Research on Hennes & Mauritz Essay - 275 Words

Research on Hennes & Mauritz (Essay Sample) Content: RESEARCH ON HENNES MAURITZInstitutionNameTutorDateHennes Mauritz (HM) is among the worldà ¢Ã¢â€š ¬s most valued retail brand. In 2010, it was tagged, after Nike, as the second best clothing brand, with a brand valued at $12 billion. (Freeman, 2009) It was established in VÃÆ'steras, Sweden as a clothing company and fashion retailer by Erling Persson in 1947. (HM, 2014) It has approximately 2,000 stores in 48 countries. Germany is the company's market, followed by Sweden and United Kingdom. HM ranks was the sixtieth in the world's top 250 retailers. (Freeman, 2009) During the 2008 financial year, it had 183,000 shareholders making it the largest market on Stockholm Stock Exchange. The business philosophy of HM is: 'To bring fashion and quality at affordable prices.' (HM, 2014)Hennes Mauritz incorporates the four components of the Corporate Sustainability Model in its sustainability strategy. (HM, 2014)Social Sustainability.Societal sustainability is related with th e wellbeing of both current individuals and future generations. HM works actively to come up with improved living conditions for a lot of people. It does this mainly through important area such as health and education. (HM, 2014) One of many instances is the project: All for Children. As from 2009 this partnership between UNICEF and HM has provided children in areas growing in Bangladesh with opportunities to go to school. It has also improved health care access. HM has contributed approximately $8 million. (Freeman, 2009) The goal of the five-year project is to better access to education, basic skills and social services for over 40,000 children aged between 3 and 14 years in slum areas around Dhaka. (HM, 2014)Economic Sustainability.Economic Sustainability concerns itself with monetary success. International trade is a significant source of economic growth worldwide. HM is a global retailer buying and selling in various markets. In addition, HM generates more than a million jobs to many people around the world. (HM, 2014) A significant number of these people are in Asia. To provide its customers fashion and quality at reasonable cost, it would be necessary to cut down the unnecessary cost. (CWanamaker, 2013) To achieve this, HM makes the most out of the resources available. They try to minimize wastage at every stage of their value chain. In addition, the company applies the 3 R's to the wastage generated. HM also plans to use its position as a major retailer to assist its consumers and business partners to minimize the waste they generate. (HM, 2014)Environmental Sustainability.Environmental sustainability is concerned with the natural environment health, the natural resources conservation, and the ecosystem functions preservation performed by individual members and the ecosystem in general. HM is the first fashion industry to introduce a worldwide clothing collecting initiative. (CWanamaker, 2013) As from 2013, customers could hand in clothing at selecte d stores in all 48 countries where HM had been established. HM also aims to reduce risks in the companyà ¢Ã¢â€š ¬s operations in order to protect the environment as well as securing the water available. The company has set rigorous chemical restrictions. It updates these rules often. (Stevens, 2013)Government Sustainability.Governmental sustainability mainly pushes for legislation that fosters the other three components of sustainability. (CWanamaker, 2013) It acts as a steward of the common available resources and the public wellbeing for both current and future generations. HM engages in public policy advocacy issues that affect the company's business, employs and customers. (Stevens, 2013) The company has harnessed the power of its brand to mobilize policy makers. HM supports the efforts that create an efficient tax system. It has achieved this by advocating and identifying tax policies that allows it to be competitive in the international market.Risks and uncertainties.There ar e a number of factors that may affect HM Group results and business. Most of these factors can be dealt via internal routines. Carrying out operations in the fashion industry is a risk by itself. (CWanamaker, 2013) There's always a risk that the customers won't receive a part of the collection well. HM buys items throughout the season on an ongoing basis so as to optimize fashion precision. Weather is a factor affecting the operations of HM. The products from HM are bought so as to be sold based on the weather pattern. Change in normal conditions of the weather may influence the sales. (Stevens, 2013)HR Company is committed to a transparent reporting on sustainability and the progress made towards achievement of the company's seven commitments. It produces Conscious Actions Sustainability Report annually. The report covers material sustainability activities, strategies and performance of HM, including all its bands and partially or wholly-owned subsidiaries worldwide. (Bowman, 2014) The highest executive management reviews the report and eternal assurances performed for particular indicators and with consideration to stakeholder and materiality engagement. (CWanamaker, 2013) The report includes additional stakeholdersà ¢Ã¢â€š ¬ reviews and commentary statement.The concept of HM business involves around offering fashion at best prices. The company achieves this by purchasing from the manufacture directly. HM is cost-conscious at every process. (CWanamaker, 2013) Transporting the garments by sea is actually less costly and emits lower carbon dioxide compared to the more expensive air transport. HM has made an effort to support its suppliers so as to ensure that production is taking place with the customers and workers health in mind. (Freeman, 2009) All the company's suppliers who work with wet procedures, such as washing and dyeing, are expected to treat their wastewater. The quality of wastewater in HM's supply chain has to achieve the Business for Social Res ponsibility quality level. (Stevens, 2013) By means of the company's restriction list, HM restricts against the use of dangerous chemicals. The suppliers of the company are bound to comply with them. The company updates its chemical restrictions regularly with the last update being done in 2013. (Bowman, 2014)All the information is collected by HM's sustainability from the applicable functions within the organization as well as from the external parties. Controllers and relevant experts within the company's sustainability team review the collected data. (CWanamaker, 2013) All the data is based on the best currently available possible system that is at the disposal of the company where applicable. This, however, needs to be viewed in the light of continued data systems improvement, methodologies and scientific uncertainties. (Bowman, 2014) The company's Green House Gasses (GHG) emissions reporting and accounting is aligned with the GHG Protocol. The emission factors used are from pub licly available sources like the International Energy Agency (IEA). (Stevens, 2013) As a result of the incomplete scientific knowledge, the GHG emission data is subject to inherent uncertainties.All information concerning suppliers and supplier firms, unless otherwise stated, includes all active suppliers and factories approved for production during the reporting period. Factories included in our range are the first tier manufacturing or processing factories owned or subcontracted by HMà ¢Ã¢â€š ¬s suppliers and some second tier suppliers and non-commercial goods suppliers. Monetary amounts are accounted in SEK. (Stevens, 2013)HM Company has a matrix organization. The Managing Director nominates the executive management team members and the national managers. Executive management team comprises of; the Managing Director and other fifteen people. Six of them are women. (HM, 2014) The executive management team is in charge of the following departments: Accounts, Finance, Sales Mark eting, Buying, Production, Expansion, Sustainability, Brand, Communications, New Business, Investor Relations, IT, Human Resources, Logistics and Security. (HM, 2014)The matrix organization of HM means that the executive management team members are accountable for the support of their department, training and best practice. Each country should work expeditiously in accordance with the guidelines and policies published by the Head Office. (Stevens, 2013) Country managers are responsible for sales, profitability as well as all the departments in their nations. HM abides by the rules in insider trading force. (Freeman, 2009)Since its foundation, HM's mission has been championing gender equality....

