Law question Essay Example for Free

Law question EssayAli had an antique motorbike which he obdurate to sell. He parked the motorbike on his front lawn with a sign For sale- RM20,000. Ah Chong, who saw the sign, said to Ali that he would be prepared to buy the motorbike for RM15,000. Ali replied that the outlay is too low and suggested RM18,000. Ah Chong responded by asking if Ali would be prepared to accept payment of the RM18,000 in tierce monthly instalments of RM6,000 each. Ali replied that he would not. Ali then added, Anyway I am no longer interested in selling the motorbike to you. At that precise moment Ali spoke these words, a eggwhisk flew low belt and drowned out his words. Ali did not bother to repeat what he had just said and was leaving when Ah Chong quickly agreed to the RM18,000 suggested earlier by Ali. Discuss whether there is a subscribe between Ali and Ah Chong. Explain whether your answer would be different if the helicopter flying overhead had not drowned out Alis words and Ah Chong he ard what was said? grant Answer In this assignment, I would like to discuss the question above part by part.First of all, from the sentence , He parked the motorbike on his front lawn with a sign For sale- RM20,000, it is said that there was an invitation to trade. Invitation to treat or simply speaking information to bargain means a person inviting others to require an offer in order to create a binding contract. An example of invitation to treat is found in window shop displays and product advertisement. . In other words it is a special expression showing a persons willingness to negotiate.The issue of invitation to treat was discussed in the case of Fisher v Bell1961 1 QB 394 by the English Court of Appeal It is perfectly clear that according to the ordinary law of contract the display of an article with a charge on it in a shop window is merely an invitation to treat. It is in no sense an offer for sale the acceptance of which constitutes a contract. 1. An offer can be see n from the prescribed text, Ah Chong, who saw the sign, said to Ali that he would be prepared to buy the motorbike for RM15,000. It is stated in Section 2(a) Contracts motion 1950, when wholeness person signifies to another(prenominal)(prenominal) his willingness to do or abstain from doing anything, with a view to obtaining the assent of that other to the act or abstinence, he is said to make a marriage offer. and Section 2(b) Contracts consummation 1950,when the person to whom the proposal is made signifies his assent thereto, the proposal is said to be accepted a proposal, when accepted, becomes a promise. . Both laws were applied when Ah Chong has shown his willingness to make an offer as he would be PREPARED to buy the motorbike for RM15,000.However, a counter offer was made by Ali when instead of accepting or rejecting Ah Chongs offer, Ali made another offer Ali replied that the price is too low and suggested RM18,000. Alis offer refers to a counter offer. In this situat ion unless an acceptance is rendered, there is no binding contract between A and B. This situation is stated in Section 6(c) Contracts lay out 1950- by the failure of the acceptor to fulfill a condition precedent to acceptance. There was celebrated case known as 2Hyde v. worm, 1840 EWHC Ch J90 where Wrench (D) offered to sell his estate to Hyde for 1200 pounds and Hyde (P) declined.Wrench then made a final offer to sell the farm for special K pounds. Hyde in turn offered to purchase the property for 950 pounds and Wrench replied that he would consider the offer and give an answer at heart approximately two weeks. Wrench at last rejected the offer and the plaintiff immediately replied that he accepted Wrenchs earlier offer to sell the real estate for 1000 pounds. Wrench refused and Hyde sued for breach of contract and sought specific performance, contending that Wenchs offer had not been withdrawn prior to acceptance.The question or issue here is if one party makes an offer and the offeree makes a counteroffer, does the original offer remain open? Answer is No because a counteroffer negates the original offer. By making a counteroffer, the plaintiff rejected the original offer and he was not entitled to revive it. So in another words, the parties did not form a binding contract. so we proceed to the next part where Ah Chong made a mere enquiry to Ali by asking if Ali would be prepared to accept payment of thr RM18,000 in three monthly instalments of RM6,000 each. Then, Ali replied that he would not.On top of that, Ali added that he is no longer interested in selling the motorbike to Ah Chong. Section 5(1) Contract Acts 1950 A proposal may be revoked at any time before the conference of its acceptance is complete as against the proposer, but not afterwards. This particular case 33ROUTLEDGE V GRANT (1828) 4 BING 653 is another example of revocation of an offer distribute wrote to Routledge offering to purchase the lease of his house. The offer was to remain open for six weeks. Grant then changed his mind about purchasing the lease and, within the six weeks, withdrew his offer.After Routledge had received Grants letter withdrawing the offer, he wrote back to Grant, within the six weeks, accepting Grants offer. The issue before the court was whether Grant could withdraw his offer within the six week menstruum or whether he was limit contractually disposed(p) that Routledge had accepted the offer within the timescale. The court held the offer could be withdrawn within the six week period without incurring any liability if one party has six weeks to accept an offer, the other has six weeks to put an end to it.One party cannot be bound without the other. The case and scenario above convey an useful reminder that until such time as an offer is accepted, the offeror is free to revoke it, even if they have given the recipient a period of time to consider it. When Ali spoke I am no longer interested in selling the motorbike to you. a helicopter flew and drowned his words. And yet, Ali did not bother to repeat what he just said and was leaving when Ah Chong quickly agreed to the RM18,000 suggested earlier by Ali.In this particular moment, Ali rejected Ah Chongs offer but according to Section 6(a) Contracts Act 1950- by the communication of notice of revocation by the proposer to the other party. It states that revocation os not hard-hitting until it is received, communicated. In fact, Ali himself reluctant to repeat what he said which is very important and vital in that situation. Here is one similar case, 4Byrne v van Tienhoven (1880) LR 5 CPD 344. In this case, Van Tienhoven offered to sell goods to Byrne by letter dated 1 October. On 8 October, prior to acceptance, Van Tienhoven posted a letter revoking the offer.This letter was received by Byrne on 20 October. In the meantime, on 11 October Byrne received the letter and dispatched an acceptance. Was there a contract? To be effective revocation must be co mmunicated. Where post is used for acceptance, acceptance occurs when and where sent. However, this rule does not apply in relation to revocation of offers thus, if post is used for revocation, communication is only effective if and when it is received by the offeree. As this occurred after acceptance there was a contract formed in this case. An offer was containing a price escalation clause.A counter offer was then made without this clause it contained a detachable receipt which the company sent back with a notation that they fake it was on their terms. Thus, the intended message was failed to be received by Ah Chong, the offer has not been revocated. There is a contract between Ali and Ah Chong in this scenario. Section 6(a) Contracts Act 1950 obviously stated revocation must be actually communicated to the offeree before the offer can be treated as effectively revoked. Besides, Section 4(1) Contracts Act 1950- The communication of a proposal is complete when it comes to the kno wledge of the person to whom it is made.Importance of conveying message has been shown when either offering or revocating an offer. On the other hand, if the helicopter flying overhead had not drowned out Alis words and Ah Chong heard what was said, outcomes definitely would be different. As was mentioned earlier, if the intended message was communicated or received by Ah Chong, revocation of the offer will succeed. In conclusion, communication is very crucial when conducting contracts or offerings as the outcomes and consequences can differ easily.

Chinese Corporation Essay Example for Free

Chinese Corporation Essay1. What kinds of advantages can Chinese companies obtain if they move production into the United States? There be some(prenominal) advantages Chinese companies obtain by moving their production to the United States. For starters, they would be able to sell to companies that only purchase American made products. Also, the money pee-pee from the U.S. base production generates shekels for chinaware which allows the companies to help its country economy by expanding its business in both countries and providing jobs for the unemployed. Lastly, the companies would receive a huge tax-credit and fulfill significantly on shipping.2. What are some possible disadvantages and threats of moving production to the United States? Some American is not open to the fact that international companies are moving their production on United States soil. In fact, U.S. citizens are go awaying to boycott and financially hurt the companies if such a move was to happen in pa rticular in an economy where American own businesses are failing.3. Will more Chinese companies make investments in the United States as opposed to China and the hereafter? Fully explain and justify your choice. I believe that there will be an increase in Chinese companies making investments in the United States. For starters, it will help the companies international business relationship. To add, there are several stimulus packages the companies would qualify for (such as the economic tax credit) by doing business in America. Also, their profit would increase. The U.S. dollar is more than Yens. So, they would be making twice as much money in the U.S. on the same product sold in China at a cheaper rate. And, the cost to ship would decrease, because the companies would not have to pay duties on products being shipped within the United States. Therefore, it is beneficial for Chinese companies to invest in the U.S.

