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Design and Implementation of Business Improvement Strategy

Special Issues in the Design and Implementation of Business Improvement Strategy: A Case Study of 24-7 Service Centre Company

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Dear Admin,

Note: To prepare for this essay please read the required articles that is attached

I need an essay in the following subject:

What are the special issues facing public sector organizations like the Highways Agency when it comes to designing and implementing a business improvement strategy?

What special issues would need to be faced by your company or another you know well? Explain with examples

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.

5) Turnitin.com copy percentage must be 10% or less.

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

Special Issues in the Design and Implementation of Business Improvement Strategy:

A Case Study of 24-7 Service Centre Company

Introduction

The design and implementation of business improve strategies is not always an easy task for many public sector organisations.There are certain critical issues that they must face and meet failure to which their business could be at stake. Strategic planning is core in the fight for space in the ever competitive business market and this is why some organizations do better and keep on improving day by day than others. This case study focuses on the 24-7 Support Service, which a social service company based in Leicester City. There are quite a number of issues that this company has strived to put into consideration whenever a new business improvement plan is designed and implemented. Such issues are as discussed below.

Expertise

More often than not, the design and implementation of any new business improvement strategy calls for certain expertise. It therefore forces a company to source for personnel with specific skills that are commensurate with that particular area of improvement. According to Rasha & Fady (2013), human resource is a bank of ideas and knowledge and this is why a company that invests on it must always be successful because it has the capacity for creativity and innovativeness. 24-7 Support Service had wanted to advance its calls and rescue services. To do this, they had to acquire more IT personnel to improve the call system as well as medics and guards to aid in rescue operations.In addition to acquiring personnel from external sources, they also opted to train the existing ones as a way of improving their capacity.The issue of expertise therefore ought not to be taken for granted during any business development plan for any organisation.

Assessment

When coming up with a new business strategy, a company must first a foremost formulate an assessment method. Assessment is very crucial because it makes a company to know a particular area in their business that needs adjustment or improvement. It creates a sense of objectivity before any strategy is designed or adopted. Needs assessment in a company will enable the identification of various loopholes that might exist and therefore determines the corrective measure to be taken by the company (Seedee, 2012). This corrective measure must always be captured in a business improvement strategy.For instance, in the case of 24-7 Service Centre, assessment helped in knowing the minor details on what resources they needed, in what proportions and when should this to be effected.

Performance improve

As indicated by Harris, McAdam, McCausland & Reid (2013), it is only logical for a company to design strategies that will ultimately improve its business performance when implemented. Performance improvement is an aspect of the overall business improvement strategy. It has a direct bearing on the speed at which quality services are offered to clients. 24-7 Support Service had intended to increase the number of clients it serves every day. During the implementation of this new strategy, they had noticed a sharp increase in the number of clients served both during the day and at night and this was a plus on their side.

Customer satisfaction

Another key issue in business improvement is the focus on customers given that they are the determinants of the success or failure of a company. It is the interest of any company to be able to impress there customers with the kind of services and products that they offer because this will keep them coming over and over again. In addition, they could also influence other new customers to come and this will only happen in the event that they have achieved customer satisfaction (Harris et al., 2013). The betterment of call and rescue services at 24-7 Service Centre was able to enhance the satisfaction of their clients and this has made the company to become one of the leading social service centres within Leicester and its environs. The company is also well aware that it could be so costly to get new clients than to retain the existing ones and hence, they made customer satisfaction a very important aspect of their business improvement strategy.

Communication

The manner in which information is passed among the management, the employees and other stakeholders of company is also very critical during the formulation and implementation of a business strategy. It has been identified that the most successful approaches of communication in business are either bottom up or top down (Seedee, 2012). The effective flow of information in an organisation should always follow a particular order of hierarchy to avoid confusion or misinformation. This is because an organisation is a system made up of several organs and not an individual who can do or say anything at will. The success of 24-7 Service Centre is attributed to the fact that there was smooth flow of information and ideas from the management to the team players and vice versa.

Conclusion

The study on 24-7 Service Centre has identified very critical issues about strategic planning in businesses. All these issues are dependent on one another and whenever one is jeopardised, the remaining ones may not be effectively achieved given that they all form part of a system.

Reference list

Harris, R., McAdam, R., McCausland, I. & Reid, R. 2013, “Levels of innovation within SMEs in peripheralregions: the role of business improvement initiatives”, Journal of Small Business and Enterprise Development,vol. 20, no. 1, pp. 102-124.

Rasha , E.A. & Fady, R. 2013, “Business improvement using organisational goals, Riva technique and e-business development stages”, Journal of Enterprise Information Management, vol. 26, no. 5, pp. 577-595.

Seedee, R. 2012, “Moderating Role of Business Strategies on the Relationship between Best Business Practices and Firm Performance“, International Journal of Business and Social Science, vol. 3, no. 24.

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New leadership skills and dimensions

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Dear Admin,

I need an essay in the following subject:

Today’s globalisation demands new leadership skills and dimensions, especially in the area of cultural intelligence. Earley and Mosakowski (2004) explain that cultural competence is more than rote memorisation of a culture’s practices and beliefs; it involves, among other elements, an adoption of a culture’s habits and mannerisms. They further elaborate that through the adoption of customs and use of culturally relevant gestures, global leaders demonstrate to peers they hold them in high enough esteem to want to emulate them.

In this week’s Collaboration you will engage with your colleagues in a further exploration of the global business environment and the leadership practices within. You will analyse cultural competencies based on the ‘Diagnosing Your Cultural Intelligence’ test on the following link:

https://hbr.org/2004/10/cultural-intelligence/ar/1

To prepare for this Collaboration:

Complete the brief test entitled, ‘Diagnosing Your Cultural Intelligence’ by Earley and Mosakowski (p.4). in the following link:

https://hbr.org/2004/10/cultural-intelligence/ar/1

Consider the challenges and opportunities in a global environment that require effective leadership practice.

Explaining how your cultural intelligence might have an impact on the challenges to leadership.

After identifying at least two specific global leadership challenges that are of particular interest to you.

Discuss the ways that your cultural intelligence are similar or different with regard to the two specific leadership challenges in today’s global environment

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.

5) Turnitin.com copy percentage must be 10% or less.

6) IMPORTANT NOTE: I need you to talk about the Egyptian culture as I am from Egypt.

