Scientific method Essay Example for Free

Scientific method Essay Outline and illustrate three characteristics of sense-data. (15 marks) Anticipate the following characteristics: †¢ We are immediately/directly acquainted with sense-data, (from which we infer a mindindependent reality). †¢ Sense-data are (usually) mental or mind-dependent. †¢ Sense-data exist only as they are perceived. †¢ Reports regarding sense-data are incorrigible. †¢ Sense-data are nothing other than how they appear – they have no hidden depths. †¢ The sense-data I experience will vary according to the conditions in which I perceive an object. †¢ Sense-data, unlike physical objects, can have indeterminate process. †¢ Sense-data and physical objects/distinguishing sense-data. Illustrate examples are likely to differ depending on the points being made and can be drawn from various sources: Illusions and delusions (e. g. bent sticks, mirage, hallucinations), perceptual relativity (the real shape of the coin, the real properties of the table), phenomenology (apparent and real speckled hens) or time-lag arguments (seeing the ‘sun’) that distinguish between the way the world appears and the way it is. Consider the claim that the weaknesses of representative realism outweigh its strengths. (30 marks) Knowledge and Understanding Anticipate the following outline of representative realism: There is a material reality independent of our perception of it – an external world – from which experience originates. But our perception of material objects is mediated via ‘ a veil of perception’. Our immediate awareness is of an ‘internal’ non-material something – ‘ideas’ or sense-data – that we take as representative of mind independent external reality. The claim that there is an external world is a hypothesis. Interpretation, Analysis and Application Possible strengths †¢ Unlike common sense, representative realism can account for illusions/hallucinations by proposing we experience ideas/sense-data. †¢ Representative Realism gets the epistemological project right: I have to start from my own ‘experience’ and work outward to an external world. †¢ Representative Realism acknowledges the scientific claim that mind-independent reality is not as it appears to us (and the primary/secondary qualities distinction might be used here to articulate this point.) †¢ Representative realism acknowledges a distinction between appearance and reality but it is able to counter scepticism: it is reasonable to suppose that there is a mindindependent reality that impinges upon me in systematic ways, not subject to will, which my experience ‘represents’ in ways similar to your experience. Possible weaknesses †¢ Representative Realism is incompatible with Empiricism because it makes claims about mind-independent reality that transcend any possible experience: it makes empty assertions devoid of empirical consequences (e.g. ‘a something we know not what’); it illegitimately draws inferences from familiar experience (e. g. observations of casual relations) to support judgements regarding a reality that ‘must be strange’ (Russell). †¢ The apparatus employed by representative realism cannot avoid scepticism: a veil of perception intermediate between object and perceiver opens up an unbridgeable gap. †¢ Representative Realism (at least in its ‘pure’ empiricist form) does not have the resources to escape solipsism. †¢ The scientific appearance/reality distinction need not have any exceptional ‘philosophical significance regarding what there is; it just regulates what counts as relevant/irrelevant when scientists do science (c. f. demarcation issues like ‘Are we doing psychology or sociology? ’ ‘Is that a philosophical point of history? ’). †¢ A candidate might compare representative realism with other positions (e. g. idealism) just as long as the comparison highlights possible strengths and weaknesses of representative realism. †¢ Appeals to Occam’s Razor. Both direct realism and idealism are ontologically parsimonious contra representative realism. Assessment and Evaluation A candidate could argue for the following conclusions: †¢ The weaknesses outweigh the strengths †¢ The strengths outweigh the weaknesses †¢ The strengths and weaknesses balance out, more or less. †¢ Drawing out the implications of ‘something we know not what’ as Berkeley was to do. †¢ Support of direct realism e. g. exceptions can be allowed if they can be explained, correction by other senses. †¢ Presuppositions of recognising deceptions, †¢ Reid’s criticism of phenomenal variability – we can explain and predict. †¢ External world seen as hypothetical, but is this like a scientific hypothesis? Verification issues. †¢ How could we have the concept of a representation if we are only aware of representations. Analysis of how the concept works. †¢ If we cannot know physical objects, then neither can we know their causal powers. †¢ The external world could never be more than a probability. But how do we do the calculations needed for such a claim?