Change Management: Carrefour Group

Change Management product GroupBackground to the organization convergence is a multinational club which has its retail stores almost all over the world. In the recent past it has expanded the logical argument in the Asian Market. In the year 1995, this beau monde had total of seven stores in Asia but in year 2004, this total went up to 126 stores which was a capacious gain for the company. One of the best(p) features of the company was that it was not affected by the economic crisis that happened and this was the biggest reason that company came up with its aim in UAE. Carrefour is an foundation group and the real solid ground was the section which was rattling much affected by the economic downfall but the company had enough capability to face the risk that it did not impersonate affected (United Arab Emirates Carrefour expands its services in retail sector).Carrefour is the second largest retail group in the entire world. Carrefour entered into UAE in the year 1995 and manger now it has 11 big retail stores around UAE. And soon it entrust be a famous hyper trade at Dubai Sports City at Emirates Road in Dubai. The company provides as much as 6800 to 14000 sq m of argona for a hypermarket in UAE.CEO Jos-Luis Duran (Fortune Globe 500, 2007)Employees 456,295Address 26 Quai Michelet, Levallois-Perret 92695, France ( of import office)Ph oneness 33-1-5563-3900Website www.carrefour.comPresent ramble thirty-second in the WorldSWOT AnalysisStrengths and Weaknesses (Internally COntrolled particularors)StrengthsOne of the major strategic advantagees of the company is that Carrefour has collaboration with one of the most successful infrastructure company in the world, MAF of Abu Dhabi. This splits the company strength to the company to improve the internal built.The internal reason for the company to collaborate with MAF in UAE because of the restrictions that UAE government put on the foreign companies to start up a note in the country. In order to ge t the ease, this collaboration has occurred.As far as the industry comely in the country in the field of real estate is seen, Carrefour is far above the industry average and the main reason is that it got unaffected at the time of economic crisis.The company is in a phase of a continuous success for the past fourteen years which is easily reflected in the pecuniary ratios of the company which shows a continuous kneadion for the past some(prenominal) years.The human resource focal point of the company is also very strong and it shows the increasing crackment in the performance matrix of the company. This gives the internal support to the company specially in the case of recruitment abut.Companys standing at present is at the 32nd place which is really a remarkable success and strength for Carrefour and gives it a motivation to improve its ranking further.Due to the fact that most of the investments bedevil by the company be huge, hence company takes a collaboration of go vernment subsidiaries in UAE which prevent any hindrance in the future.The marketing segment of the company is very highly appreciated because of the fact that the company has a huge stigmatise value all around the world and after the success of Hypermarket at Dubai Sports City it is going to be better and better.The monetary department of the company and the research and development section ar simultaneously doing a spectacular job of understanding the financial situation of the people living in UAE and fitly plan the investment. Hypermarket is the best suited for this purpose.WeaknessesThe collaboration with MAF is short very subservient for Carrefour in UAE but along with the strengths there be some(prenominal)(prenominal)(prenominal) weaknesses associated with this collaboration. The company does not have full freedom to take the decisions and especially the financial decision. The only area where the company can take the 100 percent decision is the operational depar tment but otherwise there would be several restrictions represent by the collaborated companies.One of the biggest weakness can be that around three fourth of the total profit of the company is in the hands of MAF which pith that the investment point of view is really weak because if any person would the likes of to be the part of stakeholder of Carrefour, he would have to worry. in that respect are several social resuscitates of the company like increasing Emiratization with in the company which direction that there is a specific percentage that they have to give to the national employees. This whitethorn reduce the discoverput of the company.It is true that economic crisis has not affected Carrefour but under the rules do by the government, there are several restrictions posed on the company which stops the company in its fast expansion.Opportunities and Threats (Externally COntrolled Factors)OpportunitiesThere are several opportunities for the company to expand its business in UAE. The most main(prenominal) factor is its demography. The culture and social aspect of the country is absolutely support the advancement and enhancement of whatever the company is doing. There are several malls and several other locations which are suiting the infrastructure of Carrefour.The financial crisis in 2008 had do the situation worst for the country in the real estate structure. There are several companies which are fluent lagging because of that crisis. It gives a big opportunity for Carrefour to rapidly enhance the business so that there could be better prospects in the future.Dubai Sports City itself is one of the best opportunities for Carrefour group because of royal crowd and enthusiasm.ThreatsOf course, if there are so many opportunities for the company in UAE, then threat have to be there. The biggest threat that the company impart seek is huge competition in the market. However, it would be lesser because of economic crisis of 2008 but still companies li ke EMAAR give Carrefour a healthy competition in the country.That too, when the company is foreign based and its major shares are not owned by the company itself.Change appellativeThis part of the moulds deals with the different types of problems related to the identification of swaps in the organizationIdentification of different kind of veers which can existIdentification for the reason for such changesIdentification of scopes and goals for such changesIdentification of present part of the changes and comparison with the future prospectsKind of changesThis project deals with the parts of the changes which have occurred in Carrefour with its collaboration with MAF in UAE to expand the business. There are several kinds of changes which company has undergone in order to commit this partnership with MAF. Several types of changes which company has seen because of this collaboration are as followsChange in the working gentle wind in UAEChange in the policies of the companyChange in the human resource activities of the companyChanges in the make for of writ of execution of workChanges in the roles and responsibilities of employees of the companyChanges in the owner ship of the companyIn order to start for the working progress of Hypermarket in the Dubai Sports City, Carrefour went into collaboration with MAF which has brought nearly several changes in the organization and its working. This collaboration has affected the atmosphere of the entire organization. Being a French organization, Carrefour has absolutely a different culture and different atmosphere which prevails in the company but entering into UAE was an absolute change for the company.The change in the working process of the company is very high as it does not match to the working standards of Carrefour in other countries. There are several changes in the policies and processes and especially the ownership has a great effect because of such collaboration effort for changesThere are different reaso ns which have led to the growth of such changes in the organizational structure and its working process. The main of them all is ors collaboration with MAF. Entering into UAE for a foreign based company is not an easy job to do until unless company do not have any partner who is national of UAE and that too with a partnership of more than 50 percent shares of the company. Hence, company entered into the UAE market with its collaboration in MAF for making Hypermarket in the Dubai Sports City. Another reason for changes could be a sense of an easy capture to the market because of its collaboration with MAF because MAF is very surface whopn Construction Company in UAE. Everyone in the country knows this company it would be very much beneficial for Carrefour to enter into business in UAE having collaborated with MAF.Changes in the scope of the companyCarrefour has undergone a change at the entire organizational level. There are some special areas where the company has seen a number of changes. These areas where company has seen a number of changes are as followsChanges in the types of employeesWorking process of the companyLevels of DepartmentsBusiness process unitsLevel of systemsAbove are the main areas which have undergone changes for Carrefour because of the collaboration with MAF. It was quite obvious for these areas to undergo changes because of the reason that there is a huge difference in the culture and the atmosphere of both the companies is entirely difference. One is a France based company and another is a UAE based company.Goals for ChangesThere are several goals which have been identified to plug into them with the changesCollaboration between Carrefour and MAFFor fulfillment of law and order in UAETo benefit the name of MAF to seek the competitive advantageTo make people of UAE know about the companyEnhance the businessWhere are you now?GAP AnalysisGAP Analysis basically deals with highlighting the difference between the use strategies and the e xpected strategies. There can be two different types of gap may be there, namely Knowledge Gap and Strategic Gap. The exact substance of Gap analysis is to analyze the difference between the present situations of the company and the future prospects of the company. At the starting, it is necessary to analyze the present condition of the company and in the next situation, the future condition of the company is taken care of. Present and the future condition of the company are necessary to analyze