The Great Leader Was Martin Luther - 1251 Words

â€Å"There is strength in numbers† (Mark Shields). This well-known quote emphasizes the importance of working together. However, â€Å"strength in numbers† would never be achieved without a great leader. Great leaders are the basis for success in all aspects of society because without someone to lead, plans cannot be executed and ideas remain mere thoughts in people’s minds. One such great leader was Martin Luther, a German theologian, who is credited with beginning the Protestant reformation. Part of the reason why his name is so readily associated with the reformation is because he had the courage to create change. Luther was not the first to have radical ideas about reforming the Roman Catholic Church: there must have been others who loathed indulgences or were cognizant that the papacy often corrupted its power. However, Luther was the one to gather his ideas and stand up against the Church, for the sake of Christianity and its followers. Even though he ofte n faced the threat of harsh consequences, he never recanted his teachings or gave up hope. Despite encouraging mass violence, Martin Luther should be known as a great leader since he reformed the Roman Catholic Church and helped make Christianity more accessible to the common people. The greatest aspect of Martin Luther’s legacy was his reformation of the Roman Catholic Church. At the time, the Church played an essential part in society and had more power than the state, unlike today. Reforming the Church would have been aShow MoreRelatedMartin Luther King Qualities1327 Words   |  6 Pagesmade Martin Luther King to become a great leader in civil rights movement. Martin Luther King was a social activist and Baptist minister who led the civil rights movement from the mid-1950s to 1960s. According to the website called Martin Luther King Jr.-Biography, Martin Luther king was graduated from high school when he was fifteen. After getting his B. A. Degree from Morehouse, the B. D. from Crozer and then he got his doctor’s degree from Boston University. This shows that Martin Luther KingRead MoreDr. Martin Luther King Jr., A Political Icon Essay1441 Words   |  6 Pagescome variously to be called great or brilliant because they and their accomplishment s have forever changed society and the world. Dr. Martin Luther King Jr. was one of those individuals. Martin Luther Kings contributions to history place him in this inimitable position. One of the great figures in the march of human history, Martin Luther King Jr., like Gandhi before him, lived by a heroic credo of non-violence. More than two decades since his death, Martin Luther King ideas; his call for racialRead MoreTransactional Leaders : Transformational Leaders1140 Words   |  5 PagesA Prominent Leader Throughout history, there have been many great leaders. Each of them had/has their own leadership style, which made them a prominent leader. According to Smith (2008), â€Å"not all good leaders are the same because they each possess a different characteristic, which makes them the great leader that they are/were. We might say that each is an excellent leader with certain characteristics that make them so, however, when we compare those characteristics with the characteristics ofRead MoreTaking a Look at Lutheranism1032 Words   |  5 Pagesexplain the Lutheran Church and how it came to be. Martin Luther, a German monk, known to many as the â€Å"Father of Reformation† did not initially or intentionally, start the Lutheran religion. However, his teachings became the cornerstone of what is known today as the Lutheran Religion. Marting Luther was born in Germany in 1483, became a monk, got ordained in 1507 then began to teach at the University of Wittenberg. Even though Martin Luther was ordained in the Catholic Church he became torn as someRead MoreTransformational Leadership : The Most Important Aspect Of Management1088 Words   |  5 PagesTraditional vs. Transformational Leadership Many leaders from history have the label of charismatic, intellectual and inspirational. Leadership is labeled as the most important aspect of management because leadership what defines a well-balanced and managed organization. Leaders influence groups to reach and achieve goals that the organization has set into action. Transformational and transactional leadership are the two most prominent leadership theories. This objective of this paper is to defineRead MoreDr. Martin Luther King Jr. Essay871 Words   |  4 Pages Dr. Martin Luther King Jr was born in Atlanta Georgia on January 15, 1929. His parents were Reverend Martin Luther King Sr. and Alberta Williams King. Dr. Martin Luther King Jr. and his siblings were guided by the spiritual teachings from their father and attended public schools in Atlanta during their childhood. King and his nine siblings grew up in a financially secure middle class family. They received a better education than the average child of their race, King noticed this and it influencedRead MoreEssay on Leadership Skills of Dr. Martin Luther King, Jr.823 Words   |  4 PagesDr. Martin Luther King, Jr. Abstract This paper will analyze and study the legacy of Dr. Martin Luther King and how leadership skills helped him in accomplishing his goals. The characteristics that made Dr. King a great leader will also be addressed. By studying great leaders, insight can be gained into what qualities they possess. Dr. Martin Luther King, Jr. Dr. Martin Luther King, Jr. was a vital figure of the modern era. His lectures and dialogues stirred the concern and sparked theRead More America Needs Moral Leadership to Bring Justice to an Unjust World1061 Words   |  5 PagesBirmingham Jail,† Martin Luther King says that â€Å"Injustice anywhere is a threat to justice everywhere . . . Whatever affects one directly, affects all indirectly† (143). Everyone wants to be treated fairly but there are places in the world where atrocities take place which impact the entire world, such as the persecution of Tibetans in China, the threat of terrorism to Western countries and racism in America. However, often from turmoil rise great leaders, such as the Dalai Lama and Martin Luther King, whoRead MoreEssay on Martin Luther King: A True Leader944 Words   |  4 PagesMartin Luther Kind: A True Leader Do you think Martin Luther King deserves his reputation for being a great leader of the Civil Rights movement? What were his strengths and weakness? Overall, what is your verdict? Dr. Martin Luther King’s actions during the Civil Rights movement of Read MoreWhy Black Activists Rejected Martin Luther King and Follwed Malcolm X730 Words   |  3 Pages Two main black activist leaders of the early 1950s were Martin Luther King and Malcolm X. Today, both of these men would be remembered as great leaders.However, these two men had totally different approaches towards meeting the same main goal. Both Martin Luther King and Malcolm X fought for civil rights; however Malcolm X also wanted to have a separate black society whereas Martin Luther wanted the integration of white people with black people. Malcolm X