Communication Strategy Of Next Plc

Communication Strategy Of Next Plc To sustain a business, there must be effective and efficient communication. This means there must be efficient ways and appropriate channels of exchanging information with the stakeholders of the business, which is core to its corporate strategy. This report evaluates the corporate communication strategy adopted by Next Plc, a UK based retailer with over 180 stores spanning continental Europe, Scandinavia, Russia, Middle-East, India and Japan and with international website serving the USA and 30 other countries worldwide. The report highlights the fact that Next has got an established human resource management which continually develops and implements internal communication strategies to enable all employees receive and understand information that is timely, accurate, relevant motivational. In terms of its image, a report by Susannah Streeter(July 2010), a BBC reporter reveals that Next Plc had been breaching consumer law by not refunding delivery charges on online purchases though returned within seven days. This had a damaging effect on the companys image but they were quick to offer apologies to their customers and retrace theirs steps. Also according to a Mintel report(October 2010), Next clothing are also known for qual ity with which it scores with its customers, but the challenge it faces is that as disposable incomes come under pressure, its many young customers might turn to value retailers. However, if it tries to diversify into third party brands, it may erode the image and values of its brand. Hence, the need for effective communication strategies for corporate and brand repositioning. TABLE OF CONTENTS 1 EXECUTIVE SUMMARY 2 2 LIST OF FIGURES 3 3 INTRODUCTION 4 4 FINDINGS 5 5 Conclusions and Recommendations 14 LIST OF FIGURES Figure 1.0 Nexts Record of Sales 2005-2009 Figure 1.1 Abergs Total Communications Domain Figure 1.2 Argentis Reputation framework Figure 1.3 Cornelissens Stakeholder Model of Strategic Management Figure 1.4 Hofstedes Framework of cultural dimensions Figure 1.5 Mckinseys 7-S Model Figure 1.6 General structure of Corporate Governance. Figure 1.7 Ulrichs 4 roles of Human Resources Figure 1.8 Harvard Map of HRM theory by Beer et al(1984) Figure 1.9 Horizontal/Vertical structure of communication INTRODUCTION According to Cornelissen Joep(2008 p.5), a likely characteristic of corporate communication is that it can turn out to be complex in nature. For small-medium firms, communication complexity is quite minimal but with large corporations, if due care is not taken, communication can turn out to be cumbersome. Cornelissen J.(2008,p.95) also states that managing corporate communication requires a communication strategy that describes the general image that an organisation aims to project through themed messaging to stakeholders. As a result of this complexity, this report will aim to provide insights and explore the corporate communication strategy of Next Plc. A Proquest(2011) report tells of challenges faced by Next in the four year period to 2009 as a result of laxity over its positioning and recession. By the time it realized that trends were changing, it had lost grounds. The targeted young customers were maturing and reduced their spending due to additional responsibilities. Erosion of its brand due to over-diversification was another issue. Next has lost ground since 2005 but seems to be emerging now from the underperformance period according to the graph below: Figure 1.0: Next UK sales as a share of clothing specialists Source: Next Company Accounts and Annual Reports/Mintel 2010 An industry expert, Raoul Shah, CEO of Exposure evoked that Next should develop a higher brand profile and image and senior executives need to plan new communication strategies, be more visible in the media, give more interviews and build deeper relationships with customers and stakeholders.(Proquest, n.d). Essentially there has to be a corporate identity management in place. This report will seek to investigate the corporate communication strategy of NEXT Plc with regards to its stakeholder management, Corporate image and identity, its Human resource management among others. These will be achieved through research, recommendations and conclusions will be made based on findings from the company website, articles on the company and its industry, journals, their annual reports and other relevant materials. FINDINGS What is Corporate Communications? Corporate communication is the ability of an organisation to effectively communicate to its stakeholders. This definition gives a general overview or understanding of what corporate communication is about. Looking into a more complex and detailed definition, corporate communications would then be defined as: an instrument of management by means of which all consciously used forms of internal and external communication are harmonised as effectively and efficiently as possible, so as to create a favourable basis for relationships with groups upon which the company is dependent. (Van Riel,1995, p.26) Figure 1.1 : The total communications domain(Aberg 1990) Source: Van Riel (1995) Principles of corporate communication. Van Riel(1995) supports Aberg (1990) that all communication activities within an organisation must be integrated so as to support the achievement of the organisations aims and goals. This is where care must be taken so to address communication complexity effectively and efficiently. It is about the reputation of the organisation, people being able to identify with the organisation and about the formal systems of communication at the highest level. Please see Appendix 1 and 2 for a history and timeline of Next Plc. Image Identity and Reputation Image is the picture of an organisation as perceived by target groups while identity is associated with the way in which a company presents itself to the target groups, by the use of symbols, communication and behaviour(van Riel,1992). Argenti (2007) also states that image is a reflection of an organisations identity. These definitions shed light on the fact that there is but a thin line between image and identity as the former sees from the outside while the latter projects from the inside. It was reported that Next was breaching regulations by not refunding online delivery costs to customers even if they return goods within seven working days. This would have damaged Nexts corporate image, but the companys executives were quick to offer apologies to redeem its image.