Critically appraise the developments, challenges and understanding of Essay - 1

Critically appraise the developments, challenges and understanding of corporate social responsibility (CSR), by business and academics in todays business environment - Essay Example They only need to strive to fulfil the several societal requirements. For this, they not only need to be socially responsible but also have to undertake ethical implication of their decisions. Considering all the emerging societal issues and requirement of the society from the corporation, it has been intended to demonstrate the aspects of corporate social responsibility in this paper. It will start with the historical development of the concept and then will exhibit the various theories related to CSR. The basic objective behind presenting this paper is to address the issues and challenges of CSR and to devise a new strategy considering the existing theories and further demands of the society from business entities. To validate the entire discussion, instances from an existing business will be undertaken. There was a transformation and drastic change from the hand-made items to the machine made products after the industrial revolution. It brought changes in the general life in both positive and negative manner. Impact of this revolution has been noticed in every field, such as art, music, architecture, literature and even in the man’s way of looking. Simultaneously, there was a rise not only in the working conditions and of declined pollution level but also in the number of working children and women. In other way it can be stated that the revolutions resulted in both dire consequences and productive. Therefore, requirement of society has also developed and with the passage of time outlook of the business entities has also changed. Not only the government sector but also the private sector has encompassed strategies based on corporate social responsibility (ICFAI, 2003). Again at the end of the Second World War, re-examination of the relationship between the community, state and the industry became necessary. The ‘US Marshall Aid Program’, Mac Arthur’s ‘Reconstruction Program’ in Japan and

Grant Proposal Essay Example for Free

Grant Proposal Essay Program planning is a process that shows the needs of a community and the reason and purpose for the programs an organization wants to set up to address that need. Through program planning; goals, objectives, activities, and evaluations are set up to provide the framework for the grant proposal to be written. A well written grant proposal will show the reader that the organization writing the proposal truly understands the problems within a specific community and it will convince the reader that they want to provide the financial help that will be necessary for the organization to solve the problem. Once a problem within a community has been discovered, an organization figures out how to confront that problem and writes a grant proposal to explain that problem and how it plans to help solve that problem, by proving that they understand the situation. The grant proposal starts with the premise, which explains the understanding the organization has about the problem and shows the belief they have that they will be able to provide the help necessary to solve the problem. The conclusion portion of the grant proposal explains the ways that the organization plans to address the problem through the programs and services they will provide to the community. Finally, the grant proposal will provide a detailed explanation of what they plan the outcomes of their programs to be. The organization has to prove that their programs will truly be an asset to the community using their grant proposal by making sure that each part of the proposal will compliment the other through a descriptive and flowing argument and by making sure that each part of the grant proposal compliments the other.

Qantas Airlines: Human Resources Management

Qantas Airlines: Human Resources Management The Qantas Airways is the largest airline in Australia. Its Human Resource Management operates in the company in four major areas, which are business segments, corporate, shared services, development, and learning. This report gives limelight to the Qantas airways HRM and its role in ensuring perfect operations of the company. It further discusses change management and job analysis and design. The company has undergone intensive change management such as cutting of prices and labour costs in order to ensure high productivity, moderation of wages as well as the introduction of flexible structures through a versatile and motivated workforce. Moreover, the HRM is also responsible of ensuring that right people are hired and given necessary training under job analysis and design. However, despite the roles that the company has entrusted the HRM, there have been heightened cases of accidents and strikes from dissatisfied workers alleging that they are paid meagre salaries. This shows a HRM gap in delivering its responsibilities. Therefore, the report further argues that the HRM has failed in its change management and job design and analysis strategy. In order to correct the situation, the report further proposes that the HRM change its training and communication model. As a means to an end, the report discusses some of the implications emerging