A Framework for Pursuing Diversity in the Work Place Free Essays

Case Analysis A Framework for Pursuing Diversity in the Work Place By Dr. Thomas Delong and Mr. Michael Brookshire Group Dynamics for Teams (HRDV 5560) Instructor: Dr. We will write a custom essay sample on A Framework for Pursuing Diversity in the Work Place or any similar topic only for you Order Now Innocent Nkwocha April 23, 2007 Team One Members: Alisha Carlton, Saundra Carr, Jeanna Dixon, Shereka Rhett, Sara Young Case Analysis A Framework for Pursuing Diversity in the Work Place Comprehend the Case Situation Mr. Thomas Delong and Mr. Michael Brookshire paper assesses the costs and benefits of pursuing diversity. They reviewed the primary barriers to creating diverse workplaces and propose options for companies’ interest in pursuing diversity in their organization.The fundamental reason for embracing diversity is the perspective on discrimination and diversity. Discrimination is an act or pattern of acts that affects the individual. Diversity is an attribute of an organization’s culture that has an impact on the entire organization. First of all, discrimination is easier to assess because discrimination laws seek only to determine whether an individual has been treated inequitably because of his or her demographic category. Diversity is a broader concept having to do with the overall climate of an organization and its composition of mixed constituents.It is important to note that discrimination in hiring generally precludes diversity, however, lack of diversity does not necessarily indicate discrimination. Identify the Problem/Formally State the Problem The federal law on discrimination has had legislative amendments since 1870 to the U. S. Constitution. Race was eliminated as a voting barrier (by the Fifteenth Amendment), gender in 1920 (Nineteenth Amendment), and class in 1964 with the prohibition of poll taxes (Twenty-Fourth Amendment). However the United States government did not officially outlaw discrimination in the workplace until the Civil Rights Act was passed in 1964.Since 1964, other laws were passed prohibiting overt discrimination. In 1965, President Lyndon B. Johnson signed an executive order requiring federal contractors to use affirmative action for minority employees. Affirmative Action is defined as an active effort to improve the employment or educational opportunities of members of minority groups and women. Later moves extended affirmative action to federal and state agencies. The federal affirmative action law has had several battles in the legal arena since 1978 (Regents of the University of California v. Bakke).The most recent being the Supreme Court interpretation of the constitutionality of affirmative action in 2003 in cases on the University of Michigan undergraduate and law programs. With this ruling, the court interpreted affirmative action as a means to a positive end not only for minorities but also for the organization in question. The Supreme Court also asserts that a diverse population benefits all members of an organization in a way that a non-diverse population would not. This far reaching standard has significant implications for business leaders and for their organizations.The team agrees that conceptualizing the effects of diversity will involve a change process. With the organization realizing change as ongoing and change in any part of a system eventually will affect all of its parts. There is a need for new approaches to influence policy toward diversity with organizational structure and communication. Policy will need to be reviewed for diversity in training programs, hiring and promotion patterns, and identifying and removing obstacles which may impede the attainment of diversity goals and objectives of the organization.The three main business rationales for having a diversity program will be reviewed and presented in this case study as first steps in pursuing diversity in the workplace: a. attraction and retention of employees, b. customer and supplier relationships, and c. workgroup performance. The most prevalent issue identified and should be addressed first is attraction and retention of employees. One must keep in mind that for any diversity effort to succeed, a substantial diversity effort requires senior management support, a vested champion, and a long payback period. Generate AlternativesThe scope of this case study will be comprised of overriding themes that emerged from discussion with team members after reviewing Dr. Delong and Mr. Brookshire’s paper. The overriding themes that emerged from these discussions are attraction and retention of employees, customer and supplier relationships, and workgroup performance. Some obstacles that are associated with these overriding themes when pursuing diversity in companies’ efforts are gender, race/ethnicity, sexual orientation, age, and ability, and an accumulation of disadvantages. These obstacles have led to failure for some diversity programs.Their failures are attributed to explicit and implicit biases and barriers to change. Also, pursuing diversity can entail significant up-front implementation costs in time and effort. Commitment of senior management is needed to have a viable diversity program. Processes that produce outcomes for women and minorities are similar in some ways – and in other ways they are different. There are non-conscious hypotheses that entail expectations or stereotypes associated with members of a group that guide perceptions and behaviors that influence the judgments of group members as well as non-group members.Gender and race influences group members’ expectations about how they will be judged. There are stereotypes about different social groups that vary along two dimensions: ocompetence (e. g. , skillful, competent, confident, capable, efficient, and intelligent) owarmth (e. g. , friendly, well-intentioned, trustworthy, ware, goddgood-natured, and sincere) Research