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

Introduction

The dissolution of economic boarders has been the result of many business operations getting global. As more organisations get involved into mergers and acquisitions, one is highly likely to suppose that enhanced integration between nations, and the internationalization of organizations, would lead to the disappearance of cultural disparities. In reality, as economic boundaries get shattered, cultural barriers are usually erected, an aspect that presents challenges and prospects for the business (Aggarwa, R. 2011). However, various global leadership standards have been identified to be rather effective when applied specifically in a multinational setting. For instance, effective leadership in a global context should always be informed by the firm’s vision, mobilizing an individual towards change, serving by building emotional bonds and also by nurturing individual for future responsibility (Aggarwa, R. 2011). And yet leadership within a multicultural setting can only be effective if the leadership is willing to recognize cultural constrains. This is to say, leaders can only become influential if they are able to acknowledge limitations presented by cultural disparities and by adapting to the culture of a host company.

Challenges and Prospects of International Leadership

International leadership has become a serious challenge in the prose of global commerce, social issues as well as HRM and development. How to undertake international leadership proficiently in the increasingly intricate environment is critical to global business and workforce management. While technological evolutions present the prospect of global economy, in terms of how communication and business is executed, cross-cultural managers should put into consideration at global change as a challenge that comes with prospects for corporate and individual development (Ang and Van Dyne, 2008). Moreover, to be able to adapt rather fast to global transformation, global business educators and purveyors are expected to react swiftly to the effects of demographics, innovation and internationalization with a view to offering specific job skill development, when it comes to international leadership, work related ethics and endless learning (Aggarwa, 2011).

With an increasing demand for information-based organizations, it has become the obligation for both employees and the leadership to cultivate the success of workplace learning and career growth. International leadership in this case, is about building their interpersonal dexterity to manage racial gridlocks that have occurred and to develop persons and groups in the workplace. An effective global leadership should recognize what leadership is required and executed it accordingly (Ulrich & Smallwood, 2012). Persons with diverse cultural backdrops might differ in their view points and expectations of leadership. Owing to the largely Western as well as individualistic viewpoint, the extent to which leadership conjectures especially from the west is executed internationally is a subject of discussion in various quotas. Eastern leadership, for instance is the complete oppose from western leadership in terms of cultural customs and business practices.

To cultivate a timeless leadership, global leaders should demonstrate competence in cross-cultural consciousness and practice. It is therefore imperative to comprehend the importance of leadership and what is expected of it, and to be able to enhance and sustain competent leadership approaches for lasting change (Ulrich & Smallwood, 2012).

Creating Cultural intelligence

Livermore (2011) contends that organizations across the world can only hope to create cultural intelligence pegged on four drivers namely; drive, knowledge, strategy and action.

For organization to become CQ compliant, they need motivation to learn and acclimatize in an environment with diverse cultures. So it also starts with getting interested in knowing what brings to the fore a certain culture. To enhance the underlying motivation, exploration of new cultures and communities is necessary. Organizations should create voluntary projects employees to interact with various departments, firms and cultural groups in bid to building confidence (Earley and Ang, 2013).

While CQ is beyond learning different culture for the sake of learning, being acquainted with how culture shapes one’s behavior, values and belief system is critical. This is to say organizations should encourage employees within a multicultural setting to learn about a culture they find more appealing. This knowledge base will present them with the general outlook of cultural disparities; moreover, it will enhance their understanding of how persons from diverse cultures interact. It starts with the need to understand a country’s chronological account when relocating there, or when assembling a team of local employees (Livermore, 2011).

Organizations that expect to realize this goal have no option but to come up with a strategy that guides their bid to enhance CQ across the company. This approach should stem from what employees have learned from their cultural consciousness, while making strong, cultural schedules in the end. For instance, an employee from South East Asia may consider that saying No is being discourteous (Bhagat, 2006). Why? It would be critical for instance to have a close understanding of how masculine and individualized societies react at any given point. Employees from the west for instance, are brought up with capitalistic mindset where individual success matter a great deal over collectivism. In the same breadth, it requires any company to understand the employees from the East for instance, have been cultured in a masculine society where group efforts are valued over individual input. With this background, it becomes important to keep notes of cultural observations in a multiplicity setting as the best to resolving cross-cultural problems. Ultimately, CQ is about enhancing cultural interaction at work.

This is the last component of cultural intelligence that is associated with behavior and especially the technique used in adapting when things do not work as planned. In most instances, cross cultural interactions are not always smooth, as such, it’s important to think while being in control. For example, an organization should learn business etiquette of the culture they are working to present them with that culture not just business but also social practice (Livermore, 2011). When it comes to observing a different culture, the organization should keenly concentrate to way is going on around. For instance, conversion style, voice intonations and body language. This will help the organization a detailed understanding and effectively interact with that culture.

Conclusion

While the 21^st century is increasingly becoming global, our common human is shrinking day by day, as we get closer and closer. In this respect, as the world gets more integrated, cross-cultural intelligence becomes a critical element. This is evident in modern organizations where employees stem from a diversity of backgrounds. At that point, the issue of CQ has a huge bearing when it comes to corporate leadership and management (Ang and Van Dyne, 2008). Based on the paper CQ allows employees to adapt easily within a multiplicity environment. With CQ, employees are able to sermon cultural strategic thought processes, motivation and behavioral thinking. Managers on the other will be faced with the challenge of working in a multicultural setting. Without CQ, the manager may find it hard to identify the subtle cultural disparity that is usually the genesis of many organization hitches.

Bibliography

Aggarwa, R. 2011. Developing a global mindset: Integrating demographics, sustainability, technology, and globalization. Journal of Teaching in International Business, 22(1), 51- 69.

Earley, P.C. and Ang, S. 2013. Cultural Intelligence: Individual Interactions across Cultures. Stanford Business Books: Stanford.

Ang, S. and Van Dyne L (eds). 2008. “The Handbook of Cultural Intelligence.” New York: ME Sharpe.

Livermore, David A. 2011. “The Cultural Intelligence Difference.” New York: AMACOM,

Bhagat, Rabi S. 2006. “Rev. of Early and Ang, Cultural Intelligence, and Hooker, Working Across Cultures“. Academy of Management Review 31 (2): 489–93.

Ulrich, D., & Smallwood, N. 2012. What is leadership? In W. H. Mobley, Ying Wang, Ming Li (ed.) Advances in Global Leadership (Advances in Global Leadership, Volume 7), Emerald Group Publishing Limited, pp.9-36.

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How we learn is more important than what we learn

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Write a 1200 word argumentative essay that draws on a minimum of four quality sources including at least one from the unit readings.

How we learn is more important than what we learn”

SAMPLE ANSWER

With the current technology, the most appropriate means of acquiring knowledge is via addressing the process of learning instead of what is being learned. There exists various learning methods where the best one, as well as the most appropriate, is being selected. Learning becomes difficult and problematic when the appropriate style is not realize. However, when the appropriate method is being recognized as well as the necessary steps, learning proceeds smoothly and results in improved results. In this essay, various ways of learning that are mostly being preferred are going to be discussed.