(BBC Business News, July 2010). According to Richard R. Dolphin(1999), people learn to identify with a company by noting everything it does. In terms of image, whether Nexts customers decide to use the Next Directory or website, visit a Next retail store, the strength of the brand continues to be a powerful attraction in terms of design consistency, value and quality their customers know they can trust. To support this, Richard R. Dolphin (1999) says organizations communicate with those that they perceive as stakeholders because they desire an enhanced awareness, understanding and appreciation of their identity and their core beliefs as well as of their products and their services. Next has an outstanding record of achievement as a result of continued success of innovative shopping concept. Nexts greatest assets are its exclusive designs and distinctive styling that have given it a strong brand image. Figure 1.2 Reputation Framework Source: Argenti, Paul. Corporate Communications(2007) George Davies, a retail entrepreneur, believed in the 80s that tailored jacket could establish Next, as long as it represented fantastic value for the price and high quality (identity). This was their brand positioning at the time. In February 1982 Next opened its first seven shops and the sales were two and-a-half times what the company had originally estimated. Davies found a ready market for his merchandise(as customers were able to identify with the positioning) providing what he called affordable collectables, which represented good design at reasonable prices(image). (Fashion encyclopedia) Next was able to give the public a better product in terms of their expectation of quality at the price point. Also, Next logo has been changed from time to time in terms of the use of upper and lower case letters and also background colour probably as a brand repositioning strategy. Even the name Next suggests something to look forward to which essentially says a lot about how the company wants to be perceived or positioned in the minds of its customers hence translating into the image as conceived in the minds of its various stakeholders which over a period of consistency earns the company a reputation. This relationship is supported with Argentis Reputation framework (figure 1.2). Management of stakeholders Cornelissen J. (2008, p.42) defines a stakeholder as any group or individual who can affect or is affected by the achievement of the organisations purpose and objectives. Next addresses environmental, social, ethical and business related impacts on its stakeholders as a way of managing and bringing value to them. (Next website) NEXT has a strategy of addressing the issue of the organisations reputation as there are different expectations from different stakeholders. The Board at Next represents and promotes its shareholders interests. The Board gives account of the performance and activities of the Group and then communicates this with its shareholders with respect to the business activities.(Ezine Articles 2009). The company recognizes a need to address every kind of stakeholder it has. Figure 1.3 Stakeholder model of strategic management. Source: Cornelissen Joep, 2008. p.39 Next adopts and implements a code of conduct that delivers benefits for its workers across the globe by which means it fulfils its responsibility to uphold international labour laws with its suppliers. The company sources the products it sells from many countries around the world. It recognizes the responsibility it has to work closely with its global suppliers, and is committed to ensuring its products are made in a clean and safe environment, in accordance with all relevant local and national laws and legislation, and by workers who are treated with respect and paid fairly for the work they do.(Nextplc.co.uk). Every company has got its own reasons for being in business. For whatever reason for which a business might be in existence, it must take into consideration its responsibility to the environment in which it trades which includes its stakeholders (Government, shareholders/investors, suppliers, customers, etc) and the world at large. Please refer to the bibliography for a full statement of Corporate responsibility from Next and how it relates with each group of stakeholders. Role of Culture According to Tourish and Hargie (2004), culture can be defined as a collective (for example society, organisation, group or sub-group) interpreted for its sense of social integration, differentiation, and fragmentation. It is the culture of Next to have the interest of its people(including stakeholders) at the centre of its business. Figure 1.4 Hofstedes Framework of cultural dimensions. Source: Hofstede, G. (1994). Cultures and Organisations, London: Harper Collins As a result, the company had its business strategy implemented within a genuine organisational culture and continuous investment in its employees. This in essence gives employees a sense of security and loyalty towards the organisation and in essence help to relax the power distance(Hofstedes power distance) between employees and their bosses. A multi-national organisation such as Next, by reasons of its geographical dispersion will work with and employ people from diverse cultures, hence the need to possess a sensitive communication strategy. Cornelissen J.(2008, p.71) describes an organisations culture as the values as felt and shared by all employees of the organisation. For instance, to contain the situation of cultural differences and language in its countries of operation, Next has a multi-lingual website for its online home-shopping, Next Directory. This is a good step in the right direction in terms of communication strategy. With regards to Hofstedes concept of individualism, Next plc supports collectivism rather than individualism. It encourages employees to be integrated to a single corporate group rather than individual groups. It has in place a training and development team which designs and implements interventions to drive forward the fun, fair and rewarding culture of working together. Role of Technology According to Tourish and Hargie (2004), a torrent in recent years resulting from the surging river of technology is a key feature of the organisational landscape. Technology has proven to be very dynamic in nature and for an organisation that wants to reach and connect with a vast majority of its stakeholders or even expand its customer base in a competitive world, it must also be technologically pro-active. Tourish and Hargie (2004,p.74) supports the views of Clampitt and Downs()993) and Hargie and Tourish(2000), that communication has been at the centre of successful organisations, causing a challenge to create a communication system that is efficient and effective when it comes to addressing the needs of its customers and external and internal stakeholders. Internet popularity and new media reception offers enormous opportunities for NEXT to improve its communication strategy. According to Tourish and Hargie (2004, p.74), technology alone does not solve problems, it only offers opportunities so it must fit into already existing communication strategy. Next increased its customer base to over 2 million with the launch of the Next Directory internet shopping in 1999. The website also has multi-lingual features which helps to translate to other languages to aid user friendliness. This strategy will help Next to influence its customer behaviour. Next is a people oriented organization. Even employees may have instant access to senior managers via their e-mail address, which in essence reduces power distance as Hofstedes cultural dimension illustrates. Human Resource Management Beardwell et al (2004,p.6) supports Legge(1995) that the analysis of HRM in terms of style has revolved around whether it can be regarded as hard or soft. Soft HRM according to him is often viewed as developmental humanism in which the individual integrates into a process of work that values trust, communication and commitment while Hard HRM emphasizes cost minimization strategies. With regard to the Soft HRM, NEXT employs over 58000 people and sees its employees as valuable assets to the organization and is committed to their development by providing a working environment in which they can to achieve their full potential and accessing opportunities for both personal and professional development.