I Believe Webb Was A Transformational Leader Essay

Throughout history, there have been many different sorts of leaders and leadership styles. There have been many instances in American history where capable and influential leaders have been crucial to our nation’s history. A very inspiring and motivated leader in our history is Alexander S. Webb. I believe that Webb was a transformational leader. Born on February 15th, 1853 in NYC, New York, Webb was raised in a house full of military leaders. Attending the United States Military Academy in 1855, he continued his service until the yeah 1870 with many different accomplishments and goals met. He received recognition from men who have shaped the country today and made differences in the way men were lead during combat. Throughout his military career, I believe Webb established a transformational leadership style. I also would like to obtain the sane leadership qualities he possessed and be able to apply them to my own career one day. Alexander S Webb, Brevet Major General Webb in the Army, is a leader worth looking up to and following. To begin with, Webb ranked 13 out of 34 when he graduated from the United States Military Academy. He had an excellent militarily lineage to look up to. Both his father and his grandfather were active members in the Army. At the outbreak of the Civil War, Webb began to show all his leadership styles in front of many high ranks on different occasions. Through time, he gained the trust of higher ranks with his qualities and kept moving up. WhenShow MoreRelatedI Believe Webb Was A Transformational Leader Essay1356 Words   |  6 PagesThroughout history, there have been various amounts of leaders and leadership styles. There have also been instances in American history where capable and influential leaders have been crucial to the formation of our nation. A very inspiring and motivating leader in American history is Alexander S. Webb. I believe that Webb was a transformational leader. Born on February 15th, 1853, in NYC, New York, Webb was raised in a house with military leaders. Atte nding the United States Military Academy in 1855Read MoreHoward Schultz, Owner Of The Starbucks Corporation1704 Words   |  7 PagesHoward Schultz, owner of the Starbucks Corporation, is well known in the coffee industry today as an innovating contemporary leader. Schultz began his career with the Starbucks Corporation working in the operations department for 5 years. He purchased the company in 1987, and assumed responsibility as CEO, chairman, and later as chief global strategist. Under Shultz’s leadership, Starbucks grew from 17 coffee shops to 4,000 stores rapidly and then he led the unrivaled Corporation into internationalRead MoreContemporary Business Leader H. Schultz. Howard Schultz,1711 Words   |  7 PagesContemporary Business Leader H. Schultz Howard Schultz, owner of the Starbucks Corporation, is well known in the coffee industry today as an innovating contemporary leader. 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Movie Analysis Bow Ties - 1496 Words

Company Background This summer, I worked with a company in Athens, Georgia that focuses on men’s fashion products, specifically â€Å"Classic-tied† bow ties. Classic City Cotton LLC is a recent start up company that entered the southern clothing market in 2014. As a corporation, Classic City Cotton focuses on creating a viable relationship with its customers and retail partners. They strive to become a reliable company for their customers and surrounding community. Classic City Cotton works directly with UGA Hero’s, and gives a portion of their sales to the organization to help provide mentors for children affected with HIV/AID’s. When I began working with the company, their short-term goal was to be carried in 100 retail stores. Their†¦show more content†¦This is why my position was important for the company. My Role I worked with public relations and marketing primarily between the company and news publications. My main goal was to communicate the existence of the product to consumers that cared. Since the brand is dynamic, I had many options while pursuing marketing outlets. I worked directly with retail stores, newspapers, magazines, and blogs in order to create publicity surrounding the company and their product. Much of my time was spent interacting with these publications. I helped with interviews and product information that was featured in the publications and had to accurately articulate the competitive advantage of the â€Å"Classic-tied† Bow Tie. Research Tasks During the beginning portion of my internship, I focused on research assignments in order to properly prepare the company and myself for our plan of action. We wanted consumers to hear the brand name and obtain accurate information about our product. In order to accomplish this task, I began researching news outlets and publications throughout the state of Georgia. Our target publications were ones that focused on business news or local news and doing so in an accurate and entertaining method. Much of this research was spent online, reading stories from each newspaper and analyzing their social media pages to gauge individual’s opinions on them. After compiling a list of relevant publications, I had to further

Total amount of holdings News Corporation Free Essays

Daily Mirror, New York Post, Sun, Times, XX Century Fox Films, HarperCollins†¦ – is there anybody, who doesn’t know these names nowadays? But not everybody knows that all of them are the names of great Empire News Corporation, which belongs to Rupert Murdoch. Total amount of holdings News Corporation for June 2001 was 43 milliard dollars, and annual income of the company was 14 milliard dollars. More then 30. We will write a custom essay sample on Total amount of holdings News Corporation or any similar topic only for you Order Now 000 employees work in 720 firms, which belong to the company in 52 countries all over the world. Isn’t it impressive? And at the head of all those companies is one person – Rupert Murdoch. How he managed to do it? Cannot we use his â€Å"know-how†? Stuart Crainer tries to answer with changing success all these questions. When I read this book, the first thing I noticed that I didn’t regret reading it. I found a lot of interesting information, which was written in good literary language. You read the book with bated breath, trying to understand secrets of a giant of media industry. All those things will help you in your future life – not only in business. They explain approach to life – these facts can change you life, they can make an earthquake in the system of your values. By Crainer’s opinion, although Rupert Murdoch is the head of one of the most successful and influential companies in the world, his style of management was examined rarely. This book is determined to fill this gap to some extent. Not accidentally you can see already in the header promise to show 10 main secrets how to create successful business. It is biography by genre, and the author seems to claim to the role of â€Å"business-biographer† of the mighty of this world. Curious reader certainly will find out details from early life of media giant. You can find in the book chronology of important bargains and business deals, which resulted creation of that which is called now â€Å"the Empire of News Corporation†. But the story about a person by name Rupert Murdoch is not the main for the author. The main milestones of Murdoch’s life are presented in the role of necessary â€Å"frame† for business phenomena called â€Å"Rupert Murdoch†. In capacity of background, where the figure of main hero of narration is boldly demonstrated, Crainer skillfully uses different theoretical conceptions, results of examinations, investigations, management models of such recognizable authorities in the field of management as Henry Minzberg, Warren Bernis, Fill Hodgeson, Rendell White, Jay Forester, etc. When other famous businessmen – for example, Bill Gates – found their popularity by their innovations and ability to choose time for serious business deals; the success of Rupert Murdoch is based on his ability to be a perfect manager. Essence of this quality and main reasons of his career success the author tried to catch by formulating 10 secrets of successful business. Murdoch is follower of old school of management. In description of professional way of ambitious manager you will not find â€Å"motives† which are so popular nowadays, as constant learning, delegation of extreme powers and responsibility. Business is a war, and life, by opinion of businessman, is nothing more nor less than â€Å"series of interconnected wars†. Rupert Murdoch was born in Melbourne (Australia). He was a son of famous Australian military correspondent and publicist Sir Kate Murdoch (1886-1952) (Andrew Walker, p.5). After he graduated from Worchester college (Oxford, 1953) he inherited from his father two newspapers in Adelaide (Australia) – â€Å"Sunday Mail† and â€Å"The News†. In 1969 he bought his first newspaper in Great Britain – London â€Å"News of the World†. Four years later he bought already two newspapers in the USA: â€Å"San Antonio News† (subsequently â€Å"Express-News†) and â€Å"Texas News†. In 1974 Murdoch finally settles down in New York and continues his business, buying more and more newspapers. From the beginning of 80-s people start to speak about Murdoch as one of biggest media-magnates of the world. After he bought in 1985 studio XX Century Fox Films, his power started to spread over cinema, and later over TV-industry as well. Nowadays Rupert Murdoch is giant mammoth of Empire The News Corporation Ltd (Woopidoo! Biographies Business Masters, p.1), which consists of three regional colossi – News Ltd (Australia), News International (Great Britain) and News America Holdings Inc. (USA). Totally News Corporation, which states a value of $30 milliards, consists of approximately 800 companies, from which 52 are quite big. The biggest enterprises: BSkyS, Los Angeles Dodgers, XX Century Fox Film and Star TV (Center for American Progress p.1). Annual income of Rupert Murdoch Empire was approximately $12 milliards during those years. Rupert Murdoch is really prominent figure. By opinion of the author Stuart Crainer, co-founder of consulting company Suntop Media, in civil social conscience rules such a vicious image of Murdoch that nobody would like to share the same room with such a person. Society remembers that already at the beginning of his career magnate didn’t disdain to use such means as to publish in once serious issues erotic and scandal materials; he fired his own workers without any compunction; in other words, he used everything, which in his opinion, in any way could assist in development of media giant (Capstonideas.com, p.1). How to cite Total amount of holdings News Corporation, Papers

