Main Differences Between Booker T. Washington and W.E.B. Dubois [Essay]

In opposition to the present serene conjunction condition of every single American resident socially, financially, and strategically, before, the whites isolated people of the African-American inception. Along these lines, in view of the racial domination, the Negros had no state, even in issues that concerned their lives; henceforth, the idea of enduring this network suffered in the possession of the whites.Advertising We will compose a custom exposition test on Main Differences Between Booker T. Washington and W.E.B. Dubois [Essay] explicitly for you for just $16.05 $11/page Learn More The African-American sobs for opportunity from isolation, aimless killings, hardship of their key rights, and crowd Violence hit a tangle in light of the fact that the whites thought about Negros as subhuman creatures. Due to the declining condition, Negros looked for methods of liberating themselves from such extraordinary misery, prompting the ascending of two persuasive Negro pioneers, in particul ar Booker T and W.E.B Dubois (Gibson Para. 1-3). Despite the fact that these two chiefs shared a typical plan and concurred on sparing the African-Americans from isolation and extraordinary anguish, there was a distinction between booker t washington’s and w.e.b dubois’â ideological ways to deal with the issue. How Did the Views of Booker T. Washington and W.E.B. Dubois Differ? As indicated by Booker T Washington’s account, he was brought into the world a slave in 1856 and later turned into a supporter for Black Progress. He accepted that the gradualist financial methodology was the main technique that could ensure Negros opportunity, a thought that Dubois excused. As indicated by him, paying little heed to the monetary wealth and instruction that Negros acquired under accommodation to the whites, it is extremely unlikely whites were to give them opportunity, and thusly, his gradualist political arrangement. The focal topic of Dubois’s belief system was that African-Americans needed to request and battle for their opportunity. It is extremely unlikely their white oppressors could leave their captives to leave (Gibson Para. 1-6). Due to the regard that the whites concurred Booker T having worked with them and demonstrated dedication to them for quite a while, Booker T held the idea that, through previous their weeps for opportunity, social correspondence, and essential freedoms, the whites could offer Black Americans some mechanical farming preparing and business openings. Through the skill gained from the preparation and employments, African-Americans were in the long run to pick up the regard of whites, and therefore, the inevitable conceding of their common freedoms. To Booker T Washington, the increasing financial autonomy and decency were of more prominent importance than battling for social liberties through commanding methods, which African-Americans had no assurance that they could win (Henry 1). Distinction Between Washing ton’s and Dubois’ Beliefs Generally, Booker T’s procedure laid more accentuation on blacks tolerating and pleasing the white pitilessness and matchless quality as this was the main essential technique for guaranteeing a shared association relationship created between African-Americans and whites. In spite of the fact that Booker recognized that such an association couldn't clear the social contrasts between these two American gatherings, the affiliation could ensure shared financial improvement of the two gatherings and the joint arrival of blacks from affliction (Smock 7-19).Advertising Looking for paper on african american? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Despite similitudes between Booker T Washington’s and W.E.B. Dubois’ estimations that blacks were enduring and that monetary autonomy was important for the ascent of the dark network, Dubois incredibly restricted the accommodation issue . On account of the little addition, Booker T’s procedure increased African-Americans, Dubois upheld for the arrangement of social freedoms associations to battle for the Blacks’ rights. As per Dubois’ reasoning, in spite of the fact that training was significant in freeing the blacks, there was a requirement for political activity and consistent fomentation, as it was the main method of constraining the whites to give up some force. To be politically skilled and raise the societal position of the blacks’ needs, Dubois further underlined the significance of Blacks contemplating human sciences in schools, rather than just modern rural examinations. In this way, despite the fact that Dubois acknowledged some of Bookers’ thoughts, he accepted that Booker T’s belief system never gave a solid answer for the Race issue (Dawkins 1). Booker T Washington versus W.E.B. Dubois: Essay all in all, if to thoroughly analyze their achievements and effect on society, unmistakably these two noticeable African-American pioneers had one plan of helping blacks gain their opportunity and common freedoms, their techniques fluctuated. Booker had faith in accommodation to the racial domination, a case that Dubois restricted with his political methodology. Works Cited Dawkins, Sabrina. Deromanticizing Black History W.E.B. Dubois Booker T., Washington. 2010. Web. Gibson, Robert. Booker T., Washington, and W.E.B. Dubois: The issue of Negro Leadership. Yale-New Haven Teachers Institute. 2010. Web. Henry, Charles. Who won the incredible discussion Booker T., Washington of W.E.B. Dubois? 2010. Web.Advertising We will compose a custom exposition test on Main Differences Between Booker T. Washington and W.E.B. Dubois [Essay] explicitly for you for just $16.05 $11/page Learn More This paper on Main Differences Between Booker T. Washington and W.E.B. Dubois was composed and put together by client June Price to help you with your own investigations. You are allowed to utilize it for exploration and reference purposes so as to compose your own paper; in any case, you should refer to it in like manner. 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Romeo Juliet Act 3 Scene 5 Essay Example For Students

Romeo Juliet Act 3 Scene 5 Essay The circumstance is that Juliet is hitched to Romeo yet without the assent or information on her or Romeos guardians. The main others who know about Juliets and Romeos betrolal are the medical attendant and the reasonable Lawance. Faria Lawance wedded the couple yet some would contend that it was distinctly in light of a legitimate concern for him. Individuals would contend this in light of the fact that Faria Lawance was an obscure, non-well known enterty, so he was to unite to the two greatest packs in Veriona, he would stand out forever. This is obscure to either Romeo or Juliet; the couple accept that Faria Lawance acted in the eventual benefits for the couple not himself. The language which is utilized between the two darlings is totally different to how Romeo addresses his companions the Montugues or his adversaries the Capulets. Romeo discusses love and dieing for adoration, as does Juliet when taking to Romeo. During this passionate scene Romeo talks about dieing for Juliet, this is amusing on the grounds that the crowd realize that inevitable each dieing for one another. Shakespeare composes it along these lines since it immerses the crowd inside the scene. Juliet notes to Romeo about the songbird despite everything singing, this make Romeo stay since Romeo will just go from the outset light, so if a night flying creature, for example, the songbird is as yet singing it must gather that it is still night. In the event that I was coordinating the scene among Romeo and Juliet I would put Juliet higher than Romeo. The purpose behind setting Juliet higher than Romeo is to show that, despite the fact that Juliet is more youthful she despite everything has an incredible love for Romeo. To set the entertainers like this is to make an impact of an ocean saw on the crowd. In the event that Juliet was higher than Romeo and a similar age as Romeo, at that point it would give the feeling that Juliet had more love for him. Be that as it may, as Juliet is more youthful the age hole allegorically hauls Juliet down to Romeos level, along these lines evening out their affection for one another. This would demonstration of hauling Juliet down to Romeos level of adoration however her age escalates the absence of thinking the youthful couple have. Indicating that Juliet is boiling down to a level gives a sentiment of wretchedness or absence of information. This demonstration causes the crowd to accept th at the youthful couple have raced into their demonstration of marriage when they dont really love each other by any means. This obstructing of the entertainers and landscape will at that point show later, when the two bite the dust for one another, the amount they loved each other profoundly, so by right the crowd of their view on the youthful sweethearts love. After Juliet and Romeo withdraw from every others grasps Lady Capulet strolls in on Juliet. At that point Lady Capulet doesn't know about the couples marriage. Woman Capulet had come to converse with Juliet about orchestrating a marriage for Juliet to Paris. Juliet doesnt think about the expectations of her mom until some other time in the duologue. From the outset the two talk about the demise of Juliets cousin. Juliet portrays as sobbing his demise and might want to slaughter whoever did it. Woman Capulet then discloses to Juliet that Romeo submitted this corrupt demonstration, Juliet neglecting her adoration for Romeo, talks about death and pulverization of him. In Juliets discourse to her mom she says such lines as Indeed I will never be happy with Romeo until I have him in my arms - dead-is my poor heart for a brother vexd. To woman Capulet this seems like Juliet needs Romeo dead, yet on the off chance that she had tuned in to what Juliet truly implied is that she needs Romeo in her arms, Dead is my poor heart. Woman Capulet heard that Juliet needs Romeo in her arms, dead. Juliet utilizes clever word plays also clarify her adoration for Romeo. This is all without much of any result in light of the fact that later in the duologue Juliet discharges her actual sentiments. This happens when Lady Capulet tells Juliet of Lady Capulets goal for Juliet to wed Paris. Juliet then winds up disclosing to her mom of her actual sentiments and expectations towards Romeo. The language utilized between the mother and little girl changes all through the duologue. From the outset Lady Capulet is thoughtful towards Juliet in light of the fact that she is under the feeling that Juliet is morning her cousins passing, yet as duologue proceeds with the moms discourse abandons thoughtful to requesting. The defining moment in the moms discourse is the line Find thou the methods, and Ill find such a man this beginnings the moms requests for Juliet to wed Paris. During Juliets discourse she utilizes twofold implications and plays on words get over her affections for Romeo. Juliet realizes that on the off chance that she keeps all her inclination bolted up inside herself she simply get discourage from be obstructed by society. Donne's sonnet, EssayThis would show to the crowd that despite the fact that Juliet cherishes a sworn opponent she despite everything adores her dad, however her dad can't see that, so Capulet should kick her away from him to show nauseate in her. As Capulet begins dismiss and stroll from Juliet, Juliet should bounce from the floor and get his arm. Capulet should then turn and slap Juliet. Juliet will at that point tumble to the floor holding the red imprint