has shown that these stereotypes in social groups are widely culturally shared. Both men and women hold stereotypes about gender, both whites and people of color hold them about race, and people are often not aware of them.These stereotypes are applied more under circumstances of ambiguity (including lack of information), stress from competing tasks, time pressure, and lack of critical mass. Hidden bias can cause hidden barriers. The hidden barriers are the subtle, day-to-day, small, trivial, and/or isolated behaviors that have a cumulative effect which distorts the playing field, conferring advantage on some while disadvantaging others. These barriers can be erected by individuals, either intentionally or unintentionally.They can also result from skewed/unfair organizational practices and will undermine a system in which the talented are chosen and moved ahead on the basis of their achievement. Examples of hidden barriers: †¢Using assumptions or stereotypes to guide an organizationsorganization’s decisions and interactions. –We can’t put Cynthia on that project – what would happen if the client were to find out she’s a lesbian? †¢Hiring and firing based on comfort and familiarity rather than credentials and experience. –We’ve got to hire John; he’s perfect for the job. He went to school with my sister; she said he’s great. Evaluate Alternatives and Select One By any reasonable definition of diversity, there are twotoo few women and minorities at major organizations to achieve and maintain diversity in their workforce. The situation differs across fields and departments and the impact of diversity obstacles is greater for race and gender. Overt gender and race discrimination is now very rare, but it is still an issue. There has been considerable progress within the last 20-30 years, but it has been painfully slow, especially for women and African Americans.The playing field is still not level. Therefore, It is important to consider carefully differences between gender and race/ethnicity, and their combined effects (e. g. , for women of color). After extensive research for strategies to address pursuing diversity in the workplace several alternatives were discussed by the team. After a lengthy discussion, three alternatives were identified as critical for a successful diversity program: employee attraction and retention, ? , and ?. The first alternative formulated is employee attraction and retention.The team recommendations are to conduct a study of the experiences of individual people of color, and women within the workplace culture. There are growing numbers of women who have earned undergraduate, graduate, and professional degrees. More and more of these well-qualified women have sought to pursue their calling in corporations and academic settings. It has been documented that gender and race biases influence group members’ expectations about how they are judged. These stereotypes are often widely culturally shared by both men and women, both.Both whites and people of color hold them about race, and. Most people are often not aware of them. They are applied more under circumstances of ambiguity (including lack of information), stress from competing tasks, and time pressure. These stereotypes can affect evaluations (evaluation of resumes, evaluation of job credentials, evaluation of minimum standards vs. ability, and letters of recommendation) concerning race and gender. It is important to note that gender and race problems result in biased evaluations for members of both groups.These biased evaluations have important consequences that accumulate over time. The National Academies (2006), Beyond Bias and Barriers, reported that, â€Å"Although scientists like to believe that they â€Å"choose the best† based on objective criteria, decisions are influenced by factors – including biases about race, sex, geographic location, and age – that have nothing to do with the quality of the person or work being evaluated. † In essence, these problems affect the careers of women and under-represented minorities.Companies seek excellence and diversity by retaining over 60% of the population, gain valuable contribution of the whole population, support diverse teams that produce better solutions, provide diverse experiences, and to be fair and equitable. The companies rea lize that by excluding women and male minorities, they are excluding the majority of people from their pool of applicants and employees. Diversity matters to companies because it opens up the environment for a wider range of people, skills, talents, and perspectives.More perspectives are taken into account in devising solutions to problems. When diversity is incorporated into the policies and procedures of an organization fewer things are taken for granted and more things are questioned. This strategy will address the under-representation of women and minorities with recruitment and retention. The company should begin this process with recruiting and retention strategies such as: †¢Recruit for diversity and excellence †¢Review search committee composition (Include people who are committed to diversity and excellence. †¢Job definition (Work with a single search committee for all positions, to allow opportunities for people with unusual backgrounds to emerge. ) †¢Advertisement (Consider advertising in venues that reach women and minorities (special subgroups of professional organizations, focused co nferences and workshops, etc. ) †¢Active recruiting (Ask employees who nominate candidates to identify other very strong candidates in the field, including women and minorities.Consider women and minorities who may currently be under-placed: those thriving at less well-ranked institutions. ) †¢Interviewing tips (Bring in more than one female and/or minority candidate: this disproportionately increases the likelihood that a woman and/or minority will be hired. Provide information about family-leave policies to all candidates. ) †¢Promote awareness of the issues (Encourage inclusion of women and minorities in the companies social life (lunches, conferences, etc. ) and decision-making of the departments) How to cite A Framework for Pursuing Diversity in the Work Place, Papers

Diagnostic Indicator Diversity Management-Myassignmenthelp.Com

