The photograph as visual a visual document may be Victorian “snapshots” or cartes-de-visite, studies in motion by Muybridge, or Atget’s Parisian street scenes. Select a photographer, perhaps Eugene Atget, Gordon Parks, August Sander, Diane Arbus, Dorothea Lange, Robert Frank, Lewis Hine, Arthur Rothstein, Walker Evans, or another, whose work demonstrates the concept of the photograph as a document. When and where did the photographer make the images? For what purpose? Who was the intended audience? Using specific examples, explain how the photographs fit the definition of “document” as it applies to photography.
After reading the articles concerning the validity of digital images, do we “read” visual documents differently today?
As with all essays, your information needs to be cited within the text (including citing all images) and include a works cited in either a MPA or APA format. I am looking for quality writing, and would assume that your essay should be at least two pages (aside from any inserted images).
SAMPLE ANSWER
Photographs can be used as a document to illustrate the real life examples of the changes that happen in the society. Specifically, the traditional photographs were more real in documenting the society since technologies of editing images was not available. In this regard, these traditional photographs, such as those of Atget, were real documentation of the happenings and events during their time.
Atget was a French philosopher who was a pioneer in taking street photography who left landmark with his works. Most of these pictures were documented and are available before the disappearance of modernization. His photographic ideals helped to promote surrealistic ideals such that his genius is still recognized to date. He began his photographic career in the street of Paris and left a rich legacy that is still experienced to date. Most of his jobs inspired enough passion and hustle from most people who found opportunity to look at his photos. His photographic skill is the strong vision that enabled him to take more than 8,000 within very few years (Barberi, 2005). Most photos taken by Atget were meant to benefit the society in several ways and thus were a documentation of his immediate society. This is the reason why he decided dispose most of his photos to the members of the society. He is also quoted saying that the purpose of taking photos is to benefit the society one way or the other. In order to benefit the society with his photos, Atgen decided to create aesthetically beautiful street photos that are attractive to the members of the society. Atgen was heavily involved in capturing socially conscious street photographs that paints the socio cultural happenings in the society. He was therefore successful in creating images that make bold statements of their surroundings and to leave a long lasting impact to their users.
Atgen street photography 1927, Source (Barberi, 2005)
The motive of taking photos that benefit the society enabled Atget to take photos only at strategic points to help him portray the socio cultural information. The motive of Atget to benefit the society enabled him to focus on the realities that surrounded various sectors of the society. His images were captured such that the audience could easily interpret the realities being portrayed by such images. Therefore, he projected his images such that he avoided intrusion between the image and the observer. Since he did not romanticize his subjects, he shot his images such that he avoided fancy tricks and gimmicks. While walking in the streets, Atget looked at objects with fascinating curiosity in order to figure out the realities that existed in them. In order to portray the realities in life, he focused his images with calculated aperture while holding his breath. This enabled him to capture realities as they existed in the society. When it comes to photographer, the photographer has the power of making them beautiful and fascinating.
Atget street photography 1898, Source (Barberi, 2005)
Despite famous landmarks and monumental buildings, Atget somehow avoided them and captured the real events that happened in the streets (Barberie, 2005). While traveling in the streets or the natural environments, it was easy for Agtet to capture iconic landmarks.
Reference
Barberie, P (2005). “Looking at Atget” Yale University Press
For this paper, they are 4 main points to address , the writer must pay close attention and give clear responses to all the questions ask, using examples and personal experiences where require. APA 6th edition must also be use for the entire paper. the response to the 4 points must be clearly shown in the paper.
Innovation and Change
Modern businesses operate in a challenging environment with rapid economic, political, and technological changes. Organizations must be able to manage innovation to thrive and also adapt quickly to unexpected shifts in markets. Respond to the following questions by drawing on all you have learned in your reading and research this week.
• What are the hallmarks of strategic innovation?
• How important are organizational features in encouraging or stifling innovation? You should present evidence for your views drawn from research and practical experience.
• How useful is linkage analysis in helping managers to visualize change processes and overcome barriers to organizational improvement?
• How would you apply this kind of analysis to problems in a traditionally organized company wishing to promote innovation and become customer-focused?
Resources
Articles
• Phillips, W., Noke, H., Bessant, J., & Lamming, R. (2006). Beyond the steady state: Managing discontinuous product and process innovation. International Journal of Innovation Management, 10(2). Retrieved from Business Source Premier database.
This article argues that in a world of rapid change and technological revolution companies must deal proactively with the challenge of discontinuity.
• Kontoghiorghes, C., Awbre, S. M., & Feurig, P. L. (2005). Examining the relationship between learning organization characteristics and change adaptation, innovation, and organizational performance. Human Resource Development Quarterly, 16(2). Retrieved from ABI/INFORM Global database.
This article suggests that the structural, cultural, and information systems of a learning organization determines its success with adaptation to change, quick product or service introduction, and bottom-line organizational performance.
Organizational change that produces results: The linkage approach. Academy of Management Executive, 18(3) by Goodman, P. S., & Rousseau, D. M. Copyright 2004 by ACADEMY OF MANAGEMENT (NY). Reprinted by permission of THE ACADEMY via the Copyright Clearance Center.
Goodman and Rousseau show how linkage analysis can help managers visualize the complex process of change and how this affects the organization’s performance.
Web Sites
• Bordia, R., Kronenberg, E., & Neely, D. (2005). Innovation’s OrgDNA. Retrieved from http://www.booz.com/media/uploads/Innovations_OrgDNA.pdf
This document deals with the influence of organizational DNA on innovation performance.