The Wounded Storyteller By Arthur W. Frank - 1761 Words

The Wounded Storyteller Reflection Paper Since its initial distribution, The Wounded Storyteller by Arthur W. Frank, has utilized an exclusive place within the body of work on the disease. This book has reached an outsized and diverse audience or readers, including the sick, health professionals and scholars of literary theories of sickness. Both the collective portrait which was known as the â€Å"remission society† of those who experience some type of disease or disability and a compelling analysis of their stories within a larger framework of the narrative theory. This book presents sick people as wounded storytellers. In this book, Frank examined the presence of a remission society, which included members all lived with some type of†¦show more content†¦An invention as an insight into the means of the sick to become a restored person. The understanding of this narratives serves as the beginning point for disease narrative ethics (Frank, 2013). In addition, one thing that I like from this book is that Frank pinpoints four dimensions in that explains how one can understand the relationship of the body: predictable control versus contingency, dissociation versus association related to the body, self-versus other-relatedness, and productive desire versus lack of desire. He also presents a blueprint in which he highlights four ideal typical bodies arising from various combinations of contingency control and more. These ideal typical bodies include the disciplined body, the mirroring body, the dominating body, and the communicative body (p. 30). While the first three causes problem in building a satisfactory illness narrative, the last is an idealized type because it is not only descriptive but also, provides an ethical ideal for bodies† (p.48). Furthermore, in this book, Frank argues that the modernist perception of disease is a structure of colonization, which also means that the sick individual surrender his or her body, and the narrative of his or her life to biomedical skill. In a post-modern conception, the sick individuals will find the defense and strength to tell their own story, regain the expert and energy to recount his or her own story. It takes one to create a new lifestyle narrative from theShow MoreRelatedShackles: Overcoming Domestic Abuse, by Malaika Cohen2572 Words   |  11 Pagessurvivor as it rarely contains the pain and on-going fear and lack of self-esteem, it just prevents the feelings from being felt. A number of theorists will be used to explain how Malaika made sense of her situation including using the narrative of Arthur Frank and behaviour patterns of various authors related to Adult Children of Alcoholics (ACOA). It will highlight the difficulties facing a person when they try to leave an abu sive relationship. This essay will also briefly look at a study done on Violent

Adrienne Taylor. Mr. Ortiz. English 12. 27 February 2017.

Adrienne Taylor Mr. Ortiz English 12 27 February 2017 Unit 3: Comparison Essay There’s always similarities and differences between books or plays and movies. Throne of Blood is a movie based on Macbeth, a tragedy written by Shakespeare. Throne of Blood transposes the plot of Shakespeare’s Macbeth. Instead of it being Medieval Scotland, it is Feudal Japan. Macbeth is based around a warrior who becomes filled with ambition and does anything he can to get what he wants. He talks to the â€Å"Weird Sisters,† which are the three witches who give him a prophecy and from that day forward, Macbeth is filled with ambition to become king. In Throne of Blood, Washizu portrays Macbeth. He is also filled with ambition and although they are supposed to be†¦show more content†¦This is where Washizu craved to be the king and did anything he could to accomplish that. Anything that was in his way he took care of. Both men are driven by ambition. Which in both plays, the message could be that power can drive people crazy. Just like the men of the play, their wives, are also very similar to each other. Asaji, is the Lady Macbeth of Throne of Blood. She also pushes Washizu to kill the king who is in place. Once she finds what Washizu’s future could look like, she manipulates him. Lady Macbeth and Asaji are able to manipulate their husbands. They’re able to make their husbands think that even if they murder certain people, they’ll still be okay. Lady Macbeth and Asaji both have similar tactics and are able to get into their husbands heads. They know what to say to make them feel like they have to do something or else they are cowards. Washizu and Macbeth both have straint, weird relationships with their wives. They both are very loyal, but their wives do control a lot of their actions and thoughts. Washizu just like Macbeth is respectful towards his wife, they try to listen to them regardless of how bad the idea might seem. Both men tried to back out when they had planned to kill Dun can. Macbeth had started to feel guilt and didn’t want to go through with it. Yet, Lady Macbeth, as well as Asaji, had managed to tell him just the right things to make him go through with it. â€Å"What Beast was’t then that made you break this enterprise to

Processes of Change Leadership Samples †MyAssignmenthelp.com

Question: Discussions of organizational change focus upon the procedures and problems of change management' when the focus should be on the skills and processes of change leadership Discuss? Answer: Introduction Organizational change deals with the review and modification ofmanagement structure and processes of business. Change is driven by competition, new technology, consumer needs, economic factors and new government policies (Hayes 2014). Companies who do not embrace change may go into obsolesce. Change faces many challenges as the behavior of people has to be affected, and this often leads to resistance. This can only be tackled by great leadership. Many times, organizations focus on the issues that arise from changemanagement processes rather than emphasizing on change leadership (Goetsch Davis 2014). When change direction is efficient, the changemanagement processes occur smoothly. Organizational change takes place in three processes, need establishment, implementation, and monitoring. The need for change can come about due to different issues. Implementation happens when structures or processes are modified to enable the organization to achieve its goals and monitoring involves looking at the results from the changes that have been made and making necessary adjustments (Worley Mohrman 2014). Change efforts sometimes fail due to different reasons. The main reason, however, is the lack of focus and inefficient communication. Leadership is therefore essential in ensuring that change processes succeed. Change Leadership is the ability of a leader to influence others through advocacy, personal drive, and vision. Theories of Leadership Organizational changemanagement processes can only occur through great leadership. Researchers have proposed several