from the HRM problems and ends with a comprehensive summary. Description of Qantas and HRM Activities The Qantas Airways is Australias largest airline. It has a solid history as it began its business years back by transporting passengers and mails. Today, the company has expanded its operations in almost 140 destinations across the globe. It is Australias largest employers with around 37,000 employees. The human resource management operates in the company in four major areas, which are business segments, corporate, shared services, and development and learning. Under corporate level, the HRM is responsible for employees remuneration as well as benefits, the industrial relations of the airline with its competitors and development of the management. In the business segment level, the HR teams often collaborate with other business segments to ensure successful delivering of strategies that will ensure competitive advantage. Human resource has a major responsibility in the company and under shared services; the HRM is responsible of managing workers records, supporting remuneration and r ecruitment process and managing employees compensation as well as coming up with strategic plans on staff travelling schedules and schemes (Belobaba, Odoni and Barnhart, 2009). Finally, under the learning and development level, the HRM comes up with training programs for employees to help them deliver their work effectively. HR Functions; Change Management and Job Analysis and Design at the Qantas Airways Discussion of Two HR functions in the Qantas Change Management The Qantas airline was formerly owned by the government hence did not perceive efficiency and profits as its prime goal (Rothkopf, 2009). After its privatisation in 1995, the HRM had to adopt various management practices in order to overcome the companys external and internal influences. The HRM in their change management has emphasised on cutting costs and more so reduction of labour costs to guarantee heightened productivity, moderation of wages as well as the introduction of flexible structures through a versatile and motivated workforce (Marks, 2007). Cutting labour costs in the Qantas airways have involved strict measures from the HRM such as reducing wages and salaries through eliminating costly practices (Hernandez, 2011.). The Qantas airline HRM has undertaken immense changes in order to cope with diverse external and internal factors (Gillen and Morrison, 2005). Various factors led to changes in the HR management such as the need to have more profits in the company and the fact that the company was under government ownership. This means that the airline had maintained its authoritarian hierarchical structure, autocratic form of leadership, and strict procedures and rules (Hughes, 2012). In addition, the airline has been involved in a major change as far as training is concerned and in 2003, the HRM facilitated in the expansion of the companys apprenticeship programme (Gunn, 1988). According to Kirkpatricks model of learning and training, training helps in ensuring affirmative results (Kearns, 2010). Job Analysis and Design Job design and analysis is the cornerstone of the Qantas HRM. Job analysis can be viewed as the hub of all human resource management activities that are needed for effective organizational functioning (Berman et al, 2009). Under job analysis, the HRM is responsible for planning, recruitment, selection, placement, and induction of workers (Berman et al, 2009). The procedures that are often supported by job analysis process include personnel selection, training, job evaluation as well as performance appraisal (Berman et al, 2009). In addition, the process of job analysis supports the Qantas organizational strategy in dealing with market competition and talent crisis. According to human resource theory, strategic HRM focuses on connecting all HR functions with organizational goals (Rothwell and Benscoter, 2012). The Qantas airline HRM in the process of job analysis determines various training needs of workers. Moreover, in job analysis process, the HRM determines on some of the things that affect behaviour in the company. After job analysis process, the next step is job design, which aims at outlining and organising duties, responsibilities, as well as tasks in a single unit in order to achieve particular objectives. Job design in the Qantas airways is essential in enabling effective feedback. In addition, training is an imperative part in job design in order to make sure that employees are conscious of their work demands. Training encompasses leadership training to employee orientation (Aulenbach, 2007). Development and training plays an imperative role in ensuring success of a company. Today, most organisations view training as an imperative role of human resource (Price, 2011). From research conducted, it is apparent that most organizations such as the Qantas airways are spending a lot of money on training with a belief that it will consequently give them a competitive advantage in both global and local market (Jackson, Schuler and Werner, 2011). According to human resource theory (Bacon et al, 200 9), workers need maximum support from human resource function. In that case, the Qantas airways offer training to staff in order to motivate them as well as ensure competitive advantage in the company. Frances (2009) avows that training