholders involve creditors, community and trade unions (Hammerschmid, Van de Walle and Stimac 2013). Stakeholder identification and analysis: According to Missonier and Loufrani-Fedida (2014), stakeholder identification and analysis involves identifying the stakeholders involved in a particular project and analyzing the data that indicates the level of involvement, influence and impact they might have on the success of a project. The results obtained from this process are documented in a Project Stakeholder register. This register is constantly updated throughout the life cycle of the project and contains complete information to identify and analyze the project stakeholders. It helps in formulating the stakeholder engagement strategies. The actions of the stakeholders help in determining the quality of decisions taken by the organizational managers or the project managers. Stakeholders may have the voting powers as well as certain decision- making powers. There are basically two types of stakeholders namely internal stakeholders and external stakeholders (Yang 2014). The internal stakeholders comprise of the project owners , management team, employees, creditors, suppliers and the client organizations. The external stakeholders comprises of the government, political organizations, social organizations, local communities, media, trade and industry, residents, interest groups and the general public. Both the internal and the external stakeholders have considerable impacts on the success or failure of an organization or project (Lawrence and Weber 2014). According to Ayuso et al. (2014), stakeholder engagement refers to the process wherein the organizations involve the individuals or group of individuals, who are influenced or can influence the decision- making process within an organization or project. Stakeholder engagement is related with the stakeholder identification and analysis process. Stakeholder engagement involves several approaches such as pull communication, push communication, partnership, participation and consultation. Engaging stakeholders is often a challenging task to manage the stakeholders on a regular basis. It is necessary to know the expectations of the stakeholders and fulfill their expectations by involving them in the important processes. It is important to know the manner in which the different stakeholders shall be involved in the organizational processes or projects. It is necessary to establish proper communication with the stakeholders and keep them informed about the important facts and decisions in o rder to keep them satisfied. Stakeholder engagement in South Africa: According to Kovacs et al. (2015), in South Africa there are two legislated systems namely IDP ((Integrated Developmental Plan) and SDBIP (Service Delivery Bid Implementation Plan). Stakeholder engagement is an important part of public projects in South Africa. The public projects usually involve construction of roads, bridges, schools, hospitals, parks, railroads, dams, and several others, which is not possible without engaging the stakeholders involved. These projects affect the common masses who are not even directly involved in the project. The support of the local communities and the other stakeholders are essential for the success of a public project. Therefore, the Government of South Africa ensures proper communication and involvement of the people who are directly or indirectly affected by the projects (Sierra?Garca, Zorio?Grima and Garca?Benau 2015). According to Mackey and Gass (2015), research methodology refers to the way of conducting the research study. This involves following a particular set of steps in order to obtain the desired results that satisfy the research aims and objectives. Research methodology provides a proper outline to the researcher that guides the researcher throughout the research process. Every step of the research methodology is important to follow in order to find correct answers of the research questions. The researcher shall choose an appropriate research philosophy in order to assess the issues related to the management of project stakeholders and the importance of stakeholder engagement in the success or failure of a project. There are basically three types of research philosophies namely positivism, interpretivism and pragmatism. Positivism refers to the philosophy that is dependent upon the quantifiable observations that helps in conducting appropriate statical analysis. Positivism restricts the researcher during the process of data collection and interpretation and focuses the researcher towards the research objectives. On the contrary, interpretivism enables the researchers to utilize the perspectives of others with respect to the research topic. Therefore, interpretivism helps the researcher in studying the human perspectives rather than mere scientific perspective. On the other hand pragmatism is a mixture of both positivism and interpretivism philosophies (Taylor, Bogdan and DeVault 2015). Research approach: According to Glesne (2015), the most widely used research approaches are inductive approach and deductive approach. Deductive approach is the one that enables a researcher to develop a hypothesis on the basis of past theories and concepts. Therefore, this approach focuses upon available literatures and theories. On the contrary, in case of inductive approach, emphasizes more upon developing new approaches and concepts, which are based upon the observations of the researcher. As a consequence, many a times the focus of the researcher moves from the research questions to the observations. Therefore, the researcher shall emphasize upon deductive approach in order to maintain