theories that explain to us how successful leaders are made (Miner 2015). Some leadership principles are the trait, behavioral, contingency, and full-range. The Trait Theory of Leadership This research assumes that leadership capabilities are rooted in an individuals characteristics. There is a positive relationship between effective leadership and ones personality traits (Lussia Achua 2015). People also come out as leaders when given a particular situation or task. This theory was one of the earliest investigations into factors that lead to effective leadership. It is tied to the great man theory of leadership which was founded by Thomas Carlyle in the 1800s.Carlyle explains that history is shaped by extraordinary leaders. This only means that organizational change can also be influenced by exceptional leadership (Nahavandi 2016). Carlyles ideas inspired other researchers to carry out studies on the direction and came up with the conclusion that some traits lead to certain behavior types, patterns are consistent in various situations, and human beings are born with leadership traits. Early studies focused on the dissimilarities between leaders and their followers and assumed that leaders would automatically display more leadership qualities than their direct reports would. Studies, however, found that very few traits could be used to differentiate between a leader and a direct report (Daft 2014). In the 1980s, Kouzes and Posner did a survey of more than 1500 managers and concluded that the four traits associated with good leadership are being honest, forward-looking, inspiring and competent (DuBrin 2015). They refer to these characteristics as being credible. The theory was, however, criticized as not everyone who exhibited certain traits was a great leader and not all leaders possessed features that had been linked to leadership. The Contingency Theory of Leadership Stodgill and Mann did a study and realized that as much as some traits were shared across many studies; overall evidence suggested that someone who is a leader in one situation might not be a leader in another situation (Miner 2015). This approach is called contingency theory, and there is no set of specific traits that are directly linked to effective leadership. The interaction between an individual's characteristics and prevailing circumstances leads to effective leadership. This theory predicts that effective leaders have personal traits, which match the needs of the situations in which they find themselves. Gill (2011) elaborates that contingency theory suggests that there is no single best style of leadership and successful leaders use different styles depending on the situation at hand and employee behavior. Fielder's Contingency theory explains that leaders are either task-oriented or people-oriented. The effectiveness of a manager is determined by how well defined a task is, how much authority the person possesses and the relationship between leader and direct reports. The path-goal contingency theory of leadership was proposed by Martin Evans in the 1970s and gives a focus on how a leaders behavior can assist direct reports to achieve their objectives. It identifies directive, supportive, achievement-oriented and participative practices, which should be applied depending on the situation or task (Van Wart 2014). Paul Hershey and Kenneth Blanchard also suggested a situational theory ofleadershipwith four leadership styles that are used depending on the maturity level of the direct reports. Gill (2011) explains that the key criticisms of contingency theories are that they do not account for the leaders position and how the leadership styles change depending on different situations. This method can be applied to the daily situations that leaders face when dealing with organizational change. Change Leadership and Change Management Change management is a combination of tools and structures, which keep an organizations change efforts under control. They are intended to keep change efforts under control by minimizing distractions (Tam 2014). Change leadership dealt with driving forces, visions and processed that lead to transformation, through an organization's leaders. Change leadership emphasizes on putting a monitor to the whole change process hence enabling it to happen faster and in a more efficient manner. Change management focuses on keeping things under control so that the organization stays within budget (Dinwoodie et al. 2015). Change leadership empowers employees to ensure that change management processes happen. There is an increasing need for change leadership as there are very many changes that are occurring in todays organizations. Change leadership empowers action that enables the change process to happen. Through leadership, employees are guided on how to use the tools and structures that have been set up for change management, and they can seek advice if not anything goes well (Beck Cowan 2014). Employees are allowed to give feedback, and they are given authority to steer some change processes hence leading to motivation that enables high productivity. Change management focuses solely on efficiency while change leadership is more collaborative and aims to inspire (Goodwin 2016). Change management is considered successful when processes become efficient. Change leadership will, however, lead to this efficiency by ensuring that employees are inspired and that there is teamwork, which leads to processes being carried out efficiently. Change management focuses on controlling change efforts and ensuring that everything is done carefully so that change processes take place. Change leadership is, however, bolder and requires risk toleration. Through change leadership, organizations are willing to take higher risks that will lead to effective change management. Change management implements change in small steps until the bigger picture is achieved. The aim is to ensure that there is control over the change process. Change leadership will initiate organizational change on a large scale (Komives Wagner 2016). Leaders have a vision, and they inspire the whole organization to believe that they can implement change on a large scale without having to fear. Change management mostly focuses on customer orders, timelines, and set budgets. The aim is to ensure that orders are delivered on time and that the organization does not exceed its resources. Change leadership responds to urgent needs for change and ensures that everything is done promptly but under the great leadership (Kotter Cohen 2014). This leads to change being implemented in a fast manner. Change management includes a shift in the conventional organizational process that everyone is used to. Change leadership brings innovation to these processes and sets a vision that leads to new processes and products for an organization. Change management is about encouraging staff to embrace the change processes that an organization is implementing. Change Leadership empowers staff to create change by bringing in