because it gives an indication about the performance of the company. There are different types of analysis takes place in the GAP Analysis of any company.Comparison of organizational performanceComparison of marketing potential of the companyComparison of Business relationships of the companyComparison of operational activities of the companyThe following diagram shows the gap analysis of Carrefour.Fundamentals Applied for Changes (Kurt Lewin 3 step model)Unfreezing This corresponds for C arrefour to getting itself ready for desired changes that it going to get in by making collaboration with MAF in UAE.Changes This corresponds to present situation where the changes are being untaken by the company and making it happening for the customers and the ply.Freezing This corresponds to the final approval of the changed strategies by Carrefour.Present situation of the companyCarrefour is a widely known organization which operates in various countries. It sees different types of organizational culture wherever it starts its operation. This would happen in all the places and same in the case in performing operation in UAE. The culture of UAE is varied. Here, majority of the population is expatriates, which means that in this country there are people from different parts of the world. This is one of the biggest problems that the company is facing. Actually, this is not a problem but it is a concern which is so significant to be taken care of by the company.Another concern w ith Carrefour is the restrictions which are imposed by the culture and the local government of the country on the company. These restrictions stop the company from taking various decisions due to the fact that company has a major share holding with MAF. The root of all such concerns of the company is the strict law which is followed in UAE and high number of expatriates glide slope in the country. But in another way, for business of Carrefour, this is profitable as well.There are some challenges associated with the present scenario of operational and all around wariness of Carrefour in UAE. There are several restrictions posed by the government on the foreign based companies to start up businesses in UAE. This is the biggest challenge that the company face and this needs to be soon addressed.Where do you want to be?Future State of the companyThis leave alone describe the state of the company after little time (at least 5 years after the collaboration between MAF and Carrefour). The future of the company is supposed to be more in favor of MAF rather than Carrefour. The main reason behind this is that the majority of the shares of the company are held by MAF which accounts for more than 50 percent ownership of the company which means that in case of profit to the company, there testament be more profit for MAF rather than Carrefour.The future prospects for the company in future are simply growing as hypermarket in Dubai Sports City is one of the rare infrastructural buildings which are there in the city. This makes this a special place for the local population and the holidaymaker to roam around. But the only problem which the company give have to face is that huge percentage of partnership is taken by MAF which means that huge percentage of profit will go to MAF. Another future prospect which can be assistful in generating more profit is that there is no tax charged by the government which allows the company generate more revenues and earn more money.T he organizational culture in the future will be more or what same as the company has its organizational culture in Dubai at present. The organizational culture would be very much diversified. Reason being there are people coming from all over the world to this country. Around 80 percent of the total population of UAE comprises of expatriates. This means that staff in the organization will be of diversified culture.There are several go which have to be done frequently by Carrefour. These steps are as followsCompany should well regulate its collaboration with MAF so that it can easily operate in the countryCompany should think of expanding the business and should keep an eye on the total earnings so that it can generate maximum possible profitCompany should hire people with in the country and also should call some of the higher authorities from some of the different branches of Carrefour so that it can sustain the culture of the company in the internal matters at least.Company should formulate the strategies according to the marketing potential in the country and according to the diversified public of UAE but along with that company should also keep an eye on the laws, rules and regulations given by UAE.Company should formulate the strategies with in the company in such a manner which would help it to succeed in the plans and should help to generate more and more revenue.Readiness of the organization to undergo the changesThis is one of the best possible reasons which could account for change counselling in the company. Carrefour, being one of the biggest organizations in real estate and infrastructure entered into the business for making hypermarket at Dubai Sports City by collaborating with MAF. There are several changes that company had to face in order to implement their business plan in the country. The biggest change that company had come up with is the organizational culture in the country which is very much different from any other country in the world . There are several restrictions on the business activities imposed on the company by the local government of UAE. The company is ready to adopt these changes in order to generate profit. It might be possible that company do not suit with such an atmosphere of organizational culture but the company is ready to accept the changes because it knows that UAE gives the best possible prospect for their business.DeliverableTo range whether the company is ready to adopt the changesImplementation Team LeaderBoard of DirectorsImplementation SponsorStrategic Management TeamPEOPLE READINESS fulfill RequiredWhenCompletedBusiness Unit / Product Group ActionsWere the contracts of business unit notified?YesWere these contracts briefly explained to the team members?YesHas the priority of business management unit localize?YesTrainingHas the identification of training team done?YesHas the analysis of training been done?YesIs the Training breeding Sheet available?YesHas the training provider been n aturalised?YesHas all the training details provided by the coordinator?YesWill the criterions are according to the training rollout?YesSYSTEMS READINESSAction RequiredWhenCompletedInformation Communications engineering science (ICT)Have tools of audit been configured?YesContentAction RequiredWhenCompletedHave the procedure published?YesIs documentation for the procedure necessary?YesBusiness lotionDoes deliverable require software assistance?YesDoes the distribution require any support model?YesHave IT Business Unit been notified for support?YesParticulars of the changes (Road Map for Changes)The main objectives which are covered in this part of the plan areAlternative, methodologies, solutions and different ranges of actions and plans are considered especially or implementation of changeConsideration of risk relate in the implementation of planConsideration of cost to be estimated for the change to be implementedKotlers 8-Step Change ModelFollowing 8 steps will be used for maki ng a road map for changes in Carrefour for its collaboration with MAFThere is a need to create urgency ecesis of a powerful collaboration which the company ahs already doneCompany has a perfect vision which can tercet to changesCommunication will be done supporting this visionIt is necessary for the company to remove obstacles coming in betweenShort term profit will be madeChanges will be applied for every sectorThe entire organizational culture will experience the changesHow will you get there?There are several changes which will be required by the organization to adopt the business sense according to the culture in the countryThere are two types of strategies which will help the company to come up with the changes. These areRationalThis is quite natural that organizational structure of the company has to be changed. It requires changes according to the diversified culture of UAE.New system of workgroup and the human resource is necessary in the company so as to run the business p roperly in UAE. The main reason behind this is that this will be the first hypermarket in the country which means that the industry and exposure for the company is going to be new. highly sophisticated system will be required by the company for the process because of the hugeness of the market exposure for the company in UAENon RationalThere will be change in the relationships as well. Carrefour needs to build good relationships with MAF and government of Dubai so as to get the best out of their business techniques in the country.The culture will accept the changes which will be made by Carrefour in UAE. Reason being these changes will be made according to the culture of UAE.Process ChangeIt is required for the company to have process change as well. Process change is necessary. If it would have been a brand of some eatables, clothes, then it would have required that process should have maintained as it is every where but this is an infrastructure company. The structure of the build ing, shops in the hypermarket and every matter else which is a part of process in the companys operational activities need to be changed according to the destination (change management). Hence all the processes of Carrefour need to be differentiate according to the need in Dubai Sports City. There are some important process changes required by the companyManagement processRecruitment processOperational processPeople ChangeIn order to make changes it might be possible that job roles of the people and their responsibilities change. The biggest problem with the people change root in the de recruitment of some very intelligent people from the company so as to follow the rules and regulations of the company.Roles and responsibilities of the employees will be affected because they will be enforced to follow different prospectKnowledge and training will be entirely different, especially it would required by the employee to learn Arabic in order to work at the ground levelWork practices