The Life of Biggie Smalls free essay sample

Baggies fame, riches, and youth were prematurely ended by the hands of a drive-by shooter, ironically enough is killer has yet to make himself notorious and is still on the loose, however baggies lyrical messages stay strong and still empower some to this day. The Hip hop genre was once a style only party going New Yorkers knew about in the sasss; yet it has grown to be one of the most widely listened to genres of today.Initially word about this new style Of music making got around, influencing famous rappers such as Tuba Shaker and Biggie Smalls to write their inspirational songs using this fairly new style of music making. Common knowledge will tell you that hip hop has grown in popularity over the years, ND since hip hop has become sub divided into various styles, hip hop has allowed more and more people to express themselves through this genre of music hence hip hops growing fame. We will write a custom essay sample on The Life of Biggie Smalls or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Once hip hop had become something people all over were listening to, any dramatic event that happened between the rappers that led the hip hop industry instantly became what everyone was talking about. For example the East coast and West coast rivalry between Biggie Smalls and Tuba Shaker, respectively, started with one of Biggie Smalls albums where he featured an artist named Tim Dog in a song, and in hat song he spoke about how he was turned down by a west coast record label and made a mockery of a rapper in the same record label. The Life of Biggie Smalls free essay sample Biggie Smalls Looking back to the early sasss, pop culture in particular, one cant help but to start recollecting the catchy yet inspirational lyrics of the once famed Biggie Smalls. Biggie, A. K. A Christopher Wallace, lived the unfortunate life of a hard knock, of course, eventually rising to the top of the American dream; nevertheless some says it was because of biggies struggle through life that caused him to create such inspiring lyrics.Biggies fame, riches, and youth were prematurely ended by the hands of a drive-by shooter, ironically enough his killer has yet to make himself notorious and is till on the loose, however biggies lyrical messages stay strong and still empower some to this day. The Hip hop genre was once a style only party going New Yorkers knew about in the sasss; yet it has grown to be one of the most widely listened to genres of today. We will write a custom essay sample on The Life of Biggie Smalls or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Initially word about this new style of music making got around, influencing famous rappers such as Outpace Shaker and Biggie Smalls to write their inspirational songs using this fairly new style of music making. Common knowledge will tell you that hip hop has grown in popularity over the years, and since hip hop as become sub divided into various styles, hip hop has allowed more and more people to express themselves through this genre of music hence hip hops growing fame.Once hip hop had become something people all over were listening to, any dramatic event that happened between the rappers that led the hip hop industry instantly became what everyone was talking about. For example the East coast and West coast rivalry between Biggie Smalls and Outpace Shaker, respectively, started with one of Biggie Smalls albums where he featured an artist named Tim Dog in a song, ND in that song he spoke about how he was turned down by a west coast record label and made a mockery of a rapper in the same record label.

Why Abraham Lincoln Won the Election free essay sample

November 5, 1860, Abraham Lincoln won the 16th Presidential election against Stephen A. Douglas for numerous reasons. Lincoln wants to free slaves and his debates, but what really helped him win is that the Democratic Party was divided. Abraham Lincoln won the election because he opposed slavery and wanted them free. In 1 854, Lincoln came into politics soon after the Kansas-Nebraska Act was passed. The U. S. Congress passed the Kansas- Nebraska Act on May 30, 1854. It allowed people in the territories of Kansas and Nebraska to decide for themselves whether or not to allow slavery within heir borders (Fonder 481).Soon after, people for slavery and people against slavery swarmed into Kansas and started fighting over the land, which gave Kansas the nickname, Bleeding Kansas (Fonder 486). The act also disturbed Lincoln by paving the way for extension of slavery, a prospect he had long opposed. February 27, 1860, Lincoln made a famous speech in Manhattan, New York on his views of slavery. We will write a custom essay sample on Why Abraham Lincoln Won the Election or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The speech was called the Cooper Union Speech and it consisted of three major parts (notes. Com). The first part concerns the founders and the legal positions they supported on the question of slavery in the territories.The second part is addressed to the voters of the southern states, clarifying the issues between Republicans and Democrats, arguing that the Republican position on slavery is the conservative policy. The final section is addressed to Republicans (notes. Com). In 1858, Lincoln and Douglas competed against each other in a series of seven debates known as the Lincoln-Douglas debates. Lincoln had run against Douglas before but loss terribly (notes. Com). Before the debates, Lincoln spoke at a Republican convention, which really put him out in the public.His beech is known as the House Divided Speech. A house divided against itself cannot stand. I believe the government cannot endure, permanently, half slave and half free (Lincoln-Douglas Debates). The Lincoln-Douglas debates started as they were both running for an Illinois Senate seat. At first, Lincoln and Douglas debates were sometimes in the same city at the same time, but were separated. Soon after Lincoln wrote a letter to Douglas stating that they should have a series of joint debates (Lincoln-Douglas Debates). Lincoln and Douglas spoke in seven different cities throughout Illinois: Ottawa,Freeport, Joneses, Charleston, Eagleburger, Quince, and Alton; the main topic was slavery and popular sovereignty. It was the campaign against Douglas (which he lost) and the debates between the two men that thrust Lincoln onto the national political stage. The splitting of the Democratic Party is another reason to why Lincoln won the election. The Democratic Party was split into two people: Northern Democrats who supported Stephen Douglas and Southern Democrats who supported John C. Befriending. John Bell was a Third Party candidate and was supported by the Constitutional Union Party Manager).

The Tuskegee Syphilis Trial essays

The Tuskegee Syphilis Trial essays In 1932, The America Government conducted a study of a group of 399 young healthy black males who were part of an U.S. Public Health Service experiment of black men in the late stages of syphilis. The men in the experiment for the most part were illiterate sharecroppers from one of the poorest counties in Alabama, and they were never told of what disease they were suffering from or of its seriousness. Informed that they were being treated for bad blood, their doctors had no intention of curing them of syphilis at all. The information for the experiment was to be collected from autopsies of the men, and they were deliberately left to degenerate under the ravages of tertiary syphilis. Tertiary syphilis can include heart disease, tumors, paralysis, blindness, insanity, and death. The theory behind the study was that whites experienced more neurological complications from syphilis whereas blacks were more susceptible to cardiovascular damage. At the end of the experiment only 28 of the men had died directly of syphilis, 100 had died from related complications, 40 of their wives had been infected, and 19 of their children had been born with congenital syphilis. The PHS had offered the men incentives to participate in this study: free physical examinations, free rides to and from the clinics, hot meals on examination days, free treatment for minor ailments, and a guarantee that a burial stipend would be paid to their survivors. This modest stipend of $50.00 represented the only from of burial insurance that many of the men had. With this movie based on the true story of Tuskegee Syphilis Trial, it touched much deeper emotions inside myself. While watching this video I was in shock to see what our government did to its own people. I had just found a new respect and trust for our country from my Constitutional Law class the previous term, and most of that was all gone by the end of the video. This was a textbo...