new ideas that can make the team succeed even more (Carter 2014). Due to change leadership, feel that they are free to share their thoughts and can innovate on behalf of the organization (McVinel-Viney 2013). Overall, change leadership takes the time to develop, and it involves knowing the business deeply, building trust among employees, communicating freely, having an inspiring vision and establishing an innovation culture. Change Leader Characteristics Change leadership is essential for effective change implementation. Leaders need to play certain roles to make sure that change is a success. Leaders should act as the sponsor. This is a person who will not let any change initiative die due to lack of attention and will do anything to make sure change takes place (Noha Michaelis 2016). Leaders should therefore always act as advocates for change in their organization and should influence their peers and direct reports accordingly. Leaders should also act as the role models in change processes. They must be willing to demonstrate all the behaviors and attitudes that are expected of all the organizations staff. Employees will only believe in change efforts if they do not see consistency in their leaders. Leaders should be decision-makers (Herrmann Nadkami 2014). They have the control over people, budgets, and machinery and can make decisions, which will affect change initiatives in a positive manner. During the change, a leader must influence their authority on decision-making and make a choice of options, which will support the change processes. The leader also has to set priorities for change, and these have to be followed by all employees. Leaders should be the voice of change. They have to communicate as often as possible to the employees and share the necessary information and offer encouragement to the whole organization. They also have to ensure that everyone is updated on progress (Ferraro 2014). During change processes, employees are likely to get multiple messages from different sources, but the leader should act as the ultimate voice of change by interpreting the relevant messages. Leaders have to be transparent and consistent with the whole organization. Leaders are also motivators. They give the motivation to change by creating a sense of urgency and importance to all employees about the change process. Leaders must show passion and commitment to change processes and recognize employees who are doing well. They are empathetic and understand that change processes may not be easy for employees hence should offer constant support (Baker et al. 2014). Leaders are also enforcers who hold their people accountable for change. They uphold their responsibilities and ensure that the employees do the same and they make an effort to remove any obstacles hindering the change process. Leaders also enforce the necessary disciplinary measures when employees do not do their part. They are firm but fair. Applying Change Leadership to organizations Change Leadership can be applied to groups if the leaders lead with culture. Culture is everything and is critical to the success of change management efforts. The existing culture must be taken into consideration when designing transformation packages. Leaders should not try to change the culture but should tap into it (Aarons et al. 2015). They should draw emotional energy from the way employees think, behave and work to provide a boost to the change process. Leaders must look for the elements of culture that are aligned to the change process. By looking at underlying company culture, leaders can focus on strengths to energize change. Leaders must start at the top by ensuring that all executives are committed to the change efforts. Work must be done earlier on so that everyone agrees on the case for change and how it will be implemented. Leadership team effectiveness surveys can be carried out to ensure that leaders agree on the details of the change process. This will lead to a collaborative and committed team, and employees will be motivated if they see that leaders are working as one team. Change leadership must also involve every department in the organization. Frontline people are of particular importance as they interact directly with customers hence can give critical feedback that is needed for the change process (Rothaermel 2015). Frontline employees also tend to have information on where bottlenecks occur and the technical issues that need to be addressed. Employees are more involved in change efforts where they feel that they have been given a chance to air their views or contribute in one way or another . Change leadership will be a success if leaders engage the rational and emotional side of employees. The manager must ensure that employees have a strong emotional connection with the company. This will make a big difference, as the environment will be full of positivity for a change. Leaders have a mandate to communicate to employees about change strategy clearly. They should not make assumptions that employees will just shift behavior once directives and incentives are put in place or that they will work together because chart lines show that they should. Leaders should, therefore, communicate the king of behaviors, which they would like to see from employees. They should be the first to demonstrate these behaviors. The leaders can make clear decisions concerning change strategy every day (Daft 2014). They should also spend time with employees and engage them in discussions concerning the modification initiatives and should also ensure that there is interaction with customers so as to get feedback. The right kinds of behaviors lead to accelerated and fruitful change initiatives. Change Leadership becomes successful when leaders focus on engaging their employees. Communication must continually be done throughout the shift implementation process. Different kinds of communication should be used to emphasize the change processes and requirements (Klenke 2016). Meetings should be frequent, and this will assist the whole organization to get integrated into change efforts. Change leadership efforts should use natural leaders to influence the change process. These can be employees who have been with the firm for long or those viewed as role models by other employees. These people should be used as change champions. Pride builders are employees who are good at motivating others and inspiring them. Trusted nodes are employees who are rich of organizational culture and have a lot of information about what goes on in the company; therefore, all other employees look up to them. Change ambassadors live by example and quickly embrace the change (Ferraro 2014). They communi cate the importance of change to fellow colleagues. Change leaders should use these types of employees to implement change processes successfully. Change leaders should use formal elements like rewards, training and documented ways of working to ensure change is successful. Employees will feel supported and secure with such systems