is imperative in ensuring imperative piloting skills. In 2009, the company opened approximately $10 million staff training centres in an effort to build on economies of scale.The HRM through job design help the workforce to make vital adjustments. Problems and Implications Faced by Qantas Although the two major basic functions of HRM is to ensure successful change management and job analysis and design, the Qantas airline has undergone through various challenges in these two areas. The HRM in their change management focused on cutting costs such as labour costs in order to increase productivity, ensure moderate workers salary and introduce flexible structures. However, they have failed in ensuring effective and non-biased change management. This is because, workers recently have been complaining of being paid meagre salaries and even gone for strikes. Under change management, they should have ensured successful remuneration of employees. However, it is embarrassing to note that a reputable company like Qantas with such successful change management strategy has failed to take care of its employees. The unsolved salary issues have caused employee outcry and various scandals in the company. The pilots have been protesting over meagre salaries and the union workers have c ontinued to demonstrate over pay inequality arguing they are paid 25% less than their equals in Victoria (Hernandez, 2012). In a survey that was conducted in 2012, on three thousand Qantas employees, the workers expressed dissatisfaction with the management of the company mostly the HRM (McDonald, 2012). Serious staff challenges have continued threatening the company yet up to now the HRM is still reluctant to come up with a new change management model such as ADKAR model that will cater for the interests of workers and allow the company to focus activities on particular business results (Hiatt, 2006). Under Job analysis and design, it is apparent that the HRM made immense mistakes in choosing the right candidates. Despite heavy training programs that the HRM has invested in during job analysis and design process, it is only in 2008 that the company was involved in an in-flight incident, which caused serious injuries to passengers and death of 129 passengers due to specious commands (Frances, 2009). In addition, it is apparent that training has not had a positive impact in the company since in 2006, the Qantas Airways pilots failed to monitor their position hence ended up to the wrong runway. Moreover, in 2009, the companys pilots failed to acknowledge and decided to overshoot their destinations by 150 miles (Frances, 2009). Frances (2009) alleges that captains in the company are not competent enough as they lacked knowledge on use of stick shaker and stall recovery thus causing serious accidents. It is hence clear that the HRM department leaves a lot to be desired as incidences ha ve continued to intensify despite the companys change management and job design and analysis strategy (Louise, 2011). With such a successful airline company, it is apparent that its HRM is ineffectual and has only led to losses than success. The company asserts that it is committed fully to developing its people, yet they do not seem to know how they can forge a beneficial relationship with its staff. There has been a lot of change in the company including cutting of costs, developing training programs, outsourcing working rules and regulations, collaborating with the unions yet the situation seem to be moving from bad to worse. It is apparent that the HRM has been incompetent in hiring the right personnel and dealing with employees. Implications to Stakeholders Various stakeholders include trade unions, government, shareholders, customers, community, business partners, employees, the media, and non-governmental organisations. They all have a major influence on the companys performance and its strategy. The media coverage on wrong decisions in the Qantas have affected negatively on the companys image. The problems discussed obviously imply that the HRM, shareholders, and business partners have been reluctant in solving the current crisis hence affecting the performance of the company. Because of the accidents reported, most consumers are not keen on using Qantas airline hence affecting profitability (BBC News, 2012). Additionally, the challenges in the company have also affected employees and consumers on grounds that they have lost confidence with the running of the company (Sandilands, 2011). The looming disagreement between Qantas and its pilots shows clearly that the HRM and business partners have failed in ensuring they contribute in effective management of the company. In addition, the Non-governmental organisations have failed in conflict resolution between the Qantas and its employees. It is apparent that the HRM, business partners, and non-governmental organisations involved have failed in coming up with rational solutions to ensure such current disputes do not develop into a major crisis. Instead of the companys CEO, Alan Joyce holding productive talks, he has been busy making provocative comments in numerous heated exchanges. For instance, he condemned union members on issues regarding wages arguing that their talks and protests were baseless (Bamber, 2011). The union leaders in return criticised senior managers and accused them of tarnishing the