Question: Discuss About The Diagnostic Indicator Diversity Management? Answer: Introduction Diversity in a workplace or organization refers to the difference in mindsets and work culture of the people in the organisation based on the differences in their age, personality, education, gender, race, religion, tenure, cultural beliefs, and more. In the global business age transcending borders and developing a diverse workforce is imperative for organisations to succeed and gain a competitive edge in the business world. Managing the demographically diverse workforce in the best interests of the organisation is one of the key challenges confronting the managers today (Boehm, and Dwertmann, 2015). This essay will discuss the studies carried out in the three research articles to measure the effects of variables that help in marketing the effects of workplace diversity among the people on the well-being, social-integration, and the other performance related-variables and how the managers in an organisation can lead and manage a diverse workforce effectively. This essay will also dis cuss the diversity mindsets as the moderators of the relationship between performance and diversity. Articles Overview The authors of the three articles mention the benefits of having a diverse workforce and the key issues and challenges that the organisations are facing in managing and leading the demographically diverse workforce effectively for better organisational performance. However, while diverse workforce is definitely a big asset to the organisations today with new ideas, creativity and innovation lending the company a competitive edge, the same diversity in teams can lead to dysfunction in organisations because of the communication barriers due to the diverse demographic backgrounds of the team members (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). Therefore, the management in modern day organisations have a challenging task to lead a diverse workforce in a manner that solicits the positive aspects of diversity and eliminate or mitigate the negative impacts of the diverse workforce. The managers are also faced with the task of identifying the attitudes, beliefs, climate, and the other factors which can help in enhancing the positive effects of diversity and eliminating the harmful effects of diversity like intergroup bias and interpersonal tension at the same time (Shaban, 2016). The diversity mindset theory proposed by the authors tries to understand and moderate the relationship that exists between effective performance and diversity of workgroups (Knippenberg, Ginkel, and Homan, 2013). Method of Analysis The authors Guillaume, et.al, use the CEM or Categorisation-Elaboration Model to explain the elements that work to moderate the impact of workplace diversity on the facets of performance, social integration, and the outcomes related to well-being (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). In the second study the author Shaban discusses how two specific leadership theories can help in enhancing the positive performance of the diverse teams and help the managers in leading the diverse teams effectively within their organisations (Shaban, 2016). In the third article the authors Knippenberg et. al., propose the use of three mindsets of accuracy, sharedness, and the awareness of the sharedness, as moderators in the relationship between performance and diversity (Knippenberg, Ginkel, and Homan, 2013). The three papers have used qualitative and secondary research to support their arguments and findings. Research Findings The authors Guillaume et.al. surmised in their study that social integration and performance of the individuals could be enhanced with the help of positive intergroup interactions and contacts. They also surmised that individual differences play the role of key moderators in demographically diverse group members (Brunow, and Blien, 2014). In the second article, the author Shaban proposes that using theories like the LMX theory and the Hills leadership model can help the managers in an organisation understand the diversity challenges and the differences in the culture and ethics of the different members of the teams (Lunenburg, 2010). The leaders can use this understanding of the individual differences to discern the means that can capitalise the diverse viewpoints, skills, and backgrounds to maximise the productivity of the team (Northouse, 2015). In the third study the authors Knippenberg et. al. have put forward propositions based on the diversity mindsets that can help in providing a better understanding of the perplexing questions related to workforce diversity and performance benefits. While developing diversity mindsets the organisations should look at diversity as a source of information which can help in providing elaborated team information that result in performance benefits (van Ginkel, and van Knippenberg, 2012). Another key feature is that leadership in an organisation today has a crucial role to play in understanding and developing the right diversity mindsets, therefore, organisations need to develop their HR practices to develop an understanding of the diversity mindsets (Hajro, Gibson, and Pudelko, 2017). Critical Analysis The CEM Model describes the diversity as the differences between the people on any attribute or feature that can lead to the perception that one person is different from the other individual. According to the CEM model diversity works in two ways, the processes of information-elaboration and the processes of social categorisation that may result in intergroup bias (Joshi, Liao, and Roh, 2011). To moderate the impact of the workforce diversity on the overall organisational performance, diversity-management and growth-oriented strategies may help in promoting the concept of a greater value-in-diversity. This would help in facilitating the relevant information flow and which would, in turn, result in informed decision-making and promoting innovation (Podsiadlowski, Grschke, Kogler, Springer, and Van Der Zee, 2013). However, the innovation and creativity of the groups involved in complex task performance are dependent on the task-specific knowledge associated with demographic diversity. Therefore, principles of CEM can be used to augment the performance on innovative tasks to provide the right training for team building and leadership practices. Another crucial element that can help in positively augmenting the workforce diversity is the reduction of uncertainty between the demographically dissimilar groups in their interactions with one another (Patrick, Kumar, 2012). The individual perceptions of the people on their attitude towards diversity, learning goal inclinations, and other personality oriented variables