in place and will, therefore, be comfortable to proceed with the roles and responsibilities expected of them in the change process (Rothaermel 2015). Employees at all levels should also be asked to take responsibility for their roles. Change leaders must also measure success. They need to find out what is working and what is not to adjust accordingly. Following through results helps organizations to apply the necessary changes that will lead to better success. Conclusion Change leadership is an important aspect that must be taken into consideration by organizations who want to implement change. Change management is no longer just about processes but positivity and engagement of employees. This can only be achieved by having strong leadership as the head of change processes. Change leadership will lead to organizations accelerating change processes and ensuring a smooth process. Reflective Statement It is when the last organization that I worked for almost went under is when I realized the importance of leadership in a change management process. The company dealt with mobile telephony services and therefore heavily relied on excellent customer service to ensure the bottom-line grew. As the years drifted by, technology changed and the company was to upgrade to a more efficient system. I was a departmental head in administration then. The change process was abruptly announced to us, and no one took us through the process well. We were expected to act as per set rules and regulations. Due to this, employees were not happy, and many resisted change, failing to come for training sessions that would enable them to use the new system. As a departmental head, my leadership style was based on the trait theory, and I tried to force my team to follow the rules, which had been set. The company eventually launched the system, and it was a total failure as employees had not received adequate training and policy loopholes had not been paid attention to. We lost a large percentage of customers, and it took a new strategy and leader to put the company back on the competitive map. The incidents in my former company have led me to reflect on my leadership skills and on how change processes should be implemented in organizations. I have learned that I should try to change my leadership according to circumstances. Some situations call for authoritative leadership, others for democratic leadership. During a change process, I should ensure that there is clear communication to my team and that they embrace the process through my leadership. I should also apply the necessary disciplinary measures if employees are disobedient. Another fundamental issue is that I should give feedback to my leaders. If I feel that things are not working, it is important to provide feedback. If all of us as departmental heads had worked as a team and given feedback to the leadership, the change would have been implemented in a better manner, and the company would not have deteriorated into a sorry state. At my current workplace, I have changed my view on leadership, especially during change implementation. I lead by example to my employees and display the behaviors that I would want them to emulate. I know the importance of change leadership, and as a Human Resource Manager, I have engaged my fellow leaders and executives into understanding the importance of change leadership and why we should not only look at processes. I have assisted into instilling an organizational culture of communication, openness, and teamwork and this has gone a long way whenever we want to change anything in the organization. I strive to be an inspirational and visionary leader of change and to impart this to my direct-reports. This has led to motivation, and it makes me happy to know that I have influenced someone positively and in turn, they will one day lead in a positive manner. I feel that change leadership should be taken much more seriously by organizations and that if done as required; companies will have an easier time of implementing their strategies. My current leadership style is due to the experiences I have had, and I am glad, as it has assisted me to grow in many aspects. References Aarons, GA Ehrhart, MG Farahnak, LR and Hurlburt, MS 2015, Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of leadership and organization development intervention for evidence-based practice implementation.Implementation Science,10(1), p.11. Baker, SD Stites-Doe, SA Mathis, CJ and Rosenbach, WE 2014, The Fluid Nature of Follower and Leader Roles.Followership: What is it and why do people follow?, p.73. Beck, DE. and Cowan, C 2014,Spiral Dynamics: Mastering Values, leadership, and change. John Wiley Sons. Daft, RL 2014,The leadership experience. Cengage Learning. Dinwoodie, D Pasmore, W Quinn, L and Rabin, R 2015, Navigating Change: A Leaders Role.Center for Creative Leadership. white paper, p.1. DuBrin, AJ 2015,Leadership: Research findings, practice, and skills. Nelson Education. Ferraro, J 2014,Strategic Project Leader. CRC Press. Gill, S ed. 2011,Global crises and the crisis of global leadership. Cambridge University Press. Goetsch, DL and Davis, SB 2014,Quality management for organizational excellence. Upper Saddle River, NJ: Pearson. Goodwin, M 2016, Change Management and Leadership. InWCOM (World Class Operations Management)(pp. 185-196). Springer International Publishing. Hayes, J 2014,The theory and practice of change management. Palgrave Macmillan. Herrmann, P and Nadkarni, S 2014, Managing strategic change: The duality of CEO personality.Strategic Management Journal,35(9), pp.1318-1342. Klenke, K ed. 2016,Qualitative research in the study of leadership. Emerald Group Publishing Limited. Komives, SR and Wagner, W eds. 2016,Leadership for a better world: Understanding the social change model of leadership development. John Wiley Sons. Kotter, JP and Cohen, D 2014,Change Leadership: The Kotter Collection (5 Books). Harvard Business Review Press. Lussier, RN and Achua, CF 2015,Leadership: Theory, application, skill development. Nelson Education. Carter, T 2014, Assessment and change leadership in an academic library department: a case study.Reference Services Review,42(1), pp.148-164. McVanel?Viney, S 2013, Change Leadership: Developing a Change?adept Organization.Leadership Organization Development Journal. Miner, JB 2015,Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nahavandi, A 2016,The Art and Science of Leadership -Global Edition. Pearson. Nohe, C and Michaelis, B 2016, Team OCB, leader charisma, and organizational change: A multilevel study.The Leadership Quarterly,27(6), pp.883-895. Rothaermel, FT 2015,Strategic management. New York, NY: McGraw-Hill. Team, EL 2014, Library. Leading and Choreographing Change. Leading Change-Leadership and Followership.Human Resource Management,30, p.4. Van Wart, M 2014,Dynamics of leadership in public service: Theory and practice. Routledge. Worley, CG. and Mohrman, SA 2014, Is change management obsolete?.Organizational Dynamics,43(3), pp.214-224.