brand image of the company while they were awarding themselves hefty salaries. This hence implies that the community a s well as Union members have lost confidence on the companys stakeholders and this in return has led to bad publicity and reduced profitability. Consequently, the media has given a wide coverage on the companys latest controversies meaning that it is benefiting financially because of the developing story. It is upsetting to see Qantas employees go on strike due to poor management issues in a company owned by various stakeholders. The shareholders, business partners, the HRM, CEO, and Nongovernmental Organisations have a major role to play in ensuring issues in the company are resolved and the company goes back to its initial profitable situation. Therefore, they need to sit down and come up with a rational plan towards improvement (Bamber, 2011). Action plan and Recommendations With the increasing incidences, there is hence a need to come up with an action plan. First, all the stakeholders must meet to discuss on ways to solve the recent crisis. In the meeting, there will be change of communication and training model to more rational models that are employee oriented. The HRM will carry out the process and engage other stakeholders to give ideas on how salary and training issues ought to be handled. The change process will take place from 1st to 28th November in the companys boardroom. To carry out the process, the employees will be interviewed in order to show some of the areas they would need change. The entire companys workforce and managers will be given information concerning the changed plan. The recent problems involving HRM function has caused the company to suffer financially. The Qantas airline in their website asserts that, Qantas is committed to providing meaningful jobs with competitive salaries and superior benefits (Qantas, n.d). However, they have failed in fulfilling their promise as the strikes reported tell a different story. In addition, they allege that they provide targeted, quality training to the Qantas group and assists in the development of skills (Qantas, n.d). However, the accidents reported show a major gap in their training strategy. The HRM should revisit their training and communication model and make a change on it. It is time the company moved out of a market approach change strategy that only focus on making profits and focus on employee oriented approach that consider the interests of workers. With an effective training model, there will be workshop and focus group sessions where employees air their grievances and come up with solutions to th eir problems (Frances, 2009). In addition, effective HRM communication should contribute successfully to teamwork, learning, innovation, safety, and productivity (Krizan et al, 2010). Moreover, the HRM should invest heavily on their pilot candidates and ensure that they get the right training. Coming up with a HR strategic oriented communication model is important in guaranteeing that employees are at par with requirements and needs of the company. This will help in discussing paramount issues affecting the running of the company. Once there is fit between communication and training model in relation to the role of the HRM, the next step should be to come up with a tactical plan on how the HR will be managing their roles to ensure there are no more scandals. The HR needs to be involved fully in daily operations of the company to ensure alignment with needs of the employees. Moreover, the HRM should come up with performance management plan, which is imperative in following up on the performance of the staff members. The HRM should also be transparent in its strategy. This means that the companys operational and strategic agenda should be communicated clearly to workers and must be accepted. This will ensure employees needs are met and there are no operational challenges. In addition, its mission should be shared with other shareholders to make sure they are on the right path to correcting the image of the company. Todays HR models recognise on the fact that people do not leave their issues at home when they are going to work. For the company to be successful, it should focus on the needs of the workers whether personal or professional. This will motivate the workers to deliver quality work. In that case, there will be less accidents and remuneration problems in the company (Frances, 2009). In addition, in training sessions, the HR should focus on changing staff members attitude towards work and teach them on how to have a positive attitude. This will help in motivating workers and encouraging them to air their grievances through dialogue. Conclusion Similar to other managers in an organisation, HRM has various functions. The HRM ensure successful change management and right people are hired in various ranks. However, the HRM has failed, as there have been increased cases of strikes from discontented workers. Additionally, there have been numerous accidents reported in the company. To avoid such incidences in the future, it is important for the company to change its communication and training model. In addition, they should be transparent in their operations and involve other stakeholders to ensure they are trending on the right path. This will help in reducing accidents and strikes from dissatisfied employees.