which her dad has quite recently incurred on her; the medical attendant at that point ought to go over and mother the kid from this beating. Woman Capulet and Capulet should swagger out to show how they accept that Juliet is inferior to them and not commendable in their family. As the medical attendant moms the beaten youngster, the medical caretaker repudiates the words which she had verbally expressed already. The attendant says how she imagines that Juliet in the wake of damaging Romeo ought to proceed to wed Paris for her dads purpose. The Nurse says lines like I think it best you wedded with the nation, this is the direct inverse of what the medical caretaker had said to Juliet before in the presentation. The medical caretaker expresses the great side of Paris expressing that hes a beautiful refined man, trusting this will engage her and draw her away from Romeos brutality. Juliet accordingly thinks that its difficult to perceive how the medical caretaker, once so glad and excited for the love among Romeo and Juliet, presently says that is best not to wed for adoration, yet for respect and her family. The medical caretakers language inside this scene is disproving however strong. The medical caretaker discloses to Juliet that the thing she said about wedding Romeo, an adversary to her dad, family and to Juliet, is stupidity. This is the point at which the attendant had said that defacing Romeo was correct and acceptable before in the presentation. It is questionable that the medical attendant was just acting to the greatest advantage of herself. The medical caretaker may have possibly be revealing to Juliet this in such a case that Capulet and Lady Capulet were to discover who helped Juliet get hitched, the guardians would just act in the most forceful manners. So by convincing Juliet to wed Paris she would not exclusively be covering her tracks of causing Juliet get hitched to Romeo, however would help Lady Capulet and Capulet getting Juliet to wed Paris, there by keeping her activity as the attendant and being on the acceptable side of the guardians. Juliets concurs with the med ical caretakers thought of defacing Paris however realizes that she will never proceed with it. Juliets language and the words which she says are very different to what is implied by them. During this scene I would have Juliet and the attendant sitting on the floor along with Juliet crying into the medical caretakers pullover. As the scene advances the medical caretaker should left Juliet up onto the bed however Juliet should in any case be crying into the attendant. The medical caretaker ought to stroke Juliets head and talking delicately to her, similarly as a mother would to a kid. This would mean the genuine association between the attendant and the kid. As the medical attendants discourse proceeds and she discusses leaving Romeo for Paris, Juliet should pull her head away from the shirt and her outward appearance should change to disarray. The medical caretaker ought to consistently be under the feeling that Juliet is understanding and concurring with everything that she is stating. So to finish up the language inside every duologue changes as the characters become increasingly more mindful of their circumstances. The majority of the duologues start with a downturn about Juliets cousins passing and moves onto Juliet being accused for the adored of an adversary. Child the development of the scene is separated into 4 duologues. Every duologue is about a similar individual, Romeo, yet the manner by which every duologue are spoken changes from character to character. The topics and thoughts communicated inside the scene can be connected in todays society. The subjects, for example, adoring another which disappoints the guardians can be identified with regular occasions which occur in family units over the world. For instance; the marriage between to ethnic gatherings may disappoint a few people saying how it isn't right, you ought to never wed out of your race. So in that sense Romeo and Juliet is a story route relatively revolutionary, its a story which is pertinent to years back and years to come.

4 Follow-Up Email Examples after Interview

4 Follow-Up Email Examples after Interview The job application process is a long and complex thing to go through. While it is easy to think it all culminates into that long-awaited job interview, you actually have things to do even after the interview is over. The ball is still in your hand as well and you should consider typing a few emails to take agency in your job hunt.A follow-up email is a good idea right after the interview. It shows that you have enthusiasm for the role â€" you didn’t just come to the interview and then forget about it â€" and it provides you with one last chance of making a positive impression.In fact, the follow-up email is a great way of ensuring the hiring manager doesn’t forget about you and your suitability for the role.So, what are the follow-up emails you should send after your job interview? Here are four examples and tips on writing that all-important follow-up. THE BUILDING BLOCKS OF A GOOD AFTER-INTERVIEW EMAILNow, before we get started with the examples, let’s first consider the building blocks of a good follow-up email. There are certain rules you want to follow to ensure your email is professional and effective. The point of a follow-up email is not there just to say “Hello!” â€" you want to use it to your advantage and showcase one last time why you are such a good pick for the role.What are the building blocks you must keep in mind? There are five rules to writing a follow-up and they are:You mention the roleYou must mention the role you were interviewed for in your email. It’s all good to hope you’ve left such a lasting impression on the interviewer that he or she will recognize you immediately but the chances are the hiring manager has other things to do.They might interview to multiple positions and have met a number of candidates before and after you. Simply noting the position will immediately remind the person of the c andidates and make it easier to connect your follow-up email to a person.You make a connection to the interviewYou should also get a bit more personal and create a link between your email and the interview you just had. This can be something basic such as thanking the person for the opportunity. But you can go a bit deeper and remind them of a conversation you had or a fun point of interest you shared.It’s just about creating a more personal connection and memory of you as a person and candidate in the interviewer’s mind. So, think back to the interview and pick something you can mention at the start.You have to remind the person of your suitability for the roleIt’s also a good idea to include a short reminder of your suitability for the role. You want to quickly go over the main reason you would be a good hire.For example, if you noticed during the interview that the hiring manager emphasized communication as the key (perhaps you asked about it from the employer!), then you s hould remind them about your strong communication skills here. This can be an example you mentioned during the interview or an achievement you’ve previously received.You have to be politeA good follow-up letter will also maintain a positive and polite tone. This includes common courtesy in terms of the language you use â€" it’s essentially about good email etiquette. A quick reminder of a email etiquette right here:General Email Etiquette RulesAll CAPS is considered shoutingSo is over punctuating!!!!!!!Not using capitalization or punctuation makes email hard to readText messaging abbreviations r confusing 2 ur co-workersAvoid emoticonsExplain abbreviation (Btw, lol, md)Check spelling and grammar before sendingKeep slang at a minimum (hey whts up, dud)Source: SlideShare  presentationMake sure to use the appropriate titles as well. Don’t use the first name unless the hiring manager specifically told you to do so during the interview.You use proper grammarRelating to the above po int, you also need to ensure the letter is grammatically correct. Use a spellchecker such as Grammarly or write the email on Word first before sending it. You can ruin your good interview by not being able to write properly in an email. So, do take it seriously and proofread your email before hitting that send button.THE 4 FOLLOW-UP EMAIL EXAMPLESSo, what type of emails should you send after an interview? There are four great examples of follow-up emails that all serve a slightly different purpose. Check out the examples and pick the ones that you feel will help you improve your chances of landing a second interview or the job.The short and immediate follow-upThe first follow-up email you might want to consider is the short and immediate follow-up. This is essentially going to be:Short in length â€" only four to seven sentences.Sent within 24h of the interview â€" you don’t want to send it right after, but you do want to ensure the hiring manager gets it the next day.The short and immediate follow-up is a great all-around option. If you feel like your interview was a success, then this is a suitable option. It uses the five building blocks in a short and sweet manner â€" you’ve already done the hard part and impressed the hiring manager with your resume and interview and now, you are just reminding them that you are super-excited about the role.The subject line: Thank you Job position interviewDearName and title of hiring manager,I wanted to thank you for your time yesterday. I enjoyed our conversation about Topic discussed, and I’m excited about the possibility to join Company as Job position. I believe the role is perfect for my Strength/Skill. As mentioned, I’m proud of my Achievement related to the job role and believe it would help me in the role. I’m looking forward to hearing more and don’t hesitate to contact me if you have any questions.Best regards, Name Phone numberThe in-depth and immediate follow-upYou could also opt for the more in-de pth and immediate follow-up. This is sent similarly to the first follow-up example rather soon after the interview. The next day is often a good idea â€" it’s soon enough for the person to remember you and not immediate enough to seem desperate.The difference is mainly in the content and the length of the email. There are two great uses for this longer format:The first example is in the case of not having the best job interview and you feel like you want to ensure the hiring manager understands your strengths and skills better. The aim at this point is to focus on mentioning any achievements and skills you didn’t get to talk about and to go deeper into why you think you are suitable for the role.The other situation when you might want to use the longer format is when you have told you’d get back to the hiring manager on something. Perhaps you weren’t able to fully answer a question and you want to respond to it now. In some cases, the hiring manager might have asked you to c larify something later and this gives you a good chance to do it.The longer format is a so-called recovery email. It can help you salvage the situation and ensure the hiring manager gets all the facts.The subject line: Thank you Job position interviewDearName and title of hiring manager,I enjoyed speaking with your yesterday about the Job position at the Company. I feel the job is an excellent match for my skills and interest.I just want to take the opportunity to mention about the Achievement/skill/position that wasn’t clear. Explanation.As discussed, I have worked extensively with Skill relevant to job and my Achievement relevant to skills