Cyber securiy and cloudl computing Research Proposal

Cyber securiy and cloudl computing - Research Proposal Example several information technology (IT) based processing including cloud computing, social media networking, international communication, and global positioning system (GPS) navigation. Another aspect of the revolution is accessibility of the internet, whereby it has become easier for a person to have access to the internet today than two decades back. With the use of media devices such as smart phones, smart watches, and tablet computers, the internet is today one of the most portable technological inventions that can fit into every corner and space (Ziltrain, 2008). Indeed it cannot be denied that the revolution that has characterised the internet has several benefits to offer the ordinary user. In the estimation of Rehmeyer (2007), not only does the use of the internet today offers advantages but that the absence or non-usage of the internet comes with so much discomfort and disadvantages. Even though this position cannot be debated, the risks and vulnerabilities that the complexity o f the internet poses to individual, organisations and nations cannot be denied. In the opinion of Owens and Lin (2009), the best way to make the most out of the internet in today’s complex dynamic Web 2.0 environment is to ensure adequate cyber security for users. Without this, the list of how beneficial the internet is in today’s environment can go on but the real value that is expected to be derived may never be achieved to its fullest. The reason for this claim is that as news of cyber breaches continues to flood the airwaves, people become sceptical about their fate in using the complex and dynamic Web 2.0 for various purposes including cloud computing and electronic commerce (e-commerce) (Ziltrain, 2008). In such an atmosphere of mistrust and fear, the Web 2.0 will be seen as useful only for some of the most conventional purposes that come with limited or no risk such as gaming, information search, and downloading. Meanwhile as it has been hinted already, there are several

Managing a project Assignment Example | Topics and Well Written Essays - 2000 words

Managing a project - Assignment Example Though, sometime negligence in effective handling and controlling the project tasks lead to failure of the overall project. The same thing happens to the construction project for the restoration of the Arbours and Avery in the lost Elizabethan Knott Garden at Kenilworth Castle. This happened due to the costly material, difficult to source materials, as well as use of less specialist technicians to carry out their work. This project is part of an ambitious 2.5 million restoration project by English Heritage. However, to make this project successful MD of the construction company has contracted our team to develop and manage this project. In this case the present report will offer a detailed analysis of the development and implementation of the new planning and handling strategy for the corporate for the successful completion of the project. English Heritage has initiated a project to restore the Arbours and Avery in the lost Elizabethan Knott Garden at Kenilworth Castle with the budget of 2.5 million restoration project. However, immediately after the beginning of the project problems and difficulties have appeared in effective handling and management of the project. The main problems appeared are the technical problem through the Arbour’s complex construction whereby the unusual architect’s specification has proven to be flawed. The project stopped due to the failure to meet the quality and health as well as safety standards set. Here we also view problems of hidden costs prompting individuals to look for shortcuts that are not being captured by the project tracking, means there is no visibility of actions. Therefore the overall project has turned out to be a mess in case of its development. After viewing all potential problems in effective handling and managing the project, we are going to propose new project management initiatives and planning tasks to effectively manage this project.

The Cure Essay Example | Topics and Well Written Essays - 750 words - 1

The Cure - Essay Example The two parents, Aileen, and John requested for an appointment with a doctor to examine the state of their two affected children. The diagnosis given to the children included Pompe for Megan while Patrick’s diagnosis was to come later in a few months. Pompe is a disease that is genetic in nature. It is due to unbroken glycogen that results from a deficiency in enzymes that breaks glycogen down. Sugar in the body builds up and is stored as glycogen. Glycogen is then deposited in the muscles of the body. The resultant effect is cells lacking energy and other necessities for them to function optimally. Consequently, the muscles will go through a lot of malnourishment. The effects of Pompe will cover the respiratory system and the muscles. A common phenomenon is children dying from a failure in the respiratory. The latter is also called cardiac arrest and occurs as the heart enlarges slowly. The lifespan of children diagnosed with Pompe is significantly reduced and only have a few years. The cause of Pompe is the mutations that the GAA gene undergoes. The task of GAA is the production of alpha Maltese. Alpha Maltese is an enzyme that handles the breakdown of glycogen into glucose that is usable by the body. The enzyme’s production will fail if GAA undergoes mutation. Glycogen, as a result, is not decomposed to form pure sugar. However, the cells in the body make use of glucose and cannot do so with glycogen. Too much glycogen in the cells will become toxic to the body. The more the build of glycogen, the weaker the muscles get and the levels of damage get worse. Pompe is fair when traced in an adult as compared to a child. Although it is rare, it is considerably fatal in children. There are three varied types of Pompe disease that doctors and scientist have established. Their differences come how severe they are and age of appearance. They include non-classic