The learning style involves the way of studying and learning. It includes processes such as the learning in groups as opposed to alone or learning in the structure instead of unstructured and freer manner. Also, preference for learning of an individual refers to an intellectual approach learning and thus it has in important direction on the proceeding of various individuals in learning[1]. Learning preference also involves the conditions that include the environmental, emotional, physical and sociological. The three major learning styles are the Visual, Auditory, and Kinesthetic. Visual learners prefer learning via seeing such as in diagrams maps and graphs since they have good visual memory. The auditory learners prefer learning via hearing, saying and listening since they have best auditory memory hence benefiting from discussions, lectures interviews, and audio tapes. The kinaesthetic learners prefer to learn via doing and touching since they are best at recalling the events and can associate physical experiences or feelings with memory. However, it is clear that most of human brain blends the three classifications hence the best combination should be selected to facilitate learning.

According model of student engagement in learning, the engagement of the student in the process has a significant importance and make much difference since it serves as the framework for learning. The students should participate in the discussion where the question are being involved. The educators use the feedback of the students, and this gives them an easier task on accessing the progress of the learning of the student. It is a best idea that was being brought about through the analysis of the promotion of the students[2]. According to the analysis that was being carried out by the educators, the automatic promotion of the students hinders negatively the learning process. It is because the students no longer bother about the grades since academic success does not affect their promotion. Hence, it leads to students avoiding to do their work. The student who is found not to be caring. From the first principle of learning, the students, teachers and parents should care about the education as well as the learning process[3]. The students who care about the education should be encouraged to continue with their methods of learning while the students who do not care about learning should be forced and encouraged to do so. It helps in building the culture of thinking and enhances the learning process rather than what is being learned. To support this, it is not an easy duty, and it requires the annoying task that have the connection with goals that have meaning. Radical changes are being needed in the system of learning since most of the trained people are passive learners. They tend to memorize the content, which is just other people’s talking’s rather than using its words in conversation.

There is much power of social connection in enhancing learning via the formal education that is relevant to the society. It also increases the engagement to the underscore of the intensely personal, engaged, invested aspects of learning in a democracy. The social connection involves the connection to family, neighbors, friends and the democratic structure. The Poor social relationship has been leading to weakness in the emotional and social status of an individual. It is being brought about by the much attendance of the meeting and leading to the minimum time being spent with neighbors, friends and others[4].

Of all the possible learning techniques that exist, it has been found that the learning together persists to be the best. It helps in the process of connecting learning to experience and connecting the learner to one another. From the study that was being done at Harvard, it was being found that almost all people learn from each other. Also, it was found that learning together, irrespective of the things being taught, proves to be motivating, effective and excellent for knowledge retention. Learning together also plays a significant role in keeping people learning both formally and informally.

Online learning is enhancing learning too via the creation of much synchronous or asynchronous interactive learning communities[5]. It makes broadly brings out a vivid clearance between success or failure and retention or dropping out. It offers the connective support and connected support to several individuals that are being isolated across distances and among the learners from different backgrounds. Thus, online learning is calling for the need for future initiatives to devise ways of connecting learners with the entire world and all over the knowledge map of higher education to facilitate together learning.

References

Ballard, B and J. Clancy. 1984. Study Abroad: A Manual for Asian Students. 60. Kuala Lumpur: Longman.

Cormier, David. 2014. ‘Learning’s First Principle – The Most Important Thing I Learned This Year | Dave’s Educational Blog’.http://davecormier.com/edblog/2014/12/21/learnings-first-principle-the-most-important-thing-i-learned-this-year/.

Davidson, Cathy. 2015. ‘Why Are We Still Learning Alone? Why Connection Is More Important Than Ever.http://www.hastac.org/blogs/cathy-davidson/2015/02/23/why-are-we-still-learning-alone-why-connection-more-important-ever-f.

Pritchard, Alan. 2008. “Learning Styles.” Studying and Learning at University: Vital Skills for Success in Your Degree, 18-22. London, UK: Sage Publications.

[1] Pritchard, Alan. 2008. “Learning Styles.” Studying and Learning at University: Vital Skills for Success in Your Degree, 18-22. London, UK: Sage Publications.

[2] Ballard, B and J. Clancy. 1984. Study Abroad: A Manual for Asian Students. 60. Kuala Lumpur: Longman.

[3] Cormier, David. 2014. ‘Learning’s First Principle – The Most Important Thing I Learned This Year | Dave’s Educational Blog’.http://davecormier.com/edblog/2014/12/21/learnings-first-principle-the-most-important-thing-i-learned-this-year/.

[4] Davidson, Cathy. 2015. ‘Why Are We Still Learning Alone? Why Connection Is More Important Than Ever.http://www.hastac.org/blogs/cathy-davidson/2015/02/23/why-are-we-still-learning-alone-why-connection-more-important-ever-f.

[5] Pritchard, Alan. 2008. “Learning Styles.” Studying and Learning at University: Vital Skills for Success in Your Degree, 18-22. London, UK: Sage Publications.

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Breaching Experiments Research Paper

Breaching Experiments

Order Instructions:

The first part is a description (the who, what, where, when) of the breach you conducted. I don’t want this part to be overly analytical of other people’s behaviors or your own. I want you to describe the breach in as much hard-boiled detail as you can. In other words, I want you to describe your techniques for creating trouble in a familiar scene of life.

The second part of this write up is analytical. I want you to (1) identify the social norm you breached, (2) discuss how other people responded to your breach, and analyze the “repair work” of other people in order to bring the situation you breached back to “normal.”

The first and second parts must be between 500-600 words each. Total length of this assignment: 1000-1200 words.

SAMPLE ANSWER

Breaching Experiments

Breaching experiments concept relates to the work of Harold Garfinkel and aims at examining the way people react to violations of social norms or rules commonly accepted by the society (Rafalovic 156). Different people react to situations they do not anticipate in different ways. This paper therefore deliberates on the techniques for creating trouble in a familiar scene in life and identifies the social norm breached, how people responded to the breach and repair work that helps to bring the situation to normal.