will give me the right tools to succeed in the goal. You said the company hopes to Vision or goal the department/company has and I believe my experience with Skill relevant to the goal will help me achieve that.I appreciate the time you took to interview me and I’m looking forward to hearing about the position. If you have any questions or c oncerns, please let me know.Best regards, Name Phone numberThe second reminder follow-upThe above two are examples of the more immediate follow-up you should make right after the interview. You should definitely opt for either of those examples in the two days after the interview. But you might also want to make a second follow-up a little later â€" generally, you want to send a second email within a week of the first email.The first follow-up example in terms of reaching out for the second time is useful for those occasions when you haven’t heard from the hiring manager. It is essentially just aimed at checking up with the recruiter once more. This is good for the second follow-up but you can also use it in case you forgot to make the first follow-up after your interview.It shouldn’t be too long and the aim is just to remind the employer that you are still there and hoping to get the role. You should focus on the building blocks mentioned earlier but you shouldn’t get too muc h into detail regarding the interview at this point. In this email, you are just looking for some answers and confirmation regarding the job position.The subject line: Inquiry Your NameDearName and title of hiring manager,I just wanted to check if you have any news regarding the Job position. I really enjoyed our conversation on Date of the interview and would appreciate any feedback you might have regarding my interview.I understand that you must be busy but let me know when you have time. If there’s anything I can help you with, please let me know!Best regards, Name Phone numberThe second meeting follow-upFinally, you have the example of the second follow-up email that emphasizes creating a long-term connection with the hiring manager. In a way, it is a networking email rather than “Did I get the job?” letter.This follow-up email can be used on those occasions when you haven’t heard anything from the hiring manager or, indeed, you got a rejection letter from them. The aim here is to establish a professional relationship with the person and ensure you have a new network connection whether you got the role or not. You’re essentially writing a “Let’s keep in touch” letter with this example follow-up.Now, you could even use this format for requesting a second interview if you want. This is all about meeting again and staying in touch. If you feel the job hasn’t yet slipped your hands, you can email them to ask for a new meeting. You can then try to win them over one last time.Whether or not you ask for a second interview, the objective is to thank the hiring manager for the opportunity and to highlight your interest in working with the organization. You will leave a better and more lasting impression â€" even if you don’t get the role now, the hiring manager might remember you in the future.The subject line: Inquiry Your NameDearName and title of hiring manager,I wanted to thank you again for the opportunity at Company and I was wondering i f you have any news regarding Job position and whether you’d like to meet up to discuss the role further. I have some ideas regarding An objective in the role that I would love to share with you. I would be free to meet up anytime next week if that’s possible.I’m not sure if you had my LinkedIn profile yet, so here’s a Link to it. I would love to stay in touch.I understand you must be busy, but do let me know if you have to time to catch up or if you have any news regarding the role.Best regards, Name Phone numberTHE BOTTOM LINE OF A GOOD FOLLOW-UP EMAILYou definitely want to use follow-up emails to highlight your interest for the role, as well as remind the hiring manager that you are a good pick. While you want to send an immediate follow-up, you also want to get back later down the line as well.This is to help with networking and to remind the hiring manager you are still there. Remember that hiring managers don’t always purposefully forget to respond â€" therefore, the re is nothing wrong in reminding them that you still haven’t heard from them.You just don’t want to start harassing them â€" two to three follow-up emails with enough pauses between them are enough. If you still don’t hear anything, you just have to move forward to the next interview.

In This Essay I Will Argue That People Can Be Forced To

In this essay I will argue that people can be forced to be free when they follow their appetites and aversions. I will be contrasting Rousseau’s idea of freedom with Locke’s idea of freedom. Along with how I disagree with Rousseau’s vision of freedom. In the reading the Social Contract Rousseau states that â€Å"Man is born free, and everywhere he is in chains. He who believes himself the master of others does not escape being more of a slave than they† (Rousseau 427). What Rousseau is saying here is that there is this idea of man being free and being free is looked at as being a slave and or slavery. Slavery then is defined as an individual giving up their natural rights and being made to do something. This in a sense is a monarchy. Rousseau†¦show more content†¦To alienate is to give or to sell. A man who makes himself; he sells himself, at least for his subsistence† (Rousseau 429). This is saying that any man who ends up becoming a slave is because of their willingness and or them giving themselves to slavery. Rousseau then discusses how man giving themselves to slavery is illegitimate and that no man can just sell himself and or give himself to slavery that and when doing so when renouncing your liberty you are denouncing you your dignity as a man. Rousseau thinks that this argument for slavery is void and an illegitimate base for a monarchal government. This is then where the idea for social contracts gets introduced and established into the picture. It was introduced because of the idea of the majority rules when it comes to government and you can’t harm and or kill another individual because they don’t follow and or agree with the consensus of the majority. This is then where you see Rousseau wanting to form a government in which there is no slavery and where individuals are giving up their natural rights and putting it all into the community itself. 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Student Loan Debt Is A Negative Effect On The Future

After the United States ‘Great Recession’ in 2008, many onlookers have been searching for other aspects of the economy that may eventually present a bubble similar to that of the housing market. It does not take long to locate a potential hazard as the cost of tuition has risen approximately 26% over the course of the last decade (‘Tuition and Fees’). The consequence of this increased tuition is having a negative effect on the future that most graduates try to obtain once they complete school. Some students are required to change their career choices due to the overwhelming debt; examples of this could be they are required to take a higher paying job, even if they do not want to, so they can afford their previous choices (Zhang). Many years ago the notion of being so overwhelming in debt seemed unfathomable; but as student loan debt is estimated at $870 billion to $1 trillion, students’ willingness to acquire debt is strong and has no signs of slowin g down (Razaki, Koprowski, Lindberg). The steadily increasing student loan crisis will cripple the United States economy if it goes unchanged. The United States needs to look to other nations that have figured out the necessity of higher education to be at an affordable cost if not free. In 2015, college graduates are facing on average just north of $35,000 in student debt (Berman). In part, the government has reduced the federal funding that each college receives each year. Therefore, colleges have constantly raised theShow MoreRelatedStudent Loan Crisis Is A Crisis870 Words   |  4 Pagesthousand dollars in student loans. (Johnson, â€Å"Student Loans†) There is currently a debate about whether or not student loans are a crisis or if this crisis is just a myth. In the article, â€Å"Here’s Your Crisis: Student Loan Debt Isn’t A Myth,† it describes how student loans are a huge crisis, and the article, â€Å"The Myth of the Student Loan Crisis† is about how college students’ loans do not amount to a crisis. The student loan crisis is a legitimate problem, not a myth. College students do not realize theRead MoreAs Of 2015, The Average Amount Of Student Loan Debt In1213 Words   |  5 Pages As of 2015, the average amount of student loan debt in America alone was 1.2 trillion dollars and the average balance for each of the roughly 40 million borrowers still paying back loans was $29,000 (Holland 2015). John Oliver of â€Å"Last Week Tonight† makes a point that student loan debt exceeds that of both credit card and auto loans. However, despite the negative financial effects, achieving a college degree is vital to the National Economy and the job market. According to studies by the HamiltonRead MoreStudent Loan Debt On College Students887 Words   |  4 PagesStudent Loan Debt on College Students Student loans are becoming more and more of a problem for college students all across the United States. As college tuition has significantly increased over the past years, it has become extremely common for most college students to finance their education through student loans. Tuition has become so expensive that it is almost unheard of for a student to pay for their tuition out of pocket or by working for their education part time. As the result ofRead MoreStudent Loan Loans Should Not Be Educational Opportunities For Disadvantaged Students1552 Words   |  7 Pagesi. Student-loan defaults in China In the context of entering the mass higher education stage, the ideology of cost-sharing and equity in higher education is now widely accepted as a must-do in China, and there is a tradeoff in which colleges can charge tuition fees in exchange for better financial aids to students from disadvantaged groups. Thus, implementing a student-loan scheme to ensure educational opportunities for needy students is the primary choice for the Chinese government. Nowadays theRead MoreThe Debt Of Student Loan Debt1168 Words   |  5 Pagesconsumer debt, which help contribute to the large sums of debt countless Americans find themselves faced with. Directly effecting many college students is student loan debt. Student loan debt is now the second largest form of consumer debt behind housing† declares the Federal Reserve Bank of New York (Grisales). This is due to the fact that student loan debt grew 7.1% in 2014 to $1.2 trillion (Grisales). If this statistic alone is not worrisome this next o ne is sure to be. The amount of debt in theRead MoreWhat Are The Effects Of High College Tuition Costs On The1466 Words   |  6 PagesWhat are the effects of high college tuition costs on the economy? The fundamental aim of obtaining a higher education in this country has been to prepare and educate young Americans to accept and consider productive and proactive roles in the workforce, to strengthen our communities and nation as a whole, to contribute to our domestic and international economic competitiveness and to enrich our lives to the very fullest. As part of the perception of the American dream of â€Å"opportunity for allRead MoreStudent Loan Loans Should Not Be Forgiven938 Words   |  4 Pages