Environmental Management System (EMS) in an Organisation

Environmental Management System (EMS) in an Organisation 1. How would you summarise the environmental challenge faced by industry at the current time? Since the start of the industrial age, economic growth and the environment have often been in conflict (Florida and Davidson, 2001). Motivated by more than just â€Å"altruistic concerns† (Florida and Davidson: 64) many companies are now taking initiative and incorporating the environment into their business strategy. The environmental challenge to industry comes from a huge number of sources, but it can generally be narrowed down to three directions, commonly known as the ‘green triangle’ (Gale, 1996). Firstly, environmental laws and regulations are forcing industry to improve their environmental performance. Secondly, there is a need to improve company image (Morrow and Rondinelli, 2002), and pressure comes from customers or voters who are interested in less environmentally harmful goods or services (Gale, 1996). Thirdly, an environmental challenge comes from the â€Å"financial, banking and insurance communities who are concerned about the cost of environmenta l accidents or mismanagement† (Gale, 1996). In fact, good environmental management leads to reduced risk which is highly valued by the financial markets (Feldman et al, 1996). 2. Describe the relevance of the First Law of Thermodynamics and the Law of Conservation of Mass to the economic system. The First Law of Thermodynamics is â€Å"the fundamental principle of physics that the total energy of an isolated system is constant despite internal changes†, and the Law of Conservation of Mass is the principle that â€Å"matter cannot be created or destroyed†. These laws apply to the economic system as â€Å"an irreducible whole that develops, maintains, and reproduces, or renews itself be mobilizing material and energy captured from the environment† (Ho, 2005). This is particularly significant to the relationship between the environment and economic systems, as the latter essentially depends on the flow of resources from the natural environment. Therefore, any entropic costs can either be endured by the economic system or the environment. Consequently, â€Å"when the cost of valuable (non-renewable) ecological resources consumed or destroyed are not properly taken into account, the entropic burden falls on the ecological environment rather than on the econo mic system (Ho, 2005). 3. What does the term ‘sustainable development’ mean for industry? The Bruntland Commission’s widely used definition of ‘sustainable development’ is â€Å"development that meets the needs of the present without compromising the ability of future generations to meet their needs† (WCED, 1987: 43). It is often argued that this definition is intentionally vague with the intent of creating a consensus. And create a consensus it has – â€Å"no one in their right mind is against sustainable development† (The Economist, 2002) – and many international organizations, national and local governments, and businesses have incorporated the concept into their plans. For industry, the term has extended to â€Å"include the simultaneous consideration of economic growth, environmental protection, and social equity in business planning and decision making† (Rondinelli and Berry, 2000: 1). Many businesses, then, have taken on the concept of sustainable development, and have put into practice business plans that allo w them to meet their needs in the present whilst taking the environment into consideration, thereby ensuring that their industry can continue into the future. Any industry that is really striving for sustainable practices â€Å"must be phasing out its use of substances that are systematically at odds with a sustainable world, while measuring what share of the world’s limited regenerative capacity is occupied by its use of renewable resources† (White, 1999, in OECD, 2001: 11). 4. What are the potential benefits for a company successfully responding to the environmental challenge? The potential benefits (economic and environmental) for a company successfully responding to the environmental challenge are too numerous to include them all, so only a limited selection will be discussed here. Though the resulting environmental benefits may not create direct economic benefits for the company, the policies attract (and keep) customers by â€Å"establishing a strong image of corporate responsibility† (Morrow and Rondinelli, 2002:163). In economic terms, though environmental sensitivity is often viewed as being at odds with cost-effectiveness, a study of organizations that implement Environmental Management Systems (EMS) found that â€Å"the majority believe the benefits outweigh the drawbacks† (Darnall et al, 2001). Some examples of how reacting to the environmental challenge can save companies money are by â€Å"improving efficiency and reducing the costs of energy, materials, fines and penalties† (Morrow and Rondinelli, 2002: 162). As mentioned previously, a company that can reduce their environmental incidents and liabilities not only gains from losing those fines, but also profits from decreasing risk, and becoming more attractive in the financial market. 5. Describe the relative advantages of anticipatory controls over continuing controls. Use examples to illustrate your answer. Environmental controls can be described as mechanisms that are used to limit environmental harm. A fundamental aspect of designing an EMS system is developing the controls that will be used. Environmental aspects (see below) must be identified to determine the â€Å"specific facility operations and activities associated with significant environmental aspects† (The Lexington Group, 2005: 40). From this, appropriate control procedures can be created for each activity to limit environmental impacts. Anticipatory controls are more advantageous than continuing controls because they allow an organization to attempt to avoid environmental harm in the first place, and take into account potential, impending environmental harm. If controls are changed in anticipation of a possible environmental impact, this control can attempt to curb damage before it happens. The alternative is continuing control that only changes after an event causes environmental damage and proves that the controls need to be changed. Given the â€Å"irreversibility† of much environmental damage, the advantage of anticipatory controls seems clear. 6. How would you describe the relationship between environmental aspects and impacts? Use examples to illustrate your answer. The ISO 14001 definition of environmental aspects are â€Å"feature[s] or characteristic[s] of an activity, product or service that affect, or can affect, the environment† (Praxiom Research Group, 2005), and environmental impacts are changes to the environment that can be positive or negative (Praxiom Research Group, 2005). Environmental impacts are produced by environmental aspects. For example, many industries often handle oil or other hazardous materials. When these activities are taking place, a possible environmental aspect is the â€Å"potential for accidental spillage† (The Lexington Group, 2005: 35). The effect of this environmental aspect, or the environmental impact, is the â€Å"contamination of soil or water† (The Lexington Group, 2005: 35). When determining the significance of an environmental aspect, it is important to take into consideration the probability, scale, severity, duration, and cost of reduction, of the environmental impact (The Lexingto n Group, 2005). 7. What is the role of the Environmental Policy and how is it defined by the International Organisation for Standardization (ISO)? An Environmental Management System (EMS) is a â€Å"systematic approach for managing an organization’s environmental issues and opportunities† (The Lexington Group, 2005: 15). The â€Å"heart and soul† (same as last) of the EMS is the â€Å"environmental policy†, defined by the ISO as a â€Å"statement [that] expresses a commitment to the implementation and maintenance of an organization’s environmental management system and the improvement of its overall environmental performance† (Praxiom Research Group, 2005: 1). The role of environmental policy is to prevent any environmental damage, as well as to ensure any industry is observing any legal or other requirements. An environmental policy should also craft environmental goals, and function as a basic framework for action. 8. What training needs should be considered when implementing an environmental management system (EMS)? â€Å"Effective training programs, including those that raise the environmental awareness levels of all people in the organization, are a critically important element in implementing and maintaining the EMS† (The Lexington Group, 2005: 14). A training program must deal with the importance of the environmental policy with all of the employees, as they â€Å"must understand and recognize the commitments† for the EMS to be successful (Anthony, 2001: 4). Additionally, for an EMS to be successful, all employees must appreciate and comprehend their particular roles and responsibilities, as well as the possible â€Å"consequences of not following operating procedures† (The Lexington Group, 2005: 25). Employees of a given organization should be able to associate and understand how their particular function fits into the wider environmental policy (Anthony, 2001). Depending on who uses or has access to the facility, it may also be advisable to train people other than inte rnal staff, or at least raise their awareness of the EMS (Anthony, 2001). 9. What role does audit play within an EMS and what are the key features of a successful audit? An audit within the EMS system is â€Å"a systematic, documented, objective review of the manner in which environmental aspects of a program, project, facility or corporation are being managed† (APPEGA, 2004: 7). The audit is necessary both to determine the design of the EMS at the start, as well as evaluate the progress of the EMS on a continual basis. An environmental audit at the start ensures that an industry has a â€Å"good understanding of its environmental effects before it [designs a] competent strateg[y] to reduce its impact† (OECD, 2001: 41). The EMS audit is a crucial necessity for any facility’s EMS to ensure that the facility is meeting the requirements of the EMS, and that it is being properly executed and sustained (The Lexington Group, 2005). For an audit to be successful, it is vital that it be â€Å"independent, objective and impartial† (Praxiom Research Group, 2005). A sound audit must also concentrate on priorities, such as particular operations that are associated with high risk, or activities that were singled out in a previous audit. 10. How might you gain senior management approval for the implementation of an EMS and why is such approval important? The Lexington Group, a management consulting firm, states that â€Å"gaining the full and complete support of senior management is the single most important challenge in establishing a formal EHS management system in an organization or facility†. Without the full support of the senior management, an EMS is unlikely to succeed. For example, senior management may approve an EMS but not really be committed, with environmental talk being â€Å"rhetoric rather than reality† (The Lexington Group, 2005:47). An EMS may not be a high priority because the senior management does not recognize the potential benefits. Making the case about the benefits of an EMS may be vital to gaining genuine senior management support. Presenting an account of improved community relations, higher employee productivity, reduced safety incidents, and reduced insurance premiums, all within the framework of cost-reduction, may be the means of gaining the necessary senior management approval (The Lexing ton Group, 2005). Works Cited: Anthony, A (2001) ISO 14001 Environmental Policy (4.2), available from: http://www.deq.virginia.gov/ems/pdf/mod5.pdf APPEGA (2004) Guideline for Environmental Practice, available from: http://www.apegga.org/pdf/Guidelines/18.pdf Darnall et al (2001) ‘Environmental management systems: Opportunities for improved environmental and business strategy?’, Environmental Quality Management, 9(3) pp 1-9. The Economist (2002) The Johannesburg Summit: Sustaining the poor’s development, 29 August 2002. Feldman, S, Soyka, P. and Ameer, P (1996) Does Improving a Firm’s Environmental Management System and Environmental Performance Result in a Higher Stock Price?, ICF Kaiser International. Florida, R and Davidson, D (2001) ‘Gaining from Green Management: Environmental management systems inside and outside the factory’, California Management Review, 43 (3) pp 64-65 Gale, R (1996) ISO 14001 to Tackle Green Triangle, available from: www.web.net/ecoeco/iso14000.htm Ho, Mae-Wan (2005) Are Economic Systems Like Organisms?, available from: www.i-sis.org.uk/hannove.php The Lexington Group (2005), Best Practice Guide: Application of ISO 14000 Environmental Management Systems (EMSs) for Municipalities, available from: http://www.iie.org/programs/energy/pdfs/Applic%20ISO%2014000%20for%20Municipalities.pdf Morrow, D and Rondinelli, D (2002) ‘Adopting Corporate Environmental Management Systems: Motivations and Results of ISO 14001 and EMAS Certification’, European Management Journal, 20(2), pp 159-171 OECD (Organisation for Economic Co-operation and Development) (2001) â€Å"Encouraging Environmental Management in Industry†, Science, Technology, Industry – Business and Industry Policy Forum Series, available from: http://www.oecd.org/dataoecd/10/32/2090553.pdf Praxiom Research Group (2005), ISO 14001 2004 Plain English Definitions, available from www.praxiom.com Rondinelli, D and Berry, M (2000), Environmental citizenship in multinational corporations: social responsibility and sustainable development, Chapel Hill: University of North Carolina. WCED (1987) Our Common Future, the Brundtland Report, Oxford: Oxford University Press.

Teen Health Clinics Cant Afford More Budget Cuts :: Medical Medicine Essays

Teen Health Clinics Can't Afford More Budget Cuts missing works cited â€Å"It was 1971 and I was 16,† said Deborah, of Methuen, who’d rather not use her last name as she talks about the time when she was a pregnant teen. â€Å"I, of course, freaked out and didn’t want to tell my parents, especially my father. I had to, though. There was no way around it. There was no where else to go.† In the 1970s, Massachusetts didn’t have half the teen pregnancy clinics they have now. Teens didn’t have a place to turn to if home wasn’t an option. Teen pregnancy was the last thing that communities were concerned with. According to Deborah, â€Å"pregnant† was a word you just didn’t say back then unless you were married. There were all kinds of negative connotations attached to it if you were unwed. People assumed you were promiscuous, immoral, a drop-out, etc. â€Å"No one saw it as an accident that could happen to anyone,† said Deborah. Deborah was living in Lawrence and attending hairdressing school when she first got pregnant. She was still living at home with her parents and younger sister, but far from financially stable, as any teen mother would be. â€Å"I went on welfare after my baby was born and lived at home for about a year,† said Deborah, â€Å"while I worked on getting my G.E.D.† As far as accepting her pregnancy goes, her own aunt and uncle disowned her. â€Å"I felt a lot of guilt from people. I got a lot of stares, comments. It was very uncomfortable,† said Deborah. â€Å"You’d think that at 48 years old I’d be comfortable with it, but feeling that way stays with you.† Teen pregnancy in Massachusetts has changed quite a bit since the 1970s, not only in numbers, but in the way society responds to it. According to The National Campaign for Teen Pregnancy, the rate is the lowest it’s been in three decades, 25.8 per 1,000 females, down nearly 20 percent from 1970. Some say that the ever decreasing rate is relative to how teens are now more aware than ever of what being a teenage mother really entails. â€Å"Massachusetts now has one of the lowest teen pregnancy rates in the country,† said Erin Rowland, communications manager at Planned Parenthood in Boston, adding â€Å"Comprehensive sex education is a big part of that.† Planned Parenthood is one of many organizations now in Massachusetts working towards educating teens about sex and all its repercussions.