In our day-to-day lives, we breach these social rules and norms even without ourselves noticing. The reactions of people close to us in most cases indicates that one has done something or reacted in a manner that is not socially accepted or anticipated. Sometimes people may as well create trouble in familiar scenes of life full aware of what they are doing. As an individual, I have find myself acting and behaving contrary to the social norms and rules. This has happened at various occasions at home, school and even at my workplace. Most of the times, this has happened with my full awareness but some instances have happened without my understanding and awareness. For instance, when I was at school, I could find myself asking for clarifications during conversation with my friends on various topics. At the time, I could not understand what exactly I was doing. The technique I can say that I use to cause trouble in situations that I am familiar such as home is the use of background expectancies. This technique enabled me to interpret and decide on how I should behave or act in specific social situation. I do understand that situations and circumstances do vary and the expectation of the people around you as well may vary based on their socialization and other factors such as level of education and so forth. I would make these background expectancies visible by becoming a stranger to the life implying that I produce disorganized interactions n as a way of exemplifying how the structures of activities people engage in on daily basis are created and maintained. For instance, in our culture, it is expected that people of young age show respect to their elders. As a sign of showing respect, the younger is expected to give a seat to an elderly. Doing contrary to this in a society is viewed as going contrary to the social norms and even will lead to ridicule from the members of society. Therefore, in such scenarios, my technique for creating trouble is based on first analyzing the situation and the expectations of the society. The technique I use in such cases is to ignore that I am not aware of what is going on. These behaviors therefore shield me from the public ridicule. Therefore, it becomes very important to understand how to act in these situations to salvage oneself from the wrath of the society who my perceive that you have gone astray. Such behaviors as well contribute to trouble as it elicits criticisms from the members of the society.

Part 2

In our day-to-day interactions, we breach many social norms and rules, some of the norm that people breach are consciously breached while others are not. One of the social norms I breached is failing to respect the queue until my turn to receive service comes. This situation occurred when I visited a bank to deposit my cheque. The queue was long and I was in a hurry. I was tempted to breach the rules and pass a number of people that were already in front of me. It is social norm for people in my culture to follow queues as a sign of respect when waiting for services. The social norms that they use are based on the premise of first come first served. Therefore, coming late and passing those already on the queue is an offense to people especially those that came before you.

When I walked to the counter, people on the queue reacted differently. The bottom line of their reactions was anger and feeling of disrespect. I remember one of them shouting at me and telling me to stop disrespecting them. He was so furious and shouted to an extend that he caught the attention of the people around the bank seeking other bank services. Another person, rebuked me and insulted me, ‘these young people are manner less”. Another person summoned the security officer at the entrance and told him to prevent behaviors of people that are not patient enough on queue threatening that he would also jump the queue if the situation was not contained. I remember one young man who came and tried to grab me and through me out of the queue claiming that, I was not acting in a civilized manner. Their facial expressions and body movements annoyed many of the people. The faces of people I have jumped were pale and full of creases, some begun murmuring and throwing their hands in the air as a way of expressing their annoyance. They exemplified these behaviors in a glimpse of time I decided to breach the norms and jump the queue.

Bringing the situation back to normalcy took some considerable time. The people that had been angered by my actions would not let this habit go on. They had to do what is known as’ repair work’ to contain the situation and curb such incidence of people passing the queue. They vowed in unison to gang against any person that would not follow the queue. They resolved that no individual should allow any person not formerly on the queue to jump them. They as well had to report the matter to the security officer so that he ensures that all the people that need services follows the queue and no one should pass others. I had also to ask for their forgiveness. I had to talk to them and inform them what drove me to behave in this manner and requested for their forgiveness. Many of them even though could not accept my apologies; it however helped to bring their tempers down. The only mistake I did is that I did not inform them or sought the intervention of the person in charge to request me jump over the queue.

In conclusion, as human beings were are expected to act and behave consistent with the social rules and norms. However, we found ourselves acting and behaving contrary to these expectations. It therefore, important to remain sensitive about our behaviors and circumstances we found ourselves to avoid breaching some of the social norms and rules.

Work cited

Rafalovich, Adam. “Making sociology relevant: The assignment and application of breaching experiments”. Teaching sociology 34.2 (2006): 156–163. Print. https://www.jstor.org/stable/20058471

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Individual Reflection: Reflecting on the Topic of Budgeting

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NB/THIS UNDERGRADUATE PAPER NOT A HIGH SCHOOL PAPER

Assignment 2: Individual Reflection: Reflecting on the Topic of Budgeting
Reflect upon the following in terms of the practices of your organization, providing actual examples and scenarios to illustrate your points. Note that if you are not currently employed in a finance or accounting position, you may need to set up a meeting with the person at your organization who can help you to answer the questions included below which are organization-specific.

The Assignment:

Explain how forecasting compares to budgeting.
Identify the key components of the master budgeted income statement.
Identify the key stakeholders in the budgeting process at your organization.
Explain some of the key planning assumptions used in your organization.
Explain how your new understanding of these concepts will impact your decisions in your organization.

SAMPLE ANSWER

Individual Reflection

Question one

Forecasting resembles what is known as the budget. The mechanics applied to come up with forecasting are also the same to that of a plan. However, forecasting is different from a plan. This is due to how it is been used and the type of the data it contains. If the management is able to use the forecasting wisely, it will be a major tool that will ever ensure that the company will never go out of cash. Forecasting helps the management or a company to make informed decision and help adjust to the existing plans according to the latest information available public or private. Company use forecasting as an educated goal and as a budgeting objective, (Lal, & Srivastava, 2009, pg. 887).

Question two

Operational budget

This comprise of the company’s sales, production, direct materials cost, direct labor costs, administrative cost and the cost of goods manufactured. These categories all have their own budget and the most component is sales.

Financial budget

It comprises five different categories. The expected amount for each quarter for a SMEs will vary different, the schedule of the expected cash inflows is based on forecasting such as sale revenues, the cash budget, statement of income stamen and the statement of financial positions of all the budget cash.

Question three

Internal stakeholders

Customers, staffs, and training department

External stakeholders

Project managers and developers

Question four

The organization has the necessary and quality products and services that the consumer want and the company is in a position to produce and sell at a profit, (Vego, & Naval War College U.S. 2009, pg. 32).

Question five

This new concept will help to be able to forecast the expected future cash inflow and outflow of the company major components of the main budget. Also, the budget planning will have to involve all the primary stakeholders. This will help to come up with informed public and private information that will guide the company financial in a given fiscal year.

References

Lal, J., & Srivastava, S. (2009). Cost accounting. New Delhi: Tata McGraw-Hill.

Vego, M. N., & Naval War College (U.S.). (2009). Joint operational warfare: Theory and practice. Newport, RI: Naval War College.

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Using Performance Reports to Inform Organizational Decisions

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Application: Using Performance Reports to Inform Organizational Decisions

Very often, managers are called upon to make decisions “by the numbers.” In this Assignment, you will sort through information provided from the fictitious Honey Bear Confections (HBC) organization in order to glean information you need to make decisions about productivity levels.

HBC is a small organization dedicated to making bear-shaped sweets with honey as a sugar substitute. You have just been promoted to a position as manager of the production department at Honey Bear Confections when your supervisor shows you the following report. She tells you to “get it fixed.” You suspect she is alluding to a problem with productivity and efficiency.
To prepare for this Assignment, begin by reviewing the information below. Additionally, you may find valuable information in your course text, especially Example 6-3.