Should student loan borrowers be forgiven for their debt? The cumulative total of student loan borrowing has already reached $1 trillion dollars already make up more than half of what Barack Obama is pushing to cap the amount any borrower must pay back and forgive outstanding debt after 20 years, even so calling to forgive some or all of the debt that is escalating. Robert Applebaum, the Author behind the Student Loan Forgiveness Act, believes that student loan should be forgiven to highlight anRead More Conniving Campus Credit Essay1677 Words   |  7 Pagescollege campuses causes students to be burdened with needless and unscrupulous debt. In his essay, â€Å"The Lure of Easy Credit Leaves Students Struggling with Debt,† Hoover effectively argues his position through significant references and by successfully rebutting the opposition. Hoover explains how college students are not prepared to deal with the financial responsibilities associated with managing credit cards and why credit debt companies specifically target college students. Hoover also discussesRead MoreEducation Loan Debt Impact On Graduates Lifestyle, Income, Career Satisfaction1253 Words   |  6 PagesI. Title: Education loan debt impact on graduates’ lifestyle, income, career satisfaction II. Introduction The return on investment for a college degree has grown however the cost of higher education has increased at faster rate. The growth in tuition and fees has led to an increased need for students to take on educational loans to fill in the funding gap; federal loans now make up 45% of student aid packages (Baum O’Malley, 2003). Educational loan debt has transitioned from an individual problemRead MoreThe Ethics Of College Debt1299 Words   |  6 Pagesto get higher sources of education. Many high school students dream of attending college in order to attain more knowledge, yet so many people fail to realize the cost of college. Attending college, currently, is nearly impossible to do without being in some sort of financial debt or seeking out government help. According to the American Association of University Professors, â€Å"two-thirds of American college students graduate with substantial debt, averaging nearly $30,000 (if one includes charge cards)

Developing Corporate Culture Free Essays

Introduction: Developing corporate culture’s study will provide a detailed understanding of the importance of the corporate culture in organisational success and the managerial skills to influence the achievement of the culture. The development of an appropriate culture is vital to the organisation’s success. It could be said that all the best policies, procedures and technologies are supported by a culture that reinforces consistently what the organisation is all about. We will write a custom essay sample on Developing Corporate Culture or any similar topic only for you Order Now This study will explore the work that has already been carried out to develop an understanding of both national and organisational culture dimensions. This understanding will allow them to consider how this affects their interaction with different stakeholders from different culture group. Although it is underpinned by an exploration of relevant theory, the intention is that the study will be applied to specific organisation and situation. A very important part of this study is stakeholders, any group or individual that can affect or affected by the achievement of organisational goals, such as managers, stockholders, work groups, suppliers, distributors and customers. This detailed study of DCC will provide essential knowledge of the subject. Literature review: 1.1 Organisational culture and Organisational Objectives Business objectives are the ends that an organisation sets out to achieve. Organisational culture is the main aspect of any business to achieve these objectives. An organisation must create an effective culture and business plans to enable it to achieve these ends, thus plans and organisational culture are the means to the ends, to achieve the organisational goals. The objectives and plans that an organisation creates are determined by balancing the requirements of the various stakeholders in the organisation. The stakeholders are those individuals and groups that are affected by and have an interest in how the business is run and what it achieves. Every business has a range of stakeholders. The objectives that a company establishes are based on blending the various interests of these stakeholder groupings. For example, an objective to be the market leaders will benefit all stakeholders because customers will receive high quality products, shareholders will receive high dividends, employees will receive good wages, and so on. (James L H and John P K, 1992) indicate that corporate culture is the biggest influence to the performance of the work force. It may sometimes inhibit long-term financial performance. It was suggested how managers can work at reversing such a trend. In particular, managers wasted little time and energy on people or products or plants that seemed to have little long-term potential, by creating systems that tracked non-financial data which were also sometimes able to demonstrate credible progress in even less time. Thus, the strength of cultures, their adaptability and their environmental fit as key predicto r of their financial performance. (R Harrison H Stokes; 1992) clarifies that â€Å"Culture impacts most aspect of the organisational life, such as how decisions are made, who makes them, how rewards are distributed, who is promotes, how people are treated, how the organisation responds to its environment and so on.† All this different factors combined to create a successful and popular corporate culture for the organisation which will result in to the immense success in long term, in terms of both, financially and socially. The organisation will raise its status in the competition resulting financial gains and at the same time it will become popular amongst the employee which will allow them to create a very good social image. There are many different models of organisational culture is available. To name a few, Entrepreneurial structure and power culture, Bureaucratic structure and role culture, matrix structure and task culture, Independence structure and person culture etc. The best example is Johnson’s cultural web of organisational culture. The image shown here explains what the culture includes: This model is called the ‘cultural web’ though it looks like more of a flower than a web. The paradigm in the centre is the set of core beliefs. Let me clarify what is a paradigm. A paradigm is a constellation of concepts, values, perceptions and practices shared by a community, which forms a particular vision of reality that is the basis of the way a community organises itself. (Capra 1997). This will take place from the multiplicity of conversations. It will maintain the unity of the culture. The ‘petals’ are the manifestations of culture which result from the influence of the paradigm. Almost all of the change programmes will concentrate on the petals; trying to effect the change by looking at structures, systems and processes. Initiatives usually have a limited success. A lot of energy and money is put into the change programme, with all the usual communication exercises, consultations, workshops etc. In the beginning things seem to be changing but gradu ally the novelty and impetus wears off and the organisation0 settles back into something like its previous configuration. This will happen in the most of the cases because of a very simple reason that unless the paradigm at the heart of the culture is changed there will be no lasting change. Harrison and stock mentions that Culture impacts most aspect of the organisational life, such as how decisions are made, who makes them, how rewards are distributed, who is promoted, how people are treated, how the environment respond to its environment and so on. It is very important to understand how this different aspects of the culture help to achieve the organisational objectives. Treating all employees equally will create a very healthy environment for work. A healthy environment means harmony and co-ordination in work, good level of communication and consistency in achieving the organisational targets. This is what an organisation would ideally want from the workforce. At this point, a very important topic is also related to the success of the organisational culture and that is the difference between organisational culture and national culture. 1.2 Organisational and National culture Based on the research of Dr. Geert Hofstede,(www.itapintl.com), there are differences between national and organizational cultures. For global companies, it is important to understand both in order to impact organizational performance. Our national culture relates to our deeply held values such as good vs. evil, normal vs. abnormal, safe vs. dangerous, and rational vs. irrational. National cultural values are learned early, held deeply and change slowly over the course of generations as witnessed in all ages. The organizational culture is comprised of broad guidelines, rooted in organizational practices learned on the job. Experts agree that changing organizational culture is difficult and takes time. When two or more companies merge/integrate is how the underlying personal values of employees impact how they perceive the corporate culture change efforts. People can learn to adapt to processes and priorities, and a person can be persuaded to follow the exemplar behaviours of leader s in an organization. But if these priorities and leadership traits go against the deeply held national cultural values of employees, corporate values processes and practices will be undermined. What is appropriate in one national setting is wholly offensive in another. What is rational in one national setting is wholly irrational in another. And, corporate culture never trumps national culture. 