Zoghi, C., Mohr, R. D., & Meyer, P. B. (2007). Workplace Organization and Innovation. Retrieved from http://www.bls.gov/osmr/pdf/ec070040.pdf
This U.S. Bureau of Labor Statistics working paper tests whether particular organizational structures are correlated with the likelihood of adopting process and product innovations.
SAMPLE ANSWER
What are the hallmarks of strategic innovation?
It is the desire of every organization to be in-charge of the changes that happed within and without it. However, only a small minority are able to manage this process. Most businesses will spend their energies responding to changes in the environment –trying to fit. However the modern business will anticipate change and thus innovate. To others, it will seem as if the organization is the one orchestrating change.
For a business, strategic innovation constitutes a process that has as its hallmarks. Strategic innovation entails an innovation process that is managed to attain sustainability. Strategic innovation encompasses the aspired future as can be attain within the realm of possibility (Zoghi, Mohr & Meyer, 2007). Within the process, a coming together is achieved between all stakeholders – alignment. It takes a top-down look to best appreciate the dynamic environment that the innovation has to operate (Zoghi, Mohr & Meyer, 2007).
The innovation becomes strategic if it is also able to consider the feedback from consumers – bottom-up look. It employs the latest technologies and is designed to take advantage of all competencies within the organization (Zoghi, Mohr & Meyer, 2007). While it points to the businesses readiness by its ability to adopt, it will achieve strategic innovation if it implemented in a disciplined and effective manner. Thus the hallmarks of strategic innovation point to development and institutionalization of the cultural mindset of the process thus making it ultimately sustainable (Zoghi, Mohr & Meyer, 2007).
How important are organizational features in encouraging or stifling innovation? You should present evidence for your views drawn from research and practical experience.
The reason innovation thrives or is stifled has a lot to do the organization – how it is designed as much as how it is managed. More often than not, innovation entails going against the grain and trying out new things. When the new things do not work, someone has to bear the cost of the trial. It is in allocating the cost that the challenges arise (Bordia, Kronenberg & Neely, 2005).
In an organization that does not support innovations – allocate adequate resources to R&D, innovators will find it hard to operate. Even when they recommend simple suggestions that could work, they will find it hard to find similar minds that can help carry the idea forward. On the other hand, an organization that encourages innovation will avail an enabling environment all over – Google. How useful is linkage analysis in helping managers to visualize change processes and overcome barriers to organizational improvement?
It is important that any manager be able to plot, appraise and prevail over barriers that impede organizational growth. Ideally, it is expected that organizations should benefit from changes that it undertakes within its operational cycles. When the reverse is the case as is most common and then this becomes a paradox (Phillips, Noke, Bessant & Lamming, 2006).
This is the case since unlike the expected improvement or benefit; change has a tendency to upset the organization. It more often than not leaves the organizations worse off than before. Even when change is self propelled, the business will be changing a functioning operation and short-term reduction will be natural. How would you apply this kind of analysis to problems in a traditionally organized company wishing to promote innovation and become customer-focused?
Linkage analysis is viewed as different from traditional problem solving strategies since it is broader in approach and solution too. For innovation to thrive, the innovator needs to be able to understand the bigger picture (Goodman & Rousseau, 2004). An innovation is useful if it is able to seamlessly fit into the present without having to demand changes to the present.
When front-line staffs understand the whole picture, they are able to comfortable and comprehensively address consumer concerns while capturing actionable feedback which when shared is incorporated into the organization rapidly. Finally, linkage analysis enriches both the customer experience and encourages innovation.
References
Phillips, W., Noke, H., Bessant, J., & Lamming, R. (2006) Beyond the Steady State: Managing Discontinuous Product and Process Innovation, International Journal of InnovationManagement, Vol. 10, No. 2. Retrieved from Business Source Premier database.
Kontoghiorghes, C., Awbre, S. M., & Feurig, P. L. (2005) Examining the relationship between learning organization characteristics and change adaptation, innovation, and organizational performance, Human Resource Development Quarterly, Vol. 16, No. 2
Goodman, P. S., & Rousseau, D. M. (2004) Organizational Change that Produces Results: The linkage approach. Academy of Management Executive, Vol. 18, No. 3
This paper will be a revised and expanded version of the first research paper. Based on your instructor’s feedback, you will first revise the first paper.
Write three-to-four (3-4) new pages that address the following:
Define presidential doctrine and summarize the regional or global events during the Cold War leading up to the formation of the presidential doctrine you wrote about in Assignment 1.
Select one country you wrote about in Assignment 1 and describe the Cold War relationship that existed between the country you selected and the U.S. before the presidential doctrine was announced.
Describe the relationship that currently exists between the U.S. and the country you selected in section (2) above.
Describe the effect that the presidential doctrine has had on regional or global affairs since it was announced during the Cold War.
Assess whether or not the presidential doctrine you wrote about in Assignment 1 doctrine had had the intended effect of altering the behavior of the country you selected in section (2) above since the doctrine was first announced.
Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
To help you understand this assignment further, the following description and examples may be useful.
Step 1: Define doctrine and identify why a president would want to announce one.
A doctrine is an ideological platform that a president uses to advance a policy towards a country or region in order to accomplish foreign policy goals for the United States, so you will need to expand on this theme.
Refer back to Assignment 1, and build on whatever doctrine you wrote about then. Say, for example, you selected the Truman Doctrine. Therefore, this is the only thing you will write about in Assignment 2 step 1.
Step 2: Select one country you wrote about in Assignment 1 and describe the Cold War relationship that existed between it and the U.S.
