Discuss how a court will determine whether there has been a wrong dismissal and the remedies that the court can award for wrongful dismissal
SAMPLE ANSWER
Wrongful dismissal
Wrongful dismissal involves the termination of an employee’s contract of employment in a manner that breaches the terms of employment contract. In the US, there is no specific law that establishes the factors for determining whether or not there is a wrong dismissal. Courts have, however, established acts that constitute wrongful dismissal (Sealy & Hooley, 2009).
The courts have established that an employer does not need to be nice or even rational to the employees. Employees can be dismissed for various reasons as long as they are not prohibited by public policy or law. According to the ‘employment-at-will’ doctrine, an employer is not bound to maintain a relationship with the employee and he or the employee, may end it any time. A claim on wrongful dismissal may be based on various grounds including: breach of contract claims, violation of freedom of speech, refusal to provide necessary work leave, whistleblower or retaliation claims, sexual harassment, public policy violations, and discrimination. Discrimination on grounds of age, gender, medical condition, disability, sexual orientation, national origin, religion, and race is the most common ground for wrongful dismissal on which many employees file their claims.
The remedies that may arise from the claim of wrongful dismissal include monetary compensation for the wrongfully dismissed and/or reinstatement of the dismissed employee. The remedy is intended to put the plaintiff employee back to the position in which he was prior to the wrongful dismissal. Compensation may be in terms of damages in terms of salary and benefits lost in the course of the wrongful dismissal. Additionally, the wrongfully dismissed employee may be awarded punitive damages, damages for suffering and pain, attorney fees, and any other remedies.
Reference
Sealy, S. L. & Hooley, R. J. A. (2009). Commercial Law: Text, Cases and Materials. OUP.
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Differences between agent, employee and independent contractor
Differences between agent, employee and independent contractor
Order Instructions:
explain how the court will determine whether a person is an employee, an independent contractor, or an agent.
SAMPLE ANSWER
Differences between agent, employee and independent contractor
The differences between an employee, agent and independent contractor are established by various factors such as the degree of skill used in performing the job, the mode of payment, the regularity of the work in the company’s business, whether the work forms part of the ordinary business of the principal, and the tools and materials used in doing the job (Megerdomian, 2010).
While the agent and employee work under the control and direction of the principal, an independent contractor acts as a separate and distinct entity. Thus, an independent contractor provides service in accordance with his own control and direction. Employers do not determine the manner, means and details of the job done by independent contractors. However, an employee does not act as a separate and distinct entity but works in the employer’s business, under the direction and control of his employer.
An employer is also distinguished from an employee in line with the mode of payment. An employee is on the employer’s payroll and receives regular payment. However, an independent contractor receives payment by the job done. Another difference is that an independent contractor uses his own tools and materials in carrying out his work while an employee uses tools and materials provided by the employer.
An agent is a person acts in accordance with the authorization of the principal. The authority may either be actual, apparent or ratified. An agent may operate either as an independent contractor or an employee who provides service for the principal on a regular basis. Nevertheless, a fully independent third party is capable of being an agent without having any status of an independent contractor or employee.
For this essay (entry) it is required to maintain a weekly journal, documenting important aspects of leadership they encounter over the duration of the module. Entries into the journal may include examples of leadership personally witnessed or insights gained through readings or class discussions.
1)I want 2 entries each one is around 100 words, and each entry is in separate word document.
2)Entries should be placed in a journal.
3)Entries should be based on your learning experience after reading the attached files.
4)You are free to follow your own format as long as it is logically structured.
5)Note:To prepare for this essay please read the required articles that is attached.
SAMPLE ANSWER
Journal Entry
Journal Entry 1: Authentic Leadership
Authentic Leadership
A key aspect of leadership that I encountered over the duration of the module was authentic leadership. I learned what authentic leadership means and what it encompasses. Authentic leadership entails realizing that one’s followers have great potential and that by allowing them to exploit this potential, they can be more productive and self-independent (Mital & Dorfman 2012). Leaders who exemplify authentic leadership give emphasis to strong self-knowledge, high levels of integrity, as well as a profound understanding of mission or purpose. I also got to learn about some people in the aviation industry who exhibit or have exhibited authentic leadership. These are Sunil Joshua, the Commercial Training Manager at Etihad Airways who empowered his trainers to a level where they did not depend on him to run their daily routines, and Paul Asquith of British Airways who formulated a duty segregation approach aimed at encouraging participation of employees in decision making.