Essay --

â€Å"Ilmu pengetahuan tanpa nilai-nilai yang mulia belum tentu dapat melahirkan masyarakat yang baik dan berjaya. Nilai-nilai yang mulia tanpa ilmu pengetahuan juga tidak akan melahirkan masyarakat yang berjaya†. Begitulah ungkapan kata-kata bestari oleh mantan Perdana Menteri kita, Tun Dr. Mahathir bin Mohamad, Bapa Pemodenan Negara yang merupakan salah satu daripada pencetus kegemilangan dunia pendidikan negara. Selamat pagi dan Salam 1 Malaysia saya ucapkan kepada: Pengerusi Majlis, Yang Amat Berhormat Datuk Johan Ashaari bin Murti, Menteri Pendidikan merangkap Timbalan Perdana Menteri. Yang Berhormat Datuk Romario Ansam anak Rungah, Timbalan Menteri Pendidikan. Yang Amat Berhormat Pehin Sri Maher Zain, Ketua Menteri. Yang Berhormat Freddy Jabu anak Jugah, Timbalan Ketua Menteri. Yang Berhormat Datuk Halimah, Menteri Tugas-tugas Khas Dalam Negeri berkaitan Pendidikan. Yang Berhormat Datuk-datuk dan Datin-datin. Yang Berbahagia Datuk Ariffin Faiq, Ketua Pengarah Pendidikan. Yang Berbahagia Datuk Sabri bin Rahmat, Rektor IPGM. Yang Dihormati Encik Hafiz Azman, Pengarah Pendidikan Negeri. Yang Berusaha Puan Saftuyah binti Safri, Pengarah Institut Pendidikan Guru Tunku Abdul Rahman. Pengarah-pengarah IPGK dan Wakil-wakil Pengarah IPGK. Yang Berusaha Encik Amir bin Jamal, Timbalan Pengarah Institut Pendidikan Guru Tunku Abdul Rahman. Ketua-ketua Jabatan Persekutuan dan Negeri. Ketua-ketua Jabatan dan Ketua-ketua Unit Institut Pendidikan Guru Tunku Abdul Rahman. Pensyarah-pensyarah Kanan. Para Pensyarah. Staf-staf Sokongan. Para Graduan. Para Ibu Bapa. Tuan-tuan dan Puan-puan dekat di hati. Tegak rumah kerana tiangnya, tegak bumi kerana paksinya, tegaknya saya di sini adalah untuk menyampaikan sebuah pidato yang bertajuk â€Å"Kecemerlan... ...nyai muhasabah diri, mereka mampu mencipta nama dan berjaya di peringkat global. Tuan-tuan dan puan-puan yang dihormati sekalian, Sedarkah anda bahawa percubaan dan uji kaji ribuan kali telah dilakukan oleh Thomas Adison untuk mencipta lampu yang dapat kita nikmati faedahnya sehingga ke hari ini? Tahukah anda bahawa Colonel Sandera telah bersusah payah siang dan malam untuk mencipta resepi rahsia KFC nya sehingga semua kita yang pada hari ini menjamahnya sehingga menjilat jari? Sikap sebeginilah yang wajar diambilkan sebagai contoh dan pansduan sekiranya kita ingin betul-betul cemerlang dalam akademik bahkan kehidupan kita seharian. Antara rahsia kejayaan orang-orang yang hebat ini ialah kepatuhan kepada disiplin. Lihatlah wahai dunia bahawa orang-orang yang berdisiplin ini yang akan menggoncang dunia! Bak kata pepatah, â€Å"siapa yang menuai, dia akan dapat hasilnya†.