Before the presidential doctrine was announced. In the case of Truman, you would pick either the Soviet Union, Greece, or Iran, since all three were affected by his doctrine. If you are writing about the Eisenhower Doctrine, you would choose Lebanon or Egypt; if you wrote about the Kennedy Doctrine, you would have write about Cuba or Vietnam; if your wrote about the Nixon Doctrine, you would choose either Vietnam, Saudi Arabia or Iran; if you chose Carter, you would select either Iran or Afghanistan; and if you wrote about the Reagan Doctrine, you would select Nicaragua, Angola, Russia or Afghanistan (although there were several others).
Step 3: Describe what effect the presidential doctrine you chose has had on regional or global affairs since it was announced during the Cold War.
That is, how did the doctrine change the status quo regionally or globally after it was announced by the U.S.? What happened in Western Europe after the Truman Doctrine was announced? What happened in the Middle East after the Eisenhower Doctrine was announced? What happened with Cuba or Vietnam after Kennedy offered up his doctrine of flexible response? What happened in Southeast Asia or the Persian Gulf after the Nixon Doctrine went in effect? What happened in the Middle East after the Carter Doctrine was announced? What happened in Central America or Africa or the Middle East after Reagan announced his doctrine?
Step 4: Refer back to the country you selected in step two and describe the relationship that currently exists between the U.S. and that country.
How has the relationship changed between the U.S. and that country since the doctrine was announced?
Step 5: Evaluate whether or not the presidential doctrine had had the intended effect of altering the behavior of the one country you selected in section (2) above since the doctrine was first announced.
Your assignment must:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
SAMPLE ANSWER
The Kennedy Doctrine as a foreign policy was envisioned and pursued by the 35th president of the United States. John F Kennedy chose this doctrine as the cornerstone of his foreign policy towards the Latin America between 1961 and 1963. Alive to the threat of communism and especially the threat of a nuclear bomb within range of the US, he knew there was need for a policy that could work despite the ‘current realities’. For President Kennedy, the cold war was not going to stop him securing the nation.
President Kennedy understood that all out war would only result in world war III and the world was hardly two decades away from the last world war. By choosing diplomacy – albeit quite, President Kennedy was able to achieve more than what he set out seeking (Dobbs, 2008). He was able to contain the spread of communism and contribute to the growth of democracy as a governance system in the world. Presently, even the communist countries; practice a form of democracy with their governance structures (Zhang, 2014). China a proud communist country practices Socialists Deliberative Democracy.
Despite the success in Cuba, the same doctrine failed spectacularly in Vietnam. May be the poor intelligence gathering in Cuba should have been a pointer of the state of the Central Intelligence Agency as a unit. After failure in Cuba, it could not accept the same outcome in Vietnam and ended up costing American million if not billions of dollars in a war they were doomed to fail from the start.
May be, had what happened in the background during those 13 days the world was at a standstill had happened in Vietnam, American would have spared the world a whole lot of problems (Dobbs, 2008). In the latter, the world was saved a nuclear holocaust, while in the latter US carried out a costly military operation that was a failure. Having failed to overthrow the government of Fidel Castro – the Bay of Pigs debacle, US should have learnt its lesson. Apparently it did not and Vietnam Happened.
As President Kennedy played brinkmanship with President Khrushchev for the worlds’ gallery, he instructed the Attorney General – who happened to be his brother, to reach out the Soviets (Dobbs, 2008). Through back channel interaction, a possible explosive situation was diffused. Despite having downed a U2 spy plane for whom the standard retaliation was the destruction of the missile site, the Soviets got away with that in exchange for the Russian withdrawing the Nuclear war heads from Cuba.
Additionally, America was to withdraw the Jupiter Missiles it has placed in Turkey which had the range to hit Soviet cities. In reality, the American gave up more for less. However, because they played the public opinion right, to date, the worlds perceives the American as the victors. After the incident, President was famously quoted saying that diplomacy ‘can only defeat us; foreign policy will kill us’ (Fitzsimons, 1972). Herein lays the truth on the Kennedy doctrine.
Fifty year later, adoption of the same doctrine on the same country – Cuba has resulted in another historical breakthrough. In December 17, 2014, President Obama of the USA and President Raul Castro of Cuba announced a resumption of diplomatic ties between the two countries. This was a culmination of numerous efforts in the background by the bureaucrats’ that had started with the lifting of travel restrictions in 2009 (Roskin, & Berry, 2010). To arrive at this point, America and Cuba under the mediation of Pope Francis agreed to exchange prisoners and make the initial steps towards normalizing relationships (Dias, 2014). Who would have thought this possible fifty years ago? Could the Kennedy doctrine have been successful only in Cuba or can and could it be replicated in other countries and situations? What uniqueness did this situation have that made the doctrine work?
The Kennedy doctrine has been successful in other situation when it has been employed. The Americans have had success recently with hostages that had been held in the Middle East. These were exchanged for prisoners held in Guantanamo Bay prison. This raises the question; does the Kennedy doctrine not contradict the American publicly held position of not negotiating with terrorists?
The French seem to have perfected the Kennedy doctrine (Nuti, 2010). They have on numerous occasions managed to get their citizens back from captivity. Though some have condemned for negotiating with kidnappers and making kidnapping lucrative, when the need has arisen, the French have struck with vengeance and decisively to deal major blows to terror networks that make money from kidnappings.
It could be argued that even Cuba has applied the doctrine when dealing with one of its most prized assets – baseball players. Having negotiated with Mexico a deal to have a few veterans trailblaze by playing overseas and returning home in the winter, when Mexico fearful of incurring America’s wrath sort to falsify documentation and were discovered, Cuba reacted by reneging on all the contracts. It turned instead to Japan where for the past two seasons, Japanese crowds have been mesmerized by the Cuban talent in baseball playing.