The Problem Of Violence In Schools Essay Example For Students

The Problem Of Violence In Schools Essay The problem of violence in schools today is a major concern. Crime in and around schools threatens the well being of students, as well as the school staff and the surrounding communities. It also holds back learning and student achievement. The problem is more defined in the public school system than in catholic schools. Catholic schools seem to express a better-rounded teaching environment. Most catholic schools have less tolerance than they do in public schools. It is said that the wearing of a uniform helps to keep more peace in the school. The students do not get made fun of for not wearing brand name clothing. The laughing and making fun of the other students is what contributes to low self-esteem, which one of the traits for a student who is likely to bring violence into school. More than half of U.S. public schools have reported at least one crime incident in 1997. Also one in ten schools reported at least one serious violent crime during this school year. Ten percent of all p ublic schools had experienced one or more serious violent crimes (e.g. murder, rape, suicide, sexual battery, and physical attack of fighting with a weapon or robbery) reported to police or other law enforcement during 1997. We will write a custom essay on The Problem Of Violence In Schools specifically for you for only $16.38 $13.9/page Order now Crime and violence seem to be more of a problem in middle and high schools than in elementary schools. In 1997 forty-five percent of elementary schools reported one or more acts of violence. Seventy-four percent of middle schools and seventy-five percent of high schools had reported incidents of violence. One of the goals of the National Education Goals states that by the year 2000, all schools in America will be free of drugs and violence and the unauthorized presence of firearms and alcohol, and offer a disciplined environment that is conducive to learning. This goal has obviously not yet been reached, but there still is some time left for them to reach this goal. The crimes that are most frequently occurring in most schools are vandalism, theft/larceny, and physical attack or fight without a weapon. Six percent have reported physical attack or fight with a weapon. Even though the percentage of weapon related crimes is not as high as many of the rest, it is still one of the biggest and must be eliminated. It is the one of the worst acts of violence that could happen in a school. The school administration should adopt a policy that will help to eliminate the violence. They should either consider a zero tolerance strategy or something similar. The school environment should be a safe one for staff and students. Students should be able to go to school and not be concerned with any in or outside forces that will distract them from learning, or injure them in some way. Many potentially violent incidents continue to plague schools. School administrators are reviewing security and crisis plans, but many administrators are quick to point out that there is no one answer to providing a safe school environment. Everyone wants a simple solution, but the is not a one. People have to work towards getting and maintaining school safety. But no matter how well prepared or how safe everyone thinks a plan to be; it will never be one hundred percent foolproof. Someone will always find a way to get around even the most strategized effort to control the violence. Most incidents could and can be prevented by students, parents, teachers, or citizens coming forward and sharing the information that they know with either the school or police. It is known that prior to a major violent attacking, in most schools someone knows that it is going to happen other than the person who is planning it. But they do not go forward because they think that something like that could never happen in their school. Violence can happen anywhere, at any time. For example, take the Jonesboro incident or Columbine, it is common knowledge that someone knew about what the students were planning, but did not share it with the school or police officials. Schools should pay attention to not only the major incidents like Columbine, but also to the smallest threat. Schools in Allen, Texas, cancelled the remaining two weeks of classes due to repeated bomb threats. But after parental and community outrage, officials opened the schools on a limited basis a few days later. Four bo ys were charged with plotting a shooting in their Port Huron, Michigan, middle school similar to the massacre at Columbine. Reaction like these should always be taken to incidents as such. It prevents the tragedies like Columbine and others from happening again. A common trend in most school shootings is that they have all occurred in communities in which people felt safe. The perception of schools as being safe havens has changed over the past few years since the rash of shooting incidents. But the fact still remains that schools are the safest places for children. But, still, schools have always been easy targets for violence. Even though the number of violent incidents in schools is dropping, the use of firepower by students is growing. .ue85d8891dccf5f150e082eedbd09d366 , .ue85d8891dccf5f150e082eedbd09d366 .postImageUrl , .ue85d8891dccf5f150e082eedbd09d366 .centered-text-area { min-height: 80px; position: relative; } .ue85d8891dccf5f150e082eedbd09d366 , .ue85d8891dccf5f150e082eedbd09d366:hover , .ue85d8891dccf5f150e082eedbd09d366:visited , .ue85d8891dccf5f150e082eedbd09d366:active { border:0!important; } .ue85d8891dccf5f150e082eedbd09d366 .clearfix:after { content: ""; display: table; clear: both; } .ue85d8891dccf5f150e082eedbd09d366 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue85d8891dccf5f150e082eedbd09d366:active , .ue85d8891dccf5f150e082eedbd09d366:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue85d8891dccf5f150e082eedbd09d366 .centered-text-area { width: 100%; position: relative ; } .ue85d8891dccf5f150e082eedbd09d366 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue85d8891dccf5f150e082eedbd09d366 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue85d8891dccf5f150e082eedbd09d366 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue85d8891dccf5f150e082eedbd09d366:hover .ctaButton { background-color: #34495E!important; } .ue85d8891dccf5f150e082eedbd09d366 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue85d8891dccf5f150e082eedbd09d366 .ue85d8891dccf5f150e082eedbd09d366-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue85d8891dccf5f150e082eedbd09d366:after { content: ""; display: block; clear: both; } READ: Scarlet Letter Description EssayLately, medal detectors, security cameras, ID cards, and other security hardware and systems have been finding the nations schools as a home. This is mainly due to the need to show students, staff, and parents that security measures are being taken. Schools should be safe enough that they there is no need for security devices as such. Although medal detectors are very useful, but they are only part of the solution. Schools must also look at other prevention methods. Administrators have agreed that they will not find just one specific solution to the school dilemma that would be one hundred percent effective. Something that must be changed is the fact that in every incident in the last two years, the kids have spoken about their act before the committed it. And for some reason or other, adults have refused to pay attention to it. It must be changed. People listen to a cry for help when they hear it, why not this? It is basically the same thing; they should pay just as much attention to it. Safety is not a sometimes thing, it is an all-the-time thing, students should be able to go to school and feel safe. It has been said that violence on television has been a contributor to kids committing these acts of violence. But is this really true? Sure, the violence on television is a contributor. But it is not as big a contributor as most people