like openness have a positive impact on the workforce diversity (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The research also highlights that in managing the workforce diversity leadership has a very crucial role to play. The leaders are the key players in creating the work environment where the benefits of a diverse workforce may multiply to benefit the organisation. The leaders need to be more inclusive and participative in their approach towards the demographically different workgroups, display individual consideration when required, offer inspiring suggestions, and motivate the employees to complete their tasks in an efficient manner. On the other hand, leaders who display outward biases in their interpersonal relations with the team members they lead, undermine the positive workplace conditions for accruing the diversity benefits (Ali, Kulik, and Metz, 2011). The LMX theory of leadership promotes distributive and equal justice, therefore, this theory will help the leaders in focusing on adopting a fair and equal approach while dealing with all their followers and team members. The theory works on a simple principle that employees and workers who work more efficiently and productively will be rewarded more than the others who do not. Therefore, leaders while selecting the in-group members should avoid all the biases related to age, religion, gender, race, ethnicity and other such factors in their decision-making. The LXM theory would provide the outline to the leaders to evaluate the members of their team in a fair and just manner and the guidelines mentioned in the theory will help the leaders in eliminating the biases while taking their decisions which will help them in managing the diverse teams in a more efficient and effective manner (Lunenburg, 2010.). On the other hand, the Hill Model approach for team leadership would help the leaders in identifying and assessing the problems of the team and taking timely and suitable action to mitigate those problems. Due to the differences in cultures, values, and traditions the diverse members of a workforce may face multiple numbers of problems while working with dissimilar people and the Hill Model provides an insight into the functional leadership role (Northouse, 2015). The leaders play a decisive role in monitoring the workgroups and teams to ensure effective productivity and this involves taking a decision whether the leaders should involve themselves by intervening in solving any kind of relational or task-oriented issues. While task oriented issues are related to planning and application, the relational issues are related to problems arising due to lack of cohesion, interpersonal conflicts, communication barriers among team members. The leaders also have to decide whether the problem c an be solved by internal intervention or an external intervention from outside the teams scope (Patrick, and Kumar, 2012). However, there is a lack of clarity on the diversity-mindset concept as there is very little research done to shed light on what actually must be done by the diversified workgroups to reap the benefits of this diversity (Guillaume, Dawson, Woods, Sacramento, and West, 2013). One of the principal aspects of the diversity mindsets is that every team has a specific nature and there cannot be a universal or one-size-fit-all approach that can be applied to all diversified work groups (Tisserant, Lorraine Wagner, and Barth, 2012). However, there are core characteristics which are common to mindset accuracy like promotion-focused goals, exploration focused goals, and procedural knowledge of the team related diversity which can serve as a useful source of information (Guillaume, Dawson, Woods, Sacramento, and West, 2013). To prevent miscommunication and coordinate the efforts of the team in the same direction, it is very important that there should be a similarity in the mental representations of the members of a diversified workgroup or team. Therefore, in the presence of accuracy of mindset, a sharedness or similarity of the mental representation works to enhance the team task performance. Diversity mindsets can have a more emphatic impact as a moderating influence on the work teams if they are shared by a larger number of the team members, as this will facilitate coordinated actions and prevent miscommunication. However, one of the big drawbacks in the propositions suggested by the authors is that many of the conceptual frameworks proposed her have yet to be tested in an empirical analysis (van Ginkel, and van Knippenberg, 2012). Similarities and Dissimilarities in the Authors approach The three articles emphasise the importance of leadership in developing the positive environments to manage the growing diversified workforce in the organisations effectively. The cultural differences represent one of the basic attributes to study and analyse the workforce diversity and the ways to shape it positively (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The three articles also emphasise that task-oriented knowledge, leadership strategy, and HR practices all have to work together to create an atmosphere where diverse workgroups can thrive and contribute positively to the organisation (Patrick, and Kumar, 2012). The authors Guillaume et.al., stress on the elements of uncertainty reduction in workplaces among members of diverse workgroups, information-elaboration, and self-enhancement as the tools to improve the social integration, work performance, and the well-being of the people. On the other hand, the author Shaban emphasises on the leadership and training aspects to deal with the issues and challenges facing the organisations in growing diversified workplace environment (Brunow, and Blien, 2014). While the authors, Knippenberg et al., stress on the fact that a better understanding of the concepts of diversity and a favourable perspective in the mindset of the people about working in culturally diverse teams can result in the people associating and embracing the concept of diversity in a more positive manner (Boehm, and Dwertmann, 2015). Conclusion The organisations in the global business scenario need to devise approaches and strategies to harness the power and influence of diversity in giving the business a distinctive competitive edge in the market and to prevent organisational dysfunction from arising due to lack of cohesion between inter cultural workgroups. While research till now has been focused on the concept of preventing the negative outcome of