To Cuba base ball is the national past time. Its players are sort in the American Major League like hot cakes. In the recent past, those who have managed to join the league – mainly defectors, clubs have paid some high figures for them. In one case, a club willingly took up a player and paid them a high salary knowing full well that they would be fined the equivalent they paid in salary.
On its part, Cuba has been making changes which can be attributed to the recent interaction with the US. In 2012, as a culmination to many other economic reforms the Cuban government had already undertaken, it abolished the requirement that Cubans obtain government permission to travel abroad (Miller, A & Piccone, 2015). This move was especially critical as it would allow many Cubans who have families across the channel to visit them.
Some of the economic reforms that Cuba implemented included relaxing small business restrictions – nurturing entrepreneurship, expanding access to consumer goods – American goods, decentralize the agricultural sector and liberalize the real estate market. All the reforms are intended to make Cuba adopt a governance structure similar if not the same as the one the in US (Renwick, 2015). Whereas the reforms will benefit the Cuban people, those who benefit in the short to middle term will be the American.
The Kennedy doctrine has had its share of successes and failure when it has been applied. Cuba remains one of the most visible success cases where the doctrine has been applied by two presidents – JFK the architect and Barack Obama in dealing with Cuba and Alqaeda. Other instances abound where the doctrine has been a success – even been applied by Cuba, that it makes it a universally acceptable doctrine.
Roskin, M., and Berry, N. (2010) IR: The New World of International Relations, Custom Edition. Learning Solutions
Zhang, Y (2014) A Discussion on the Socialist Deliberative Democracy with Chinese characteristics, Studies in Asian Social Science, Vol. 1, No. 1, pp. 1-5.
We can write this or a similar paper for you! Simply fill the order form!
In the ((COMPARISON COUNTRY)) choose: united Kingdom
2)Identify and describe some of the cultural differences in the two chosen countries and how it affects leadership practices.
3)Analyze the effect such cultural features have on leadership practices.
4)Evaluate the effectiveness of your own country’s leadership practices with regard to acknowledging and understanding these two other cultures.
Also,
1)The answer must raise appropriate critical questions.
2)Do include all your references, as per the Harvard Referencing System.
3)Please don’t use Wikipedia web site.
4)I need examples from peer reviewed articles or researches.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Comparison of Saudi Arabia and United Kingdom
Exploring the culture of Saudi Arabia will obtain different sets of drivers that affect the leadership practices in relation to other countries. Power is one of the elements that are being pursued at each level (Akers, 2007). The dimension of the power in general claim and prove the fact that every human being living in a community is equal. This reveals how we should take our culture as we practice it amongst ourselves (Akers, 2007). Therefore, in Saudi Arabia the cognition of power distance as a way of culture has been referred as the extent to which the less powerful members of the organization or institution in the Saudi Arabian country would expect and also they accept that power has been distributed equally (The Hofstede center, 2015). As a way of life the people living in the country have accepted the hierarchical order that has provided each individual a place and they need no further jurisdiction.
The practice of individualizing exists in the people of Saudi Arabia as the degree of interdependence is maintained (The Hofstede center, 2015). These people are taking care of themselves compared to the other states where there are organs of the government undertaking the role in protecting their citizens (The Hofstede center, 2015). Also the organization behavior of of the citizens in relation to the practice of culture is that there exists a society being driven by achievement, competition and success (The Hofstede center, 2015). The critical issue in here is, what motivate the people to do the best? They are masculine and they live to work. Also Saudi Arabia culture has proved that of pragmatism encourages effort and thrift in today’s education as a way out to prepare for the future (The Hofstede center, 2015). Another challenge that exists in human beings is the degree into which little children can socialize (The Hofstede center, 2015). The rate of indulgence in the Saudi Arabian country is high, in its definition is the extent to which the citizens try to control their own desires and impulses according to the way they were raised (The Hofstede center, 2015).
Cultural differences affecting leadership practices
Saudi Arabia is one of the nations located in the Middle East region where majority of its citizens are Muslims (Domina, 2009). One of the most convenient cultural practices that Muslims do is the art of festival activities. There are a number of festivals that Muslims participate according to their calendar. In relation to the United Kingdom, it is not an Islamic based nation as the majority of the citizens in this nation are Christians (Domina, 2009). The consideration of these numerous festival activities in the Islamic country does have an influence in the leadership practices (The Hofstede center, 2015). Leaders in Saudi Arabian country are aware of the religious activities that are pertaining the celebration practices as in the United Kingdom each individual take part in the celebrations in their own ways (The Hofstede center, 2015). Islamic festival occupies a large base in leadership practices as they also play a substantial role in ensuring leaders have good skills to guide and lead citizens (The Hofstede center, 2015).
The use neo-charismatic leadership in the United Kingdom compared to the culture that have adopted the use of power distance in Saudi Arabia affects leadership practices (LEADERSHIPS LEARNING PA N 1 CBE IRU, 2013). The use of visionary or neo-charismatic leadership style will be affected by engaging in a culture of power distance like the one being adopted in Saudi Arabia (LEADERSHIPS LEARNING PA N 1 CBE IRU, 2013). The culture being shaped on in the United Kingdom involves challenging different processes, modeling most of the ways to participate in and also encouraging or inspiring citizens as a leader. Therefore, observing and adopting the culture of the United Kingdom which is effective, will improve on the leadership qualities for the people of Saudi Arabia (LEADERSHIPS LEARNING PA N 1 CBE IRU, 2013). Culture plays a vital role in improving leadership practices, hence adhering to infringing cultural practices will bring up negative impact on leadership practices (LEADERSHIPS LEARNING PA N 1 CBE IRU, 2013).