Journal Entry 2: Servant Leadership
Servant Leadership
I have also learned about what servant leadership is all about and what a person who demonstrates this leadership approach should exemplify. Servant leadership models, as Mittal and Dorfman (2012) pointed out, are anchored in the human drive of a person to bond with other people and contribute to the society’s betterment. Servant leadership accentuates service motivation as exhibited by empowering and developing individuals with humility and empathy, and this emphasis distinguishes this leadership framework from others (Mittal & Dorfman 2012). Servant leaders are also listening. I learned that the servant leadership framework can bring about significant benefits to the way the business is developed and operated and can positively affect the company’s bottom line. A leader who exemplifies servant leadership may actually privilege the relationship between the follower and the leader although this leadership framework focuses less on attaining wider change goals.
References
Mital, R., & Dorfman, PW 2012, Servant Leadership across Cultures. Journal of World Business, 47(4): 555–570.
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In our day-to-day interactions and activities, we encounter various issues that affect the way we live and execute our duties. Behaviours of workers follow different systems already established. Theories as well enhance our understanding of these behaviors. Many researchers have applied different theories to guide their research and make sense of their various findings. Therefore, understanding various concepts of theories, ways of contributing to theory, types of theories among many others is important in understanding the way people work and even the way culture affects people behaviors at their work place. This dissertation therefore, deliberates on the different concepts and understanding of theories. The first part of the paper discusses scholarly views on nature and types of theories by comparing and contrasting views that constitutes of a theory incorporating Gelso (2006), Wacker (1998) and Harlow (2009) and other peer reviewed articles. The second incorporate Ellis & Levy (2008), and Harlow (2009) to establish how both qualitative and quantitative research contributes to theory. Ways that research contributes to theory is also deliberated. The last section deliberates on cultural competency theory in a work place, how it contributes to our understanding of the field and deliberates on two areas of controversy that relate to the theory.
Literature review
Part 1
For many years, different scholars have elicited mixed views of what constitutes a theory (Wacker, 1998; Gelso, 2006., &Harlow 2009). This discussion, has contributed to the development of huge chunks of information and ideas on the same. For that reason, a number of researcher use classification systems and typologies to describe different types of theories in the context of their functions, purpose goals and boundaries. Despite the fact that these controversies exist, comparing and contrasting their views enlarges our understanding of the theories. Gelso (2006), Wacker (1998) and Harlow (2009) capture the three major views that constitute a theory. Wacker (1998) argues that operationalization of the definition of a theory should be tied to the appropriate components of a theory, “Operationalization of the definition of theory should directly be tied to the necessary components of theory” (Wacker, 1998, p. 363). Wacker argues that a theory is composed of four major components. One of the components is definitions, second is domain of applicability, third is a set of relationships of variables and lastly specific predictions or factual claims. A theory need defining to understand what it s meaning. It should be able to provide assistance or be applied in a given field. A theory should as well be able to create a relationship between various variables and should be able to provide predictions specifically relevant to a certain situation. The views held by Gelso (2006) are developed from those of Ryschlak (1968) who claimed that any good theory require to be explicitly stated with the intention of formulating a logical consistent and mutual interdependent body of knowledge. He further stated that a theory serves a number of functions. These functions include delimiting, descriptive, generative and integrative. Gelso (2006) develops this thought and argues that any theory is expected to have a scientific value and should be broad hence, go beyond simple propositional level. Theories therefore need not to describe and explain phenomena effectively only but should have or place a limit on what is examined and as well should be generative to stimulate in-depth or further investigation. Gelso (2006) therefore has developed eight constructs that guides his definition of theory. The construct that make up a theory include the following; explanatory power, descriptive ability, testability, heuristic value, parsimony, integration, comprehensiveness, clarity and delimitation. The construct are based on the assertion that any theory has the capability to generate research and the research generated can refine the theory. A theory even though need to have integrative function to accommodate various contradictory propositions, it must as well exhibit characteristics of parsimony meaning that it should have ideas and constructs that can aid in explanation of the phenomenon under investigation. Harlow (2009) on the other hand holds the view that a theory need not to have a universal or fixed meaning but need to consider the competing research paradigms. Therefore, this implies that a theory has the capability to suggest a determining law, laws or systems in natural sciences or can elicit constructs set that aid in understanding phenomenon.