will be entirely be different as a result of the change because these work practices would clearly adopt the culture of UAE.Third party relationships will also be built. This could be done mainly because of the relationships of MAF in the country. The relationships will be built with several agents of MAF. Carrefour will come in contact with these agent companies and will create third party relationships in the market.Information SharingDuring the change in the process of Carrefour, there is some information which needs to be shared among the partners of the business. Carrefour and MAF are the two organizations who have collaborated to make hypermarket in Dubai Sports City. There is plastered information which has been shared between the two organizations. These areFinancial Information (this needs to be very much particular because MAF has a huge sharing Hypermarket)Some parts of the operational informationThere are some policies of Carrefour which have changed due to the informa tion sharing. These policies could bePolicies for the implementation of financial planPolicies for fixing up of pricesThere are several methods which are used for sharing information. These methods areDirect ConversationIn direct conversationThere are some processes needed in order to manage the knowledge about the project. These processes areKnowledge sharing processInternal Managerial ProcessCost of ChangeFinancial support is also needed to manage the changes. There are different types of cost which will be required in order to manage the organization. These costs are as followsCost of training the new employees in the organizationCost of integration with MAF ( all the legal formalities are included in that)Opportunity cost will also be included. This opportunity cost will be based on the opportunity of the organization to build up a hypermarket in any other countryThere are different modes of financial support available with the company. These areBorrowing the money from an exter nal sourceIssues shares in the share marketInvestment by the company itselfSelling the intractable assets of the companyRisk AssessmentDuring the implementation process, it is highly possible that company will be affected by several risks. It is very much necessary that these risks are to be eliminated in order to carry out the work in a smooth manner. Risks that might be involved with the implementation of the project are as followsChange could lead to incur losses prep may not be effectiveScope for change may not be thereIt is necessary to minimize the risks as well and hence following steps could be taken.In order to keep the project very much viable for the changes. It is necessary that changes are done with proper planning and keeping in view the culture with the country. For example in UAE, there is a diversified culture and hence accordingly changes should be implementedIt could be possible that planning may not work well and hence alternatives should be made so that if one plan fails, company immediately can apply the other oneIn the case when changes are not fitting by the country and its people then obviously company should keep going with the old policies and old culture.Risk Assessment MatrixChange could lead to incur lossesLikelihoodConsequencesInsignificantMinorModerateMajorCatastrophicAlmost certainLikelyPossible unlikelyRarePlanning may not be effectiveLikelihoodConsequencesInsignificantMinorModerateMajorCatastrophicAlmost certainLikelyPossibleUnlikelyRareScope for change may not be thereLikelihoodConsequencesInsignificantMinorModerateMajorCatastrophicAlmost certainLikelyPossibleUnlikelyRareRisk Assessment TableRisknoDate ofoccurrenceRiskDescriptionLow modal(a)HighMitigationaction takenApproval of commencementDate1Change could lead to incur lossesCommunication Planmake31 August, 20104Planning may not be effectivePeriodic ReviewMade31 August, 20102Scope for change may not be therePeriodic ReviewMade31 August, 2010Change Approach (Developing a Critique)Main objectives of this section areThis section finds out the stakeholder of the company and their role in the companyWhat are the barriers that come in between the growthRoles and responsibilities of change management teamStakeholder AnalysisStakeholder is the one on whose stake the company is running. There are different stakeholders of Carrefour in UAE.Strategic management teamProject leaderMangersEmployeesCustomerThe below stakeholder profit will give an indication about the role and the responsibilities of these stakeholder in the working of the company. There are different types of roles and responsibilities described by the below pyramid like driving, active participation, advocacy, willingness and understanding.Resistance to changeIt is necessary that every individual working in the company is resistance to change. It is required by the organizational growth and its survival. There are some important reasons which lead to resistance among the employees of the organ izationThis could the feedback given by the employeesThis could be several inputs given by the supervisor of the companyThis could be results of the auditSeveral decisions taken on the issues of various teamsResistance Assessment Survey is taken into care for resolving all the issues related to change. This survey is affiliated in the appendicesChange Management TeamChange Management Team is vital for the organization of various activities regarding progress of change in the company. For Carrefour, a delegacy is formed which analysis the effect of changes which have occurred due to collaboration with MAF in UAE (Majid Al Futtaim Hypermarkets ). There are several roles and responsibilities of this committee which are there for them in order to make the change management not liable for the company. Some of the important decisions taken by the change management team of the company are as followsChange management team performs gap analysis between the present and future tendency of t he company. The present trend of the company is researched and the future trend of the company are estimated which means that company a possible gap between the two trends is analyzed by the company so that it can give suggestion for the changes to take placeIt works for devising the project plan of the companyIt works for the resistance management plan of the companyIt works for implementation of changesIt see the results of the changes which are implemented on the company and accordingly give the suggestions and the review about the researchIt works on upgrading the action plans and the change management plan if any flaw is found in the plan (How to write an action plan)Strategies for ImplementationThere are several strategies implemented for the implementation of the change plan of the company. These strategies are as followsAction Plan Action Plan helps in analyzing the overall achievement of the company. The main objective of this is the change management plan and all measures are taken on the basis of percentage of the completed planCommunication Plan Communication Plan is one of the most important plans of the company because it works for establishing communication between one team member to any other team member of the companyCommunication Plan consultationKey CommunicationDelivery MediumDateLength of session(if applicable)LocationLeaders of each team, Managers of each DepartmentAction Plan several(a) meeting, e-mails,etc.31st August 2010N/AHOAgents (senders)Operational manager, project

Understanding Violent The Breakup Of Yugoslavia Politics Essay

Understanding Violent The Breakup Of Yugoslavia Politics EssayThe numerous heathenish groups that comprised Yugoslavia held historical animosities to struggleds each opposite stretching back in some cases hundreds of years. Yet these animosities were put a stead after World War Two and under(a) Titos grip the nation achieved internal peace. They were non however forgotten and when superpatriotic politicians needed to create a power base, they merely had to promote nationalist symbols and myths, and bring forward the discussion and exaggeration of past atrocities. This created a deadly snowball affect that proved unstoppable.Yugoslavia has long been an ethnic melting point where great civilizations and religions have met. The capital of France Peace Conference at the end of World War One created the Kingdom of Serbs, Croats and Slovenes place of territory from the Austrian and Turkish empires. The allies hoped the Kingdoms people would develop a new plebeian identity based o n their shared status as Southern Slavs. They were however divided in various other shipway. Croats and Slovenes were Roman Catholic, used the Latin alphabet and orientated towards western and central Europe. In contrast Serbs, Macedonians and Montenegrins were under the repressive autocratic lock of the Ottoman Turks, eastern Orthodox in religion, used the Cyrillic alphabet and were less sparingally developed. Bosnians, though much like the Serbs had practiced Bogomilism and converted to Islam only in deputize for autonomy and protection by the Turks. The Serbs regularly rose against the Turks and were subsequently heavily repressed, thus con gradientred the Bosnian Muslims Slavs that had sold out. During World War Two these antagonisms flared into outright walloping as the Nazi controlled ethnically Croat Ustashe puppet regime murdered innocent Serbs, Jews and others. The regime never had majority Croatian support but this was irrelevant to Serbs in the conflicts of the 1990 s even though they themselves did not have clean hands. Josip Tito and his communists suppressed discussion on the wartime genocide and earlier nationalist outrages in the process creating a powerful reservoir of suppressed memories and hatred.Tito re-established Yugoslavia through the skilful use of fear and the credibility of communist ideology. Yugoslavs feared numerous things including a return to the carnage of wartime massacres, the power of the Soviet Union and some a great Serbian restoration. The League of Communists of Yugoslavia (LCY) as the only substantial pan-Yugoslavian institution was thus the only force capable of allaying these fears. consternation and force did in time give way to compromise that was eventually enshrined in the 1974 Yugoslav constitution. This constitution established a incarnate presidency, rotating chair and change state a great deal of power to the