Also, another cultural practice that is being practiced in Saudi Arabia that is highly condemned in other world states is the inconsiderate or undermining of gender bias (Aimar, 2007). Saudi Arabia as an Islamic state they do value male dominance hence infringing the woman gender (Aimar, 2007). The other states have advocated for freedom and equality of gender on any field that individuals wish to participate. Women have been segregated from leadership activities in Saudi Arabia while in United Kingdom there is equality of leadership practices (Aimar, 2007). Therefore, gender bias influences leadership activities and it should be abolished. There is need for equality on all genders in the world to ensure effective leadership practices is achieved (Aimar, 2007).
Effect of cultural features of leadership practices
The fundamental issue behind individualism is that people will not be able to think about others as they portray a self image that have to keep (Svensson, 2005). In a culture, it it recommended to care about others as much as they do care about themselves. Individualism practices affect negates the value of leadership practices, hence people should step up and care others as much as they do to themselves (Amnuckmanee, 2002). Also the availability of ambiguity that is brought forward by the use of uncertainty avoidance in a culture brings the onset of to deal with the fact that the future can never be known hence there should control measure (Amnuckmanee, 2002). Lack of control of the future will bring about the uncertainty avoidance that affects leadership practices too. More so the effect of uncertainty avoidance affects the leadership practices through being unaware of the future and the lack of ways to control it (Amnuckmanee, 2002). Lastly, cultural practices to indulgence has been seen as another feature in Saudi Arabia that’s affected leadership practices. In individuals it has been revealed that they try a lot to control their impulses and desires, but yet it is not easy (Svensson, 2005). Indulgences affect leadership activities through the creation of desires that are irrelevant to other people (Svensson, 2005).
Effectiveness of your own country’s leadership practices
Leadership practices in my country largely depend on the societal norms hence they are considerate in many ways (Fisher, 2002). The exercise of various characteristics and values in my country renders the daily activities being performed to be accurate (Harris, 2005). There is the existence of neo-charismatic leadership, hence following of cultural values cannot be influenced. The use of charismatic leadership should be exercised in all countries since it is the best way to consider the value of diverse cultures (Harris, 2006).
References
Aimar, C., & Stough, S. 2007, “LEADERSHIP: DOES CULTURE MATTER? COMPARATIVE PRACTICES BETWEEN ARGENTINA AND UNITED STATES OF AMERICA”. Academy of Educational Leadership Journal, 11(3), 9-43. Retrieved from http://search.proquest.com/docview/214228068?accountid=45049
Akers, D.S. 2007, “SAUDI ARABIA: Culture and Customs of Saudi Arabia”, The Middle East Journal, vol. 61, no. 1, pp. 173-174.
Amnuckmanee, A. 2002, “Demographic influences on the leadership practices of chief faculty officers during the period of reform (Order No. 3053216). Available from ABI/INFORM Complete. (305470852). Retrieved from http://search.proquest.com/docview/305470852?accountid=45049
Aziz, S.F.A., Silong, A.D., Karim, N.A.A. & Hassan, H. 2012, “Leadership Practices in Public Sector in Selected Countries: An Integrative Literature Review”, Journal of Management Policy and Practice, vol. 13, no. 1, pp. 113-126.
Fisher, R. 2002, “Social cohesion in the United Kingdom: a case report CIRCLE-CCRN Round Table 2000]”, Canadian Journal of Communication, vol. 27, no. 2, pp. 161-166.
Harris, L.L. 2006, The relationship of leaderships’ communication to employee engagement and intent to stay, University of Minnesota.
Harris, P., Rettie, R. & Cheung, C.K. 2005, “ADOPTION AND USAGE OF M-COMMERCE: A CROSS-CULTURAL COMPARISON OF HONG KONG AND THE UNITED KINGDOM”, Journal of Electronic Commerce Research, vol. 6, no. 3, pp. 210-224.
LEADERSHIPS LEARNING PA N 1 CBE IRU2013, , Experian Information Solutions, Inc, Costa Mesa.
In the ((SELECT COUNTRY)) choose: United Arab Emirates
In the ((COMPARISON COUNTRY)) choose: Saudi Arabia
2)Identify and describe some of the cultural differences in the two chosen countries and how it affects leadership practices.
3) Analyze the effect such cultural features have on leadership practices.
4) Evaluate the effectiveness of your own country’s leadership practices with regard to acknowledging and understanding these two other cultures.
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System.
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
This paper seeks to identify and describe some of the cultural differences between the United Arab Emirates and Saudi Arabia. This paper also seeks to analyze how this difference affects leadership practices. Studies on how different cultures perceive leadership and leadership behaviors. This paper also provides an analysis of the effect such different cultural features have on leadership practices. Finally, an evaluation of the effectiveness of the United Kingdom’s leadership practices with regard to acknowledging and understanding of both the cultures of the UAE and Saudi Arabia will be made.
In identifying cultural differences that affects leadership practices between the two countries, a comparison conducted by the globe studies identified dimensions of leadership behavior in relation to culture. They included Charismatic or value based leadership, team orientated leadership, participative leadership, human orientated leadership, autonomous leadership and self protective leadership.
Cultural features have also been proven to have various influences on leadership practices. For examples, many cultures in the Middle East such as Saudi Arabia and the United Arab Emirates have self protective characteristics which are indicative of authoritative and autonomous leadership styles where the leader comes first in society then everybody else follows coupled with a lack of participative leadership behavior which involves the inclusion of everyone in decision making and implementation.