Human Values and Ethics in the Workplace

Human Values and Ethics in the Workplace Improving Leadership and Performance in the Water Education, Supply and Sanitation Sectors RESOURCE PAPER Teaching Managers Human Values â€Å"Human Values and Ethics in the Workplace† is a capacity-building initiative developed in a collaborative effort between the Global Dharma Center (GDC) and UN-HABITAT, within the framework of the Human Values Water, Sanitation and Hygiene Education (HVWSHE) Initiative of the Water for African/Asian Cities Programmes. The purpose of the capacity-building is to improve leadership and performance in every aspect of the water education and water supply and sanitation sectors, and to help bring about a new ethic in water use and management.  © 2005 UN-HABITAT and Global Dharma Center For more information: www. globaldharma. org/hvew. htm 2 Teaching Managers Human Values by B. Gustavsson, School of Business, Stockholm University, Sweden; A. N. Tripathi, Institute of Technology, Banaras Hindu University, India; G. P. Rao, Department of Management Studies, Madurai Kamaraj University, India. Abstract The authors are convinced of the necessity in a human dimension in managerial decisionmaking. The problem is to define values in a human context. We have suggested a framework for understanding the origins and scope of human values. We trace values to theistic, humanistic and empirical origins, and connect these to individual, sociological and ecological levels of application. We have illustrated our framework with a case study of a systematic approach to teach human values to managers in India. While this approach is mainly using a theistic approach, we recommend that other approaches to values can be included in courses teaching human values to managers. Human values are necessary in today's management. Business is no longer confined to a national state but is really borderless. Hence business from the international viewpoint, cannot be regulated by governments unless international agreements can be reached. In this â€Å"lawless land† the responsibility of the executive is greater than ever. Which values does s/he promote in her/his actions and decisions? Which responsibility does s/he take? Only towards the bottom line or also towards the growth of mankind? On a national level we find similar concerns with ethics and values in management. Being a generator and facilitator of human material wealth, does her/his responsibility towards human values end there? We do believe that the manager of today has a wider responsibility than that. We believe that it is in the interest of the managers themselves to have a heightened awareness of the values of humankind and also to promote them. I. Human values: what are they? Like most basic areas of human knowledge and experience, the concept of human values defies definitions. Yet it can be instinctively felt, cognitively grasped, discussed as a shareable experience, and thus made a valid area of enquiry. This enquiry is a major under-current of the wisdom literature of all the ancient civilisations and of the later day philosophers, scholars and great leaders of social and political movements. The profusion of ideas, divergent approaches and intermixing of several strands of thought make the effort of conceptualising human values a daunting task for modern scholarship. However, for a clearer understanding of the scope, significance and interrelationship of these ideas it is necessary to have a conceptual framework for classifying them. In the following paragraphs we make a humble attempt at this difficult academic endeavour. Classical literature does not make a distinction between values and human values. Perhaps there was no need for it then. Philosophical ideas on value enquiry were directed towards finding the nature, meaning and purpose of human existence. In the present century search for a theory of values has become a separate branch of modern philosophy and has been called axiology. Although the different realms of this value enquiry cover all areas of human concern like ethics, religion, art, science, social science, law etc. , no separate or special significance is attached to the term human values. One main approach to this classical value enquiry we would like to call the ideal-normative approach. In the Western tradition it is represented by Plato's formulation of the absolute values of Truth, Goodness and Beauty. They are conceived as having independent existence of their own and are 3 used as ideal norms for value judgement at the relative level of human existence. In the Indian tradition absolute values are related to the absolute reality whose nature is described as Sat,Chit and Anand. Attainment of a state of eternal bliss by the realisation of identity of the individual self with the universal Self of this absolute reality is the highest and ultimate object of human striving. Closely related to this absolutist perception is the theistic view which may be called a sub-group of the idealistic-normative approach. It is based on a metaphysical belief system which accepts the reality of a divine cosmic order and faith in the authority of a creator God who is also the upholder of all values. The basis of all ethical, social and other human values is sought in the enduring truths, either revealed or obtained through super conscious insights of sages, contained in the sacred religious literature. Although differing in their belief systems, rituals and customs, the great world religions have a large area of agreement on the basic moral values, conceptions of personal virtues and social group behaviour based on humanistic values of love, brotherhood, caring and sharing. Many leaders of the Indian renaissance, e. g. Swami Vivekananda, Sri Aurobindo, Rabindranath Tagore and Mahatma Gandhi, were inspired by the absolutist-theistic value system and used it as the basis for their efforts towards the spiritual, social and political rejuvenation of the Indian society. In recent times the term ‘human values' has been used for this theistic approach to value system (Chakraborty, 1995a,b; Swami Ranganathanand, 1991). This is perhaps because of the need to highlight the universal humanistic aspects of this value approach, as against the merely speculative, mystical, or life-denying ascetic aspects. In the modern interpretation of theistic value approach the authors have shown its relevance and significance to the managers and other professionals. Another reason for the use of adjective ‘human' before these values may be to distinguish this value approach from the modern, so-called scientific, approach to human phenomena and associated values. Interpreted in its narrow sense this scientific approach robs man of the dignity of his divine association, his spiritual nature and reduces him to a biological organism of a random collection of atoms. It denies any meaning and purpose to life and rejects all considerations of faith, belief, feeling and intuitive religious perceptions. This mechanistic, deterministic interpretation makes man merely a malleable automaton, to be ‘programmed' to meet the demands of the existing socio-technological order, through manipulation of his lower order needs and desires. In the second sub-group of the idealistic-normative approach to human values we would like to place all the different strands of humanistic thoughts, ranging from love and compassion of Buddha to the radical humanism of Marx. Included in this sub-group are the ideas of humanists having varying degrees of theistic, non-theistic and atheistic leanings but attaching prime importance to man and to human values. As Fromm (1981, p. 148) points out â€Å"There is a remarkable kinship in the ideas of the Buddha, Eckhart, Marx, and Schweitzer: their radical demand for giving up the having orientation; their insistence on complete independence; their metaphysical skepticism; their godless religiosity, and their demand for social activity in the spirit of care and human solidarity† (emphasis added). These humanist ideas and movements developed as protests against oppressive constraints on human spirit of freedom, creativity and dignity, imposed by religious dogmas or by dehumanising social or technological orders at their day. They developed a new ethics of man based on interconnectedness of humankind, love and respect for life, the joy of sharing and caring, and the faith in man to shape his own destiny. They find deep reflections in the literary traditions of both the East and the West over the last few centuries (Bharati, 1990), and gave rise to different kinds of social and political theories, like liberalism and socialism, for the betterment of humankind, particularly of the oppressed and the exploited. In recent times it has led to the declaration of Universal Human Rights by the United Nations. The term human values has generally been understood in this context of humanistic thoughts. The second main approach to human values we would like to call the empirical-purposive approach adopted by modern psychologists and other social scientists like Rokeach (1973), Schwartz (1994) 4 and Mukherjee (1965). It views the of values as a distinct component of the total human personality, which guide or affect attitude and behaviour of the individual and social groups. In Schwartz's view values are â€Å"responses to three universal requirements with which all individuals and societies must cope: needs of individual biological organisms, requisites of coordinated social interaction and requirements for smooth functioning and survival of groups† (Schwartz, 1994, p. 21). This approach is non-normative and is not based on any religious, philosophical system of ideas or world view, nor on any social-political ideology. Identification of values, their classification, and search for interrelationships between them is based on empirical methods of observation, attitude surveys, statistical validation techniques etc. Conceptualisation of human values based on the findings of empirical research is fast becoming a distinct area of social science research. These empirical studies and researches on human values are not merely idealistic or intellectual exercises. They are purposive in the sense that the knowledge gained by them is sought to be utilised for practical purposes in diverse areas like, management science (leadership and team building, human resource development etc. , socio-political policy decisions (welfare programmes, race relations, positive action programmes for minorities, population control programmes, environmental policy etc. ). Hence the use of the term purposive in the descriptive title 'empirical-purposive' for this approach to human values. Another way of classifying the different approaches to human values could be in terms of the level of aggregation they focus their attention on. These levels may be called the individual, the sociological and the ecological. The first level focuses on the individual human being, taken as an independent entity. Some illustrative value terms referring to this level are survival values, character, personal virtues, aesthetic appreciation, human rights, salvation, self-realization, etc. At the second level individual values are subordinated to the sociological values. It is concerned with operation of values at the collective level of human society and includes values associated with family and other social institutions and professions; caring nd sharing, sense of social responsibility, social and economic justice, sarvodaya, values of humanity and human interconnectedness, etc. Similarly the ecological level subordinates the first two and consists of values from the standpoint of human beings as a part of the total ecological system. In the reports commissioned by the Club of Rome there is a concern for developing a â€Å"new world consciousness†¦ , a new ethic in the use of material resources, a new attitude towards nature, based on harmony rather than on conquest †¦ sense of identification with future generations† (Mesaroric, M. D. and Pestel, E. , 1974, p. 148) to avoid global catastrophe caused by unrestrained economic growth. â€Å"For the first time a demand is being made for an ethical change, not as a consequence of ethical belief but as the rational consequence of economic analysis† (Fromm, 1988, p. 149). Human values perceptions from this perspective focus on the inter-dependency of