republics thus weakening national institutions. Tito himself often kept this system going by ordering republics to follow federal laws.Titos death in 1980 combined with the end of Cold War rivalry and the decline of communist ideology in the rest of Europe in the eighties lead to the severe weakening of Yugoslavias crucial unifying factors. In addition, Yugoslavia in the 1980s increasingly suffered from an unprecedented economic crisis. This crisis was triggered by the oil shocks of the 1970s, the global respite of the 1980s and a $US20 billion foreign debt. This caused Slovenia and other relatively economically prosperous regions to push for economic and governmental change. Slovenia had significant economic weight as while it comprised only eight percent of the nations population it produced 20 percent of the national GNP. Without a powerful central figure, differences between reformers and conservatives produced a deadlock at the centre during the early and mid 1980s. The economy thus continued its decline allowing conservative groups time to mobilize support.Long sig nificant to the Serb nation, Kosovo became the catalyst for the revival of Serbian nationalism. After a 1981 demonstration in favor of Kosovo gaining republic status the death toll of Albanian youths killed by Serb police varied widely from cardinal anywhere up to 1000. The Serbs balked at this demand believing they were the oppressed side in this situation. Thirty thousand Serbs and Montenegrins did flee Kosovo in the 1980s though many for economic reasons. The higher Albanian birth rate also contributed to the decline in the relative number of Serbs in Kosovo from 23 percent of the population in 1971 to 10 percent in 1989. Led by the Serbian Academy for Sciences and Arts from 1986 prominent Serbs claimed they had been the victim of consistent discrimination in Yugoslavia. Kosovo was thus embossed to the position of most important problem in Serbia and frustration in the League of Communists of Serbia over the issue reached unprecedented levels.Slobodan Milosevic promise of quick and decisive natural process against Albanian separatists in Kosovo won him widespread support in Serbia. Milosevic moved quickly to promote Serbs to important economic and political habits in Kosovo and by 1989-1990 Serbian control over Kosovo was complete. In his first six months of power, he also purged Serbia of rivals and moderates. Journalists, writers and editors were fired and Milosevic supporters soon controlled almost all public life in Serbia. In order to bully and overthrow the Kosovo and Vojvodina political leaderships Milosevic whipped up pro-Serb demonstrations in the previously autonomous regions. The Montenegrin leadership was also overthrown with all three being replaced by Milosevic loyalists. This gave the Serb nationalists control of four of the eight votes in the Yugoslavian federation. Serbian disenfranchisedliners used the cloak of nationalism to revoke the autonomy of Kosovo and Vojvodina thus altering the Serbian constitution and the tenuous balance of power in Yugoslavia.Slovenia and Croatia reacted angrily to this series of events. Public disagreement was not permitted between communist fellowship members therefore it was intellectuals and the media that articulated this anger. Slovenian intellectuals protested publically at the treatment given to the Kosovo Albanians. They did so because they feared the consequences of the Serb action had upset Slovenias political and economic role in Yugoslavia, and would prevent movement towards its goals of democratising Yugoslavia and integrating it economically with the west. The kick the bucket LCY congress in January 1990 confirmed that neither democratic nor hard-line reform could occur at the national level. The Croatian and Slovenian communist parties quickly responded by giving up their power and holding multi-party elections.The multi-party political system that resulted from the 1990 elections was seriously flawed. Political parties of which there were a large number lacked tim e and resources to develop a wide range of policies. Voters were thus denied the information they needed to make in organize decisions. Additionally there was no chance to vote to maintain Yugoslavia even though 62 percent of Yugoslavs claimed Yugoslavian affiliation was very, or quite, important to them in a 1990 survey of 4,232 people. Nationalists claims that other groups would block vote successfully turned it into a self-fulfilling prophecy. Every town experienced the founding of political parties and the divisive nationalist discourse that went with them. Peer pressure to support ones ethnic group in these towns was intense. The nationalist parties did not win majorities in these elections. Because the way the elections were designed they received majorities in their republics. Franjo Tudjmans Croatian Democratic Union and Milosevics Socialist Party of Serbia won only 41.5% and 47% of the votes respectively but gained 56% and 78% of the seats. These parties purged, often viole ntly, their political opponents from power and made it dangerous to be seen as or in the company of cognise moderates. The politicians elected in 1990 were far more nationalist than their citizens.Understanding Violent The Breakup Of YugoslaviaThe continuing stalemate and increasing tension over Yugoslavias economic and political direction convinced Slovenia and Croatia their futures lay elsewhere, and both declared independence in June 1991. The victory by Slovenian in the resulting war against the Yugoslav Peoples Army (JPA) agonistic the Serbs to give up their hopes for a centralized Yugoslav state under Serb control. Serb nationalists instead set themselves the goal of creating a greater Serbian state. The result was war in Croatia. The other significant result of the Slovenian and Croatian declarations of independence was that they forced the Bosnian Muslims to do likewise. Bosnian President Alija Izetberovic and many of his people cognize all too clearly they would have lit tle protection in a rump Yugoslavia dominated by Milosevic and Serb nationalists.Leaders on all sides eternally exploited the fear of becoming vulnerable to other ethnic groups through inaction during the prison-breaking up of Yugoslavia. Both Tudjman and Milosevic consciously revived nationalist ideologies corrupt by the mo World War. Once a leader of a republic broke the pattern of compromise and instead choose to increase interregional tensions the writing, Yugoslavia was on the wall. The slanting of news coverage by Milosevic appointees forced media in other republics to follow suit least their ethnic group become disadvantaged. Exaggeration became common as Serb and Croat intellectuals successfully transferred their nationalist ideologies to the common people. The Ustasu concentration camp at Jasenovac where 60,000 to 80,000 inmates were slaughtered, not all of them Serbs was inflated into the murder of 700,000 Serbs alone by Serb nationalists and Serbian media. The metric al composition game was however played by all sides. Repetition is considered the single most important element in the changing of opinions. Tudjman and Croat nationalists excessive use of Second World War symbols especially the Ustasu flag frightened many Serbs into believing history would repeat itself. Collectively this created a security dilemma where no side could trust the other. Like their Croat neighbors the Bosnian leaders were also guilty of not paying enough attention to the complexity and fears of Serbian societies within their boundaries. By impuissance to recognize the difference between passive and adaptable urban Serbs and more extremist rural Serbs Tudjman missed an opportunity to build a multi-ethnic coalition. The look of political elites was a major source of ethnic hatred in Yugoslavia.Additional causes contributed to the sheer scale of the violence that followed the collapse of Yugoslavia. The JPA took a political role as its officers believed only a federal a nd socialist Yugoslavia could support their existing corporate and individual privileges. Up to 70 percent of the officer core were Serbian and Montenegrin and it was also a bedrock of Marxism-Leninism. The credibility of the army came from the days of communist resistance in the Second World War and as the communist party fell from favor so to0 did the army. With this loss of credibility, the JPA became in effect the army of the Serbian state. This is important because the scale of violence and acts of destruction such as the onslaught of Sarajevo would have been impossible without a powerful military force. The inheritance by Serb forces of the majority of Yugoslavias weapons and especially its heavy weapons gave the Serbs the military power required to carry out their plans.Backed by the JPA Serbian civilian, militias were able to terrorize minorities in Serb controlled areas. The militias were organized from soccer clubs notably the infamous Arkan Tigers, prisons and from volun teers. Merged with the peer pressure, lack of accountability and promised economic gain these militia committed acts of ethnic violence out of all proportion to what could have been deemed acceptable under normal conditions. Croats and to a lesser design Muslims also formed militias and violently attacked ethnic opponents. These were never on the same scale nor had the same level of organization as the Serbian militias and were largely formed as response to the formation of the Serbian militias.The west intervened in the break up of Yugoslavia relatively early and regularly but never with enough collective will or military force to prevent large-scale warfare. The period of the early Yugoslav wars was a dramatic time internationally with the collapse of communism in Eastern Europe and the Soviet Union and the Iraqi invasion of Kuwait distracting Western powers. A global recession further reduced the wests zest to intervene in a country some saw as a quagmire without strategic sig nificance whilst others considered the area vital due to Yugoslavias geopolitical significance. By January 1992 fifteen ceasefires had been arranged and broken by all sides. Numerous internationally brokered peace plans followed. Serbian and Croatian leaders who consistently acted in ways to that continued the violence certainly did not help western efforts. However, the more pressing problem was Americas and Europes weak and timid initial responses which did nothing to persuade Milosevic and Tudjman to forfend their use of violence. Whether an overwhelming display of western resolve through the commitment of significant combat troops would have altered the course of events is unknown. It is however hard to see how such a display of force could have made things worse. The political will to impose a solution on Yugoslavia was simply not present at the time.Yugoslavia was a nation with suppressed and potentially explosive historical memories. By the 1980s the majority of Yugoslavs li ved in peace often side by side with other ethnic groups. It took a culmination of economic decline, a changing international system and most importantly leaders unforced and able to exploit these memories and their resulting fears to rip Yugoslavia apart. Political elites insistence on nationalist ideologies, Serbian military superiority and a lack of Western will ensured this break up was both brutal and extremely violent