cultural diversity in workplace, the future research should aim to develop concepts and approaches that can steer the influence of diverse cultural mindset towards innovation and ingenuity, that is beneficial to the individuals, team, and the organisation as a whole (Guillaume, Dawson, Woods, Sacramento, and West, 2013). References: Ali, M., Kulik, C.T. and Metz, I., 2011. The gender diversityperformance relationship in services and manufacturing organizations.The International Journal of Human Resource Management [Online],Volume 22, (Issue 07), pp.1464-1485. Available from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2011.561961 Boehm, S.A. and Dwertmann, D.J., 2015. Forging a single-edged sword: Facilitating positive age and disability diversity effects in the workplace through leadership, positive climates, and HR practices.Work, Aging and Retirement [online],Volume 1, (Issue 1), pp.41-63. Available from: https://academic.oup.com/workar/article/1/1/41/1664799/Forging-a-Single-Edged-Sword-Facilitating-Positive Brunow, S. and Blien, U., 2014. Effects of cultural diversity on individual establishments.International Journal of Manpower [Online],Volume 35, (Issue 1/2), pp.166-186. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/IJM-08-2013-0199 Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior [Online],Volume 38, (Issue 2), pp.276-303. Available from: file:///C:/Users/sony/Downloads/Article1bylecturer.pdf Guillaume, Y.R., Dawson, J.F., Woods, S.A., Sacramento, C.A. and West, M.A., 2013. Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology [Online],Volume86, (Issue 2), pp.123-141. Available from: https://onlinelibrary.wiley.com/doi/10.1111/joop.12009/full Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams effectiveness.Academy of Management Journal [Online],Volume 60, (Issue 1), pp.345-372. Available from: https://amj.aom.org/content/60/1/345.short Joshi, A., Liao, H. and Roh, H., 2011. Bridging domains in workplace demography research: A review and reconceptualization.Journal of Management [Online],Volume 37, (Issue 2), pp.521-552. Available from: https://journals.sagepub.com/doi/abs/10.1177/0149206310372969 Knippenberg, D., Ginkel, W.P. and Homan, A.C., 2013. Diversity mindsets and the performance of diverse teams.Organizational Behavior and Human Decision Processes [Online],Volume 121, (Issue 2), pp.183-193. Available from: https://www.sciencedirect.com/science/article/pii/S074959781300037X Lunenburg, F.C., 2010. Leader-member exchange theory: Another perspective on the leadership process.International journal of management, business, and administration [Online],Volume 13, (Issue 1), pp.1-5. Available from: https://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Leader-Member%20Exchange%20Theory%20IJMBA%20V13%202010.pdf Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Available from: https://books.google.co.in/books?hl=enlr=id=TuyeBgAAQBAJoi=fndpg=PT18dq=P.+Northouseots=myRHsG4MXlsig=uwEOXIcC23snp7Dgah_7FToZbtA#v=onepageq=P.%20Northousef=false Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.Sage Open [Online],Volume 2, (Issue 2), pp. 346-351. Available from: https://journals.sagepub.com/doi/abs/10.1177/2158244012444615 Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal [Online],Volume 56, (Issue 3), pp.782-804. Available from: https://amj.aom.org/content/56/3/782.short Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations [Online],Volume 37, (Issue 2), pp.159-175. Available from: https://www.sciencedirect.com/science/article/pii/S0147176712001162 Shaban, A., 2016. Managing and Leading a Diverse Workforce: One of the Main Challenges in Management.Procedia-Social and Behavioral Sciences [Online],Volume 230, pp.76-84. Available from: https://www.sciencedirect.com/science/article/pii/S1877042816311119 Tisserant, P., Lorraine Wagner, A. and Barth, I., 2012. The propensity to discriminate: a diagnostic indicator for diversity management.Equality, Diversity and Inclusion: An International Journal [Online],Volume 32, (Issue 1), pp.36-48. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/02610151311305605?journalCode=edi Van Ginkel, W.P. and Van Knippenberg, D., 2012. Group leadership and shared task representations in decision making groups.The Leadership Quarterly [Online],Volume 23, (Issue 1), pp.94-106. Available from: https://www.sciencedirect.com/science/article/pii/S104898431100171

Understanding a Criminal Battery Charge

Understanding a Criminal Battery Charge Battery is any unlawful offensive physical contact with another person, with or without his or her consent. The contact does not have to be violent for the crime of battery to take place, it can be merely any offensive touching. Unlike the crime of assault, battery requires that actual contact is  made, while assault charges can be brought with only the threat of violence. Basic Elements of Battery There are three basic elements of  battery that are generally consistent among most jurisdictions in the U.S.: The defendant had offensive physical contact with the victim.The defendant is aware that their actions will result in offensive touching.There was no consent from the victim. Different Types of Battery The laws regarding battery vary from state to state, but many jurisdictions have different classifications or degrees of the crime of battery.   Simple Battery Simple battery generally includes all forms of contact that are non-consensual, harmful or insulting. This includes any contact that results in injury or non-injury to the victim. The battery is not criminal unless willful intent to inflict an injury or another unlawful act on the victim exists. For example, if a neighbor becomes angry at another neighbor and purposely throws a rock right at the neighbor resulting in injury and pain, then throwing the rock could result in criminal battery charges. However, if a neighbor is cutting their grass and a rock hits the blade and spins out and hits their neighbor causing injury and pain, then there is no willful intent and there would not be grounds for a charge of criminal battery. Sexual Battery   In some states, sexual battery is any non-consensual touching of the intimate parts of another person, but in other  states,  a sexual battery charge requires actual oral, anal, or vaginal penetration. Family-Violence Battery In an effort to cut down on  domestic violence, many states have passed  family-violence  battery laws, which require that cases of family violence be adjudicated whether the victim decides to press