human beings and nature and include expressive terms like respect for and harmony with nature, concept of Mother Earth, sustainability, conservation etc. We thus arrive at a two-dimensional matrix for the classification of human values concepts. One dimension of this matrix consists of the different approaches and the other of the three levels of aggregation, shown as the horizontal and the vertical columns of the table below. Approach Level Individual Sociological Ecological Table 1: Two-dimensional classification framework of human values IDEAL-NORMATIVE Theistic Humanistic x x x EMPIRICALPURPOSIVE x x x 5 It needs to be emphasised that the categories in this proposed classification scheme are far from being exclusive. In fact they very much overlap. For example many of the humanistic approaches have theistic foundations and many items of the empirical approach are reformulations of the idealistic approach. What is being implied in the classification is the identification of the main emphasis or main focus of the approach. The entries in the matrix indicate what we consider to be the main level(s) of aggregation which a particular approach focuses on. In our view the theistic approach focuses mainly on the individual level in its quest for making a â€Å"good† man, whereas the humanistic approach is concerned with both the â€Å"good† man and the â€Å"good† society. This is not to deny the sociological and ecological concerns of the theistic approach; however we feel that these concerns are secondary to that for the individual. On the other hand the different empirical approaches together cover all the three, individual, social and ecological levels. The progression in the above matrix, both in the vertical and the horizontal directions, has a chronological order. The earliest human value perceptions were related to the individual level. The growing complexities and tensions of the human societies enlarged the scope to include the sociological considerations as its second focus. And the disastrous impact of the rapid technological developments, coupled with the population explosion, of the present century has made ecological concern as the third focus. Once again this chronological flow has no exclusivity. The philosophical speculations and beliefs of the earliest civilisations, including the aboriginal civilisations in existence today, have remarkable sensitivity and insights about the nature and man's relation to it. However it is only in the recent times that the theme has acquired an urgency to prompt development of a concerted approach to human values in relation to ecology. Similarly many of the later day humanistic values have been traced to the earliest Upanishadic idealistic-theistic views on life and its value (Devaraj, 1988). Yet there is a general chronological flow from the absolutist, theistic view of human values to the humanist view and finally to the present day empirical view. II. Can human values be taught? The question of interest to us is if human values can be taught to modern managers in any systematic way and, if so, to what effectiveness. S. K. Chakraborty, Management Centre for Human Values, Indian Institute of Management, Calcutta, has since 1983 been giving workshops on the theme â€Å"Human Values† on an in-house basis in many companies and as open workshops for managers from different companies and academics, mainly from India, but also from abroad. The impetus for this development is said to have come from managers at various management development programmes given at Indian Institute of Management in Calcutta, asking for Indian insights that could be valuable for organizations and management. The objective of the workshops is to enhance in course participants the sensitivity to and sustenance of the value-system, which Chakraborty has distilled from what he calls â€Å"the Indian ethos†, based on studies of Buddhist, Vedantic and Yogic literature together with Indian epics and Pauranic literature. It is claimed that Indian values are found in the deep-structure of the Indian psyche, as reflected in these sources. The basic idea is purification of the mind, partly through a mind-stilling technique, and partly through practice of nourishing noble thoughts (e. g. compassion, friendliness, humbleness), and rejecting wicked ones (e. . greed, jealousy, arrogance). Such practice will reveal the â€Å"divine†, or â€Å"higher self†, within the individual and s/he will be able to perceive the same in others. The goal is that in a management setting these practices will have repercussions on business life, more specifically in respect of the individual, improve d cooperation, non-attachment to the selfish rewards of the work, increased creativity, service to the customer, improved quality, creating an ethico-moral soundness, cultivating self-discipline and self-restraint, and enhancing generosity (Chakraborty, 1991, pp. 9-20). 6 The content of the workshops varies according to the duration. There are three modules, the first one lasting three days and the next two lasting two days each. Each module elaborates on different principles. Module I, also called the â€Å"foundational module†, develops the basic concepts and practices. It is argued that managerial effectiveness is dependent on a sound values system, undergirding the superstructure of skills, which in turn emanates from a pure mind. The factors influencing a pure mind are discussed in terms of higher and lower self, disidentification and reidentification with the latter and the former respectively, the guna, karma, samskaras, nishkam karma and other theories. The first steps of the mind-stilling technique relating to these principles are given at this stage. Module II focuses on leadership and teamwork and elaborates on a number of principles from the Vedantic and Buddhist literature connected to the theme. Additional steps in the mind-stilling techinque are also introduced. Module III covers the topics stress, counselling and communication. The main issue here is to identify with one's innermost self, which is ananda, as the basic remedy for stress-generating influences. A few more steps are included in the mind-stilling process in this module. These modules can be taken separately or jointly. In the annual workshop at the Management Centre for Human Values all three modules are offered integrally. The workshops are promoted directly and indirectly: directly through mailing of pamphlets to selected companies, and indirectly through the network of previous course participants on the workshops. Initiatives to the in-house workshops can come from top management, HRD (personell) department, open workshop participants who want to bring in the workshop to the company, persons who have come in contact with Chakraborty's ideas, etc. The participation in the workshops are mostly on a voluntary basis, whereas there could be occasions when managers have been asked by the CEO or someone high up to attend the workshops. Following our categorization of human values above, these workshops would fall into the â€Å"idealnormative† approach, with theistic leanings. The source of the values taught at the workshops are derived from the sacred texts of Indian wisdom literature, and the values are claimed to have an eternal and universal character to a great extent. It is normative in the sense that the values are something people ought to have from the ideal perspective, not accepting certain values, or disvalues, just because people are having them. The basic foundation of values is taken to be divine, implying a theistic approach, whereas the humanistic elements are found in caring values, concern for others, love and compassion. The level of focus is mainly on the individual in terms of personal virtues. It is stated that in order to change the environment we must start with ourselves. Thus, more aggregated human levels (organizational, political, societal, ecological, global) are not neglected, but the starting point is the individual. III. Participant responses The participants are asked to submit on the last day of the workshop plans of action which they would like to implement in the six months to follow. We have such plans of actions from a total of 208 participants who attended seven in-house workshops and one Annual International Workshop, held between August 1995 and February 1996, as per the following particulars: 7 Serial No. 1 2 Workshop Tata Iron and Steel Company (TISCO) Tata Engineering and Locomotive Limited (TELCO I) Bokaro Steel Plant (BSP) Ordnance Factory Ambajhari (OFAJ) Tata Engineering and Locomotive Limited (TELCO II) Hindustan Aeronautics Limited (HAL) Indian Farmers and Fertilisers Company Limited ( IFFCO ) TOTAL No of participants 22 32 4 5 23 17 23 6 7 17 32 166 42 208 8 Annual International Workshop ( IIMC ) GRAND TOTAL Table 2: Workshops examined TISCO and TELCO belong to the well established and highly reputed Tata Group of Companies in India, while the others are leading public sector undertakings / government organisations. Managers belonging to senior and middle management cadre normally participate in these in-house workshops. The rank during the workshop s can vary; some are pure peer-groups and at some there can be a superior-subordinate relationship during the same workshop. The annual international workshop, on the other hand, attracts top and senior practitioners, owner-managers, academia, consultants, and government officials from India and abroad. The respondents whose plans of action would be analysed thus represent a cross section of highly educated,motivated and successful persons in their chosen spheres of activity. The responses/ data which constitute their plans of action, however, have certain built in limitations : 1. We can only make inferences from the immediate time at the end of the workshop; 2. We can only study the managers' responses to, and expectations of human values, not how they are reflected in their behaviour; 3. We do not know whether there has occured any changes in the managers' attitudes towards human values, as we don't have data from them prior to the workshop; 4. We do not know how honest their attitudes are due to perceived group pressure from peers, super/subordinates, from the course leader, desire to give a good (or bad) impression or other possible factors. 5. The answers are given spontaneously without forewarning and therefore may not be well thought out ideas. 8 The analysis of the plans of action meant to understand the intentions of the participants, and make inferences from their statements the extent to which these workshops have influenced human values in managers. The intended actions are analysed with reference to (a) the contents of the workshop, and (b) the purpose of, and the direction in, which they want to make use of the contents, inputs, knowledge and skills they have learnt from the workshops. A) Content Analysis A content analysis of the responses shows that the most frequent item figuring in almost all of the course participants' plan of action is the resolve to practice the mind-stilling and breathing exercises taught in the course as an essential experiential practice for Chitta-Shuddhi and for communion with the higher Self. Its enthusiastic reception may have also been prompted by the urgent need for maintaining a calm mind in the tension ridden life of practicing managers. The next most common resolve relates to the practice of a cluster of values and value-principles emphasised in the course. It includes, (i) cultivation of values related to higher self and suppression of disvalues associated with lower self, (ii) practice of nishkam karma (self-less action) in work-life as well as personal life, (iii) practice of giving model of life based on the concept of five fold debts (deva rin, rishi rin, pitririn, nri rin, and bhuta rin) (iv) cultivation of satwaguna over rajoguna, and (v) introspection to examine, and to rearrange one's career goals, life styles, attitudes and value systems in the light of the above noted paradigm of higher values. Some responses indicate a desire to propagate and share the ideas learnt in the course with members of the family as well as members of the work-group. A smaller number of responses show the desire to learn more about these ideas by reading the sacred wisdom literature of India, like Gita, Upanishhads, writings of Vivekanand, etc. One can conclude from this content analysis that the value concepts of Indian psycho-spiritual tradition have been well received. They have had a positive impact on the participants as indicated by their resolve to internalise them and to use them as a basis for self-development. B) Purpose/Direction Analysis A perusal of the plans of action indicated that the purpose of the participants was to apply the knowledge gained by them for development of the self, members of his/her workgroup, viz, superiors, colleagues, and subordinates, and of his/her family members and friends. They also wanted to transmit or communicate the knowledge they gained to the members of their workgroup, family and friends. The purpose thus was three-fold (development of self, workgroup members, and of family and friends): and, the direction two-fold (toward workgroup members, and toward his/her family and friends). Juxtaposing the purpose and direction, a table is prepared containing relevent particulars and percentage analysis. 