(Nextplc.co.uk). Nexts recruitment is done online via the HR department. Figure 1.5 McKinseys 7-S model. Source: www.Mindtools.com Nexts human resource approach is a mixture of both the Hard and Soft approaches in line with McKinseys 7S model(pictured above). Employees enjoy an environment of support and respect, fair treatment, listened to, welfare and motivated to achieve their full potential, which is the core of its human resource management. Next applies the soft approach of recruitment policies, development and training of employees and is also committed to investment of time and resource for support, engagement and motivation of employees to feel valued, developing rewarding careers and want to stay with the company. There are reward systems for employee motivation as a hard approach. As the business continues to develop, Next understands that effective and committed employees will help to continue delivering excellent quality products and services to its customers. This suggests an output-based HRM. Ulrichs model of HRM can be substantiated with Next in that, most of its top people (executives and non-ex ecutives alike ) have been with the company for many years and this is because Next makes its employees feel valued thereby gaining their loyalty and they, over the years, work through the four roles till they become strategic partners. Figure 1.6 Ulrichs 4 roles of HR Source: Ulrich, D.(1998) Human Resource Champions. The Harvard HRM framework as developed by Beer et al(1984) explains that every organization must recognise all groups of stakeholders. Most of Nexts success can be attributed to its business strategy infused with stakeholder centred HRM strategy which can be confirmed with its statement of social responsibility. (Appendix 3) Figure 1.7 Harvard Map of HRM territory, by Beer et al(1984) Source: Beardwell et al(2004) Corporate Governance An enforced and well defined corporate governance provides a structure that works for the benefit of everyone concerned(at least in theory), by ensuring that the enterprise adheres to formal laws, best practices and to accepted ethical standards. Next has got various committees and officers overseeing its many business units in order to ensure smooth running and effective corporate communication flow. Figure 1.3 below further explains the general order or structure of corporate governance which also explains that of Next Plc. Next has a four-member audit committee which reviews the risk management process thereby refering significant risk issues to the Board for handling. Next Board is responsible for major policy decisions whilst delegating more detailed matters to its committees and officers including the Chief Executive. (Next Plc, Corporate Governance). The Board at Next represents and promotes the interests of shareholders (Ezine Articles, n.d) and also other arms including the HR and PR departments are there to help ensure communication strategies are effectively implemented. Figure 1.8 General Structure of Corporate Governance. Source: Johnson et al (2011) Exploring Strategy. Conclusions and Recommendations In conclusion, the organization has to be sustained and successful so effective corporate communication strategy is very essential in tackling its communication challenges. As a result of the unpredictable nature and diversity of stakeholders, drawing up a corporate communication strategy can in fact be very challenging. Sometimes stakeholders still lack commitment to an organization no matter how the organization tries to keep them informed or involved. The management of Next Plc had trivialised this important fact and went on playing on their customers intelligence by breaking consumer law in failing to refund delivery charges on goods bought online even when returned within seven days. The media got a hold of this activity and then made it public. This singular act could make it difficult for Next to achieve its own objectives with its stakeholders. The effect of it was damaging on the companys image and reputation but the management was quick to offer apologies to their customers before any further damages could be made.. Also with the concept of cultural division, Next as a multi-national organization employs and works with people of diverse cultural orientations and backgrounds who sometimes may see different meanings to the same words or statements. Multi-national companies may not always be able to adapt to all the cultural differences and at the same time maintain consistency in portraying their corporate culture but they would have to make strategies that inculcate cultural common grounds. It is sometimes difficult selecting the appropriate channels as well. For instance, Next plc has a multilingual website, though not all languages are included. This also poses a challenge as some cultures might feel left out. Next Plc is committed to abiding by rules and regulations in countries where it operates. Changes in laws and regulations of different countries are also unpredictable as most of the times they may run counter to an organizations strategic interest. These changes sometimes create difficul ty in maintaining its performance culture; for this reason it is confident but cautious at the same time. Against all odds of adverse circumstances and social rethinking, Next has continually moved forward the high standards of quality and processes of improvement using its keen minds. Thereby managing communication complexities arising in relation to it stakeholders. Hence, its ability to synchronise image, identity, reputation and human resource management.

Great Leaders - Nnamdi Azikiwe and Patrick Henry :: World History

Great Leaders - Nnamdi Azikiwe and Patrick Henry Both Nnamdi Azikiwe and Patrick Henry though they lived more than two hundred years apart from each other, were leaders of their own time. They both lived through unbearable, and inhumane conditions. Nnamdi Azikiwe through slavery in Nigeria, and Patrick Henry through the unbearable things that Great Britain had placed upon the colonists. The conditions in both of their times might have been similar, but certainly not equal. The Africans were under much worse conditions than the colonists. They had to deal with the segregation of all the people around them. Separate benches, and even different restrooms for the Nigerians and the white men. The ex-servicemen didn't get the same privileged that the white men did. They were denied many things. Political freedom, economic security and social emancipation. They had to give up all that was theirs so that others could rule over them. The Nigerians were denied their basic human right that all people get. They were treated as if they of another kind like an animal or beast. Slavery was one of the worst things that the Nigerians had to live through. Working for others, and barely earning what would be just enough for their families, if they even got that, because some didn't get any money if they were stolen, so that other Nigerians could get money. They were sold, traded and t ossed around as if they were not people. They were forced to live under humiliating conditions. The conditions were unbearable to what the average person in America might be able to handle in this day and age. The Nigerians were torn from one of the most basic rights that we have here in America today. The right to freedom, and the pursuit of happiness. Through these conditions it is unnatural to live life, so that is why they needed their freedom. The Americans were treated in a similar way. They were forced to live under laws that today would seem to be the craziest ideas, and they seems like they could never actually happen to anybody, but they did a very long time ago. They were taxed major amounts. They paid taxes on almost every item. There was only tax on the items that they purchased from Great Britain, However they got all their items from Great Britain because there was no other place that they could get these items, so they paid taxes on everything.