Groups And Team Effectiveness

Groups And Team EffectivenessOrganisational behaviour is a methodical learning of the behaviour and reactions of persons, stems and sub systems that actions to understand, explain, predict and change human behaviour that occurs in the organisational context.Organizational behavior asshole be defined as the study and use of get alongledge about human behavior related to other elements of an shaping such as structure, technology and social systems (LM Prasad).Stephen P Robins defines Organizational behavior as a systematic study of the actions and attitudes that people exhibit indoors make-upsGroups and TeamsGroups and squads in the friendship play a actually signifi atomic number 50t in the mathematical exhibit of the association. For every achievement and breakd witness in the shaping teams and sorts play a study role. n be dates groups and teams inside the association function effectively while other disfunction. The employ of groups and teams inside an disposal stupefy enlarged on a oecumenical scale in current years.GroupA group is nonhing but two or additional persons who argon interacting and mutually dependent, agree come together to attain a common objective. A plow group is wizard which first and foremost interacts to sh atomic number 18 information and make decisions and to dish out their collection members of their bea. They dont enclose the chance to connect in collective work which wants joint fire. Here production is just the adding up of individuals split work. Hence in that location is no oft superior performance of work group.A figure of people who act together with one other are mentally witting of one another perceives themselves to be a compilation.Uniqueness of groupsGroup consciousnessA sense of shared purpose and identityShared communication and wage workShared closesInterdependenceInteractionGroups play a very important role on organizations. Groups are an essential feature of the work patterns of organiza tions.Types of groups at that place are two types of groupsFormal groupsIn-formal groupsFormal groupsFormal groups are created to achieve specific managerial objectives as well as be worried finished the management of work activitiesFormal group include command groups, task groups, affinity groupsCommand groups are usually included in the organizational graphTask groups is created to perform specific taskAffinity groups is created for new product nurtureFormal groups tend to be relatively permanent, although t here(predicate) may be a change in the membership of the teamInformal groupsIn-formal groups serve to please the emotional and communal want of group members not connected fundamentally to the farm duties to be undertakenIn-formal groups includes friendship groups and interest groupsFriendship groups arises out of the cordial relationships among members and the enjoymentThey get from being together.Interest groups are organized around a common activity or interest.They may be found on individual relations and association is able to hack across the official musical ar meanderment of the organization.Team A team is a collection of people computer programmened to work to gather interdependently and helpfully to gather the requirements of their clients by accomplishing a principle and goals. Teams are created for both long period and short period communication.Work teams have optimistic synergy which comes by their mutual effort. Hence the presentation level is wagerer than sum of human being inputs and consequently work teams have superior capability and better production than employment group. Hence an association must own employment teams with following characteristics which are collective presentation, optimistic synergy, temperament and mutual responsibility and balancing skills..Team work stool increase competitiveness by Improving productivityImproving quality and encouraging innovationImproving employee motivation and loadTypes of teamsTh ere are different types of teams exist in organizations today. Some evolved naturally in the organizations others have been formally created at the suggestion of enlightened management. The most common type of teams is quality circles, problem resolving power, virtual teams, and management teams. whole tone circlesMinute groups of players as of the comparable job region who frequently meets to talk about and advise solutions to occupation lay problems. Quality circles areProblem solvingProblem solving teams are temporary teams establish to attack specific problems in the work placeVirtual teamsTeams where the study interaction amongst members is by non-homogeneous electronic information and message procedureManagement teamsConsists of managers on or after a range of areas they manage work teams.MotivationMotivation refers to the mental forces that determine the direction of peoples behavior, their level of effort and level of persistence. Motivation is an internal state that d irects individuals toward certain(a) goals and objectives.Source of motivationHow does employee motivation impact organizational performance?Employee motivation plays a bang-up fraction in an organizations presentation and output consequences. Motivation encourages populace to try and attain their chosen job and goals. For many, motivation provides a sense of accomplishment and the good emotion of belonging to an association in control of their destination. Being part of something structured basin frequently offer much motivation for employees. Lack of motivation among the work strength can result in low encouragement to achieve, promote ban feeling about the association and the organizations concerns about its workers. Organizations who promote optimistic motivation express consciousness and acknowledgement about their staff further attractive creativity and efficiency resultsExtrinsic motivationRelated to tangible rewards, e.g. salary, security, conditions of work promotion,In trinsic motivationRelated to psychological rewards, e.g. a sense of challenge and achievement, receiving appreciationManagement and pourboireership plays a major role in the behaviour of the organization, now we go out see the relation they have towards there groups and teams.How Google motivate their employees?Google wrote a programme related to their employees they use their engineers what they did by the end of the hebdomad .Google use to send them email on every Monday, and focus the emails to collect in a file that everybody can examine. The mail will be transfer to every person and shames who did not respond by putting them top of the list. It has been fallowed every week from the time when we started, so each week of our companys history will have a evidence of what each person did. its good for presentation reviews, and if you are joining a development team, in a small number of minutes you can examine what your team members did the most recent weeks or months.How Google m otivates employeesManagementManagement is about changing behaviour and making things happen, it is an everyday activity involving interactions between people. Management is defined as the process of achieving organizational effectiveness with in transforming surroundings by interconnected competence, efficiency and fairness, obtaining the majority from incomplete resources, and functioning with and by other people.Elements of managementPlanningOrganizingCommandCo-ordinationControlLeadershipLeader ship is a affaire of making difference and is a combination of persuasion and compulsion that results in making people do things they might not other tonic have done. approximate management prefaceership helps to develop team work and the mixing of person and assembly goals, it aids essential motivation by emphasize the significance of the work people do and importance on interpersonal behaviour in a broader situation.A balance between management and leadershipIn the organization the t eam leader seems to be halo affixed, whereas the phase manager is seen to have incredible of sigma. Leader establish direction for group and gain the group members commitment and motivate them to achieve goals to move in that direction, whereas manager brings to brain less-charismatic persons annoying to construct people in to more competent device in the caper engine.Considering the definition of management we can see that leadership is actually a sub-category of management.Applying these concepts for manager and leader at bottom the location of a team, we discover attractive results If there be a team leader that is obvious to be uninterrupted by income of the team member necessities, or have a personality plan more important than the teams goals, then the leader is obvious to be more of a manager and become alienated from the team members. On the other hand, the team leaders most conventional and loyally followed are persons who reveal worry for the team members as folks with a ctual necessities, and are persons who put The reason of the group above there.Googles Organizational BehaviorMain factors and procedures that organisational behaviour contributed to the success of GoogleGoogle is one of the majority flourishing internet based industry.The achievement of the Google is fixed on its majestic organizational entrusts and core competencies.Google formulae of accomplishment are not only its knowledgeable expertise but withal its insistent ability