1.3 Analysing the corporate culture British Airways is operating a highly effective bureaucratic structure and role culture. At British Airways the organisational culture is to constantly work towards creating an inclusive culture that understands and respects the individual differences of each employee. British Airways seek to deliver a service which reflects and responds to the diverse range of customer needs with an aim to drive and integrate diversity into all aspects of the service to remain competitive. As a company which operates globally, BA needs to attract and retain talented individuals to reflect the diversity of customer base. Employing a mix of people from diverse backgrounds leads to potential new ideas and innovation. BA’s strategy is driven through diversity champions representing departments across the airline and employee groups which meet regularly to discuss issues on religion, disability, flexible working, sexual orientation and ethnicity. Diversity issues are communicated to employees via corporate intranet site, diversity forums, diversity employee networks, company newspaper and in monthly newsletters. The organisational culture describes all the rules, practices, attitudes and beliefs of business and underpins the interactions of staff and customers. Organisational climate describes the morale and perceptions of the organisation and is quite subjective. At British Airways the current climate is not harmonious between the staff and the management. As a result the organisation is facing a lengthy unrest resulting in to the walkout of the staff which coasted company a whopping ?150 million. This dispute will be the biggest obstacle in company progress to achieve the organisational objectives. The main source to achieve any company target is the workforce. If the work force is not satisfied, they present a real threat of obstructing the progress of the company. (Mullins 2002) clearly described that Organisational climate is relating to the prevailing atmosphere surrounding the organisation, to the level of moral and the strength of feelings of belongings, care and goodwill amongst the members. Organisational climate is based on the perceptions of members towards organisations. Hence it is clearly noticeable that the current management at BA has failed to gain an edge over member’s perceptions. The work force is disputing from a l ong time and it is clearly obstructing the organisational goals. BA is committed to achieve highly professional goals through their different future commitments. The Colleagues at BA are engaging themselves to make British Airways a high performance workplace; by focusing to deliver consistent customer service; by developing and maintaining world-class partnerships with all key stakeholders, both internal and external; to create a performance-based culture. BA is also committed to an Operational efficiency by driving continuous improvement, short and long-term. This work is led by the Leadership team which involves and engages employee right across the organisation. But the current climate will definitely not allow these commitments to become realistic. Although recent improvements between union and management is showing some positive signs which is an indication of good times coming back to BA. There are many different departments in BA. At some level, the different departments operate with independence structure and person culture. As mentioned earlier, his structure is based on the individuals who are responsible for their work. For instance, the cleaning department, work on terminals. Although this department have a manager and supervisor but most of the staff knows their responsibilities and knows exactly how to perform them. They hardly need the information of everyday work as they are accustomed of it. Between the staff members, the power and influence are shared with strong individual values. This is also a very effective organisational culture. 1.4 Organisational culture’s Impacts The organisational culture combines the areas of different potential misunderstanding such as communications, management and negotiations. Moreover buyer behaviour, cultural shock, importance of developing cohesive culture in merged organisations is some of the different factors which clearly impacts on achievement of organisational objectives. Stewart mentioned that â€Å"in recent years attention has shifted from the effects of the organisation on work of people’s behaviour to how behaviour is influenced by the organisation culture. What are much more common today is the widespread recognitions that original change is not just, or even necessarily mainly, about changing the structure but often requires changing the culture too.† The impacts of organisational culture are many and varied depending on whether the company has a strong culture or a weak culture, but there are some generalities that apply. Most of the time some positive effects will occur no sooner a compan y makes a concerted effort to establish a strong positive organizational culture at the work place. Many workers are spending more and more time at work entirely depending on the job or company. The old axiom goes that a happy worker is a productive worker, and this is one of the effects of organizational culture. Workers want to enjoy work. They want to be interested in whatever is going on during their work span, or long term goals. Being part of something meaningful will make the worker enjoys which will change whole experience of work better. This will make them more productive. The effects of organisational culture should help providing such kind of settings. A strong organisation must be focusing on the environment it creates for its workers. This is because that will help encourage a more efficient and productive organisation. Focusing on building and sustaining organisational culture shows employees that they are considered an important part of the company. Such type of comp any generally has among the best response from its employees and thus will also have a much better chance of achieving its goals. There are five major reasons for wanting to create an appropriate and positive organisational culture for your company: A strong organisational culture will attract high level talent It will also help to keep the top level talent. It creates energy and momentum. A strong and successful organizational culture should alter the employees view of work. It will also help make everyone more efficient and successful. A strong organizational culture can breed success, and its importance should not be discounted. 2.1 Climate of Organisation British Airways is a very well-known organisation. It has been renowned for its organisational culture. BA provides the best opportunities to the staff members including many benefits and packages to enjoy. But from last few years it is experiencing workforce unrest. The main reason for that is there is a change within the management psyche at BA, driven by the chief executive. The new management team had taken some tough decisions which were not liked by the staff members. The management took away travel perks and also did not implement any increment for two years. These actions resulted highly unpopular and caused heavy colleague unrest. Thousands of staff took part in 22 days of walkouts last year, which cost BA ?150m. But now there are some positive developments. BA cabin crew voted this week to end 18 months of strife, which is sign of good times coming back to BA. The agreement includes a two-year pay deal and the return of travel perks for staff who took part in walkouts last year. British Airways cabin crew voted on a peace deal that could end the airline’s worst industrial dispute. The Unite trade union posted ballot papers to crew. It is with a letter from its general secretary recommending a vote in favour of the agreement 18 months after Unite opened its first strike ballot on the dispute. So far the only indication of support for the deal is approximate, after hundreds of crew attending a meeting at Heathrow airport this month backed a proposal to put the deal to a wider vote. BA is hoping for the best outcome of these positive talks and are keen to end this worst industrial dispute. Source: The Guardian 2.2 Ways to improve corporate climate There are many different factor included in organisational climate. Some key factors are flexibility, responsibility, standards, rewards, clarity, team commitment, management practise, efficiency and effectiveness. All these have a clear impact in creating a healthy climate for workforce. Organisational climate might need to change to adapt the current changes in the business. There are many different ways of improving the organisational climate. Sometimes it is important to recognise improve may mean change because a particular climate is no longer appropriate. It is very important to understand which climate is required, different management styles, effective communications and rationale and continual review. Generally a healthy organisational climate will contain the integration of organisational goals and personal goals. The most appropriate organisational structure based on socio-technical system. Mutual trust, consideration and support amount at different level of the organisat ion. An open discussion of conflicts with an attempt of avoiding confrontation. Managerial behaviour and styles of leadership appropriate to the particular work situations. Acceptance of the psychological contract between the individuals and the organisation. If any organisation contains all the above mentioned in their culture, the work climate will be at its best. 2.3 Organisational Values It is becoming increasingly important to growing numbers of organisations to let the individuals experience a sense of purpose at work and to work for an organisation that puts organisational values into practice. Personal values, which can be defined as â€Å"Underlying and relatively stable dispositions which organisations use to guide their actions and decisions and to help them make judgements about what is right and wrong† can only be the product of upbringing and socialisation, with purely individual differences stemming from personality characteristics also having a bearing. In adult life it is often a worthwhile process of self-development to spend some time clarifying one’s values: reviewing and reflecting on what is really important to you in an enduring way. It is not really a meaningful thing to choose values. The new organisations emphasis on value leadership; i.e. leading through establish leadership. The frame work for developing and supporting strong cor porate core value is to integrate values in HRM strategies, recruitment, progression etc. Solutions about how to deal with a new task, issue or problem based on reality values that work become belief and justify actions and behaviours. 3.1 Stakeholders of organisation At British Airways, their main stakeholders are its Workers. BA provides them with their daily bread and butter. The workers always want BA to do well because the company pays their wages which help them to pay their regular monthly expenditure, other expenses and their mortgages. The other most important stakeholders are its shareholders. They always want BA to do well because they own the company and want their investments to increase in value. They want to get paid regular dividends and other benefits. Moreover BA suppliers are also very important stakeholders of the organisation. They make money from supplying BA with goods and services. BA buys everything from food to fuel to entertainment for customers. Suppliers want BA to do well so they can continue to make a profit. And last but most important stakeholders are the customers. Many business customers fly the same route on a regular basis. They want BA to do well so they can continue to use their service. Customers want to enj oy many benefits that BA offers including frequent flier, BA Holiday sale and many more offers which coming on regular basis. So this can be said that The workforce, shareholders, suppliers and customers are the main stakeholders of BA. 3.2 Organisations communication strategies Culture and communication can’t be separated. For us to communicate and cooperate, we must share some common assumptions about the world we live in and some common standards by which to judge our own and each-others action. There are three main types of communications. Written, verbal and non-verbal, this can be communicated in three different ways across the organisation. The first is downward communication. From top to lower bottom in hierarchy which are often unclear and disorganised. Upward communications flow. This allows the flow of communication and information from a lower level to a higher level Prone to distortion as people lower in the hierarchy wants to present them-selves in the best light filtered information and people high in the hierarchy do not want the feedback, suggestion or criticism. The third is Horizontal communication. This means coordinating activities; sometimes this is difficult as communication usually occurs up and down the hierarchy or the restri ction of the information due to the competition. Any of this communication strategy can be used effectively to