Honey Bear Confections
Manufacturing Overhead Static Budget Report
For the Month Ended June 20XX
Budget Actual Variance (U of F)
Production in bags of candy 10,000 12,000 2,000F

Costs:
Indirect labor $26,000 $31,200 $5,200U
Supplies $25,000 $29,500 $4,500U
Utilities $19,000 $22,500 $3,500U
TOTAL $70,000 $83,200 $13,200U

The Assignment:
o Prepare a performance report using spreadsheet software, such as Excel.
o For the next section of this Application, please utilize a word processing software (such as Word) to complete the following:
o Write a short memo to your supervisor explaining your findings and your recommendations.
o In your memo, as part of your recommendations, take a position on the following: Do all the variances in this example need to be examined? Why or why not?

SAMPLE ANSWER

Memo

To: Supervisor HCB company

From: financial analyst

Date:

Dear sir/madam

Ref: PERFORMANCE REPORT

From the above information, it can be deduced that the company should follow the budgeted cost rather than use the actual cost.

Yours faithfully

The actual cost for the production of 10000 and 12000 variances should be considered because they bring loss to the company.

References

Brockett, A., & Rezaee, Z. (2013). Corporate sustainability: Integrating performance and reporting. Hoboken, N.J: Wiley. https://www.wiley.com/en-us/Corporate+Sustainability%3A+Integrating+Performance+and+Reporting-p-9781118122365

Vreeland, D., & Vreeland, A. (2013). Memos: The Vogue years, 1962-1971. New York: Rizzoli International Publications.

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Non-Small Cell Lung Cancer Assignment

Non-Small Cell Lung Cancer

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its the same essay you advertised dated 8 April 2014(symptom management case study)my case study is about a patient newly diagnosed non small cell lung ca .contact me on my email if need clarification,its more reliable,supported relevant evidence should be no more than 5 years.

SAMPLE ANSWER

The case study is about a 72-year old female patient (Jane) that has been diagnosed with non-small cell lung cancer (NSCLC). The woman has three adult children that don live with her. Unfortunately her husband passed away and she has no one to take care of her. It is for this reason that Jane needs nursing care.

Non-Small Cell Lung Cancer

Most of the patients that have been diagnosed with this illness have smoked in sometime in their past or are smoking. However, some of the other factors that result in the development of NSCLC include; radon (a radioactive gas commonly found in rocks and soil), air pollution, radiation therapy to the chest, asbestos, and HIV/AIDS (Kitchens, Kessler & Konkle, 2013, Pg. 89). It is also hereditary.

Symptoms of NSCLC

Mostly, lung cancer cells do not cause symptoms until they have spread many organs. However, symptoms have been detected in NSCLC. Patients with NSCLC have the following symptoms;

A persistent cough that keeps worsening
Pain in the chest. The pain gets worse when the patients breathe deeply, cough or laugh (Giaccone, 2012, Pg. 37).
Hoarseness
LOSE weight as well as appetite.
Cough up rust-colored sputum or blood
Have short breath
Fatigue
Have recurrent infections of bronchitis and pneumonia
Wheezing

NSCLC begins severe and spreads to other body organs. At this stage, the patients experience pain the bone, neurologic changes such as headaches, numbness of the arms, problems in balancing, and dizziness (Leary, 2011, Pg. 45). When NSCLC affects the liver, the patients’ skin becomes yellow (jaundice). When NSCLC affects the lymph nodes and the skin, lumps start developing on the body surface. Most of these conditions are likely to be caused by other conditions apart from NSCLC.

Consequences of the Symptoms to the Patient and the Family

When serious disease or disability strikes a person, the whole family is affected by the illness process as well as the entire health care experience. In the case study, Jane’s illness disrupts her whole family. Her illness has made her sons change their lifestyle and take on some role functions of Jane, which in turn has affected their normal role functioning. For instance, the eldest son, who is also a father of two, has been forced to take leaves to console his mum. His sons have also been forced to arrange for their parents care.

Jane’s illness has also caused additional strain due to economic problems and interruptions. NSCLC requires expensive therapy procedures and costly medications too. However, on a positive note, Jane’s illness has brought her family close together. She has had the opportunity to re-unite with her sons who have been busy all through. The sons have been forced to adjust their priorities and forgo some plans to just take care of their ailing mum. They also live in fear of their mum passing on.

To Jane NSCLC has caused her to undergo immense suffering. She feels a lot of pain that causes deep sorrow. She has lost her weight and has no appetite; she even sometimes regrets and feels as if she is a nuisance to her sons by making them visit her every now and then to confirm how she is fairing. NSCLC is a life-threatening disease; its symptoms have trouble Jane to a point that she feels that she should just rest in peace instead of going through intense suffering. This has led to Jane being assigned counseling officers to encourage her and let her know that there are some patients that were in the same condition that she is in but have then recovered and resumed their normal duties.

Goals of Care

Every person and every illness is peculiar. After patients such as Jane have been diagnosed with NSCLC, nursing care is aimed at;

Relieving pain and other NSCLC associated symptoms
Addressing patients’ spiritual as well as emotional concerns of the patient and their families.
Coordination of care
Improving the patients’ quality of life during their illness.

For instance, a palliative care nurse has been assigned to Jane. The nurse prescribes medications and other therapies to help treat Jane’s pain, shortness of breath, constipation, and other symptoms. Jane also has a social worker who has been charged with the responsibility of acting as Jane’s advocate on her behalf and family. She also has a chaplain who offers her spiritual support and aids her in exploring her values and beliefs. The care is also aimed at updating Jane’s family on her progress and necessary medical information.

Nursing Care Plan for NSCLC Patients

Nursing care for patients suffering from lung cancer deals with comprehensive supportive care and educating patients on how to reduce the complications they are experiencing with an aim of speeding recovery from radiation, surgery, and chemotherapy (Almeida & Barry, 2011, Pg.67). The following are nursing’s care plans for patients with lung cancer;

(I)Impaired Gaseous Exchange

Impaired gas exchange is associated with a change in the supply of oxygen and a decreased oxygen carrying capacity of the blood. Patients present with cyanosis, restlessness, dysnea, and hypercapnia (Kumar & Eng, 2014, Pg. 26). Nursing care plan is provided to the patients with these symptoms with an aim of improving ventilation and sufficient oxygenation of body tissues. The care plan also targets freeing symptoms of respiratory.

Nursing Interventions

-To achieve the above patient outcomes, nurses should examine respiratory rate, depth, and ease of respirations. They should also monitor accessory muscles, variations in the color of the mucous membrane, pursed-lip breathing, and cyanosis (Lam & Cavallari, 2013, Pg. 73). Patients may have an increased respiration as a result of pain or as a compensatory mechanism that is triggered in order to accommodate the loss of lung tissue.