the focus upon the research objectives and questions (Brinkmann 2014). There are mainly three types of research designs. The following are the three types of research designs: Exploratory Explanatory Descriptive According to Flick (2015), exploratory design refers to the research design wherein the researcher is able to examine the hypothesis and the research objectives and questions. It enables the researcher to relate the topics and theories with the research topic. On the other hand, exploratory design enables the the researchers to explain the causes behind a particular phenomenon. It helps the researchers to predict future happenings in relation with the research topic. Lastly, descriptive research study is a mixture of both exploratory and explanatory research designs. It emphasizes upon the description of the entire population by collecting the appropriate data. It is the most popularly utilized design due to its dual characteristics. Data collection process: There are basically two types of data collection methods. The following are the two types of data collection methods: Primary data collection process Secondary data collection process. According to Silverman (2016), primary data collection process refers to the technique wherein the researcher obtains data from primary sources of information such as interviews and surveys. Collection of primary data involves establishing direct contact with the respondents. On the contrary, secondary data collection process refers to the technique wherein the researcher obtains data from secondary sources such as books, journals, internets, magazines and newspapers. In this process, the researcher is required to emphasize upon the authenticity of the secondary sources used by him or her. This process does not require the researcher to establish direct contacts with the respondents. It is based upon the primary data collected by some other researchers previously, which are easily available and accessible. In this particular research study, the researcher shall be using both primary and secondary data as the data shall be easily available. Sampling method: Sampling method refers to the selection of appropriate respondents from among a large population. There are mainly two types of sampling methods. The following are the two types of sampling methods: Probability sampling method Non- probability sampling method According to Panneerselvam (2014), probability sampling refers to the sampling wherein every member of the population has equal chances of being selected as a sample population. On the contrary, non- probability sampling refers to the sampling wherein the researcher selects the sample population on the basis of some criterion. There are unequal chances of selection of the participants in this process. There are mainly two types of data analysis plan. They are as follows: Quantitative Data Analysis Qualitative Data Analysis Quantitative data analysis refers to the analysis wherein the research is conducted through questionnaire survey and involves a large number of respondents. It aids in improving the quality of products and services. On the contrary, qualitative data analysis refers to the analysis wherein a small number of respondents are involved. It usually involves interviews through which the researcher gains in depth knowledge about the views of the respondents (Taylor, Bogdan and DeVault 2015). Ethical consideration: A researcher is required to follow certain ethical considerations while conducting a research study. Ethical consideration are the consideration, which are compulsory to be followed by the researchers. The researchers are required to ensure that the data collected are safe and must also ensure that he or she shall not disclose any data obtained from any respondent without their consent. In addition, the researcher is also required to ensure that the identity of the respondents is kept confidential. The researcher is also prohibited to force any person to take part in the process of data collection. The respondents are required to participate in the survey willingly. Another major ethical consideration is that the researcher shall use the data obtained during the process only for academic purpose and not for any commercial purpose. Therefore, it is necessary for the researcher to follow the ethical considerations throughout the research study. There are several limitations, which a researcher comes across while conducting a research study. Usually the limitations faced by the researchers involve insufficiency of time and budget. The researcher might face limitations in terms of time and budget in this research process. Time scale or Gantt chart: Activity Months M Dec M Jan M Feb M Mar M Apr M May M June Finalizing the topic Collecting data from secondary sources Forming a layout of the research work Conducting Literature review Forming the research plan Selecting appropriate research methodologies Concluding the Study Designing a rough draft Submitting the Final Work Table 1: Time Line of Research (Source: Created by the author) References: Abidin, M., 2015. Higher Education Quality: Perception Differences among Internal and External Stakeholders.International Education Studies,8(12), pp.185-192. Ayuso, S., Rodrguez, M.A., Garca-Castro, R. and Ario, M.A., 2014. Maximizing stakeholders interests: An empirical analysis of the stakeholder approach to corporate governance.Business society,53(3), pp.414-439. Baker, L., Newell, P. and Phillips, J., 2014. The political economy of energy transitions: The case of South Africa.New Political Economy,19(6), pp.791-818. Brinkmann, S., 2014. Interview. 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