Life Span Development and Personality Essay Questions

Life Span Development and Personality Essay Questions Cathy Perry Psy 300 September 27, 2010 Tara Terry Ph. D. Select a famous individual from the 20th or 21st centuries: Maya Angelou (born as Marguerite Ann Johnson). Conduct research concerning the background of your selected individual to determine what forces have impacted his or her life from the viewpoint of developmental psychology. 1. Discuss the influences of heredity and environment (including family and social support) on your individual’s psychological development. Be sure to describe specific areas of psychological development (moral, emotional, etc. . (300-500 words). Maya Angelou was born in St. Louis, Missouri in 1928. At the age of three, she and her brother, Bailey, moved to Stamps, Arkansas to live with their paternal grandmother when their parents divorced. Throughout her childhood she struggled with feelings of displacement due to her early separation from her parents (Mongeau-Marshall, 1994). She developed self-esteem problems because of her large frame and nappy hair and was not considered pretty; also, racism’s messages of southern black females being inferior and that they lacked control of their future. The grandmother raised them in a strict sheltered environment around church, school, and her store. The fear of being terrorized by the Ku Klux Klan was always upon Maya. After five years of minimal contact with either parent, the father returned and took them to their mother in St. Louis. This household consisted of their mother, maternal grandmother, and two uncles, but they rarely saw their mother. Maya disliked the city’s loud noises and constant commotions, so she escaped through reading. Moving back to St. Louis was unsettling to both children. Maya began having nightmares and Bailey began to stutter (Pettit, 1996). Later that year, their mother moved them in with her and her boyfriend, Mr. Freeman. One night, while their mother was working, Mr. Freeman made Bailey leave the house and he raped Maya; she was only eight years old. He threatened Maya that if she told anyone he would kill Bailey. Maya’s mother thought she was ill but discovered the blood stained underwear when changing sheets. At the hospital Bailey convinced her to tell who had done this. Mr. Freeman was arrested and Maya testified at the trial. He was released early before finishing out his sentence and was later found beaten to death. Maya stopped speaking to everyone except Bailey, and kept silent for five years. She felt guilty that Mr. Freeman’s death was her fault and she feared if she spoke about anyone else, that they would die too. The children were sent back to Stamps which Maya felt was her fault since the family could not tolerate her silence and slow recovery. One male relative even physically punished her for not speaking. The grandmother in Stamps had a friend of hers, Bertha Flowers, speak to Maya. Ms. Flowers was instrumental in bringing Maya back from the darkness. She slowly helped Maya transform from the mute with no self-worth to a speaking young woman with self-esteem and academic success (Gillespie, Johnson-Butler, & Long,  2008). After graduating the eighth grade, Maya and Bailey were sent to live with their mother in California. That summer Maya went to visit her father, but left early when his girlfriend began to fight her. Maya had been stabbed and stayed with her father’s friends. When she returned to her mother, she got a job instead of going back to school. After six months of working, she went back to school, but found that other girls her age were more developed physically and she felt unfeminine. To prove she was normal she decided to have sex, but didn’t prove anything; except she became pregnant. She graduated high school and a month later gave birth to her son Clyde. 2. Select two different theories of personality and apply them to your selected figure, and answer the following question: How does each theory explain the individual's unique patterns or traits? (500-700 words). The Psychodynamic theory can be applied to Maya Angelou in several areas. One of these areas was the continuous moves from parents to grandparents throughout her childhood. The consistency she had as a child was her grandmother in Stamps, Arkansas. Maya and her brother had love, stability and the meaning of family while they lived with her. According to Kowalski and Westen, (2009), Disrupted attachments are associated with severe personality disturbances, depression, antisocial behavior and adjustment problems†¦, and childhood experiences such as parental neglect or even parental divorce cause more vulnerability to adult nsecurities. Psychodynamic theorists state that depressive behaviors have various causes, one of which would be a parental attachment history influencing problems and fears of rejection and or abandonment. Both Maya and her brother had problems dealing with the thoughts of abandonment. Maya thought it was better to think of them being dead than to imagine having parents that