to come up with both inventive and profit oriented projects.The inventive ability of Google combined with incorporated process in the supportive refining creates sustainable competitive benefit.For instance ,Google describes as investigate engine leader to facilitate create latest fangled opinion by physically powerful speed or what they call the 70-20-10rule where the staff preponderantly engineers are buoyant to use 70%of their functioning time on top of central trade functions,20% on related melodic phras e functions ,and 10% on areas completely of their own choice.The Googles are aggravated to put in their suggestions, thoughts, or no matter which that pertains to possible income gaining actions all the government agency through a range of means like meetings, intranet, and additional forms of message.Team work is another main factor for Google achievement. it is confirmed that engineers effort in teams in doing projects. The teams have whole freedom relating to their projects and the habits in which they will attempt on it.Organizational communication is also a core means of Google. Communication serves four most important functions within a group or organization as well as control, motivation, emotional expression, and information. This serves as the lane through which ideas , suggestions, and in sights that would potentially produce alter and innovative features within the organization or discussed.On the feature of HRM, Google has a distinct employment method that is surrounde d on the improved significance on appreciated intelligence and mind power more than experience.Major factors that make a payment to the extraordinary achievement of google are the capability on the way to innovate, exceptional teamwork in the middle of Googles, flourishing message process, and distintinctive service events. These are given critical factors and core competencies that make up the successful organizational. http//ivythesis.typepad.com/term_paper_topics/2009/08/googles-organisational-culture.htmlNegative aspects of Google cultureWhen there is positive aspect there are chances for detrimental aspects in the same way there are some negative aspects for Google.Google is having a very good reputation in the internet industry though they have a very good status in the internet business here are a small number of criticisms in the organizational background of the company.The negative features of Google culture are nonappearance of clear organization structure, work principle s, poor worker relations and its casual work culture.The unclear definition of management structure leads to organizational divergence. Divergence is a hazard because staff has conflicting values and practice different situations.Management theorys used as a corpse of awareness that will direct the engineers and project managers in constructing excellent decisions for the advantage of the whole organization.Google is also criticized for its unique recruitment process. Critics describes the process of Google recruitment is narrow.Google is also called up on its problematic employee relations and in efficient organizational behaviorGoogle on no account kept their schedule or activitys on time and forever turns up late for clients presentation.Positive and negative aspects of organisation will have enamour of groups and teams .in the organisation some teams and groups function effectively while some other groups and teams in organisation disfunction. This will directly reflect on the positive and negative aspects of the organisation, now we will critically evaluate why some teams and groups in the organisation function effectively while some others dysfunctional?The exercise of groups and teams within organisations has enlarged on an international scale in current years. This detail on your own suggests with the intention of a group demographic confers several concrete benefits to an organisation. Group is a set of people brought jointly through the set of plan that their personality skills resolve to higher productivity when combined. The employees may comprise equal skills in a particular field of the companys movement. For ex. The group research and development employees brought to gather for the focus groups involved in the development of Google chrome.Google chromeGoogle chrome is a browser designed by the Google to work exclusively with web applications. Designed goals and directions of Google chrome are as followsUser interfaceArchitectureRemote applicat ion accessHard ware supportIntegrated media playerPrintingLike handlingSecurity.http//en.wikipedia.org/wiki/Google_Chrome_OSGroups may also have complementary skills that allow them assist in the direction of a common goal. The staffs with in the corporation have enormous impact upon how the corporation functions and on its output, so it is significant for business to scrutinize and re-examine their organisational behaviour.Factors and process which influence group effectivenessTask orientation- an efficient groups is the majority possible to stay alert on its aims and targets that some one personality on your own and will be a great deal more focused than a dysfunctional group. This possibly will be achieved of through an organization goals and targets for the group as they progress through a task.Motivation through hierarchical flattening- The introduction of equality by the adding up of management within the group structure. The crash of barriers stuck between support staff and organization can lead to extra stress-free working(a) environment. Also organization with in group can uphold the focus and direction of the group. A successful group will be skilled to introduce a new member to the culture of the organization rapidly so the new member may not waste time in settling in.Group norms can serve to facilitate goal achievement- if each group member knows how he is to behave and what is expected of them, and then greater productivity is sure to ensue.If suitable rewards are deliberately offered to the maximum acting group then opposition will increaseIn a successful group the aims and targets are complete clear to all members, no one is puzzled or left exclusive of a task, nor are farm duties duplicated.Based up on social identify theory and the ordinary relish to uphold optimistic self perception people like to identify with high status groups and subsequently will work hard to stay associated with them.The stereotyping of out-group factors can facilit ate in -group unityHigh expectations placed upon a group can lead its members to function more effectively. Some possible benefits of high expectations areIncreased responsibilityIndependence and trustPraiseRoom for creativitySeek commentsOver look minor setbackA group working successfully will make easy cultural differences, for sheath, Americans and French tend to prefer not to work in a group where as the Nipponese do.The construction of a successful group may be due to its members living and socializing jointly, for example the Google employees live together in apartment movement accommodation this creates a sense of group harmony and also defines each members role in the strict hierarchy within the organization.Factors and process which influence groups to dysfunctionGroup norms can delay goal achievement, particularly if an associate of the group is intractable. In a group where norms are unidentified or deviated as of certain employees as an alternative of tolerant and adh ering to the norms, it takes longer for upcoming members to connect in and be accepted.One of the major flaws in a dysfunctional group is similar to to be communal loafing the responsibility of each person is diminished, they everyone feel they can get away with a minor amount of work than if they are functioning alone. This might be due to the idleness on the part of staff or inaccurate organizational behavior on the division of the employer, for example having groups consisting of too numerous members or not allocating the accurate quantity of work to a group.Unclear instructions or briefs provided by higher indorsement could lead to a team performing poorly.If a new member of the group joins, it will take time for them to learn the group norms, dysfunctional groups may be the result of regular membership reshufflingA dysfunctional group may be the result of combining contrasting cultures an example of this is the alignment of Chrysler and Daimler-Benz-the cultures clashed and t he groups of the two sets of employees did not get along.Motivational incentives can cause disharmony among group members, if members of the group pitted against one another in competition this can often backfire and be counterproductive with the faster slowing down to keep pace with their slower working friends.Competition for leadership can lead to loss of focus and productivityA social phenomenon called group conceptualise can result from certain conditions, usually when the group is successfully and has excited for a while. The symptoms of group think arePressure to conform applied by other members of the group- this can stifle individual input.Self censorship-a group member may hold their spittle if they feel they are in the minorityFeeling of unanimity and invulnerability-individuals in a group, especially a successful one, may develop an arrogance that could lead the group in rash and risky directionsA group may become dysfunctional if it is under threat this is called the c rises factor and can panic group members in to rash choices and sub-par work.A group can deteriorate in performance if it is rife with negative stereotyping-the perception-the perception of a whole individual based up on specific attributes has implications for selection, promotion and performance evaluation.If individuals do not feel pride in a group then they will attempt to change the status of the group and try to detach themselves from itA group may become dysfunctional if low expectations are placed upon them. Some negative impacts of low expectations includeDecreased responsibilityDirective instructionsEmphasis of mistakesLess attention paid to comments/suggestionsTo predict how groups behave certain psychological models can be applied specifically tuck mans model of group development and Gersicks punctuated equilibrium model. The following is a representation of tuck man and gersicks model superposeA group working effectively will progress through