Despite these views from these three scholars, many more researchers have developed their own ideas and constructs of what they do understand about theories in relation to the competing world paradigms (Gay & Weaver, 2011). Different taxonomies exist in relation to theory due to various approaches to theory, conflicting assumptions, competing conceptions and intellectual curiosity based on their individual worldviews. According to Gay and Weaver (2011), the approach to theory that researchers decide to apply depends on the research goals and assumptions. This means that researchers will utilize certain theories and ignore others based on the goals they want to attain and the individual assumptions about the importance of the goal to the current situation faced. Conceptual development of a theory is an informed concept framework that researcher can employ to have an initial understanding and explanation of the nature dynamics concerning an issue, phenomena, problem, that the theory focuses on. DiMaggio (1995) provides three views of what he perceives a theory needs to be. One is that a theory should cover laws, theory is enlightenment and it is a narrative. This means that a theory is abiding and provides a sense of direction or knowledge and is written in a narrative way to enhance understanding of what it means.
Even though there are many competing views, examining the relationships between theory and related paradigms, concepts, hypothesis, models is important to gain an explicit view on the types and nature of theory. Kerlinger (1986) states that a theory consists of two or more constructs, concepts, abstracts, definition, propositions hypothesized with review of phenomenon to predict and explain the phenomena. Theories therefore have theoretical propositions and hypothesis that come from these propositions. According to Sutton and Stow (1995), hypotheses are important bridges between theory and data. Propositions on the other hand are statements used to express the relationship of two or more concepts. Concepts on the other hand according to Bachman and Schutt (2007) means ‘mental image that summarize a set of similar observations’ (p. 72). Models even though are employed by researchers to demonstrate or indicate connectedness of variables within a theory they are not part of the theory. Paradigms on the other hand are general ways of how researchers view the phenomenal world while on other hand, theories are defined as systematic sets of interrelated constructs and statements used in explanation of some aspects that relates to social life (Gray & Weaver, 2011, p, 26).
Part 2
Theory plays a central role in research and there exists a relationship between theory and research. Even though, in most instances, theory guides research, they are interrelated and dependent on each other when it comes to making sense of a phenomenon. Similarly, research may contribute to some significant levels to explanatory power of a theory, when it comes to increasing or building knowledge effectively, research process is developed using a theoretical framework. Therefore, having research knowledge helps in theory contribution more incrementally as it adds more lexicon of facts on the already body of knowledge.
The core definition of research is that it helps to collect and analyze new data or information hence helping to enhance the body of knowledge (Ellis & Levy, 2008). Therefore, theory is applicable in the normal living situation as it gives meaning to various stakeholders. According to Harlow (2009), to develop a theory, it is expected that the researcher develop a test hence an indication of their inter-linkage. Therefore, the relationship of a theory and research is based on the fact that the two require building and testing. Another connection between a theory and research starts with problem definition and the generation of research idea. Research projects starts by reviewing literature appropriate allowing the researcher to engage the same using existing theoretical explanations of the topic in that question (Harlow, 2009). The construct or theory requiring testing informs the kind of cases that will be studied, data to be gathered, methods of data collection and the ways of analysis in the data. For instance, in inductive research strategy, the researcher develops a theory from the existing data and this can be a good starting point in the case where there is limited theoretical knowledge pertaining to a specific phenomena. Inductive strategy therefore allows researcher to build their own cases to come up with a new theory from the already existing data while deductive researcher theory testing finishes the cycle as researcher use research data/information in testing of the theory.
There are various ways research contributes to theory. Ellis and Levy (2008) have taken an interesting in this area and have deliberated on seven ways where original research contributions can be incorporate or transformed into body of knowledge. The contribution are summarized using various constructs; examination of elements, establishment of casual relationship, ways of product creation through developmental study, predictive model development, constructs development, efficacy evaluation and examination of impact of time on the nature of the problem already documented in the study. Sometimes researcher is expected to reframe and test ideas to ensure that conclusions reached are trustworthy and reliable. Building any theory require rich empirical research data hence such theories produced are guaranteed to be interesting, accurate and testable in any research environment. Ellis & Levy (2008) argues that in order for anything or endeavor to be categorized or considered as research it needs to demonstrate the potential of developing new ;knowledge that is identifiable (p. 23). Therefore, research helps researchers understand a phenomenon. It is through inquiry of a given aspect that allows a researcher to discover new knowledge and information that provides deeper understanding.
Discussion
Part 3
Even though, different researchers have come up with different views concerning a theory, for the sake of this discussion, Wacker (1998) theory fits the topic of the dissertation. Wacker (1998) states that a theory is able to provide framework to analysis, facilitate development of academic field, hence require application in real life to solve problems. A number of articles published in the previous five years help to create the applicability of theories relating to cross cultural aspects in the work place in US.