-Nurses should also auscultate the patient’s lungs to examine movement of air or abnormal breath sounds.

-Restlessness and variation in mentation or consciousness should also be investigated. This procedure may demonstrate high levels of hypoxia and mediastinal shift complications that could be accompanied with tachycardia (Newman, 2010, Pg. 851).

– Evaluation of the patients’ response to an activity. Nurses should allow patients to have rest periods and reduces activities to promote patient tolerance. Surgery and increased consumption of oxygen can lead to dysnea. However, patients should participate in early mobilization to aid in preventing pulmonary complications as well as obtain efficiency in their circulatory and respiratory systems.

– Finally, nurses should monitor and record ABGs and levels of hemoglobin (In Matzo, & In Sherman, 2015, Pg. 143). Low partial oxygen concentration and high carbon dioxide may necessitate the need for ventilator support.

(ii)Impaired Airway Clearance

Can be linked to restricted chest movement, fatigue, and increased secretion of mucous in the airway. Patients present with dysnea, abnormal sounds of breath, and ineffective cough (Kumar & Eng, 2014, Pg. 243). Nurses provided care that is aimed at clearing these abnormal sounds and decreasing secretions.

Some of the interventions that are involved include;

Observing the amount and appearance of sputum and other aspirated secretions. Initially, increased amounts of watery, colorless or blood streaked secretions are normal (Davey, 2012, Pg. 67). However, such secretions should decrease as the patient progresses with recovery.
Patients should be encouraged to have oral fluid intake of approximately 2500mL/day within tolerance of the cardiac activity. This is because adequate hydration helps in keeping secretions loose and also promotes expectoration.
Clinicians administered bronchodilators, analgesics, and expectorants. This will aid in improving airflow, increase production of mucous, liquefy, and reduce viscosity of secretions.

(III)Acute Pain

The pain may be due to surgical incision, disruption of nerves, and tissue trauma. Chest tubes and invasion of NSCLC into the pleura may also be a cause of pain (In Palmer, In Brown & In Hobson, 2013, Pg. 56). Clinicians will learn that patients are experiencing pain when the patients have verbal discomfort, guard the area that is affected, are restless or have changes in blood pressure and respiratory rate.

Nursing Care Interventions

-Care providers should evaluate the patients’ verbal and non-verbal pain cues whereby discrepancy between non-verbal and verbal cues would indicate the degree of pain.

– They should encourage measures that minimize pain such as changing the patient’s position, supporting them with pillows, and back rubbing patients.

Barriers of NSCLC Symptom Management

Poly-pharmacy

Studies have shown that cancer is associated with 13% increase in medical use (Jeremić, 2011, Pg. 92). Some of the factors that result in poly-pharmacy include age-related physiologic changes and multiple chronic conditions. When cancer patients take multiple drugs, adverse drug reactions take place. This poses as one of the biggest threat in management of cancer patients.

Frailty among older patients who might have experienced loss of organ function and general decline of overall health is also a barrier in management. Frail patients require careful considerations of appropriate non-pharmacologic and pharmacologic approaches.

To aid in tackling some of these barriers care providers may use non-pharmacologic practices such as acupuncture, Tai Chi, yoga or acupressure which have been reported to have tremendous positive effect in cancer survivors (Ellis, Calne & Watson, 2011, Pg. 231).

References

Giaccone, G. (2012). Systemic treatment of non-small cell lung cancer. Oxford: Oxford University Press.

Kitchens, C. S., Kessler, C. M., & Konkle, B. A. (2013). Consultative hemostasis and thrombosis. Philadelphia, PA: Elsevier/Saunders.

Ellis, H., Calne, R., & Watson, C. (2011). Lecture Notes: General Surgery. New York, NY: John Wiley & Sons.

Perry, M. C., Doll, D. C., & Freter, C. E. (2012). Chemotherapy source book. Philadelphia: Wolters Kluwer/Lippincott Williams & Wilkins.

In Palmer, K. T., In Brown, I., & In Hobson, J. (2013). Fitness for work: The medical aspects.

Jeremić, B. (2011). Advances in radiation oncology in lung cancer. Berlin: Springer.

Rohde, G., & Subotic, D. (2013). Complex Pleuropulmonary Infections: European Respiratory Monograph 61. Sheffield: European Respiratory Society.

Sinclair, A. J., Morley, J. E., & Vellas, B. (2012). Pathy’s Principles and Practice of Geriatric Medicine. New York, NY: John Wiley & Sons.

Taktak, A. F. G., & Fisher, A. C. (2012). Outcome prediction in cancer. Amsterdam: Elsevier.

Davey, P. (2012). Medicine at a Glance. New York, NY: John Wiley & Sons.

In Matzo, M., & In Sherman, D. W. (2015). Palliative care nursing: Quality care to the end of life.

Kumar, D., & Eng, C. (2014). Genomic Medicine: Principles and Practice. Oxford: Oxford University Press.

Lam, Y.-W. F., & Cavallari, L. H. (2013). Pharmacogenomics: Challenges and Opportunities in Therapeutic Implementation. Burlington: Elsevier Science.

Roth, J. A., Cox, J. D., & Hong, W. K. (2011). Lung Cancer. New York, NY: John Wiley & Sons.

Small cell lung cancer: New insights for the healthcare professional (2011 edition). (2012). S.l.: Scholarly Editions.

Newman, W. G. (2010). Pharmacogenetics: Making cancer treatment safer and more effective. Dordrecht: Springer.

Almeida, C., & Barry, S. (2011). Cancer: Basic Science and Clinical Aspects. New York, NY: John Wiley & Sons.

Pass, H. I., Pass, H. I., & International Association for the Study of Lung Cancer. (2010). Principles and practice of lung cancer: The official reference text of the IASLC. Philadelphia: Wolters Kluwer Health/Lippincott Williams & Wilkins. http://www.academia.edu/11476728/Principles_and_Practice_of_Lung_Cancer

Leary, A. (2011). Lung cancer: A multidisciplinary approach. Chichester, West Sussex, UK: Wiley-Blackwell.

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The Three Stages of Discipleship Essay

The Three Stages of Discipleship

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In your paper, analyze and summarize the 3 stages of discipleship. Give ideas and suggestions for each stage and discuss how you plan to develop and implement those ideas in your church ministry context.PLEASE, NO FORM PLAGIARISM WILL BE TOLERATED.