make it out to be. Most of the students, who do commit crimes in school, all fit basically the same profile. They were alienated, angry and had a history of emotional problems. They are students who hold a grudge. Most of these students often write about these things in advance, they perhaps signal that they are going to happen. Experts say that there is no foolproof way to spot potential killers. But, by early next year, the FBI will release a report listing problematic traits to help educators and parents identify the seriousness of a students threat. The report will detail warning signs in four areas of a students life: 1.) Personality, 2.) Family, 3.) School behavior, and 4.) Other factors such as drugs and alcohol. This report should be very helpful to the parents and administration in controlling the safety of their school. Some of the indicators of what would make a student turn to violence are: social withdraw, excessive feelings of isolation and persecution, and a history of aggressive behavior. The question of what went wrong early on in these kids lives is brought up more that one. It is wondered what made them into killers where they would go out and without any conscience just kill people, their friends and classmates and then themselves. No one will ever know except for himself or herself. What steps should be taken to helping kids like this? Having school psychologists is a good idea; they are traditionally the first lines of defense. But lately they have been preoccupied in assessing kids who need to help with learning disorders. Many schools are now adopting zero tolerance policies, pulling out kids who do anything suspicious. This works, but not always. When a school expels a student for something like violent imagery in creative writing, it is an overreaction. Or the twelve year old boy in Virginia who was expelled for waiving a stapler around on a school bus; a Florida girl was suspended for bringing a nail clipper to class, and the suspension of a nine year old boy who wrote you will die with honor when his teacher asked him to compose a fortune cookie message. It is all-ridiculous. There is no reason to go that far. The zero tolerance rule is a good idea, but not for things like that. But for a kid who brings a gun to school or a kid who starts a fire in the sc hool, they should be removed immediately, with no questions asked. Zero tolerance polices should cover clear and serious offenses involving weapons, violence, threat, harassment, bomb scares, drugs, alcohol and cheating. Not in simple matters like those mentioned above. Crime rates in the United States are decreasing which is very good. Statistics show that crime rate in the U.S. has declined 6.4 percent and the murder rate has declined 7.4 percent in 1998. A poll shows that forty years ago, fifty percent of Americans reported having guns in their homes. Last year the figure was thirty-five percent. Which is good. This lessens the easiness of a child getting a gun to bring into school. A New York Times/CBS poll asked kids if they worry about being crime victims at school or on the streets and twenty-four percent said yes. So, obviously the kids are not as concerned about a killer attending their school as the adults are. .ue7552c3872162bf6d777e4c0f922b1a0 , .ue7552c3872162bf6d777e4c0f922b1a0 .postImageUrl , .ue7552c3872162bf6d777e4c0f922b1a0 .centered-text-area { min-height: 80px; position: relative; } .ue7552c3872162bf6d777e4c0f922b1a0 , .ue7552c3872162bf6d777e4c0f922b1a0:hover , .ue7552c3872162bf6d777e4c0f922b1a0:visited , .ue7552c3872162bf6d777e4c0f922b1a0:active { border:0!important; } .ue7552c3872162bf6d777e4c0f922b1a0 .clearfix:after { content: ""; display: table; clear: both; } .ue7552c3872162bf6d777e4c0f922b1a0 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue7552c3872162bf6d777e4c0f922b1a0:active , .ue7552c3872162bf6d777e4c0f922b1a0:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue7552c3872162bf6d777e4c0f922b1a0 .centered-text-area { width: 100%; position: relative ; } .ue7552c3872162bf6d777e4c0f922b1a0 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue7552c3872162bf6d777e4c0f922b1a0 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue7552c3872162bf6d777e4c0f922b1a0 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue7552c3872162bf6d777e4c0f922b1a0:hover .ctaButton { background-color: #34495E!important; } .ue7552c3872162bf6d777e4c0f922b1a0 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue7552c3872162bf6d777e4c0f922b1a0 .ue7552c3872162bf6d777e4c0f922b1a0-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue7552c3872162bf6d777e4c0f922b1a0:after { content: ""; display: block; clear: both; } READ: Frailty Thy Name Is Woman EssayIt is not clear at this point if schools are engaged in another cycle of violence or if we have evolved into a society whose culture has embraced violence as a characteristic and permanent feature. It is argues that the youth of today are coming more and more from backgrounds where antisocial behavior is more normal rather than unusual. These young people are highly agitated and invested in antisocial attitudes. They tend to see the behavior and intentions of others as biased against them. They frequently decide to react aggressively to situations they view as challenging or threatening, very often with tragic consequences. This kind of aggression and reaction is what makes the schools dangerous. There are four factors that generally accelerate youth violence. They are: 1.) Easy access to weapons, especially hand guns, 2.) Early involvement with drugs and alcohol, 3.) Association with antisocial groups and 4.) Pervasive exposure to violent acts depicted in the media. Eight-one percent of weapons brought to school come from the home. A safe school is characterized as effective, accepting, freedom from potential physical and psychological harm, absence of violence, and being nurturing, caring, and protective. Some school based protective factors are positive school climate and atmosphere, clear and high performance expectations for all students, good values and practices throughout the school, strong student bonding to the school environment, high levels of student participation and parent involvement in social development, and schoolwide conflict-resolution strategies. An unsafe school is characterized by lack of cohesion, chaotic, stressful, disorganized, poorly structured, ineffective, high risk, gang activity, violent incidents, unclear behavioral and academic expectations. Some risk factors are poor design and use of school space, overcrowding, lack of caring but firm disciplinary procedures, student alienation, rejection of at-risk students by teachers and peers, anger and resentment at school routines and demands for conformity, and poor supervision. Impacts and influences of school violence are: 1.) Large schools and classrooms of students, that prevents teachers from developing meaningful relationships with students and 2.) Overcrowded schools normally have higher rates of discipline problems and vandalism than schools that are at or below the enrollments for which they are intended. We must begin to reform the schools who need it. There are direct strategies as well as indirect strategies. Examples of the direct include things such as locks on doors, metal detectors, and random searching for weapons. Indirect strategies include requiring school uniforms, and establishing a positive school climate. It is likely that more direct strategies are more effective than the indirect, but they do not change the culture of the school. It is recommended that schools maintain a zero tolerance policy for weapons, fighting, or other acts of violence, minimized the number of unlocked entrances, exits, and halls for students and visitors, require students to carry a hall pass when roaming about the school during classes and to limit the hall passes to an absolute minimum. These few strategies can be the stepping stones to making a better school enviroment. BibliographyWork CitedLessons Learned. American School University, July99, Vol. 71 Issue 11Agron, JoeWatching for Warning Signs. Newsweek, 12/20/99, Vol. 134 Issue 25, p.39Kantroitz, Barbara; Wingert, Pat; Struzzi, DianeCracking down on kids. U.S. News World Report, 12/13/99, Vol. 127 Issue 23, p19Leo, JohnGround zero of zero-tolerance for violence. Christian Science Monitor, 11/18/99, Vol. 91 Issue 247, p1 McLaughlin, AbrahamPreventing School Violence. FDCH ABC Nightline, 04/21/1999Sawyer, Diane; Gibson, CharlesDangerous Schools? Christian Science Monitor, 11/05/99, Vol. 91 Issue 239, p11Schorr, DanielMaking Schools Safer and Violence Free. Intervention in School Clinic, March97, Vol. 32 Issue 4, p.199. Walker, Hill M.; Gresham, Frank M. Social Issues Essays