create a successful organisational culture with the best climate for the workforce. Customer satisfaction and the opinion of all stakeholders are keys to defining BA’s success. British Airways understands the stakeholders – customers, opinion leaders and employees – to better inform business decisions. Therefore, in-depth and thorough measurement and research are in place to provide this important information. The British Airways measure Customer satisfaction which is monitored by a comprehensive and detailed on going survey, which measures reaction to all the aspects of the service throughout the journey experience that are important to customers. The survey was constructed with help from NOP, one of the world’s leading experts in customer research, and was tested extensively with customers before it was launched to confirm that it was as relevant, clear and unambiguous as possible. Source: British Airways.com 3.3 Communication Strategies: BA believes it is important to share customer feedback as widely as possible throughout British Airways in order to maintain focus on the customer. Results are available on the Intranet, in the research library, and through electronic presentations and display boards. Customer insight is presented regularly to the company directors and to managers throughout British Airways. This how both customer satisfaction and other research, such as advertising effectiveness tracking, and summarises trends in customer satisfaction and behaviour, and performance issues in different areas of the business. Where appropriate, British Airways have also advised departments on the setting of targets for customer satisfaction performance in order to encourage improved service delivery. Over the past year customer insight has been used to support a range of product and service initiatives. These include: Evaluation of more cost effective meal option. Recommendation of improvements to service routines on very long flight route, Evaluation of technical developments to provide customers with greater flexibility and control when making their booking and check-in. Evaluation of different type of on board seating configuration in addressing the need of short-haul customers. Reorganisation of resources in some of the airport lounge to provide customers with a more comfortable experience and evaluation of the success of the customer relation’s service recovery across different channels and method of complaint handling. All this are different strategies of improving the communication and reforming a strong strategy without any weaknesses. Conclusion: After comparing many authors’ theories, it can surely be said that developing corporate culture and maintaining a healthy work climate are the most important factors of the organisation success. It provides the path to achieve the organisational goals by maintaining a skilful staff with the desire to develop further. Now the trainings can be given at employees own pace rather than forcing it to them and moreover they don’t physically need to be there in the classroom to get train. It can easily be assessed on internet and can be completed in their convenience. Internet based learning can be called an electronic library designed to share information. But given a detailed look one can realise its potential extends far beyond that. They can be the agent of change creating a more effective and connected workplace. We have always known the powerful effects of rapid, relevant, and specific corporate culture. This makes it far easier to implement the health corporate culture a t all level of training and development initiatives. Bibliography British Airways.com Corporate Culture and Performance; Kotter, John P.; Heskett, James L.; The Free Press; 1992; p. 99 Harrison, Roger Stokes, Herb (1992) Diagnosing Organizational Culture. San Francisco: Pfeiffer. www.itapintl.com How to cite Developing Corporate Culture, Essay examples Developing Corporate Culture Free Essays This essay is to understand the corporate culture in an organization. Culture is that term that is regularly used in workplace discussions. The concept of corporate culture is particularly important when attempting the organization-wide change. We will write a custom essay sample on Developing Corporate Culture or any similar topic only for you Order Now There’s been a great deal of literature generated over the past decade about the concept of organizational culture particularly in regard to learning how to develop organizational culture. Culture is the path to the success of the organization. It refers to the performance because it is directly concerns with the behavior of an organization. 1 Characteristics of Corporate Culture Affects the Achievement of the Organization Honda (Literature Review) Parker (2000) asserts that culture is primarily concerned with social control. This area of Interest continues to develop as a debate around the theory that cultural control is mediated through ‘Identification processes Which are embedded in narrative (Alveolus and Wolcott, 2002; Humphreys and Brown, 2002). Chain and College (2002) argue that the discourse of ‘corporate cultures’ relates to a cultural process of human development, a process which is articulated by Thompson 1 990:124), as involving: â€Å"a general and progressive process of human development, in the mind, faculties, manner and comportment through education and training, and hence, becoming cultivated or civilized†. This definition, I believe, encapsulates the essence of culture as a control process. Thompson argues that the subjectivity of the self Is targeted by a dominant group to craft a ‘linguistic habits’, (Broodier, 1991) or In layman terms a dominant group controls the way In which people may talk, the words they use, their grammar and in doing so they control concepts in use and thus how people think. Culture effects the achievement of the organizational growth as it Is a very debatable Issue, so let’s understand It by one theory. A culture Is the drive force that pushes the organization towards growth or towards decline. In peter and waterman words (1982) it is a psychological theory of the link between organizational and business performance. Honda motors is having the very strong culture in between the organization in between their employees they believe that If they sit together while for their lunch time to share their values and norms with each other that is why each plant of Honda motors have the one cafe area for managers and neural managers, in that sense to tie them in strong relationship of success. Honda motors believes is good climate or they have very good corporate culture on the organization, that Is understand by the number of activates performed by Honda as an organization. There is one parking lot for each employee either he is manager, co- manager and general workers, they believe that there is relationship is every employee so their one cafe area where every employee of Honda motors seat and have their food with common understanding and share their values and objectives for the growth of organization. Their manufacturing units are designed In such a way so that manager can watch the performance of their workers from their office. 1 1 Models AT organization culture can De uses to conclave organizational adjectives Before understanding the models of organizational culture, it is necessary to understand the objectives for Honda motors. Honda motors have one objective and that is, how they approach towards growth in the current economic situations? What are the policies and procedures Honda motors has to fallow to give the challenge to their competitors as well as to meet out the demands of their customers? In short an objective of the Honda motors is the process that is fallow by them to meet out challenges in between their growth. Let’s look out the elements specifically Strategy: – plans make to build the competitive advantages over competitors. Structure: – how they organism themselves? Who should report whom? System: – daily activities or the routine work, which they have to fallow. Shared values: -it is also called â€Å"subordinate goals†, it shows the corporate culture and work ethical values. Style: – how leadership works inside the organization to meet the challenges. Staff: – bout the capabilities of the employees. Skills: – actual strength of the individual for the best use for organization. Figure 1 shows the Muckiness’s as model which is followed by Honda motors to meet out the hurdles in between them and their growth. How it works in Honda By improving the performance The effects of change in the future Sort out the problems at the time of acquisition and mergers Best use of proposed strategic plan’s The above model is a three circle organizational effectiveness model which show the three components that are necessary to achieve the organizational effectiveness in ark related aspects and establishes an organizational culture and an effective workplace that helps organizations objectives by helping employees forge a career and also has a dual agenda to simultaneously help the organization succeed. It involves accountability across all levels of management and outlines the means to achieve and measure organizational objectives. The above shown figure is a Rousseau model; by using this model the organization can capture the key elements from inaccessible to accessible. This also helps the organization to create a culture associated with values, briefs and expectations which re the primary elements for an organization. There are lots more organization models which help in the organization to achieve their objectives. But in my case Honda motors are using these models to achieve their objectives. 1. Difference between Organizational and National Culture Organizational culture:- Like wider delineations such as national culture, an organizational culture may be generally described as a set of norms, beliefs, principles and ways of behaving that together give each organization a distinctive character (brown 1995). There is broad agreement around the time of inception, an organization to and reflects industry characteristics such as the competitive environment and customer requirements, together Witt ten were community values nine Day Its employees, Ana also ten values and behaviors of its founders or early leaders (e. . Assassinate; Tot 1989; Gordon 1991) (The Management of Organizational Culture volume 3, no. 2 (2000)). Culture is symbolic and it us described by telling the stories about how everyone feels in the organization. A symbol is defined by itself and it can be many things, but the point is hat how a symbol is invested with meaning in the form of understanding from our past experience. Culture is also defined as a part of unifying and refers to bind the organization together. The idea of organization culture shows the strength of certain goals to create a sense of common responsibility of growth. As discussed that Honda motors always have value to their customers they have provide every help to their customer services, they have the culture to listen to their customers and provides the best help that makes the Honda a successful car marking organization. Second of all o encourage creativity and flexibility, Honda and Fuchsias developed the organization in a way which was not depend upon the group but on recognition and grafting of individual talents as well as providing good working conditions. National culture:- As national culture is comprised with the nation’s cultures, culture of the people, their values and their norms. Analyzing the data from more than countries, Hefted (1980) concludes that these mental programs denote the existence of four underlying value dimensions along which these countries could be positioned into culture areas. Power distance, the extent of power in equality among members of an organizational society. Uncertainty avoidance, the extent to which members of an organizational society feel threatened by and tries to avoid future uncertainty. Individualism and collectivism, which describes the relationship between the individual and the collectively that is reflected in the way people live together and masculinity and femininity, the extent of roles division between sexes to which people in a society put different emphasis on work goals and assertiveness as opposed to personal goals. Honda motors have the dynamic cultural profile that lead to new patterns and behaviors or ideologies, typically these are overlaid on existing core assumption and culture may exhibit what seem to be complex ambiguities or paradoxes (Trice and Buyer 1993). Organizational culture from the perspective of managers, rather than workers, and emphasis the leaders role in creating, maintaining or transforming culture: at the apex of the leader’s responsibility hierarchy (Hampered-Turner 1990, up. 7, 9). Organizational culture is sometimes used interchangeably with corporate culture which Lintiest Grafton Small (1992, p. 33). As Honda motors is a global organization it has social responsibilities towards every nation, for any global organization it is the need to understand the national culture. As Honda motors are aware of the national culture of the nations where they are going for trade and respect and fallow the culture. 