SAMPLE ANSWER

The Three Stages of Discipleship

The concept of discipleship first came about in the New Testament during the time when Jesus was selecting followers who would help him to run the affairs of his ministry and then further it when he resurrected and ascended to heaven. In today’s Christian circles this concept is still alive and well with people deliberately deciding to dedicate their lives for the furthering of ministry work. While there are no clear stages in the Bible for discipleship, it is widely accepted and believed that this concept is indeed supported by scriptural examples. There are three main stages of discipleship. These are the basic stage, intermediate stage and finally advanced stages of discipleship (Grover, 2012).

The basic stage of discipleship is more of an introductory phase where one has just been introduced to this idea and it entails a lot of familiarization with the core aspects of discipleship. One learns to define discipleship, describe what it is composed of (Grover, 2014). In my local church ministry, I believe it will be important for this concept to be well explained with spiritual backing.

The intermediate stage commences as soon as one has adequately grasped the concept of discipleship. It entails a lot of planning and analysis of opportunities where discipleship can apply in real life. It is crucial that new disciples learn through the accomplishment of attainable goals rather than lofty ones whose failure may discourage new disciples in the ministry (Hull, 2012).

The third stage of discipleship is advanced discipleship. The process that takes place here is similar to the deployment of soldiers to the field (Hull, 2014). One gets to put into practice the things he or she has learnt and also the things that were planned. While action is important at this stage, it is also highly necessary to engage in evaluation by comparing the actions being undertaken with the basic concepts so as to ensure one does not go or lead other members of the ministry astray while doing things in the name of discipleship.

References

Grover, Rick. “Faith Development Theory: Handmaid to Biblical Discipleship.”Leaven 7, no. 2 (2012): 7. https://digitalcommons.pepperdine.edu/cgi/viewcontent.cgi?article=1594&context=leaven

Hull, Bill. The complete book of discipleship: On being and making followers of Christ. Tyndale House, 2014.

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Crisis Management Essay Paper Available Here

Crisis Management

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Crisis Management
Organizational leaders often see crisis as a uniformly negative event that should be avoided at all costs. They often focus crisis management efforts on trying to predict every negative situation that could possibly occur and developing a plan to avoid them. Such an approach is impractical according to researchers Antonacopoulou and Sheafer (2011) because unexpected crises are an inevitable part of business. Moreover, they propose “a dynamic view of learning and crisis as central to manage¬ment and organization practices” (p. 4). Crises, they say, not only happen during large-scale disasters but also occur on a smaller scale each time someone is pressured to make a decision for which prior solutions are inadequate. These situations force people to “make new connections” among existing knowledge to arrive at novel solutions. Research such as this suggests that crises can be learning opportunities.

To prepare, identify a crisis the organization that you chose for your SSP (Apple Inc.) has faced in the past, a crisis that it is currently facing, or a crisis that a competitor in that industry has faced that your selected organization may face in the future.

Write a 4 paragraph (2 page word document minimum) explanation of the crisis that you selected and a crisis management response recommendation. Include an analysis of

– the ethical implications of that recommendation.

– Reference at least one scholarly peer-reviewed resource in your recommendation.

Resources:

• Senge, P., Smith, B., Kruschwitz, N., Laur, J., & Schley, S. (2008). The necessary revolution: Working together to create a sustainable world. New York, NY: Broadway Books.
o Chapter 19, “Innovation Inspired by Living Systems” (pp. 285–291)

In Chapter 19, the authors highlight printing and photocopying company Xerox’s “Lakes Project.” The authors explain the innovation that was inspired by living systems after several employees spent time observing natural living systems. The author demonstrates how companies have connected nature’s approach, also known as systems thinking, to their business and product development models.
o Chapter 20, “Unleashing Everyday Magic” (pp. 292–301)

In Chapter 20, the authors suggest that a shift from a negative outlook to a positive outlook regarding sustainability is required. The authors stress that becoming part of the solution instead of ruminating about problems that lie ahead for businesses requires optimism. The authors remind readers of the lack of success of many well-known “anti” campaigns and caution against the act of demonizing those who are perceived as having done wrong. They suggest that necessary changes occur most effectively if approached with positive attitudes and feelings of empowerment.
o Chapter 22, “From Low-Hanging Fruit to New Strategic Possibilities” (pp. 310–323)

In Chapter 22, the authors provide strategies and examples to help companies move from making small sustainable changes to escalating their efforts toward larger sustainable solutions. The authors purport that for those companies whose main product offering is not in alignment with sustainable futures, it is still possible to change course to harness emerging business opportunities.

SAMPLE ANSWER

Crisis Management

Crisis faced by Apple Inc’s competitor BlackBerry Limited

A crisis is basically anything that can damage the financial performance of an organization; that can threaten a significant business unit or product line; can harm the well-being and health of staffs, consumers, the environment, or surrounding communities; or can destroy the trust of the public in an organization, or can destroy the organization’s image, and reputation. The selected company is Apple Inc., which operates in the Electronic Equipment industry and is well-known for its iPhone smartphones. In the smartphones business, one of Apple’s direct competitors is BlackBerry Limited.

In the year 2013, BlackBerry Limited faced a crisis that Apple Inc may face in the future. Hamblen (2013) reported that BlackBerry’s senior managers would seek a review by Canadian and American securities officers of what it referred to as a misleading and false report by Detwiler Fenton, an investment analyst. Following a research, Detwiler reported that in several cases, the returns of Blackberry Z10 smartphones are more than sales, a phenomenon that has never been observed previously (Hamblen, 2013). BlackBerry stated that the statistics of return rate reveal that the company is below or at its forecast and actually in proportion to the industry. Suggesting otherwise, according to the firm’s officials, is either willful manipulation or gross misinterpretation of the data. BlackBerry added that Detwiler’s conclusion is totally with no basis and that the company would challenge it (Hamblen, 2013).

All in all, BlackBerry’s officials stated that Detwiler’s findings that its smartphones were being returned in very high numbers was absolutely false, and that they would seek an Ontario Securities Commission and U.S. Securities and Exchange Commission review. BlackBerry specified that Z10 sales are actually meeting expectations and data gathered from its carrier and retail partners shows that consumers are satisfied with their BlackBerry Z10 devices (Hamblen, 2013). In essence, this misleading and false report said that customers are returning BlackBerry’s Z10 smartphones in very high numbers. Market reaction to this report by Detwiler resulted in a 7.8 percent decline in the company’s stock a week later, down to $13.55 a share (Hamblen, 2013). This crisis greatly threatened the reputation and image of BlackBerry Limited. Such a crisis involving misleading and false report is one that Apple Inc. may face in future.