The End of Male Dominance Essay example -- Patriarchy Literature

Patriarchy is a form of social organization in which a male is the head of the family and has all the power to control and be a dominant individual. Male dominance is an ever present concept in society but women found a way to challenge this notion and overcome the hardships of male elitism. In â€Å"Nervous Conditions† by Tsitsi Dangarembga is focused on the colonized African clan called the Sigauke clan. The novel examines unequal power relations between men and women in the Sigauke clan which is largely steeped in tradition. The women in the story challenge the practices of male dominance; usually unsuccessful but each of these women make an effort to question some of decisions that were righteous of the patriarch. The women also break out of the role of domesticity and servility to the surprise of the men. â€Å"The Awakening† by Kate Chopin and â€Å"Things fall apart† by Chinua Achebe are very similar to the notion of woman challenging male elitism. The narrator, Tambu is culturally restricted to roles that denied her opportunity to rise above domesticity. Tambu is trapped which is portrayed when her mother says, â€Å"and these days it’s worse, with the poverty of blackness on one side and the weight of womanhood on the other† (16). Tambu’s story traces her hardships from infancy; she has to cultivate the fields, fetch the water from Nyamarira river, look after her young siblings, and cook for the family. Many of these roles obstructed her chances of attending school, her brother, Nhamo, on the other hand is able to study. He is privileged to attend school despite the family having to eke out a living. The relationship between Tambu and Nhamo is reduced to that of the privileged and the non-privileged. Nhamo has all the opportunities becau... ...iety by the men. Men always picture the women to be the housewife and nurture the children whereas the men are the ones that go to work and bring food to the table. This idea is contradicted in this story, many women play powerful roles that challenge the men. Education is a huge part of it because with knowledge becomes power and many of the women in the story are educated. Another way in how women challenged male dominance is by standing up to them to what they believe and defending themselves. Works Cited Achebe, Chinua. Things Fall Apart. Ed. Edel Rodriquez. New York: Reed Consumer Books. 1994. Print 3-209 Chopin, Kate. The Awakening. Ed. Elaine Showalter. New York: Alfred A. Knopf. 1992. Print 1-221 Dangarembga, Tsitsi. Nervous Conditions. Ed. Holmes, Martha Stoddard. Oxfordshire: Ayebia Clarke Publishing Ltd, 2004. Print 1-208. The End of Male Dominance Essay example -- Patriarchy Literature Patriarchy is a form of social organization in which a male is the head of the family and has all the power to control and be a dominant individual. Male dominance is an ever present concept in society but women found a way to challenge this notion and overcome the hardships of male elitism. In â€Å"Nervous Conditions† by Tsitsi Dangarembga is focused on the colonized African clan called the Sigauke clan. The novel examines unequal power relations between men and women in the Sigauke clan which is largely steeped in tradition. The women in the story challenge the practices of male dominance; usually unsuccessful but each of these women make an effort to question some of decisions that were righteous of the patriarch. The women also break out of the role of domesticity and servility to the surprise of the men. â€Å"The Awakening† by Kate Chopin and â€Å"Things fall apart† by Chinua Achebe are very similar to the notion of woman challenging male elitism. The narrator, Tambu is culturally restricted to roles that denied her opportunity to rise above domesticity. Tambu is trapped which is portrayed when her mother says, â€Å"and these days it’s worse, with the poverty of blackness on one side and the weight of womanhood on the other† (16). Tambu’s story traces her hardships from infancy; she has to cultivate the fields, fetch the water from Nyamarira river, look after her young siblings, and cook for the family. Many of these roles obstructed her chances of attending school, her brother, Nhamo, on the other hand is able to study. He is privileged to attend school despite the family having to eke out a living. The relationship between Tambu and Nhamo is reduced to that of the privileged and the non-privileged. Nhamo has all the opportunities becau... ...iety by the men. Men always picture the women to be the housewife and nurture the children whereas the men are the ones that go to work and bring food to the table. This idea is contradicted in this story, many women play powerful roles that challenge the men. Education is a huge part of it because with knowledge becomes power and many of the women in the story are educated. Another way in how women challenged male dominance is by standing up to them to what they believe and defending themselves. Works Cited Achebe, Chinua. Things Fall Apart. Ed. Edel Rodriquez. New York: Reed Consumer Books. 1994. Print 3-209 Chopin, Kate. The Awakening. Ed. Elaine Showalter. New York: Alfred A. Knopf. 1992. Print 1-221 Dangarembga, Tsitsi. Nervous Conditions. Ed. Holmes, Martha Stoddard. Oxfordshire: Ayebia Clarke Publishing Ltd, 2004. Print 1-208.

The Role of Leadership

With the increased level of competitiveness in the business world and high tempo of change at present, leading a change is currently a key leadership aptitude, and the capability for companies to discover, grow up, adjust, and change is becoming a key organisational ability. Transformational leaders are capable of identifying the need for key organisational transformation or change, and subsequently get employees concerned in carrying out the change. Through the use of a range of skills from other leadership concepts, transformational leaders are capable of leading & managing change projects of all extents.Transformational leaders are generally extremely good at selling their initiatives, building commanding support systems, organizing different professionals around decisive projects and be able keep them determined and also energized until when the transformation is over. These leaders recognize when to act; get things made; commence and complete the projects successfully; and bring positive results; Transformational leaders usual make things to happen. (Bassand and Avolio, 1999) The Role of LeadershipFor a company where the employees have faith in the capabilities of leaders, the employees look forwards to the leaders for several of aspects. Through radical changes times, the employees will anticipate efficient and reasonable planning, self-assured and effectual decision-making, and frequent, inclusive communication which are timely. In addition throughout these periods of change, the employees will observe leadership as encouraging, committed and concerned to their interests, whilst at the same moment identifying that hard decisions must be made.The best manner to sum up is that there should be an environment of trust among a leader and all employees of the organization or a team. The continuation of this trust and faith brings optimism for improved moments in the future, and this makes handle the radical change quite easier. (Bassand and Avolio, 1999) In or ganizations which are characterized by bad leadership, employees anticipate nothing positive from any change. In an environment of mistrust, employees find out that leaders will operate in indecipherable manners and in manners which do not appear to be for anyone's best concerns.Bad leadership implies a lack of hope that, if permitted to continue for a long time, results in such organizations becoming entirely non-functioning. Such an organization ought to tackle the practical effect of distasteful change, however more significantly, have to work under the burden of the employees who have lost hope, have no trust in the organization or in the capability of leaders in turning the organization about. Importance of leadership in the management of transformational changeprudent leadership previous to, through and following change