9 WORKSHOP NO. OF PRTICIPANTS WITH MAJOR FOCUS ON SELF DEVEL. OTHERS TOTAL NO. OF PLANS OF ACTION FOCUSING ON SELF OTHER PERSONS DEVEL. IN OUTSIDE ORG. 5 85 (75%) 89 (96%) 92 (80%) 29 (66%) 61 (90%) 37 (54%) 147 (96%) 540 (82%) 215 (87%) 755 (84%) 6 14 (12%) 3 (3%) 18 (16%) 11 (25%) 4 (6%) 25 (37%) 4 (2. 5%) 79 (12%) 21 (9%) 100 (11%) 7 15 (13%) 1 (1%) 5 (4%) 4 (9%) 3 (4%) 6 (9%) 2 (1. 5%) 36 (6%) 11 (4%) 47 (5%) TOTAL PLAN TO COMMUNICATE KNOWLEDGE TO OTHERS WITHIN ORGAN. 15 (52%) 2 (67%) 11 (48%) 7 (29%) 1 (100%) 15 (88%) 5 (63%) 56 (53%) 5 (38%) 61 (52%) OUTSIDE ORG. 10 14 (48%) 1 (33%) 12 (52%) 17 (71%) nil 2 (12%) 3 (37%) 49 (47%) 8 (62%) 57 (48%) TOTAL 1 1. TISCO (N=22) 2. TELCO (N=32) 3. BS P (N=23) 4. OFAJ (N=17) 5. TELCO (N=23) 6. HAL (N=17) 7. IFFCO (N=32) TOTAL 8. MCHV (N=42) GRAND TOTAL 2 11 (50%) 28 (87%) 11 (48%) 4 (24%) 18 (78%) 4 (24%) 31 (97%) 107 (65%) 37 (88%) 144 (69%) 3 11 (50%) 4 (13%) 12 (52%) 13 (76%) 5 (22%) 13 (76%) 1 (3%) 59 (35%) 5 (12%) 64 (31%) 4 22 32 23 17 23 17 32 166 42 208 8 114 93 115 44 68 68 153 655 247 902 11 29 3 23 24 1 17 8 105 13 118 Table 3: Analysis of plans of action from course participants on workshops for human values As stated, two values (percentages) have been calculated, viz. number of participants with 50% or more plans aimed at self-development; and, number of plans aiming at self-development as a percentage of total number. of plans. For example, in the first workshop included in the table (TISCO, N=22), 50% of participants had their plans aimed at self-development (column 2), while 75% of the total number of plans discernible from the statement of the participants of the workshop were meant for self-development (column 5). The most forceful and consistent finding from above relates to the self in terms of both the number of participants focussing on themselves, and also the number of plans made for their own development. In all, 69% of participants had 50% or more of their plans aimed at self-development (column 2) and 84% of the plans of actions envisaged related to self -development (column. 5) such as those discussed under the content analysis. The first three workshops in the first category, viz. the percentage of participants with focus on self, are IFFCO (97%), IIMC (88%) and TELCO-I (87%). TELCO-II, IFFCO, and TELCO-I workshops occupy the top three positions with 96, 96 and 90 percentages respectively in the second category, viz. the percentage of plans aimed at self-development. The remaining three workshops have corresponding percentages as follows: BSP (48% of participants, and 80% of plans being selforiented), OFAJ (24 and 66), and HAL (24 and 54). Even in the case of OFAJ and HAL workshops which have lowest percentage of participants with 24 each, also have more than 50 percent plans each (66 and 54%) aimed at self-development. It thus appears that self-orientation in terms of the percentages of participants and of plans of action cuts across, and permeates, all the eight workshops covered. The other finding deserving attention relates to the desire of the participants to use their knowledge gained through the workshops for the development of their workgroup members, i. e. superiors, 10 colleagues and subordinates of the participants. On the whole, 31% of participants had their plans primarily aimed at the deveopment of their workgroup members (column 3). Eleven percent of the plans of action were aimed at such development (column 6). However, the public sector organizations, OFAJ, HAL and BSP, show significantly higher interest in their workgroup members. This can bee seen in both the number of participants with major focus in their plans on others (76, 76 and 52 % respectively, column 3), and in the number of plans of action focusing on others persons in the organization (37, 25 and 16 %, column 6). The inferences are that the public sector managers perceive -as compared to their counterparts in private sector – higher need for training of others and lower need for themselves. This difference may be indicative of a different organizational behaviour and social thinking in these organizations with respect to individual and group focus. It may indicate that the managers in the governmental organizations consider themselves less needy in development than their subordinates (â€Å"I'm OK but you're not†). Or it may indicate a sincere concern of the managers in the governmental sector for their fellowmen. Such difference in organizational behaviour could stem from factors connected to the difference in ownership influencing the organizational culture. However, the responses in our data are too inconclusive for us to make any definite conclusion on this point. IV. Our conclusions Chakraborty's innovative approach to value education for practising managers is impressive. He has culled out selected psycho-spiritual values from the traditional wisdom literature of India, suitably reinterpreted them and woven them together to form a coherent theory of human values. This theory is then utilised to explain the problems and tensions of both personal and work life of modern professionals and to indicate the way for a better quality of life. That this approach finds deep resonance in the hearts and minds of Indian managers is evident from our observations of the course participants' enthusiastic, and at times deeply moving, articulations at the conclusion of the workshops. At the beginning of section II we raised the question whether human values can be taught and with what degree of effectiveness. Judging from the course participants responses, Chakraborty's approach seems to have met with mostly deep appreciation. Such response undoubtably provides a fertile soil for reexamining and developing one's human values. To that extent it is evident that the workshops have been effective in influencing the human values of the course participants. However, it is difficult to reach any conclusion as to what extent the course objectives have been interiorised by the course participants and the general learning effects of the workshops in the daily lives of the participants. What are the effects in the managers' work and family lives, and do their decisions reflect an increased awareness of human values? Neither can we draw any conclusions about the duration of the effects, i. e. whether it will last for a day or week and then vanish, or if the effects are stable and enduring. It is also evident from the responses and the stated objectives of the course that the main focus is on the self; self-awareness, self-analysis and self-development. It is consistent with the view that the individual is the cornerstone of all changes and transformations at the organizational as well as the societal levels. While the necessity of this self-development as a precondition for the value transformation in society may not be in doubt, the emphasis on it may convey the message that it is also sufficient for all the value problems of today's living. At the organizational level the difficulty may be posed in terms of two distinct, though related, categories of intra-personal and inter-personal values. The latter are of vital significance to managers' organizational role of a team leader, a change agent or a member of a work group. A heightened sensitivity to personal virtues, which is very effective t the intra-personal level, in itself may not be sufficient for values needed for effectiveness at the inter-personal level. Additional emphasis on humanistic values like human warmth, friendliness, acceptance of the other person as s/he is, trust, 11 empathy etc. , may help bring about a better value balance. As indicated in our study, the emphasis on the inter- and intra-personal levels, as also th e extent to which other approaches to human values should be emphasized, may have to be adjusted depending on the type of organization that is approached. The manager significantly affects, and is affected by, the value culture of the society, through the mediating agency of organizations and other social institutions. Proper appreciation of this value dynamics requires understanding, and interiorisation, of the operation of human values at the societal and ecological levels of our categorization. It is not clear as to what extent values at these levels can be developed and nourished through the present structure and approach of the human value workshops. An evaluation of the impact of the workshops, including long-term effects and effects on different levels of human values, may help clarify the position and lead to suggestions for expansions and alterations in the course contents as well as the methodology of the workshops. References Bharati, D. (1990). Mnav Mulya Aur Shitya (in Hindi; transl. : â€Å"Human Values and Literature†) Delhi, Bhartiya Jnanpith. Chakraborty, S. K. (1991). Management by Values. Delhi: Oxford University Books. Chakraborty, S. K. (1995a). Human Values for Managers. Delhi: Wheeler Publishing Co. Chakraborty, S. K. (1995b). Ethics in Management. Delhi: Oxford University Press. Devaraj, N. K. (1988). Humanism in Indian Thought. Delhi: Indus Publishing Co. Fromm, E. (1981). To Have or To Be. New York: Bantam Books. Mesaroric, M. D. and Pestel, E. (1974). Mankind at the Turning Point. New York: E. P. Dutton, quoted from Fromm, 1988, p. 148. Mukherjee, R. (1965). The Social Structure of Values. Delhi: S. Chand. Rokeach, M. (1973). The Nature of Human Values. New York: Free Press. Schwartz, S. H. (1994). â€Å"Are there universal aspects in the structure and conduct of human values? † Journal of Social Issues, 50, no. 4, 19-45. Swami Ranganathanand (1991). Human Values in Management. Delhi: Bharati Vidya Bhavan. Notes 1. The authors are grateful to professor S. K. Chakraborty, convenor of the Management Center for Human Values, Indian Institute of Management, Calcutta, India, for his collaboration, support and comments on this paper.  © Gustavsson, Tripathi & Rao 1996. No part of this work may be reprinted in any form, physical, electronic, or otherwise, without written consent from the author. About the authors B. Gustavsson graduated (civ. ek. ) 1975 from School of Business, Stockholm University, Sweden, and received his Ph. D. (Ekon. r. ) there in 1992. He is presently working as assistant professor at School of Business, Stockholm University. His latest project is a study on values transition in Indian management. A. N. Tripathi is a professor of electrical engineering at the Intstitute of Technology, Banaras Hindu University, India. He obtained his B. Sc engg (electrical) from Banaras Hindu University in 1 960, M. Tech (control systems) from Indian Institute of Technology, Karaghpur in 1965, and Ph. D. from University of Wales in 1971. He is presently working on a project called â€Å"Human Values in the Engineering Profession†. G. P. Rao is senior professor and head of the Department of Management Studies, Madurai Kamaraj University, Madurai, India. He has an M. A. in economics and postgraduate Diploma in Management 12 (PGDM) from Indian Institute of Management, Calcutta (IIMC). He has recently finalized a project called â€Å"Human Values in Industrial Organizations: A Feminine Perspective†. . 13 United Nations Human Settlements Programme (UN-HABITAT) P. O. Box 30030, Nairobi, KENYA www. unhabitat. org www. unwac. org Tel: +254-20-623060 Fax: +254-20-623588 Global Dharma Center (GDC) Dallas, Texas 75240 USA www. globaldharma. org Tel/Fax: +1-646-514-8260 14