1. 3 analyses the corporate culture profile of Honda motors Honda motor is the only Japanese motor company with the model of the youth culture inside the organization. The constant theme of the Honda motors is to overcome the age gap of the employees at the work, use the maximum resources to et out the rigid employees and having the best team with in the organization to attain the aims and objectives without any interference from the external factors. It NAS unman-centre approach at ten work. Honda motors thank employees a Telex asset for the organization. There is flexibility in the time for work and if it is required they are operating the manufacturing units on Saturday, means there is flexibility in shifts and even rotation policies in regular times in Honda motors so that no one of the employee will feel of any boredom at the work. Employees are the backbone of he organization and without them no organization is able to achieve the competitive growth (1982). Honda motors has chosen to respond to the new markets it is a part of their culture that they believe that if they produce their cars where they are going to sell those cars, it should be more profitable to the organization rather than producing in Japan and then exporting them to the international market that’s why they have more than 33 manufacturing units in the world market where they are producing and selling the products. Honda motors are investing in research that brings the major changes in the automobile industry. Honda motors always looks for the new technology in their products and brings the necessary changes according to the current situation in the market, to have the competitive advantage over their competitors. Their engineers create C.V. engine that affect the automobile industry, which is the best technology produce by any organization. As a global organization Honda motors understand the demand of their markets, because they are dealing with the different nations at one time so they have to understand what is the demand of that nation like say in India there is demand for the small family cars, so hey introduce small section of cars to meet the demands of the Indian market, in United Kingdom family cars have more safety like 4 airbags fitted in family cars. Honda motors communicate the national culture to their organization and bring necessary changes to deal with the international market. 1. Impact of Honda motors corporate culture in achieving its objectives Honda motors understand the demands and problems of their customers, not only customers also of their employees they bind them together and tighter them this makes a very strong culture in the organization that leads them towards the growth as discuss in 1. . Honda motors always look for the suggestions from their employees there is not one way communication but there is two way communication employees and express their view to the management. Culture gave Honda motors a strength what they required to meet out the challenges from their competitors to beat them. Progress of Honda motors shows how strong the organization culture they have. Task 2 Improving Corporate Culture 1 Organizational values that will influence corporate climate Value of organization means the internal behavior of the staff with its other members, like behavior of managers with their co-workers or we can say that how well they will communicate with each other to get the Job done. If one of the staff will not share or express its value for the organization than there is conflict in between the other members and that creates an individual values not the organization values, and that’s what the organization doesn’t wants. It is the trust created by the each staff member within the organization to understand the ethical way of communication for core business and that will lead the organization to achieve its targets of growth. Speaking on the influence of culture on corporate climate it can be noted that the culture Ana ten climate AT an organization are want leave an Imprint on ten manuals AT the people. It is these values that stay on in a traditional and mythological manner in the eyes of the people. Some of the organizational values according to me that would influence corporate climate are as follows. Honesty High levels of service (core value of organization) Competency (in a high performance culture) Teamwork Friendliness (that transcends across to the customers) Empowerment to a certain level (to help serve customers better and solve their robber) Dedication to the Job http://www. Loveliness. Com/business_guide/crosscutting/ culture_corporate. HTML Case study Tests Pl. ‘s the largest retail organization not in United Kingdom only but also at globally with 492,000 employees in 14 countries, in more than 5200 stores worldwide. 2. Existing climate of Tests Culture is the values, beliefs, rules and practices of an organization on the other hand climate are the working conditions, relations of the employees with each other as well as with their leaders. How well leaders or managers will communicate the traceries of the organization to their subordinates and how well the subordinates understand these strategies and fallow them. But both the culture and climate will reflect the path where the organization wants to stand in future with group efforts of their employees and it also shows the image of the organization to the external world. Climate ensures the progress report of the organization like Tests that where it stands to achieve their policies. Tests fallows some aspects to ensure a good climate in the organization:- Flexibility: – As a largest organization Tests always ensure to provide every employee a flexible working conditions and flexible working hours e. G. In Tests there is lots of student working there and Tests understands their working conditions and hours so they provide them what these students wants. Standards: – There is good working standard maintained by their leaders to ensure the health and safety of the employees and good working conditions. There is cafeteria well maintained by Tests to ensure that everyone is not working only time for relaxation also including that there is library also provided to employees and pool and other gaming facilities also there. A well dress code for managers and employees s also provided by Tests. Rewards: – Top management will set a target for each branch of Tests about the sales target and on achieving that targets their s reward system like common parties and even gift vouchers that is equally distributed among the employees. TTY; – Managers scarred ten task to tenet team leaders Ana team leaders wall lead their team, if there is still anything which is not clarified or not understand by the team still they can raise their question and ask for any sort of help from their managers. By this means every member of team will know that what they have to do? On the whole there are good working conditions and better understanding is provided by Tests to each and every member to gro w. 2. Ways to improve corporate climate in Tests As Tests is providing their best, but still there is requirement of change in their climate like what I have seen as an employee in Tests and that is my personal suggestion. If there is any problem faced by an lower level employee ha/she have to see their team leader and that team leader has to inform the duty manager and that duty manager has to inform his/her manager this is a long process and if one of hem is missing at that time this means that employees problem will not sort out at that time and goes for pending as the whole bunch will get tighter. So my recommendation is that they have to provide some powers to their staff to solve the problem if they think at that time and don’t required or wait for the permission from the managers. There are requirement in Tests to review their communication policy because it is to lengthy and old system they are fallowing. Managers has to review their policies on the monthly basis not for the quarterly basis because if it will review by quarterly hey cannot understand the problems of their employees sooner and by taking such a long time by frustration or by depression may be chance that employee will leave the Job and that effects the organization. At this scenario Tests is contracting employee for three month contract and this will affect employee as well as Tests because he/she is not productive until there is security and security of the Job. Proper training is required because of change in technology and guidance to the employees if he/she is doing something wrong. 2. 3 Frame work of organizational values that meet the specific strategic and operational needs in Tests Organizational values are defined as the standards that are acceptable which guides the behavior of individuals within the organization. The guide to the organizational values is mission and vision statement of that organization. These organizational values help the people to encourage and discourage certain types of behavior which represent the organization in every deed or dealing. The influence of cultural values on the corporate climate is that which leaves an imprint on the minds of the people. Some of the organizational values that will influence the corporate culture are as follows: Respecting the customer Good Service and Honesty. How to cite Developing Corporate Culture, Papers

Important Aspects of Organizational Processes