As compared between Saudi Arabia, the UAE and the UK, it is clear that culture and power distance play a major role. Power distance is the extent at which the less powerful members of a society expect and accept that power is unevenly distributed. In the United Arab Emirates people accept pecking orders in which everybody has a place in society and everyone should be content with that place to maintain stability. The power distance is lowest in the UK but highest in Saudi Arabia. Individualism as a cultural attribute also plays an important role.
Individualism is the degree of interdependence a society maintains among its members. In Individualist societies people are supposed to look after themselves and their direct family only while in collectivist societies in the Middle East such as the UAE and Saudi Arabia, people belong to societies as manifested in close long-term relationships like family and extended family. For example the employer and employee relationships are made in gentleman and moral terms and hiring and promotion take account of where the employee is from and who they know.
Masculinity however has no much difference in the three country comparisons with the United Arab Emirates scores 50 in this dimension indicating that it is neither masculine nor feminine. Where uncertainty avoidance is concerned, the United Arab Emirates has a high preference for avoiding uncertainty indicating that the extent to which the members of the culture feel threatened by unknown circumstances and try to avoid them while the United Kingdom has the highest.
Works Cited
Foster, Dean Allen. The Global Etiquette Guide to Africa and the Middle East Everything You Need to Know for Business and Travel Success. New York: J. Wiley & Sons, 2002.
Harris, Philip R., and Robert T. Moran. Managing Cultural Differences. 6th ed. Amsterdam: Elsevier/Butterworth-Heinemann, 2004.
Khan, Marryam. Gender Dynamics from the Arab World an Intercultural Service Encounter. Orlando, Fla.: University of Central Florida, 2013.
Discuss Condition Precedent and Conditions Subsequent.
SAMPLE ANSWER
Condition Precedent and Conditions Subsequent
There are two types of conditions that affect the contractual agreements between persons namely; conditions precedent and conditions subsequent. When the satisfaction of the buyer is needed before the sale takes place, it then meets the threshold of condition precedent. In this case, the buyer has the power to cancel the deal whenever he realizes that the conditions does not meet his expectations, whether it involves financing, appraisal, inspection, insurance, or any other deal. In case of condition precedent, the buyer may waive compliance and precede ways and the buyer usually gets his deposit back (Tepper, 2011). On the other hand, condition subsequent is whereby the deal between the buyer and the seller continues, not unless the buyer gives notice that calls for the stop of the deal. In condition subsequent, there is no waiver but the buyers usually get his deposit back. True condition precedent arises when the contractual relationship demands for a lawful object of the agreement with necessary third party involvement such as the pre-sale of condos and the subsequent and the subsequent enforceability of the agreement.
Unlike condition precedent, condition subsequent is more risky since no paperwork is required during its clean and simple procedure. In condition precedent, no news is good news and the deal proceeds despite one party not paying attention that would terminate the whole transaction. In most cases, the real estate agents use condition precedent in their transactions since the satisfaction of the buyer is critical to the success of their business deal (Tepper, 2011). On the other hand, lawyers mostly use condition subsequent in their clauses to enhance vigilance and ensure that the transaction is properly monitored. True condition precedent are characterized by third party decision making and inability to effect a single party waiver, which only applies in the case of true condition precedent.
Reference
Tepper, P. (2011). The Law of Contracts and the Uniform Commercial Code. Cengage Learning; 2 edition
discuss the remedies available for a breach or non-performance of a contract. include a discussion of how damages may be limited, the difference between a deposit and a down payment, the requirement of mitigate, and the availability of specific performance and injunction.
SAMPLE ANSWER
Breach of Contract
In court with limited jurisdiction, the main form of remedy of the award of damages since specific performance and rescission are equitable remedies that are given by courts of higher jurisdiction.
The limitation is that damages cannot be recovered for losses that could have been reasonable avoided by the act of the other party or substantially ameliorated after the breach of the contract has taken place.
In addition, the award of damages can be reduced by the amount that can be reasonably avoided if the non-breaching party fails to use reasonable diligence in damage mitigation.
Other forms of remedy include cancellation, specific performance, Quantum Meruit, and restitution. According to Tepper (2011), the person who suffers the damages or the breach of contract has the legal obligation to sue the other party with the aim of minimizing the effects of such losses.
The duty to mitigate works to deny recovery of any part of the damages that could have been avoided if the other person would have acted in normal circumstances required by the law.
The availability of specific performance is government by a set of principles to avoid its arbitrary enforcement and possible abuse of human rights. In this regard, specific performance is only available if it is the appropriate approach appropriate in accordance with the nature of the facts presented in the courts.
Specific performance will not be awarded if the contract was unconscionable, the contract it too vague to be enforced, and when the specific performance is impossible (Tepper, 2011). Injunction is an equitable remedy that can be applied in breach of a contract by the courts compelling the other party to refrain or to continue with specific acts in the case.
Deposit and down payment are different in that the former is a consideration by the buyer to the seller to put the property on hold while he looks for the rest and the latter is the portion of the purchase prince that the seller pays while he seeks the financing from other sources.
Reference
Tepper, P. (2011). The Law of Contracts and the Uniform Commercial Code. Cengage Learning; 2 edition
describe the various ways in which a contractual relationship can to an end, including partials performance, conditions and warranties, tender of performance, impossibility, anticipatory breach, fundamentals breach, frustration, impossibility, and exemption clauses.