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Clinical Psychology Essays Clinical Psychology Essay Clinical Psychology Essay Clinical Psychology Name: Course: Date: Date: Clinical Psychology Many people face problems and challenging situations when they are at their adolescent stage. This is because the stage is a transition between adulthood and childhood. Adolescents have retained some elements of their childhood, and at the same time, they have the desire to progress to adulthood. Adolescents experience physical as well as emotional changes during this time (DiClemente et al., 2009). The changes that happen in the social emotional system of the brain contribute to risk taking behavior in adolescents. Many adolescents engage in behavior that older adults would not consider doing. They are more likely to engage in substance and alcohol use, as well as other risky behaviors such as fast driving and engaging in extreme sports. This is because of the differences in the maturity of the brain’s cognitive control system. Adolescents have an underdeveloped pre-frontal cortex. This part of the brain is responsible for exercising self-control and reasoning, among other ca pabilities. As people become older, their cognitive control system develops. This system regulates the impulse control, thereby enhances a person’s ability to self-regulate (Steinberg, 2008). Other than brain development, other factors such as peer influence and parenting contribute to an adolescent’s level of risk taking behaviors. Adolescents have the need to feel accepted by their peers. They are more likely to be influenced by peer pressure compared to other groups. This desire is sometimes so strong, to the extent that adolescents are willing to engage in anything so that they can be accepted in their crowds. Closely related to peer-influence is the adolescents’ belief of an imaginary audience. Adolescents tend to think that other people are preoccupied with them, in terms of their behavior and appearance. This leads them to live as if they are acting before an audience. They will look for ways to attract their audience at their own expense. Many adolescents develop the personal fable belief, which leads them to think that nothing wrong can happen to them. They think that they are unique or special in some way, and this leads them to dismiss the consequences of the challenges and risks that they face in life. Adolescents may know the consequences of engaging in risky behaviors, but they tend to think that they will not suffer the same consequences. They think that they are capable and strong enough, and they are therefore not vulnerable to some of the risks they take. The beliefs of personal fables and imaginary audience are the main elements that contribute to risk taking behaviors in adolescents (Galanaki, 2012). Some risk taking behaviors among adolescents is dangerous and it has negative consequences. There is high mortality reported among adolescents and people in the early twenties. These deaths occur because of engaging in violent acts that lead to injury or death such as motor vehicle accidents, using drugs and alcohol, which leads to increased road accidents, and engaging in risky sexual behavior. The desire that adolescents have to fit in with their peers can sometimes lead to unhealthy eating patterns. Despite this, some effects of risky behavior have positive consequences. In fact, many people consider risk-taking behavior among adolescents as a normal process, which is necessary for life. Adolescents may engage in some behaviors that contribute to them learning new skills and acquiring new knowledge, which might benefit them in future (OPA, 2009). Most people get to learn their talents and practice them when they are adolescents. Engaging in risk taking behavior enables the adolesc ents to know more about themselves and discover their own identity. They also learn more about others and about the world, enabling them to work and cooperate better with other people. This knowledge is essential for life because it prepares the adolescents for the diverse world.

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