Cultural competency theory is one of the theories that provide deeper insights on the workplaces in US. US has people from various cultural backgrounds hence the workplace enhances diversity. Cultural competency theory is derived from a constructionist view. The theory therefore refers to the ability of people from different cultures and eve socio-economic backgrounds to interact effectively at their workplaces it advocates for integration and working together of people from different ethnic and cultural backgrounds. Cultural competences have various components; one is being aware of one’s cultural worldview, second is the attitude towards cultural differences, knowledge of different worldviews and cultural practices and cross-cultural skills. Therefore, understanding cultural competencies allows people to understand each other, communicate and as well interact with the other people.
This theory by the fact that it is derived from the constructionist view, it implies that people generate knowledge and meaning through the ideas and experiences they have had. Understanding the cultures and the operations of an organization, it requires workers to have a positive mental orientation about other people. Workers as well embrace one another easily if they know and understand their culture and other people cultural backgrounds. Therefore, this constructionist view is the foundation of cultural competency theory which aides in the achievement of the cultural competent.
This theory relates to various views and nature of theory discussed in the literature review. The constructs developed by Gelso (2006) provides a guide when it comes to defining this theory. The constructs that make up cultural competence theory include explanatory power, descriptive ability, testability, parsimony, heuristic value, integration, comprehensiveness, clarity and delimitation. These constructs asserts that any theory has the capability to generate research and the research generated transformed into a theory. The theory has explanatory power as it provides an insight about the theory. It is also descriptive because it provides a clear description of cultural competence. It can be tested to ascertain whether it is true through research.
It also exhibits attributes of parsimony as it has constructs and ideas that aid in explanation of the phenomenon. It has integrative function because it accommodates contradictory. The theory is compressive as it captures various aspects that pertain to culture. It is also clear and his enhances its understanding. People can easily understand the theory meaning and implications. It has as well heuristic value implying that is can be adopted through speculative formulation to guide in the investigation and in solution of problems. Organizations can adopt this theory to gain a deeper understanding of the cultural environment of an entity.
The theory has been adopted in various researches by researchers hence, a clear indication of its significance in enhancing understanding of cultural dynamics in the workplace. . Various peer reviewed journals help to develop propositions and constructs that help them to generate knowledge pertaining to cultural competence theory. In the study, Chrobot-Mason (2012), ethnic and racial identify theory is adopted to provide insight on the topic of study (p. 201). The theory argue that people progress through a number of stages as they develop attitudes and beliefs towards their racial group and other groups they belong to. Therefore, such a theory provides a foundation for the researcher to understand indeed, the way ethnic group of an individual helps them identify themselves and cope with others. Furthermore, this theory helps the researcher to have an in depth understanding of the topic. The theory as well provide a framework to analysis the issues of cross culture and facilitates development of academic information that others can use in their own life. Organizations can be able to use this information to ensure that they make some improvements to promote diversity at the workplace.
Controversies as well exist on how the theory has been used in research. The area of controversy that relates to the theory is the aspect of explanation and predicating as the purpose of research. The four components that make up this theory is definitions, an aspect of how it can be used /applied, sets of relationships with the variables and lastly to have specific prediction or claims that are factual. Therefore, the theory has some issues or questioned that are not well answered. One of the question concerns the central points that makes up a theory. The theory is expected to generate idea, it should also be in a position to generate hypothesis and provide an interpretation of the study findings. The concept of heuristic value helps to explain contradictory preposition through formulation of speculations on how the theory can help to solve a problem in the organization is misinterpreted. This may contribute to false assumptions and results.
Recommendation
It is indeed evident that the relationship between theory and practice is important as they both direct each other. There are still some controversies, issues and assumptions on how a theory can be transplanted into practice. It is therefore important that theories are well formulated to provide solutions in real life. This will help to manage knowledge transfer problem. Dialogue and information sharing among scholars and even practitioners is essential in addressing the misassumptions that may be there between theory and research and practice. Researchers as well need to understand that theories and research have relationship and they help to create understanding and knowledge on different aspects or phenomena. Theories require frequent updates and it is therefore, recommended that researcher keep in touch on the development of theories. As new one are developed some of the previous ones become obsolete. Old theories can be retested to be in a position to build new and updated ones.
Conclusion
Theoretical concepts are many as researchers continue to conduct research-using theories. Therefore, understanding theories and their constructs, paradigms among others is important for any researcher. There exist interlinkage between theory and research. These interrelations are essential in helping enhance understanding of various aspects and concepts or phenomenon. Theories provide explanatory advantage on various problems, present innovative features and provide predictive utility. Various researchers have as well provided different approaches and understanding of theory. These comparisons and contrasts have helped to increase understanding of theories in research work. Some of the theories have some bridges or gaps that are filed by other researchers or theorists. Various peer-reviewed journals have deliberate in-depth on the issues of cross-cultural competencies in work place in US. Most of them have employed different theories to enhance understanding of their topics.