did not want their children (Mongeau-Marshall, 1994). Maya w as a rape victim at a very early age that traumatized her into speechlessness for five years. The fact that she was only eight years old is enough reason for her to have trust issues. According to Mongeau-Marshall, (1994) Maya trusted Mr. Freeman and felt him to be a father figure. After his death, she stopped talking to everyone but her brother, which in a psychodynamic theory viewpoint the psychological thought processes caused her to think that she caused his death. If she spoke about anyone ever again, the same tragic thing would happen. She could not endure the thought of being responsible for that. According to Kowalski ; Westen, (2009), â€Å"Compromise formations is a single behavior or a complex pattern of thought and action, typically reflects compromises among multiple and often conflicting forces† (p. 421). Maya did not talk for five years, but she did talk to her brother and would talk to herself when reading. When Bailey convinced her to tell him who raped her, he had also convinced her that no one could harm him so it would be okay to tell him. Maya compromised her thoughts by the love of her brother. She needed his companionship and acceptance at this crucial time in her life. She did not want to speak, but found it was necessary to speak to Bailey. In another time of her life, during high school, she believed she was not woman enough because her body was not as sexually developed as her peers. She decided to have sex to prove that she was â€Å"woman enough† so she rationalized. Rationalization, according to Kowalski ; Westen, is a defense when a person tries to explain away actions in a seemingly logical way to avoid uncomfortable feelings, especially guilt or shame (p. 26). Maya was ashamed of the fact that she was not as developed as her female classmates and wanted the acceptance that she desired, not just from others, but from herself. The Cognitive-Social theory accentuates the tasks of a person’s thought processes and their social learning in behavior and personality. Maya’s grandmother in Stamps, Arkansas had the most positive role in her life; givin g her love, stability, encouragement, and education. She was able to learn from this grandmother that things do exist in life. She was able to draw personal strength, even at a young age, from the things she learned and observed from this grandmother. Her behavior-outcome expectancies were her beliefs that this way of life would continue if she thought her parents were dead. As long as they were dead, living in Stamps would continue and family turmoil would be no more. Maya’s competences were lacking in self-esteem and admiration of who she was and what she was. She dreamed of being a white blue-eyed girl with long blonde hair having all the beautiful clothes and expensive things that white people had. She believed that one day she would wake up from her â€Å"blackness† and be this person (Mongeau-Marshall, 1994). Self-regulation was apparently nonexistent when she was a young girl, but as she became a young woman, she wasn’t just the first Black woman to be a cable car conductor, she was the first Black person to be cable car conductor in San Francisco. She accomplished this by harrying the Negro support organizations to help her get the job, and waiting for hours to be interviewed at the cable car offices (Pettit, 1996). 3. Explain which theoretical approach best explains the individual's behaviors and achievements. Make sure to explain why this is true. (100-200 words). The Psychodynamic theory is probably the best approach that relates to Maya Angelou. Her entire childhood is riddled with abandonment, child abuse, ridicule, and depression. Ms. Angelou had troubled relationships throughout her life, including three failed marriages. She only bore one child, whom she felt she abandoned when she went to Europe on the tour with Porgy and Bess (Gillespie, Johnson-Butler, & Long, 2008). This theoretical approach deals with Ms. Angelou’s horrendous childhood, adolescent, and young adult life. She dabbled in drugs, prostitution, and rich men. Through her life journeys, however, she has become one of the most prominent Black female poet, author, actress, humanist, and speaker that has walked upon this earth. She was friends with Dr. Martin Luther King, Jr. , Malcolm X, W. E. B. Dubois, among many other famous people. Maya Angelou developed a tough outer character from all the hardships she endured, but she shares with the public in order for them to learn from her past and to think about their future. References Gillespie, M. A. , Johnson-Butler, R. , & Long, R. A. (2008). Maya Angelou: A glorious celebration. New York, New York: Doubleday. Kowalski, R. , & Westen, D. (2009). Psychology (5th ed. ). Hoboken, NJ: John Wiley & Sons. Mongeau-Marshall, C. (1994). The masks of Maya Angelou: Discovered, discarded, and designed. Retrieved from ProQuest: ProQuest Dissertations & Theses database. Pettit, J. (1996). Maya Angelou: Journey of the heart. New York, New York: Lodestar Books.