Important things you should consider before making decision about college

Important things you should consider before making decision about college Recommendations on choosing a college When you are in the high school you face a choice of your future profession, carrier and the entire life direction at all. Thus, this choice starts with the selection of the college, which reveals to be fundamental and decisive factor, which will impact your entire life. Most of young people prefer one or another college unthinkingly, being under influence of dreams, college reputation and advertisements or opinions of elder friends, who already study at particular college. Anyway, we will recommend you to be more skeptical and scrupulous, while considering such things as your future education. Do not be guided by your momentary hesitation or blind preferences, there are so many things to be thought over at first. Specialization You already know what profession you want to obtain or at least know in what direction you should move. Study all the specialties and educational programs, which are offered by different universities. Some of the colleges do not have academic programs for the specialty, you want to receive, and others can have differences in the courses and training methods. Thus, you should consider which disciplines you will learn, whether there is enough practical training or theoretical courses predominate here. Also, find out at what field you will be welcomed to work with this degree, so that you can be sure that you head to your goals. Financial aspect While making a decision about college preferences, you should pay attention to the ticklish question concerning finance. So, you should find out about the tutorial fees at the high school you want to enter and other additional charges, like flat rent and all other possible expenses. You can make even something like a rating of universities and make preliminary calculations how much you will spend for every of them. And the most responsible part of this investigation is to make objective comparison of educational costs with your financial possibilities and determine what is affordable for you. Location The location of the university also makes some difference. If it is far from your parents, do not to count to visit them very often. And on the contrary, when the university is near, you can even live at home. Here you should decide if you want independent life or feel not ready to take care of yourself by your own. Moreover, location matters for the above mentioned question concerning money. Thus, if you chose any college in London, pay attention that it is quite cost-based undertaking. Accommodations Considering the question about your future college, find out about the accommodation conditions. Get to know if it is old or new, where is it situated and how much it will cost for you. Also learn how much you should pay for a room or flat, if there will be no place for you in the accommodation or the conditions will be unsuitable. Believe that it is better to live in the campus area, since you will save your time leaving near the college and you will have more opportunities for sports and other activities. Facilities Depending on the profession you are interested in, you should concern yourself about the educational facilities of the college. Thus, the specialties, which presuppose some practical aspects of education, require laboratories and well-equipped workshops, where you can master your skills. Though, most of students use the Internet for information search, it is great when college has a nice library, where you can find rare and unique works, which are hardly accessible in the global network. Indeed, you see that a lot of factors should be considered in order to make the right and the favorable decision concerning your education. Follow our recommendations, think, estimate, make conclusions and enjoy your study.

Auditing in business world Essay Example | Topics and Well Written Essays - 1750 words

Auditing in business world - Essay Example This paper aims to discuss whether it is just to involve or blame the auditors for companies' failures or bankruptcies or even fraudulent activities. Are auditors really part of the blame-game or is the public just reacting on what they perceive as the auditor's failure to see and to report these bankruptcies and fraudulent activities' Is there really a gap on what the public expects auditors to do and to report and what the auditors are really tasked to do' According to Robert K. Elliot (1998), the purpose of the audit is to provide assurance that the investors and the stakeholders can rely on the information presented by management in the company's financial statements and that they are not taking on undue financial risk when they invest in such a company. The auditors' report, the ultimate output of the external auditor, is meant to communicate the various claims of the auditors. These claims are: that the auditors have complied with the required auditing standards, that they are independent of the company they are auditing and that they are stating that the balances of the company (as presented in the accompanying financial statements) are free from material misstatements and are thus, reliable to the outside readers and users. The website, www.abrema.net, defined expectations gap in auditing as "the gap between the auditors' actual standard of performance and the various public expectations of auditors' performance (as opposed to their required standard of performance)". The same website enumerated the various expectations of the public. These expectations include (but are not limited to the following): (1) that the auditors should have "prime responsibility for the financial statements" that they audited; (2) that auditors 'certify' the financial statements; (3) that when auditors provide a clean opinion, this means that the financial figures are accurate and free from error; (4) that auditors "should give early warning about the possibility of business failure; and (5) that auditors are "supposed to detect fraud". Another definition, according to Stanley Martens, is that this gap is "the difference between (1) what the public and other financial statement users perceive auditors' responsibilities to be and (2) what auditors believe their responsibilities entail" (2001). Mr. Martens went on to state that this expectation gap has been in existence for several years (even decades) now and may have stemmed from previous "well-publicized hearings" in a previous fraud case. Still another definition from Marianne Ojo is that is the expectations gap is "the difference between what users of financial statements, the general public perceive an audit to be and what the audit profession claim is expected of them in conducting an audit" (2006). In fact, there is also a distinction between the expectations of the audit profession of an external audit and the perception of the external auditor. Thus, even within the accounting profession, such an expectation gap exists. Components of Expectation Gap Www.abrema.net further divides expectations gap into the "requirements gap", where there is a difference between the actual performance of the auditor and what is required by the "current standards of the society" and the "feasibility gap", is the difference between "society's required standard