References
Bachman, R., &Schutt, R. (2007).The practice of research in criminology and criminal justice (3rd ed.). Thousand Oaks, CA: Sage.
Chrobot-Mason, D. (2012). Developing multicultural competence to improve cross-race work relationships. The Psychologist-Manager Journal, 15(4), 199-218. Doi:10.1080/10887156.2012.730440
DiMaggio, P. (1995). Comments on what theory is not‘. Administrative Science Quarterly, 40, 391-397.doi: 10.1177/0092070306291975
Ellis, T. J., & Levy, Y. (2008). Framework of problem-based research: A guide for novice researchers on the development of a research-worthy problem. Information Science: the International Journal of an EmergingTrans-discipline, 11, 18-33.
Gay, B., & Weaver, S. (2011). Theory building and paradigms: A primer on the nuances of theory construction. American International Journal of Contemporary Research, 1(2), 24-32. doi: 10.1111/j.1469 -5812.2007.00349.x
Gelso, C. J. (2006). Applying theories to research: The interplay of theory and research in science.In Leong, F.T., &Austin J. T. (Eds.).The Psychology research handbook. Thousand Oaks, CA: Sage.
Harlow, E. (2009). “Contribution, theoretical.”Encyclopedia of Case Study Research. Retrieved from
Kerlinger, R. (1986). Foundations of behavioral research. New York, NY: Holt, Rinehart, & Winston.
Rychlak, J. F. (1968). A philosophy of science for personality theory.Boston, MA: Houghton Mifflin
Sutton, R., &Staw, B. (1995). What theory is not.Administrative Science Quarterly, 40, 371-384. doi: 10.1234/12345678
Wacker, J. (1998). A definition of theory: Research guidelines for different theory-building research methods in operations management. Journal of Operations Management, 16 (4), 361–385.doi:10.1016/S0272-6963(98)00019-9
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As the search for rare resources becomes increasingly risky and expensive oil and gas firms have to use different strategies to maintain their place in a competitive sector. “2013 saw a continuation of the growing joint venture trend between NOCs and IOCs for international exploration” (Global Oil and Gas Transactions Review 2013, EY Review, 2013)
You have been tasked with evaluating a joint venture in the energy sector. In this concisely written report you are required to provide specific information and analysis about the chosen joint venture.
SAMPLE ANSWER
Introduction
As the global market in the oil and gas sector continue to be highly dynamic and competitive, most of the companies operating in the sector have been engaged in plans to devise appropriate measures or interventions to make sure that they cushion themselves from the threats posed by the unpredictable conditions in which they operate (Forsyth, 2011). According to Louis (2007), it has become greatly essential for most of the companies operating with the gas and oil sector in order to make sure that they strategically position themselves in the international markets, and one of the main strategy that many oil and gas companies have been adopted include entering into joint ventures or through mergers and acquisitions. However, this research report will only focus on a particular joint venture in the oil and gas sector, in particular between British Petroleum (BP) from United Kingdom and Reliance Industries from India, and specifically belonging to India Gas Solutions.
Therefore, in the case study joint venture betweenBritish Petroleum (BP) from United Kingdom and Reliance Industries from India, and specifically belonging to India Gas Solutions was aimed at exploiting or leveraging on the strengths of each other in order to make sure that they both continued to expand their market share across the global market. This decision was mainly informed by the fact that both companies were in possession of different strengths, which if effectively exploited could have result to enormous market competitiveness and advantage. For instance, the joint venture between Reliance Industries (a subgroup of India Gas Solutions) to continue sourcing for natural gas across the globe and eventually market it in India, it definitely required to make sure that it developed a significant infrastructure, which would have enable the company to make sure that it effectively source for natural gas across the globe prior to transporting and marketing it in India (Business Line, 2011). However, due to financial constraints the company had no other option rather than seeking for another company which had the capability to allow it achieve its intended goals and objectives, in particular those concerned with the level of transportation and marketing of natural gas sourced globally utilising the infrastructure of the company it would enter into a joint venture with (Business Line, 2011).
Reasons for choosing the joint venture between BP and Reliance Industries Ltd.