implementation is the solution to attainment during the swamp. Regrettably, if a leader hasn’t created a track record of efficient leadership, at the ti me the leader will have difficulties during changes, it might be too late. If a leader is to manage transformational change successfully, a leader needs to be conscious that there are three distinctive period zones where transformational leadership is significant. We shall call these â€Å"Preparing for the Journey†, â€Å"Slogging through The Swamp†, and â€Å"after Arrival†.We shall examine more circumspectly at all of these. The Journey preparation We would be a mistaken to presume that the Journey preparation takes part only subsequent to the purpose has been defined or selected. When talking about the Journey preparation for change, it means that leading in a manner that lay the groundwork or foundation for any changes which may happen in future. Preparing is regards creating resources, through building strong organizations in the initial position.Much akin to healthy persons, who are well capable to deal with infection or illness than unhealthy persons, or ganizations which are strong in the initial position are better capable to cope with any change. (Kochan and Useem, 1992) A transformational leader will require to institute credibility and a impressive track record of efficient decision making, in order to create trust in his/her capability to find out what is needed in bringing the organization through. (Kochan and Useem, 1992) Slogging through the SwampA transformational leader plays a crucial role throughout the change implementation, the time from the when the change was announcement throughout the setting up of the change project. In this middle time the organization is in highly unbalanced, characterized with fear, confusion, reduced productivity, failure of direction, and absence of clarity regarding mandate and direction. This can be a time of emotions, with the employees mournful for what they lost, and at first incapable of looking to the prospect or future. (Kochan and Useem, 1992)During this time, effective transformati onal leaders require to put focus on two aspects. One; the confusion and feelings of the employees have to be recognized and confirmed. Two; the transformational leader ought to work with the employees to start crafting a new vision for the transformed organisation, and assisting employees to comprehend the future direction. Focusing barely on the feelings, might end in wallowing of employees. That is reason it is essential to start the transformation into the fresh approaches or situations.While, focusing just on the fresh vision might result in a perception that the transformational leader is not in touch, uncaring and cold. A core part of transformational leadership in this stage is to understand when to put focus on the pain of the organisation, and when to put focus on construction and getting into the future. (Kochan and Useem, 1992) After Arrival In a feeling change is never complete, thus in a way a leader will never arrive, however here, we are looking at the time when the early instability of enormous change has been able to be reduced.Employees at this time have now become less emotional, and thus more steady, and with efficient transformational leadership during the prior stages, are currently more open to looking in to new innovative directions, authorization and manners of performing things. This is the ideal moment for transformational leaders to commence positive new change, for example the BP transformational management change that Horton, initiated in BP in the 1990s.The crucial aspect here is that, transformational leaders should now provide hope and trust that an organization is running towards being better, through solving its problems and also improving the standards of the organisation and of employees’ work life. Whereas the fresh vision of an organization might have started whereas employees were trudging through the swamp, this is the moment to complete the progression, and also ensure that employees and all other stakeholders buy it, and comprehend their functions in this fresh organization. (Kochan and Useem, 1992)The Extent the process of change adopted by BP was consistent with theories of change management. Change in a work place is normally initiated by an organization in order to improve its service delivery. Change in management requires a thorough planning and responsive implementation, most of all, consultation need to done involving the people who are going to be affected by the planned changes. If change is forced to the people usually it brings problems. Galpin (1996) observes that, change has to be realistic, attainable and measurable, these factors are important especially when considering personal change in management.It has been observed that people change their ways because of being given statistics that change their way of thinking rather than the truth in the content. (Walton, 1995) In the case of BP, the management adopted change with resistance, and as stated in some theories for cha nge, human being are habitual creatures that will resist change even if it is good, a person don’t like changing the way he has been operating, this resistance is shown both in personal life and at place of work. Thus, as stated above it is a true person will require analysis of the issue to make him change.For example if when BP was undergoing the transformational change from traditional ways of management, a lot of questions were asked. The analysis will include, how successful is the change compared to the current ways of doing the activity, and what are the trend taking place. Also comparison has to be made in relation to other plays. If the analysis shows that the project if implemented will be successful then it is bound to get acknowledgement from the workers than if when the analysis shows that it may fail.Despite the fact that the, truth of the matter was different. The board of BP did not wait to realize the end results; this is may be due to the fact that the time frame of the transformation was to long while the board required faster outcomes. (Stoner and Freeman, 1992) Walton (1995) also says that change management implies that, employees need to feel that they are part of a process, thus, in bringing a change the people, the must be consulted and their suggestions sought.Stoner and Freeman (1992) observes that, In initiating the change ensure that it agrees with them, and that they understand the need of having the change, the people also need to chose how they will manage the change and in also should be involved in planning and also implementing the change. It is also important to use face to face way of communication in handling a sensitive issue. Thus, in the case of BP the management adopted changes on basis intellectual stimulation, through adopted the transformational process brought about by the Horton.According to this concept leaders stimulate the efforts of their employees through they innovativeness and also creativity, which w as adopted by BP Company. (Stoner and Freeman, 1992) Question two: the extent to which organizational culture may impede the process of change Organization culture is the manners in which activities are performed in an organization, the culture of an organization are guided by its values, beliefs, attitudes and experiences of an organization.Organization culture is a defined collection of norms and values that people and groups share in an organization, which directs the manner they interact with one another and with organization’s stakeholders. According to Schein (1992) concept, organizational culture is a model of shared fundamental assumption which an organization has leant in the process of solving its internal integration which has worked adequately well to be taken valid in order to be used to be taught to other new members of the organization.(Schein, 1992) Schein identifies three main aspects which are; †¢ Artefacts; evident organizational structures and procedu res †¢ Espoused values; these are goals objective and strategies of the organization †¢ Underlying assumptions; unconscious, assumed, thoughts beliefs perceptions and feelings (the eventual source of values and acts) Schein (1992) also points out that we have a deeper essential assumption that has a relationship with views of employees about the organization; that influence how employees feel and perceive the organization.