Crisis management response recommendation

If Apple Inc faces such a crisis in future, it is recommended that its senior managers tell the truth regarding the incidence and tell it speedily (Senge et al., 2008). In general, an organization has less than 24 hours to speak out its version of the truth. After that, external stakeholders especially the media would have tapped into tertiary and secondary experts who would have their own viewpoints with regard to what has occurred. The ethical implication of this recommendation is that the organization should not lie to the media reporters and to the public. If indeed there were many Apple product – for instance iPhones – returns, the company should say so to the media reporters and to other external stakeholders. It is notable that today’s world is one in which the truth could be revealed very fast. A manager being caught telling lies about his or her company’s inappropriate actions or lying about sales can really devastate his or her organization (Senge et al., 2008). Generally, an attempted cover-up could turn a media reporter into a folk hero. There could be a huge payoff for revealing wrongdoing of an organization.

References

Hamblen, M. (2013). BlackBerry, in latest crisis, says report of high Z10 returns is ‘false.’ Computer World. Retrieved from http://www.computerworld.com/article/2496596/smartphones/blackberry–in-latest-crisis–says-report-of-high-z10-returns-is–false-.html

Senge, P., Smith, B., Kruschwitz, N., Laur, J., & Schley, S. (2008). The necessary revolution: Working together to create a sustainable world. New York, NY: Broadway Books.

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What is cultural intelligence? Essay Paper

What is cultural intelligence?

Order Instructions:

• What is cultural intelligence, according to the books or journal articles you found?
• Why is cultural intelligence important for HR practitioners?
• What are three recommendations to help develop one’s cultural intelligence?
• How well-developed is your cultural intelligence, and what tells you that?
• Considering what you read on the Southern Poverty Law Center’s site, why is cultural intelligence important, even if your career is exclusively in the United States?

SAMPLE ANSWER

What is cultural intelligence?

Cultural intelligence spells out an individual’s capability to work or relate across different cultures in an effective manner (Winn, 2013, p. 10). In essence, it refers to the natural ability exhibited by an individual in interpreting unfamiliar gestures in the same manner that the person from the specific culture would (Stening, 2006, p. 74). Cultural intelligence has gained popularity over the years as the world increasingly becomes a global village and cross-cultural organizations continue to emerge (Livermore, 2010, p. 3). Individuals must therefore be in a position to understand others effectively in order to communicate and co-exist effectively.

Importance of cultural intelligence for HR

The relevance of cultural intelligence for HR practitioners in indisputable, as portrayed by various studies which have sought to identify the significance of culture on managerial behavior (Winn, 2013, p. 10). This is often driven by the fact that workplaces are becoming increasingly multicultural and managers must therefore understand cultural impact and how to deal with it positively to promote organizational performance (Winn, 2013, p. 11). Human resource practitioners should definitely be interested in cultural intelligence as it helps them make effective decisions during selection, recruitment, training and development of their employees (Stening, 2006, p. 74-76). Before sending employees on assignment as expatriates for example, the HR manager would need to determine who are best suited for the assignment, as well as the kind of training required for the individuals to effectively interact with persons from a different religious, ethnic and linguistic background. Effective understanding of cultural intelligence is also of great importance in promoting a cohesive workforce, resolving intercultural conflicts and addressing ethical dilemmas (Livermore, 2010, p. 2).

Developing cultural intelligence

The following three recommendations can help an individual to develop cultural intelligence.

Have the drive: Developing cultural intelligence calls for one to have motivation or interest to understand and learn another culture. When interest is shown towards a particular aspect, the mind also opens and allows for learning to take place (Livermore, 2010, p. 5).

Acquire knowledge: Understanding another culture is not an easy task and someone must therefore invest in acquiring relevant knowledge (Livermore, 2010, p. 5). This includes learning how culture influences behavior, beliefs and values. Knowledge can be acquired through constant interaction with members of different cultures and groups, reading cultural history and literature on beliefs, values and behavior, observing behavior of people from different culture especially when they interact with each other and learning foreign languages (Stening, 2006, p. 76).

Action: This refers to how you utilize acquired knowledge and generally portray your cultural intelligence. In essence, it involves utilizing the knowledge learned during one’s interactions with people from different cultures, gaining experience and learning from mistakes (Livermore, 2010, p. 5-6). With time, an individual becomes naturally capable of intercultural interaction and hence becomes culturally intelligent.

My cultural intelligence development

I consider my cultural intelligence quite advanced; having lived, schooled and interacted with people from vast cultural backgrounds. I do not have major difficulties in interacting with people from different communities and I am able to adapt to my surroundings quite easily. In most circumstances, I can effectively build rapport with people from different cultures without any difficulty. This is because I have taken the time to interact with others from similar cultures and learn more about their behavior, values and expectations. In addition, I can effectively pick out peoples’ needs and emotions through cultural intelligence by being in tune with their beliefs, values, attitudes, expressions and body language. Through cultural intelligence, I have learned to monitor my own actions and refrain from judging others and relying on stereotypes. Instead, I always take my time to observe and adapt to my behavior according to the people I am interacting with. While I may not be an expert in every culture, I often use my observation, intelligence and empathy to understand people and situations and thus understand the behavior of others.

Importance of cultural intelligence

Cultural intelligence is of great importance even for people whose careers will be exclusively in the United States. Having read on the Southern Poverty Law Center, it is apparent that this institution handles people from numerous social and ethnic backgrounds and having cultural intelligence is of great relevance to people who work in such organisations. This is mostly so because of its popularity in dealing with victims of hate groups, discrimination and racial segregation. Each individual requiring civil rights litigation comes with the expectation that they will be understood and treated well by those serving them despite of where they come from. Accordingly, possessing cultural intelligence would ensure that individuals can be treated with empathy and that their needs can be identified effectively in order to provide the required assistance. As noted by Winn (2013, p. 12), cultural intelligence is highly important in understanding the behavior of others; which in turn plays an important role in the development of interpersonal interactions. The more an individual is exposed to people from different cultures, the more culturally intelligent they should be in order to work well with others and also ensure that they can fit in anywhere without many challenge.

References

Livermore, D. A. (2010). Leading with Cultural Intelligence : The New Secret to Success. New York: American Management Association, AMACOM Division. Rretrieved from http://eds.b.ebscohost.com/ehost/ebookviewer/ebook/bmxlYmtfXzI5NDY3MV9fQU41?sid=fa3312dc-4865-477a-900a-1fbe2ca4f9de@sessionmgr113&vid=3&hid=119&format=EB

Stening, B. W. (2006). Cultural Intelligence: Put it (High) on the Asian HRM Agenda, Research and Practice in Human Resource Management, 14(2), 74-84. Retrieved from http://rphrm.curtin.edu.au/2006/issue2/cultural-intelligence.html

Winn, B. (2013). Learning to lead with cultural intelligence (CQ): When do global leaders learn best?. People & Strategy, 36(3), 10-13. Retrieved from http://eds.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=fa3312dc-4865-477a-900a-1fbe2ca4f9de%40sessionmgr113&vid=6&hid=119

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