Question: Discuss the important aspects of organizational processes. Answer: Designing, implementing and improving process is one of the most important aspects for organizational development. The management of any organization or company needs to pay special attention towards the designing of new business ideas, implementing them and to improve them. This will help the organization to develop as a whole. In this reflection, my prime concern is to identify the main aspects of an organization that needs to be changed or modified including the design of any business ideas, implementation of anything to avoid some issues and the improvement process of various aspects of an organization or company(Burton, DeSanctis and Obel, 2006). I have detected some basic issues regarding different factors like designs of an organization, working environment and many others. The issues their negative impact, as well as their prevention process and improvement processes, are discussed below in the reflection(Takadama, Terano and Shimohara, 2003). The above diagram is an organizational star model created by Galbraith. This model is like a basic structural design of an organization which I am going to describe below. Strategy and Structure: I think every organization has their strategies to be followed. Usually, an organization creates the design of how they will run the company, now I would like to introduce what are the preliminary stages which a company follows to do. There are various phases of designing process in an organization(Cunliffe, 2008). First, one of them is the defining of business cases which include the transparent view of design and strategy goals. This specific step rules the route of building the architecture of the company. Designing and strategy objectives reach the root of the organization. According to me these should be the prime strategy for a company to develop the whole business structure. Management of human resource: There is another point which I would like to discuss in this statement, there is a huge impact of human resource management on the organization(Ericksen and Dyer, 2005). The management of human resource includes a group of workers who appoint suitable workers for the organization. This team also perform to manage people as the resources of business. Being one of the prime aspects of the organization the human resource management should be up to the mark. Business process: According to me, business strategies of an organization is one of the most secretive parts of that company. The organization tries to spread its network all over the locality and so on. There should be the team to handle this system in the company which works for the networking system of the organization. Reward system: Another important flag of an organization is the reward system for the employees, this reward system is for the motivational ground of the workers at the company(Vine, 2000). This system influences workers to give better performance for the organization and tries to improve more. Thus I think, to get the workers more involved towards their work the organization should be more concerned about the reward system for the employees. These above points are for the designing of an organization, on the other hand, these all points should reach its level best for the betterment of the company which is the implementation of those above strategies. When these strategies are implied properly, they have to be improved by the management at then. I would like to introduce the reflection my thoughts for all those strategies, implementation of them and also how we can improve them in a better way. According to me there is a huge impact on an organization for the increased awareness in the success of the organization. It includes the network of the company towards everywhere it is established. The organization should find out the problems to make the solution of that and strong points to enhance them. This also needs to make a better organizational culture, all business activities relevant to this organization should have a pair of the eye in everywhere(Welch-Devine, 2012). The organization has to pay attention towards the culture and climate of where the company has its wings. I think the company has to recognize the limitations like at which place, which climate is going on and what are the effects of the organization which are spreading towards the people of that specific locality. The strategies of the company at this place of work would be variable for some time because of the changing climate of a specific locality. From my point of view, there is another point to be note d that is relationships among the authority and management with the political leaderships. Unless an organization creates a good relationship with the political leaders of that specific area the company can't be able to grow its public relationships also. An organization is based on its strategies and structure of the business, so it is important to have a pair of eye on this sector of the company. Until and unless an organization increases its business method and strategies, the company won't get the awareness of the public. As per as my knowledge about the reflection, the various types of business meeting, I have got so many ideas about the business strategies, implementation of them and improvement of those strategies(Fabozzi and Markowitz, 2011). When a company is established its branch in a specific locality, the company has to pay attention to the social, cultural, political and atmospheric effects at the people of that place. There is another aspect of view like the system of management of human resource. Human resource management organizes a team which leads the workers to the service of people, on the other hand, this team recruits people to the organization to make the company more beneficial. Other than these the work environment of the company should be very motivated, for this concept the workers will be able to perform in a better way and can submit more skillful works. The company should highlight its reward system towards the workers; this strategy is very useful for the profit of the orga nization. When the workers know, they can get some reward for their better performance they would like to perform in a skillful way. Not only for the experienced workers but also for the new joiners of the company, the strategy is very effective. This reward system influences every worker to perform their level best. The business strategies of an organization include these all points for the betterment of their company. As the reflection of my thought towards an organization's business strategy, they should keep an eye on all of these highlighted points which are business strategies and structures, management of human resource, business policies, and reward system of that organization. There are also some points which are not included and described at the above reflection will be discussed below in another point. The above essay deals with the success of an organization through the introduction of various designs, implementation and improvement processes of different aspects of an organization. The issues I have mentioned above are ultimately harming for the company or the organization as a whole(ASVAB success, 2006). According to me, to develop the organization, some changes must be brought to the front. The ways or process of bringing the change is also mentioned in the above paragraph. Now the main part of the process is to implement the mentioned learning into the workplace of an organization or a company(Report of a workshop of pedagogical aspects of computational thinking, 2011). For example, if the company is having any issues regarding its security system, there must be some changes or modification. Most of the large scale companies operate database system of each employee. To implement the mentioned learning, the design of the database system must be modified for the sake of the orga nizational security. Other than that, the management should recruit a trustworthy and honest person to control that database system. This is how the organization will be able to maintain their security system. If there is any problem with the work environment of the employees, then the leaders must bring changes, like providing the required facilities to the workers of the company. I think the implemented procedure is the most basic and prime aspect for the development of the organization. After the implementation process now it's time for the improvement process. The taken steps must be developed or improved for the betterment of the organization. The security systems and the production procedure must be improved frequently. The management of the organization must be a little more conscious and dedicated towards their works(Christian, 2006). Whenever the management introduces some new ideas or design of their business, the workers, as well as the leaders, must be co-operative to th em. These are the practical ways of implementing the learning to the workplace. These mentioned issues as well as their prevention process are most important for the organization and according to my knowledge about the designing, implementing and improving process; the organization should pay social attention towards these mentioned aspects. For the development of the whole organization or the company, the ways mentioned above of improving various aspects are the most important. But other than these aspects are many other basic aspects that need some attention paid to the management of the organization. The communication between the leaders and the employees must be pleasant and nice, for that the leaders have to be more supportive and helpful to the workers. This will help the employee satisfaction of the organization. The communication between the management and the customers also need to be pleasant for the sake of the customer satisfaction(A guide to the project management body of knowledge (PMBOK guide), 2004). The management of the company has to provide basic requirements to the employees. Suppose the workers are working for some extra time, the human resource manager must look after that whether they are getting their proper remuneration or not. These are some aspects that must be changed or improved. Other than these the business strategies of the organization or the design of any business idea must be more creative, for that the management must recruit dedicated and skillful employees. To conclude the reflection, I think the design, implementation, and the improvement process id the most important aspect of running an organization successfully. According to me these are the main aspects and ways of designing, implementing and improving theory according to me. Every organization and their management should follow these aspects properly in order to make the business of the organization much better. References A guide to the project management body of knowledge (PMBOK guide). (2004). Newtown Square, Pa.: Project Management Institute. ASVAB success. (2006). New York: LearningExpress. Burton, R., DeSanctis, G. and Obel, B. (2006).Organizational design. Cambridge, UK: Cambridge University Press. Christian, D. (2006). Progress: Directionality or Betterment?.Historically Speaking, 7(5), pp.22-25. Cunliffe, A. (2008).Organization theory. Los Angeles: SAGE. Ericksen, J. and Dyer, L. (2005). Toward a strategic human resource management model of high reliability organization performance.The International Journal of Human Resource Management, 16(6), pp.907-928. Fabozzi, F. and Markowitz, H. (2011).The theory and practice of investment management. Hoboken, N.J.: John Wiley Sons. Report of a workshop of pedagogical aspects of computational thinking. (2011). Washington, D.C.: National Academies Press. Takadama, K., Terano, T. and Shimohara, K. (2003). Interpretation by Implementation for Understanding a Multiagent Organization.Computational Mathematical Organization Theory, 9(1), pp.19-35. Vine, D. (2000).Internet business intelligence. Medford, N.J.: CyberAge Books. Welch-Devine, M. (2012). Searching for Success: Defining Success in Co-Management.Human Organization, 71(4), pp.358-370.