charges or not. Aggravated Battery Aggravated battery is when violence against another person results in serious bodily injury or disfigurement. In some states, aggravated battery can be charged only if the intent to do serious bodily harm can be proven. This includes a loss of a limb, burns resulting in permanent disfigurement, and the loss of sensory functions. Common Defense Strategies in Cases of Criminal Battery No Intent: Common strategies used in criminal battery cases include the most defense which is to prove that there was no intent to cause harm on the part of the defendant. For example, if a man rubbed up against a woman on a crowded subway in a way that the woman felt was sexual in nature, the defense could be that the man did not intend to rub up against the woman and only did so because he was pushed by the crowds. Consent: If consent can be proven, sometimes referred to as mutual combat defense, then the victim may be considered as being equally responsible for any injuries that resulted.   For example, if two men get into an argument in a bar and agree to take it outside to fight it out, then neither man can claim that their injuries were a result of criminal battery if they both agreed to participate in what could be viewed as a fair fight. There may be other criminal charges that apply, but probably not criminal battery. Self-Defense: If a defendant can prove that bodily harm inflicted on the victim was a result of the victim attempting to cause bodily harm to the defendant first and the defendant protected themselves  within what would be considered reasonable, but resulted in the victim being physically harmed, then it is likely that the defendant would be innocent of criminal battery. The key to this defense is that the self-defense was reasonable. For example, if two women were riding on a bus and one woman began harassing the other woman and then began hitting the woman in an effort to steal her purse, and the woman reacted by punching the attacking woman in the nose, causing her nose to break, then the woman that was first attacked used reasonable self-defense  measures and would likely not be found guilty of criminal battery.

The Best Strategy to Cure Your Marketing Team Collaboration Woes

The Best Strategy to Cure Your Marketing Team Collaboration Woes Marketing teams have it tough. You’re one of the few departments that are expected to have a pulse on what every other department in the company is up to. From sales to support you need to be plugged in to understand what’s working, what isn’t, and how to improve. BUT, how are you supposed to master cross-department collaboration when your own marketing team is struggling to collaborate amongst themselves? Wouldn’t it be nice if everyone on your team, regardless of specialty, knew what was on tap and how they could contribute to each other’s success? Yes, it would. Contrary to popular belief, it’s not impossible. Here are the best, best practice tips for improving your marketing team’s collaboration. The Best Strategy to Cure Your Marketing Team Collaboration WoesWhy It’s So Hard for Marketing Teams to Collaborate Silos are a big problem for marketing teams. We’ve got Content Marketing, Public Relations, SEM, Social Media, Marketing Automation, the list goes on. And each of these specialties has their own sub-department, which makes collaboration even more challenging. If you’re a Marketing Manager, you’re painfully aware that these silios cause major problems. Poor collaboration is likely causing†¦ †¦ missed deadlines †¦ underperforming campaigns †¦ last minute fire drills †¦ and tension between your team members. However, there is hope. With a bit of bravery, leadership, and a solid strategy in place, you can overcome these silos and start collaborating better. How to Improve Your Marketing Team Collaboration It’s clear that  *a lot* of marketing teams struggle to stay on the same page. But what are you supposed to do about it? *A lot* of marketing teams struggle to stay on the same page. Heres how to fix it.Set Clear Goals Wait†¦ what? You’re probably a little confused since this is a post about marketing team collaboration, not one about KPIs. But hear me out on this one†¦ You’d be surprised how many marketing teams have conflicting goals and no idea how their individual KPIs fit within the company’s wider strategy. In fact, 29% of respondents included in this study  said they found no clear relation between their role and the overarching company strategy. Each team/individual should undoubtedly have their own KPIs, but there should be clear and consistent communication regarding how these are all working together towards a common goal. Here’s an example: Company’s main goal:  $50 million in sales by 2020 Public Relations goal: Reach 2 million people per month Content Marketing’s goal: Bring in 10,000 prospects per month Paid Search goal:  $5 $8 ROAS Marketing Automation goal: Convert 15% of prospects into customers Simply giving everyone a clear idea of where the company is heading and how each team’s KPIs help contribute can lay the foundation for good collaboration. Sometimes it helps to have a visual to get everyone on the same page. Here’s an example of how everyone’s goals fit into the marketing funnel and contribute to the company’s overall goal. Improve Communication Research  shows that improving your team’s communication can increase productivity by a whopping 25%. Improving your team’s communication can increase productivity by a whopping 25%.Sounds great, right? But communication barriers are one of the biggest hurdles for any team to overcome. Why is communication so challenging? Here are a few theories Firstly, marketers rely on outdated technology like spreadsheets to manage project plans, due dates, and tasks. These spreadsheets spiral out of control and leave you wanting to wipe the slate clean and start fresh†¦ so you do. And it works for a while, but the spreadsheet inevitably returns to mass chaos. Secondly, each team has hacked together a way to manage their own projects without a central, cross-team tool. This exacerbates the silo effect. Responsibilities and daily tasks become murky because they are managed across multiple tools. No one knows what they should prioritize nor when things are due. And there are a ton of meetings to try to figure it all out. (Fun fact: An astonishing 62% of marketers say wasteful meetings get in the way of their work.) Yikes. So how can you improve the communication of your marketing team?