There were various reasons why the joint venture between BP and Reliance Industries Limited was chosen for analysis:
The joint venture was a unique one from the fact that, the considered BP is a giant company with enormous infrastructure; whereas the considered Reliance Industries Limited is a small company with interest in natural gas sourcing and marketing but unable to establish its own infrastructure due to financial constraints.
The joint venture involved two companies which are from two markets that are very different socially, economically and culturally. BP is from UK (Europe) while Reliance Industries Limited is from India (Asia).
Each of the considered companies managed to leverage on the strengths and opportunities of the other company to improve its performance. For example, BP managed to acquire significant gas and oil reserves from Reliance; whereas Reliance managed to utilise BP’s infrastructure to improve it natural gas sourcing, transportation and marketing.
Background of the joint venture between BP and Reliance Industries
BP Plc (IW1000/4) and Reliance Industry Ltd (IW1000/83)
In 2011, BP company which sough to gain from increased access to new resources and market of hydrocarbons, entered into an agreement of purchasing 30 per cent stake of Reliance company’s stake in its existing 23 gas and oil blocks, for $7.2 billion including its most crucial block i.e. KG-D6 (Business Line, 2011). This resulted to a merger between BP and Reliance whereby BP had high hopes of embarking on utilising its expertise in drilling within deep waters aimed at raising its output especially from KG-D6 that had significantly slumped as a result of geological complexities leaving Indian dependent on importation of LPG. Business Line (2014) states that implementation of this merger plan entailed a total investment of $5 billion for a duration of three to five years which would currently be valued at slightly above $50 billion importation of natural gas to India meaning that the natural gas resulting from this joint would definitely make India independent of natural gas importation according to the concerned minister Moily. Since the signing of the agreement, BP and Reliance have formed a 50:50 joint venture aimed at sourcing and marketing natural gas in India referred to as the India Gas Solution Ltd. which intends to fully utilise BP’s deep water drilling expertise in India (British Petroleum, 2015). However, the challenge of slow process of approval by the government is aimed to be fast-tracked in order to ensure that Reliance and BP begin to step up the development so that more natural gas is found and geology complexities along the Indian coast are addressed for the purpose of fulfilling the natural gas deficit in India (Business Line, 2014).
For example, across the world when companies such as BP/Reliance, Exxon/Mobil, BP/Amoco/Arco, and Chevron/Texaco enter into joint ventures, the key factor that was driving the decision was their interest in making sure that they gained scale in order to make sure that they achieved significant reductions in operational costs while at the same time remaining highly or considerable profitable. Therefore, since scale as well as cost efficiencies remain highly relevant in the international markets which are highly dynamic where most oil and gas companies operate, many focuses on accessing as well as the management of fiscal take by the national governments from the nations where those countries originate (Meyer & Brysac, 2008; Safina, 2011; Kirkland, 2014). However, considering that governments are involved, the issues involving these joint ventures have continued to become increasingly complex, and necessitate the adoption of models that are highly sustainable and which are in the interest of the manages of both the new forms of partnership (that is, joint ventures).
Mergers and partnerships may seek on linking with either one or possibly more than one through provision of necessary expertise and funding in their attempts towards expanding their operations, subsequently leading to gaining access to reserves of substantial amounts (Meyer &Brysac, 2008; Kirkland, 2014). This implies for most entering into joint ventures ought to devise appropriate models as well as high caliber people, in a group that would make sure that international expansion is exponential continued (Louis, 2007; Meyer &Brysac, 2008; Safina, 2011; Kirkland, 2014).
For either to be successful or a failure prior to entering into the joint venture, something which would be of significant essence in order to make that these joint ventures are undoubtedly successful. Thus, potential merger matrix which could be adopted in order to ensure that the joint ventures entered achieves their anticipated goals and objectives, in terms of profitability, cost reduction as well as improved effectiveness (Meyer &Brysac, 2008; Vassiliou, 2009; Kirkland, 2014). Hence, the merger matrix shown in the figure below clearly illustrates how these partnerships can be done even though it slightly involves others other than the joint ventures while evaluating the viability of each of the possible partnership.
Source: Boscheck (2008)
BP and Reliance Organisation Structure
The board for this joint venture comprises of six members drawn from both companies i.e. BP and Reliance. For example, they are: Kris Sliger (Chairman) from BP and Bibhas Ganguly (vice chairman) from Reliance. The executive team of the board comprises of Hiten Mehta (chief executive officer), from BP; Suresh Manglani (chief financial officer) from Reliance; Amit Mehta (chief operations officer) from Reliance; as well as Brian Dodson (chief commercial officer), from BP. According to British Petroleum (2015), the regional president stated that the vision for the joint venture between BP and Reliance is to ensure that the growing demand for natural gas in India is met by making sure that there are assured natural gas supplies from the BP-Reliance partnership. As a result, the joint venture began its operations with only 30 employees in addition to the utilisation of the expertise of BP and RIL in deep water natural gas drilling both in India and internationally. Therefore, the joint venture will result to an assumption of the administration of the prevailing natural gas contracts to customers of KGD6, LNG import included (Business Line, 2014, British Petroleum, 2015).