SAMPLE ANSWER
Ending Contractual Relationship
There are several ways that can result in ending of the contract relationship between two parties. In the case where there is no clear date of terminating the contract, the doors are always open for negotiation to clarify the termination terms of the contract. Mutual agreement occurs when the parties in the contractual agreement deem it necessary to end the contract. A contract a can be terminated when one party has performed its required obligations according to the contract and the other party has not been able to do his duty accordingly (Tepper, 2011). This is termed as the accord and the satisfaction method implying that one party has been disappointed by the failure of the other and the contract has to be terminated. It can as well happen when the other party has done something contrary to the original terms of the contract, resulting to the frustration to the contract.
The other method is the release method that occurs when one party has completed all his obligations in the contract. A release type of contract termination is in the form of a deep consideration that is highly esteemed by the party that is in charge to ensure the contract is terminate for its success. Contract can as well be terminated under frustration circumstance that shows the parties are unable to perform their duties under the given contract (Tepper, 2011). A contract will be terminated when parties are willing to continue but this time using different terms from the other contract. This can be defined as the novation or substitution contract termination method caused by continued liabilities among the parties. A contractual agreement can also be terminated on the grounds that the issue to the contract is impossible to perform due to unavoidable circumstances.
Based upon the required articles that is attached and your experience, reflect on your personal goals and how they relate to your career development.
Develop a personal development action plan, based on earlier PDP submissions that are provided in the attachment files.
1)The answer must raise appropriate critical questions.
2)The answer must include examples from aviation experience or the web with references from relevant examples from real aviation companies
3) Do include all your references, as per the Harvard Referencing System,
4)Please don’t use Wikipedia web site.
5)I need examples from peer reviewed articles or researches.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
My personal goals relate and how they relate to my career development in various ways. My professional development objectives involve treating individuals as prized customers while contributing positively to the organization. I also intend to offer services that provide an enthusiastic interest in the lives of other people. My aim in personal development by continuing to develop my range of skills in my profession and my ability to balance between my professional and personal life are abilities I possess that are a great asset to me.
My Human Resource competencies that include the knowledge, values and abilities for a HR professional coupled with the right aptitude and attitudes towards the profession will enable me perform better than others enabling me to create intangible shareholder value, engage employees and serve clientele. To achieve my personal development goals in the next five years, I will need to possess six competency values. Being a credible activist of the profession will enable to soar to great heights and will make me a credible professional within the profession (Adams, 2013). In order to be active, I will take leadership and management positions that will ensure I undergo challenges in the profession on a day-to-day basis. Overcoming such challenges and learning to adapt and change strategies depending on the circumstances at hand will make me one of the best Human Resource practitioners as I establish the right competencies and experiences over time. The pursuit of such positions will also ensure that I learn to replace my self-doubt with self-confidence adding value to both myself and the organizations I work with and for (Alexandria, 2008).
My ability to focus on personal relationships and my understanding that every individual has something unique to offer will make me develop networks with other related professionals in my field. Networking with other professionals also ensures that I obtain current and recent knowledge on changes and advances of the professional making me a better human resource professional. In relation to my goals and professional development objectives, I intend to draft an action plan that will help me work with my manager to deliberate on my key competencies and abilities and design ways to expand my demonstration of them. The action plan will also involve working as a volunteer or as an intern in various companies and organizations with unique Human resource programs to attain experience and exposure (Palmer, 2004).
Finally, my professional goal of creating a portfolio of my skills and abilities and what I have achieved in my work as a human resource professional will enable me market myself further into the profession to a point where I could be a private consultant providing consultancy services to individuals and corporations. This goal will spur me to greater heights as I might even end up with enough experience to be a head in a diverse human resources department in a multi-billion dollar global organization such as Southwest Airlines, Microsoft, Coca-cola, or Google (Lawler and Boudreau, 2013).
Personal development action plan
My first goal will be to develop an attitude of cooperation and quality in our daily operations and to create working conditions that fosters fun, safety, and challenges. Upsurge the participation in community and company activities while seeking enthusiasm, an improved quality of life for everyone. The Second goal is Change and Culture Stewardship. I intend to articulate, appreciate, and assist in shaping the company’s culture. To achieve this, I must facilitate change by helping it happen and developing disciplines throughout the organization by implementation of initiatives, projects, or strategy. My third goal will be the introduction of talent management in the organization (Miller, 2001). My fourth goal is to be a Strategy Architect and have the knowledge of how the company can prosper in the marketplace, now and in the future by recognizing business trends and their influence on it, enabling the process of achieving strategic clarity, and forecasting potential barriers to success. My final goal is being an operational Executer by implementing the operational aspects of managing employees and companies (Mclagan & Bedrick 2012).
Goals and Objectives
1. Develop an attitude of cooperation
2. Change and Culture Stewardship
3. Talent Management
4. Strategy Architecture
5. Operational Execution
Start Date
End Date
1. Community and corporation between members of the organisation are achieved when people start working together.
2. Milestone to achieve in objective two is the creation and shaping of a new organisational culture while respecting the structures of the old.
3. Introduction of talent management in the organization.
4. Having the knowledge of how the company can prosper in the market place.
5. Ensuring staff basic needs are met.
MM/DD/YY
MM/DD/YY
Step towards accomplishing milestone
1. Encourage the participation in community and company activities such as sports and community service creating joy, enthusiasm, and friendships improving the work and private life of everybody involved.
2. Ideally, it starts with transparency around external customer expectations and then converting them to internal organization and employee behaviors.
3. To achieve this, I must facilitate change by helping it happen and developing disciplines throughout the organization. It may have to include implementation of initiatives, projects, or strategy.
4. Becoming the Talent manager in the organization in order to create and enforce policy aligned with customer strategy and requirements.
5. Involve myself actively in the establishment of the organization overall strategy by recognizing business trends and their influence enabling the process of achieving strategic clarity, and forecasting potential barriers to success.