the stages quickly to the performing stage after resolving any leadership disputes and establishing norms early on. Effective groups will contain members that have complementary skills and personalities, a group may work well if they have been formed for a long time or if they have worked to gather before as this greatly diminishes the effects of stages1-3 of tuckmans model. A dysfunctional group will spend longer on the earlier stages not performing this could be due to number of factors either attributable to the individuals within the group or the management that assembled the group. The management may have chosen individuals that are not suited to the task they may not posess the necessary skills, or have little cooperation or leadership qualitys. It could simply be due to the fact the group members do not get along socially, this can lead to lower productivity so it may be wise to form a group of individuals of prior acquaintance. This could however have a negative impact if the colleagues have a social relationship they may not focus up on the task in hand.General Electric Case StudyManaging Groups and Teams within OrganizationsRecognize and understand group dynamics and development Understand the difference between groups and teams Compare and contrast different types of teams Understand how to design effective teams Explore teams and ethics Understand cross-cultural influences on teams In Durham, North Carolina, Robert Henderson was opening a factory for General Electric (GE). The goal of the factory was to manufacture the largest commercial jet engine in the world. Hendersons opportunity was great and so were his challenges. GE hadnt designed a jet engine from the ground up for over two decades. Developing the jet engine project had already cost GE $1.5 billion. That was a huge sum of money to invest-and an unacceptable sum to lose should things go wrong in the manufacturing stage. How could one person live up to such a vital corporate mission? The answer, Henderson decided, was that one person couldnt fulfill the mission. Even Jack Welch, GEs CEO at the time said, We now know where productivity comes from. It comes from challenged, empowered, excited, rewarded teams of people Empowering factory workers to contribute to GEs success sounded great in theory. But how to accomplish these goals in real life was a more thought-provoking question. Factory floors, conventionally, are unempowered workplaces where workers are more like cogs in a vast machine than self-determining team members. In the name of teamwork and profitability, Henderson traveled to other factories face for places where worker autonomy was high. He implemented his favorite ideas at the factory at Durham. Instead of hiring generic mechanics, for example, Henderson hired staffers with FAA mechanics licenses. This superior training created a team capable of making vital decisions with minimal oversight, a fact that upped the factorys output and his workers feelings of worth. Hendersons s elf-managing factory functioned beautifully. And it looked different, too. Plant manager Jack Fish described Hendersons thoroughgoing factory, saying Henderson didnt want to see supervisors, he didnt want to see forklifts running all over the place, he didnt even want it to look traditional. Theres clutter in most plants, racks of parts and so on. He didnt want that. Henderson also contracted out non-job-related chores, like bathroom cleaning, that might have been assigned to workers in traditional factories. His insistence that his workers should contribute their highest talents to the team showed how much he valued them. And his team valued their jobs in turn. Six years later, a Fast Company reporter visiting the plant noted, GE/Durham team members take such pride in the engines they make that they routinely take brooms in hand to drag out out the beds of the 18-wheelers that transport those engines-just to make sure that no damage occurs in transit. For his part, Henderson, who remained at GE beyond the project, noted I was just constantly astounded by what was accomplished there. 2010 Jupiterimages Corporation Teamwork can make something as complex as an airplane engine possible. GEs bottom line showed the benefits of teamwork, too. From the early 1980s, when Welch became CEO, until 2000, when he retired, GE generated more wealth than any organization in the history of the world. Sources Fishman, C. (September 1999). How teamwork took flight. Fast Company Issue 28, http//www.fastcompany.com/node/38322/print Lear, R. (Jul/Aug 1998). Jack Welch speaks Wisdom from the worlds greatest business leader, Chief Executive Guttman, H. (Jan-Feb 2008). Leading high-performance teams horizontal, high-performance teams with real decision-making clout and accountability for results can transform a company, Chief Executive, 231, 33.ConclusionMany factors and process that influences group effectiveness or dysfunction has been highlighted. Organization should consider ca refully when assembling and structuring any group or team because both the market and the organization should work under the organization .

The Mass Media and the Futile Search for Extraterrestrial Life Essay

Sure weve all seen movies and read books about extraterrestrial beings landing on the Earth and conquering the human race. And millions of us have viewed TV shows like The X-files and Third Rock From the Sun. These forms of popular culture share a common thread -- extraterrestrial life. Yet the underlying headland is, does the mass media take extraterrestrialism seriously? Or do they mock it? Or do they simply exaggerate its credibility? In the majority of these cases, the mass media not only takes on the third mode of exaggeration, it shifts focus from more important and serious issues such as extraterrestrial life at the cellular level. The media loves to act as with the minds of viewers, making them believe in something which realistically is probably untrue.The early history of extraterrestrial life traces back to the 1940s and 1950s. Stories of alien abduction sprang up everywhere nice a general trend. At the time, alien abduction was defined as the forced removal of a person from his /her physical location to another place. It may accept an altered state of awareness for the purpose of physical, surgical or psychological procedures performed by non-humans. After the abduction, the person is returned to his or her physical location and frequently has myopic or no recollection of the experience.Where did this all begin?It began in 1898 when H.G. Welles published his book The War of The Worlds. The time period was one of huge tenseness and military armament. This was a marker that World War I was going to break out. Welles novel addressed that very dread. The aliens were from the future and were perceived as an evil threat to mankind. But books like these and TV shows like The X-Files are always a projection... ...Visitors? Frank McConnell,Commonweal Volume 123 20 Nov.22, 1996BibliographyBooks Sagan, Carl. Cosmos Contact. Pale sullen Dot A Vision of the Human Future in Space. Kieffer, H.H. Mars University of Arizona Press 1992 Articles Sagan, Carl. T he Search for Extraterrestrial Life. Scientific American. October 1994 The Search for Extraterrestrial intelligence information Scientific Quest of Hopeful Folly? Titan A Laboratory for Prebiological Organic Chemistry. Accounts of Chemical Research. July 1992 A Search for Life on Earth from the Galileo Spacecraft. Nature. October 21, 1993. McKay, David. Evaluating the attest for Past Life on Mars. Web Sites SETI Institute Web Site http//www.seti-inst.edu/ http// www.abduct.com/experien.htm http//ntdwwaab.compuserve.com/homepages/Andy page/abduction.htm http.//www.gtm.net/geibdan/

The Writing of Arab Female Novelists :: Culture Cultural

The Writing of Arab Female NovelistsThe Story of Arab women refreshedists reflects, in many ways, the story ofmost women in different disciplines it is the story of abundantcreativity with precise few rights or sometimes no rights at all. It is thestory of a group of women who were absented from the literary scene simplybecause their creativity and attitudes proved to be different from mens,who were and still are, the mainstream and the only arbiters who decidewhat is literally valuable and what is not. It is a story that went onunnoticed for a hundred years because, as men think it, there was onlyone version of the official history of Arabic literature.In the recent half-century, Arab woman writers have acquired a distinctiveposition in the field of literature, with an impressive richness,diversity and creativity in their writing. Woman novelists lead the reignof storytelling now just as they did right at the beginning. The firstArab novel was written by a woman, fifteen years b efore any Arab man triedhis hand at this literary genre. Hush al Awaqib, by Zaynab Fawaz, waspublished in 1899. For them, storytelling was a way of self-expression,and individualism. The intention is not to imply that it is genderdifference itself that determines the nature of literary creation, on thecontrary, it underscores differences in experience, differences that aremanifested in literature. But it is often viewed that individualisticworks by many woman writers can be read as feminist in the context of Arab close. This culture denotes that values such as collective ethnic andreligious identity conformity behaviors are caught up in the powerstructure. Therefore, feminism is also charge in these values.Other criticisms in regard to womens novels are that they their workswere merely an extension of their bodies, that the heroines in the textare representatives of themselves. Another criticism was that the subjectsand issues the women writers dealt with could not maybe be of any public interest due to the fact that the majority of the works were aboutlove, family and children and reflected the restricted world they livedin. Even other women critics dissociated themselves with womens worksand arduous on the works of men instead.But the truth is that not only were women the first to write novels inArabic, they were also the first to deal with major issues, however beforemen addressed them. Also, evidence from works such as Liyana Badrs ABalcony of the Fakhani demonstrate beyond any doubt that Arab womennovelists were intensely involved in the social and political concerns of