The challenges of the merger between BP and Reliance
Despite the fact that operational joint ventures in the oil and gas sector are quite common, the merger between BP and Reliance in the recent years can be sited to be one of the highly effective in joint collaborations. However, there are various challenges that faced the operations of the joint venture between BP and Reliance including cultural and political differences between the two countries (Louis, 2007; Meyer &Brysac, 2008; Safina, 2011; Kirkland, 2014). For example, there might be very significant differences between how joint venture are run. For example, India’s bureaucracy is undoubtedly exquisitely sluggish and slow-moving, as anti-corruption and weak political leadership drives snarl up in the process of making decisions in New Delhi leasing to declination in the production. According to Kirkland (2014) BP insists that its envisaged rate of declination to be currently 31 down from slightly above 60 in the year 2010. The main challenges are discussed below in no particular order:
National breadwinner. In most countries national governments are highly dependent their source of revenue in terms of taxes, royalties, as well as profit sharing. However, in some countries where personal and corporate taxes range from low to minimal, the potential of providing approximately 90% of total revenues of the state. Therefore, the significance of these revenues may result to a conflict between the national governments and the anticipated joint venture (Meyer &Brysac, 2008; Safina, 2011; Kirkland, 2014).
Benevolent employer. In a considerable number of partnership, companies may decide to maintain lean operations in order to ensure that the processes are streamlined and headcount is reduced, both of which are not priorities which would definitely result to a conflict between the interests the two (Louis, 2007; Meyer &Brysac, 2008; Safina, 2011; Kirkland, 2014).
Trustee for future generations. BP and RIL partnership are not just business, but they are also held responsible to oversee what may be considered as the only viable natural resource for the nation as well as a source of national pride. This means that at all time there must be constant weighing the development of these national resources against the custodians’ need (Meyer &Brysac, 2008; Kirkland, 2014).
Cultural difference: Based on Hofstede’s cultural dimensions, the employees of both companies especially those who were repatriated to work in other countries involved in the joint since UK and India are significantly different culturally (Louis, 2007). Thus, any UK employees repatriated to India or any Indian employees repatriated to UK will definitely need adjust to the culturally changes in order to work better and co-exist well with their colleagues and neighbors. Therefore, both companies will be required to adopt Hofstede’s cultural model in order to make sure that any differences in culture are amicably addressed which involve slight restructuring of the organizational structure (Louis, 2007).
Key market
As highlighted earlier, the joint venture between BP and Reliance Industries Limited was solely driven by the benefits each would acquire upon completion of the joint venture. For instance, BP considered, India a very highly attractive market from natural gas. In particular, BP company has outlined in its Energy Outlook 2030 that, Indian energy consumption has experience an exponential growth particularly by 190 per cent over the last two and a half decades and this growth is envisaged to continue by 115 per cent within the next twenty years (which means that the growth will be occurring at an annual rate of over four per cent). Furthermore, the other reason why BP was also highly interested in the joint venture is attributable to the fact that from now and onwards up to 2030, natural will definitely be the fastest growing source of energy due to it exponentially increasing demand. On the other hand, Reliance Industries Limited saw this as an opportunity to utilise BP’s transportation infrastructure in order to source for natural gas across the globe as well as transport and market it back in India, particularly getting the highest amounts of natural gas from BP (Business Line, 2011). In this kind of a situation each of the two companies are expected to benefit.
Key aspects and significant statistics of the joint venture between BP and Reliance Industries Limited (a Subgroup of Indian Gas Solutions)
The joint venture between British Petroleum (BP) and Reliance Industries Ltd (RIL) was significantly informed or motivated by the increasing global demand for liquefied natural gas (LPG) across the world. In the joint venture signing and statement, BP was to get 30 per cent stake in the twenty three blocks of oil and gas of Reliance Industries Limited including the KG-D6 oil fields (British Petroleum, 2015). The value of the total deal was approximated to be about 9 billion dollars, and the entire 23 oil and gas fields were expected to cover about 270,000 square kilometres. Hence the deal was envisaged to be highly significant since it is expected to have positive to both companies that entered into the joint such as the BP and Reliance Industries Limited (Business Line, 2011). As a result of this joint venture both companies experienced significant growth in revenues, profitability and market share subsequently resulting to improvements in effectiveness and market competitiveness (British Petroleum, 2015).