6. Implementing the operational aspects of managing employees and companies
References
Adams, L., & Allred, A. (2013). The first step in proactively managing students’ careers: teaching self-SWOT analysis. Academy of Educational Leadership Journal, 17(4): 43- 51.
Alexandria. (2008). Society for Human Resource Management: managing your human resource career.
Community Tool Box. (2013). Section 14 SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats. Retrieved from: https://www.edu/en/table-of contents/assessment/assessing-community-needs-and-resources/swot-analysis/main on 20/2/2015.
Lawler & Boudreau. (2013). Achieving strategic excellence: Assessment of Human resource organizations. Stanford, CA.
Mclagan, P., & Bedrick. (2012). Models for Excellence: The results of the ASTD training and development study.
Miller, G. (2001). The career coach: Winning strategies for getting ahead in today’s job market. New York:
•Reflect on how your view of HRM and the HR profession has changed. Then, ‘reflect forward’ to the future of HRM, and try to predict one or two new developments, trends or changes in the field that could occur over the next five to ten years. Be creative, and do not allow current constraints in existing technology or business practices to restrict your thinking.
•Think about what new skills or competencies might be needed by leaders with HR responsibilities in the context of the changes you predict.
•Post a brief (approximately 550 words) analysis of how your view of HRM has changed and how the profession might change in the future.
In formulating your post, consider the following questions:
•How has your view of HRM changed as a result of your learning in this module?
•How has the HR profession itself changed, and how is it likely to change in the coming five to ten years?
•What skills and competencies are likely to be needed by leaders with HR responsibilities in the context of these possible developments?
1) The answer must raise appropriate critical questions.
2)The answer must include examples from aviation experience or the web with references from relevant examples from real aviation companies
3)Do include all your references, as per the Harvard Referencing System,
4)Please don’t use Wikipedia web site.
5)I need examples from peer reviewed articles or researches.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Human resource managers are leaders in an organization who lead people in what ought tobe done.Leaders are encouraged to be heart leaders to mean that they need to use their brains and work form their hearts to give their best to the community(Francis, 2003).The HRM is changing in the near future such that the newly changed HRM will perceive everyone in the community as a leader who can do what is recommended of them in their work. The profession will enhance the authority to act ensuring that all work is well done in the organization (Francis, 2003). The new HRM will give its professionals reinvigorated accountability, such that every workers will be accountable for all that they will do (Farndale and Brewster, 2005). The new HRM will by all means tackle the issue of globalization and diversity to ensure that the climate is well conserved. The new HRM will be in a better position of ensuring that individuals are given the chance to ensure that they try what they perceive to be workable and best to the organization. The new HRM profession will encourage the spiritualism spirit and usage of self-knowledge among the organization leaders in their work. The new HRM will connect people by the use of the advanced technology all over the world, while aligning culture practices and good behavior in the whole profession (Chen, 2011). The new profession will enable leaders to impact favorably to the business performance. The professionals in this case will be in a better position to give their best under the guidance of an activist and will be best in the contribution of the customer focus business that is well strategized.The organizations will be made stronger through using of the advanced technology evident in the new HRM while defining the context(Pritchard, 2010). The profession will comprise of the innovator in other words an integrator who can integrate issues accordingly (Brauns, 2013). The change champion will be present to co-ordinate all the changes taking place together with the capacity builder who will be mandated to ensure that the profession meets its obligation. There will be a technology proponentin charge of all the technological activities that are to take place.According to Ulrich, (2013) the main person will be the credible activist who will co-ordinate all the activities of the organization in regard to the profession.
There are several changes that have been taking place in the organization and are inclusive of who the leaders are and what they can be able to do.Over the years, HRM are the strategic partners who can lead people ahead all-time to the organizations success (Abu-Jarour, 2014). The changes that took place in the professional over the years are comprised of the effectiveness step that was put in place to ensure that work is done in usage of the right insight and personal impact. Changes were evident when HRM became strategic inits plans and activities, when it became a partner in its work through ensuring that it remained a generalist in all its activities.
My view about the profession has changed in that, I didn’t know if the profession is bound to change only to realize it has very many strategic plans of bettering its functions.My view has changed on the realization of the technological activities that are bound to take place among leaders and this will improve the functionality of the profession. Therefore, the future HRM will most likely cater for social, economic, and environmental aspect of their workforce.
Brauns, M. 2013. Aligning strategic human resource management to human resources, performance and reward.The International Business & Economics Research Journal (Online), 12(11), 1405-n/a. Retrieved from http://search.proquest.com/docview/1458944506?accountid=45049
Chen, Y. 2011. Evaluation of human resources using development performance management (DPM): A study among schools in taiwan. International Journal of Management, 28(4), 150-164,195. Retrieved from http://search.proquest.com/docview/902631523?accountid=45049
Farndale, E. and Brewster, C. 2005. ‘In search of legitimacy: personnel management associations worldwide’. Human Resource Management Journal, 15: 3, 33–48.
Francis, H. 2003. ‘HRM and the beginnings of organizational change’.Journal of Organizational Change Management, 16: 3, 309–327
Pritchard, K. (2010). Becoming an HR strategic partner: tales of transition.Human Resource Management Journal,Vol 20, no 2, pages 175–188
Ulrich, D., Younger, J., Brockbank, Wayne, & Ulrich, M. (2013).The State of the HR Profession.Human Resource Management.Vol. 52, No. 3. Pp. 457–471
Wells, A. (2013). What is HR Leadership? A Twenty-First Century Perspective.Journal of Organizational Learning and Leadership. Vol.11 (2) pp1-7
We can write this or a similar paper for you! Simply fill the order form!