The Evolution of Technology Essay Example | Topics and Well Written Essays - 1000 words

The Evolution of Technology - Essay Example In the early 1990’s Internet has revolutionized the world. Communication is being made at the speed of light. E-commerce is the result of the Internet. Instead of outdoor shopping, many people are purchasing goods through the Internet. Human beings are different from another animal, that’s why they are called as social animals. This is because they can think and most importantly can communicate easily with each other. To reduce the gap between geographical areas and the curiousness of man to know what’s on the side has made him invent different things.Thousands of years ago they started communicating with each other. In 3500BC alphabets were invented in the written form. This helped in the introduction of postal service. This way communication between different parties was made. But for long distances it became difficult.The Chinese invented paper and the book came by 100AD. Slowly all the writings were entered into the books. Books were best for storing informat ion for a long time without causing much damage. Newspapers were introduced into the Europe by 1450AD. Newspapers were the best way to know about the issues happening nationwide. Joseph Henry invented the first telegraph in 1831. With the help of telegraph, information was passed much quicker compared to others in those times. The biggest invention of the 19th century was the telephone. Nowadays we can’t imagine the world without a telephone. Slowly one after the other motion picture, the radio, television, computers, etc., were invented.... With the help of telephone communication between people became much faster. Nowadays we can't imagine the world without a telephone. Slowly one after the other motion picture, radio, television, computers, etc., were invented.In early centuries transportation was carried out with the help of bullock carts, horses and other means. For short distances they were effective but were not that much of help for long distances. Slowly as the centuries gone by many different transport systems were invented and introduced into the market. Ships, trains and automobiles revolutionised the transport system. Long distance travelling was made safer and much better than the earlier ones. Ships and trains were not only used for transporting passengers but also used for transporting large cargo. These transporting systems were very much comfortable to the passengers. Biggest achievement during industrial revolution was the introduction of trains. Railroads played major role for the success. Many railroads were laid across different countries. With invention of steam engine trains were travelling at much higher speeds. Long distances were covered in short periods. Nowadays bullet trains were introduced. They travel at a speed of more than 400 km/h. Here space was covered at fast pace. We could say that time and space was collapsing. One of the biggest inventions of 20th century was the aeroplane. The Wright brothers were the first to invent it. Slowly after making many modifications it was used for transportation. To be airborne an aeroplane has to travel at a speed of more than 90 km/h. Now jumbo jets are used for transporting people. A single jumbo jet can transport more than 300 passengers. And these can move more than 1000 km/h. Concorde can

Assessing risks arising from contamination of the aquatic environment Essay

Assessing risks arising from contamination of the aquatic environment with Bt toxin from GM corn (maize) crop litter in the USA - Essay Example (National Agriculture Statistics Service, 2009) Hypothesis: To find out the impact of BT toxins on the aquatic environment if used without extensive risk assessment. What is the first impression you get when you hear the term, â€Å"Genetically Modified Food†? In recent years, speculation has renewed over the full effects, and possible consequences of genetic modification of organisms for the production, and augmentation of human food supplies. It is worthwhile to identify the specificities of the techniques involved to produce BT crops, as well as other biotech innovations. To understand potential environmental and biological risk factors involved we must delve into precisely what does and does not occur with genetically modified crops. This study will explore techniques involved in producing genetically modified foods, their importance to agriculture, and the nature of the BT molecule/toxin. In addition, two other research projects will be summarized which explore possible s ide effects of BT toxin dispersing into the environment, as well as the frequency of that dispersal in the water table. BT technology must be a subject of discussion, both due to the popularity of this technique, by which pesticides can be incorporated directly into plant tissues constitutively – and the possible far-reaching ramifications of such an inclusion. Both of these studies focus on corn/maize due to its prevalence – but virtually any vegetable that has utility for humans is a possible target for genetic modification, in the interest of greater profit towards an increase in the human food supply. GENETIC MODIFICATION Genetically modified organism(GMO): An organism is "genetically modified", if it’s genetic material has been changed in a way that does not occur under natural conditions through cross-breeding or natural recombination. Bacillus thuringiensis (Bt) is a spore forming bacterium that produces crystals protein (cry proteins), which are toxic to many species of insects. (University of California San Diego) GM crops are made using technology which allows Bt toxins to be introduced into crops, making them resistant to pests. For centuries, human beings have attempted to incorporate desired traits both in animals and plants of human utility. Selective breeding has been employed to both as a means of eliminating undesirable traits, such as excessive ferocity in certain breeds of dogs, and greater sugar content as well as size increases for fruits and vegetables. Using ancient techniques agriculture was limited to working within a single species in order to identify desirable, and undesirable traits - and then through successive generations to concentrate those virtues within the species that proved of highest economic benefit to humanity. Or as the case may be, to winnow out those traits that ran counter to human interests. Genetic modification broadens the set of tools available to agriculture, agribusiness, and eventually to animal husbandry. What if we were not limited by the genes within a single species? What if it were possible to use genes from virtually any species and incorporate them into crops? Perhaps the particular globular proteins present in a deep-sea fish which