Recommendations
The recommendations for the firms involved in this joint venture in a descending order are as follows:
The two firms should ensure that an upper limit of the joint venture agreement is set to avoid discomfort from either side. This is because Reliance is exchanging its gas and oil blocks in India which may be considered a strategic natural resource with BP’s infrastructure which is constructed through public funding. This may cause dissenting voices from either side if one side feel that the other side is benefiting more.
The two firms should avoid merging any of their operational activities to avoid conflict of interest. This is because BP is a public firm and may prioritise the interest of UK’s citizens at the expense of profits, while Reliance Industries Limited is a private company which may prioritise profits at the expense of citizens.
The reason for this ranking is that, natural resources as well as publicly funded infrastructures are considered highly significant because they are often sabotage targets by enemies. This made the first recommendation rank number 1 compared to the interests of citizens and profits which are of less national importance compared to natural resources and publicly funded infrastructures.
Conclusion
In conclusion, it is undoubtedly evident that through joint ventures companies operating in oil and gas sector can achieve significant benefits in terms of operational cost reduction, market expansion, as well as increased profitability and improved effectiveness. This is attributable to the fact that, each of the companies entering into a joint venture utilises all possible avenues to leverage on the strengths as well as opportunities inherent in each of these strengths and opportunities with an objective of making sure significant benefits accrue from such engagements. For instance, it has been observed that through this report the case study joint venture discussed between BP and Reliance Industries Limited has shown that, each of the two companies leveraged on what it was lacking, but present in the other company in order to make sure that each of the two companies eventually achieves the anticipated results. In particular, BP leveraged on the ability to expand its market share by making sure it sell more natural gas; whereas Reliance Industries Limited leveraged on the transportation infrastructure of BP in order to source for natural gas across the globe and transport and market it in India. This means that a joint venture between the two companies resulted to a win-win situation whereby both benefits from the strengths and opportunities inherent in the other partners within a joint venture by leveraging on the positive aspects integral in each of the company.
Business Line, (2011), Reliance Industries, BP ink gas joint venture.Retrieved from: http://www.thehindubusinessline.com/companies/reliance-industries-bp-ink-gas-joint-venture/article2639452.ece [Accessed on 1st March 2015].
Please see attached an exercise based on an actual situation in Hungary.
How you would handle the situation ?
SAMPLE ANSWER
Cross-cultural Conflict Case Study
One of the cross cultural issue that has resulted in conflict between Mr. Hovarth and Kovacs is communication. Communication has been unveiled as the endeavour behind the conception of an image of an establishment and the arise conflict can be learned from the way others reflect into various media (Walters, 1994). Granting to the case study the conflict between the two would have occurred as a result of vague language that Mr. Kovacs used in an American slang against Horvath. The retaliation of Mr. Horvath in response to Kovacs vague slag continued to sustain the existing dispute between them. The other cultural issue is being egocentric. They conceive of themselves and generalize others as inferior. This is seen as both retaliates of each others background.
In order to solve the situation there is a need of an intermediary who will have to mediate the resolution process. By adopting and learning a conflict resolution principles, a mediator will greatly enhance the two conflicting parties for a better understanding and communication process (Walters, 1994). It is typical that the two will argue a great deal since they pretends to be superior to each other. Thus, they should be mindful of cultural beliefs, values and views. Both the two parties must be neutral and ready to reconcile and also change their egocentric beliefs on each others background.
If I’m the one to mediate this dispute, I will guarantee there is peace and completely solve the difference. I will guide them through the conflict resolution process. They will have to apologize to each other for the weird responses they have used. Admitting a mistake done is one part of solving a dispute (Bijaoui, Sultan & Shlomo, 2011). Conflicts create a barrier to good communication, hence communicators must learn to forecast on circumstances that will exacerbate conflict and to build up an effective communication program (Bijaoui, Sultan & Shlomo, 2011
References
Bijaoui, I., Sultan, S. & Shlomo, Y.T. 2011, “The progressive model, an economic reconciliation process for regions in conflict”, Cross Cultural Management, vol. 18, no. 3, pp. 293-312.
Walters, J. 1994, “Communication: Antidote to conflict”, Communication World, vol. 11, no. 9, pp. 35.
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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.
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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.