(Bowditch and Buono (1990) states that; culture of an organization is dynamic and it is a continuous process. Leadership structure o an organization has a major position in defining organizational culture of an organization. Managers and founders of the organization play a significant role in as creators of culture of an organization. There are various aspects which decide the perception of the employees, these aspects includes how the organization treats its workforce, or how the management treats professional ethics or even the social relationship in or ganization, whether it is warm or cold.The organization climate created can help the organization achieve its goals and objectives or hinder it. Recent research reveals that management structure of an organization plays a significant function in defining the organizational climate in an organization. (Bowditch and Buono, 1990) Culture has an enormous effect on success rate of change Bowditch and Buono (1990) states that the organization's culture has much to do with success rate of an organisation’s projects. This entails any change that the organisation will adopt whether managerial or technological.The expression culture in general means â€Å"how things are done. † visualizes where a person asks you how effectively your organization succeeds on projects. If you answer, â€Å"We’re very poor at projects delivery,† you’re just voicing a view of one feature of your organisation culture. Culture comes into participation on changes or projects in sev eral areas. Process orientation A lot of organizations have got good processes in position and employees normally follow them well. This is possibly the principal single issue in generally project success.When an organization adheres to a well, scalable project management practice, a leader is more possibly to be constantly successful on the projects he initiates. The whole project team usually knows how to formulate and pursue a work plan, and can also apply standard procedures to successfully manage risk, extent of change, and issues of change. (Bowditch and Buono, 1990) However if the culture of the organization do not have a good processes then change procedures will not be followed and success may not be realized.Governance Numerous organizations have placed processes in position, although no one adheres to them. This underscores a difficulty with management control. In basic terms, governance of organisation entails the management role that has deals with ensuring people do wh at they’re ought to do. Usually, if the management arrangement is engaged and concerned in any projects, and if managers or leaders ensure that the project management procedure is well followed, a leader bring about change will be highly successful.But when each project manager is by his/her own and the management support is disorganized, though, a leader may try, he/she will fail. (Bowditch and Buono, 1990) Training Several organizations poorly train their project managers. Normally, such organizations have a poor training programme in genera even for other employees. When project managers in general do not have the correct skills, the transformational leader will not be successful. Organisation with poor culture on employee training will not be supportive to new changes. Roles and responsibilitiesBowditch and Buono, (1990) points out that, in a successful organization, employees usually know the function they ought to play on projects and also what is anticipated of them. T his comprises of active sponsors, concerned clients, and connected management stakeholders of organisation. The sponsors, for example, require carrying out a quality assurance functions and, being the project defender in his/her organization. Supposing an organization begins projects and then leaves a project manager in a leadership void, then, such a leader is not going to be constantly successful.Culture plays possibly the largest part in whether an organization will be successful in executing its projects. If an organization has difficulties completing their projects effectively and successfully, then, the organisation should not fault the project manager. A project manager only toils within an organisation culture which is not supporting their efforts. Managers, and even the head of the organizations, require stepping in and assess the project culture in organisation.Until an organisation culture changes for good, project managers will constantly struggle in being successful. (B owditch and Buono, 1990) Organizational structure can assist or harm project success To a lager extent, an organizational structure and culture can hinder, or assist support, the generally success of organisation projects. However, the organisational structure can be changed to some degree with time. Indeed, the management can change the organization chart regularly, and several companies do simply that. Culture, in contrast, is not easily to change.It takes many years for a big organization to build up a culture and thus it will take so many other years for such culture to be changed. A strong culture of an organization emphasis status-quo and any new ideas are not easily assimilated by employees or the management of such organisations. Conclusion As Tichy and Devanna (1986) states, transformational leaders are persons who through their own innovativeness, ability knowledge and imaginations and to influence the conduct of employees create circumstances for transforming.Thus, the ma nagement employees during the time when the organizational is going through transformation, is the critical substance of the progression of overseeing the transformation. The victorious management of this substance also comprises, (transactional) capabilities of the management, proper transformational abilities (inspirational motivation, idealized Influence, etc), and proper transformational attributes (creativity, team orientation, teaching).Organisation culture can also hinder or assist the change to take place and it’s very vital in determining how successful the transformation change will be. Hence, we conclude that qualities of transformational leadership and the organisational culture make the core of transformational management in an organisation and the means to successful running of transformational organization changes. Reference Bass, B. , M. and Avolio, B. , J (1999): (ed. ) Improving Organizational Effectiveness through Transformational Leadership, Sage Publicati ons, Ltd., USA. Bowditch, J. , L and Buono, A. , F. (1990): A Primer on Organizational Behaviour, John Wiley and Sons, New York, Galpin, T. , J. (1996): The Human Side of Change: A Practical Guide to Organization Redesign, Jossey-Bass Publishers, San Francisco, Kochan, T. and Useem, M. (1992) :(ed. ), Transforming Organizations, Oxford University Press, Inc. , New York, Lorenz, C (1990): ‘A drama behind Closed Doors That Paved the Way for a Corporate Metamorphosis’, Financial Times, (March 21), Parry, K. , W., (1996): Transformational Leadership: Developing an Enterprising Management Culture, Pitman Publishing, Pearson Professional Pty Ltd. , Melbourne, Australia, Schein, E. H. (1992): Organizational Culture and Leadership (2nd edition. ). San Francisco; Wiley & Sons Stoner, J. , A. and Freeman, R. , E. (1992): Management, Prentice Hall, Inc. , New Jersey, Tichy, N and Devanna, M. , A. (1986): The Transformational Leader, John Wiley and Sons, Inc. , USA, Walton, A. , E. , (1995): (ed. ), Discontinuous Change: Leading Organizational Transformational, Jossey-Bass Publishers, San Francisco,

Explain Different Sociological Approaches Essay

When it comes to defining what health is it can be difficult, people can have a positive outlook to define health or a negative, for example a positive definition of health could be- feeling well in many ways; feeling physically, intellectually, emotionally and socially well, etc. A negative definition of health could be that you are healthy so long as you don’t have a disease. As well as there being positive and negative approaches to health, there is also a holistic approach to health, holistic means ‘relates with a complete system rather than looking at individual parts’ (Webster, 2014) – so for example if one concept of our health is affected it will affect all the other parts in some way, the concepts are- spiritual health; physical health; environmental health; psychological health and sociological health. If somebody’s physical health is poor such as becoming ill with a disease like cancer it is thought to effect all other concepts of health for example the environmental health may become dirty and unclean as the individual is weak to be able to keep on top of tidying it up; the sociological health is effected as you will be socially seen as an ill person rather than a person; the spiritual health could be the individual may feel they are being punished by god or for something they have done and the psychological health will be effected as the individual will feel extremely depressed and though they are waiting for their death to come. The world health organisation, which founded in 1948 has the definition of health that health is ‘a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity’ (WHO, 2003). Finally, Mildred Baxter (1990) as both a positive definition of health, negative and functional – the positive definition regards health as feeling fit and well, the negative definition regards health as being free from pain and discomfort and the functional definition regards health in terms of being able to perform day to day tasks. There are four different social perspectives which have views on both health and ill-health, these social perspectives are functionalist; marxist; feminist and interactionist. The functionlists believe that for our society to be able to function  properly the individuals in society need to be healthy, and the idea of someone being ill is them having a form of social deviance. Talcott Parsons who is a functionlist has the view that when a person falls sick they become apart of ‘the sick role’ – this is when someone is sick they behave a certain way, such as not going to work, staying in bed, hot water bottles†¦ etc. Sick people in society are thought to have rights and responsibilies, we have the right to be able to be cared for and not go into work so we can rest our bodies and we have the responsibility to get ourselves better by going to visit the doctor, etc. The marxist view towards health and ill-health belives that the reason we have health and social care services in place such as the doctors is to serve the rich and the powerful in the society, the reason this is thought to serve the rich and powerful is to be able to get employers back to work so that no buisness is lost. The marxists have they theory that depending on the level of illness is related to the differences in social class, for example the poor are more likely to suffer from poor diets, etc. Feminists also have there own view towards health and ill-health , the femanists are more focused on the male domination in the medical field, such as why is it more money is not spent on the male contraceptive pill? There are thought to be less side effects however it is still up to woman to take it. There is an increasing number in woman who are suffering from mental health illness’ which is down to the reason that woman are expected to live as a certain poisition in society, such as the double day – this is where a woman is expected to go out to work to help provide for their family home and when the working day is over to come home and cook tea and care for the children, clean, etc. Finally, the interactionists say that if you are ill it all depends on if the individual is ill and wanting to admit that they are ill, as some people do not like to admit defeat and admit they’re ill whereas others will say they are ill when it is very minor. In conclusion there are all different views on what health is, and what ill health is†¦ as well as this we can see that depending on the individual and there beliefs and views on being ill depends on how they will accept the change.

Crooks

Blacks originally came from West Africa (Nigeria, Ghana and Liberia). Rich white land owners wanted slaves to work on cotton plantations in the Deep South (Mississippi, Alabama, Georgia). In the early 1800 century blacks grew in numbers in small community theses are commonly referred to as nigger nests. People in the north did not agree with slavery and thus forth created the American civil war. In the 1860's the north won and slaves were freed but wee still classed as second class citizens. Crooks from â€Å"Of Mice and Men† is a prime example of how blacks were treated in the 1860's. He is called â€Å"a nigger† by the other workers this shows that they don't give him enough respect to call him by his own name. Crooks is only allowed in the bunkhouse during Christmas and then is only used for sport for the other workers entertainment. The other workers shout at him and in the last paragraph curly steal's his gun. This shows that he is treated with no respect at all by the other workers. Crooks' living accommodation tells us how mistreated he is for example Crooks lives in a â€Å"little shed† .this tell us that he is seen as small and weak. â€Å"Square four panel window† this makes his home sound like a prison. This tells us he is trapped in his job with no chance of escape. His bed is a box of straw. This tells us he is treated like an animal and not even aloud a real bed. Outside of his window there is a pile of horse poo this tells us he is treated like shit. Crooks has few possessions he has books this tells us he is very literate and likes to read, a gun this tells us he needs to protect himself from something, an alarm clock this tells us he stick to a schedule and has duties to attend to, several pairs of shoe's this Shows us he works hard and has to replace his shoes often. His possessions are the only things he can use's to pass the time this helps us to understand his extreme loneliness. Crooks was injured by a horse kicking him now he is disabled this adds to his problems. Steinbeak reminds us that he is like white i.e. pink palms and pink lips. All of the people in the ranch judge him except from slim and Lennie this tells us he is an outsider. On the ranch crooks works as a stable buck (attends to the horse's) the owners and the workers actually need him but they don't lets it seem like they do. He is actually more skilled then most men but because of his colour he is treated much worse than the other men. The only thing he can really do as a pass time is read his books and tend to the horses this tells us he is educated an able to read and he is dedicated to his job because even in his free time he is still tending to the horses. His extreme loneliness suggests that some of his books are pornographic. This exaggerates his loneliness. Crooks's feelings are conflicted when it comes to the workers he wants company but he feels threatened by the other workers. The only people he willingly let into his home is lennie and slim he doesn't see them as a threat because only there the only people on the ranch that don't judge him for being black. The only other person he lets in is his boss but does this unwillingly. This tells us that he is very protective of his little piece of land. Crooks is constantly in pain from his accident. This makes him angry and short tempered. He is also in a lot of mental pain. He deals with the fact that he is a nobody and is under constant fear that the other workers will turn on him. Crooks was brought up in California .but is an immigrant from Mexico. Therefore he has always been an outsider. He has some companions like lennie and slim but not often most of the time he is either with the horses or on his own. Curly's wife destroyed his hope of any future friendship by reminding him of his worthlessness and belittling him. Crooks cause his own isolation by shutting people out. He wants to build a wall to block everyone else out ban leave isolate himself from the rest of the world.