Leadership Theories

Leadership Theories Theorists have formulated several leadership theories in the past. Leadership styles and theories which were used several years ago are not the same as the ones used today. Hernsey and Blenchard’s theory of situational leadership allows leaders to adopt various leadership styles that match with development levels of their followers.Advertising We will write a custom essay sample on Leadership Theories specifically for you for only $16.05 $11/page Learn More Leaders adopt leadership styles which are dependent on readiness and willingness of their followers to perform required tasks. When followers are not mature, their competence and motivation of is low, but it increases as they mature (Hernsey and Blenchard, 1976). According to McGregory (1960), theory X and theory Y assumptions encompasses style, behavior, situation, and adaptation to the situation. These theories resulted in development of other situational theories. Fried Fielder’s (1967) c ontingency theory argues that there is no one best way of leading. It identifies situations when task-oriented approach is more effective, and when a relationship style would be more productive. Fielder concluded that task-oriented leaders are effective when conditions are either very favorable for the leader or which are very unfavorable for the leader (Fiedler, 1967, p.13). When situation is favorable, members are ready and willing to work because their leaders support job performance. When conditions are unfavorable, group members will need to remain goal-oriented for them to achieve any success. In stressful situations, a leader’s structure and control can remove undesirable ambiguity and the anxiety that goes with it (Fielder, 1967). In Hersey/Blanchard theory of situational leadership model, there is no best way to lead. Leaders must be able to adapt to situations and modify their leadership style to be more effective. The level of maturity of a group will determine the most effective leadership style (Hersey and Blanchard, 1976). A leader assesses maturity of a group to come up with the amount of guidance needed. Immature group requires direction and goal-oriented behavior from their leader. At this stage, task-oriented leadership is required since followers are eager to accept guidance when they feel uncertain about a task. As a group matures, it builds a relationship with its leader.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Task-related behavior decrease as relationship behavior takes charge. A two-way communication develops and members are involved by their leader in decision making. As maturity increases, the leader delegates responsibility to the next step in the process (Hersey and Blanchard, 1976). In contingency theory, leadership style is determined by situations and can only be changed based on the relationship between members and their leaders. A leader can adopt a leadership style and use it as situation may demand. On the other hand, Hersey/Blanchard theory of situational leadership model depends on maturity of group members for a leadership style. Immature group requires close guidance and one-way communication where the members are told what to do, when and how they do it. Leadership style changes to a relationship when a group is mature enough. The style later changes to a two-way communication where members are involved in decision making and responsibilities delegated. Role of Leaders in Organizational Ethics Leaders play an important role in developing ethical business organizations. If a manager does not portray a positive behavior, other employees are likely to follow suit and business organization become unethical. Leaders should use idealistic visions and persuasive communication styles to motivate their followers. Ethical behaviors have a role in credibility, and the ability of leaders to ha ve a positive influence on their followers (Piccolo et al. 2010). Ethical leadership captures employees’ perceptions of ethical behavior inferred from leader’s conduct. When leaders demonstrate a normative appropriate conduct through personal actions and interpersonal relationships, and promote such conduct to their followers through communication, reinforcement and decision making, the result is ethical organization. Trustworthy leaders are proactive and are expected to increase cooperation among employees to promote organizational identification. This will have a positive improvement in performance and ethics in a business organization. Ethical leadership increases organizational identification.Advertising We will write a custom essay sample on Leadership Theories specifically for you for only $16.05 $11/page Learn More Organizations which have leaders with poor ethics rank poorly in public and this may have a negative effect on business (Wa lumbwa et al. 2010). Exchange of positive behaviors between ethical leaders and members through trust, open communication, information sharing and liking of followers, contribute to ethical behavior in an organization. According to Bandura (1977), leaders influence their followers by way of modeling process. This is one of the most powerful ways of transmitting values, attitudes and behaviors. Employees learn how to do something by observing their leaders. Leaders can be good models by virtue of their assigned roles, their status, success in the organization and the power to affect the behavior and outcomes of their followers in an organization (Bandura, 1977). Leaders act as role models to their junior employees. Even when other employees do not envy their leader, portraying ethical behavior will ensure that all employees emulate deeds of their leaders. Leaders who are not honest or trustworthy are likely to encourage dishonesty and lack of trust among their followers. Leaders gain trust of their followers when they act in a generally acceptable and consistent manner regarding how leaders should behave in a workplace. References Bandura, A. (1977). Social Learning Theory. Englewood Cliffs, NJ: Prentice Hall. Fiedler, F.E. (1967). A Theory of Leadership Effectiveness. New York: Mcgraw-Hill. Hersey, P., Blanchard, K. (1972). Management of Organizational Behavior: Utilizing Human Resources (2nd ed.) New Jersey: Prentice Hall.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mcgregor, D. (1960). The Human Side of Enterprise. New York: Mcgraw-Hill. Piccolo, R. F., Greenbaum, R., Hartog, D.N., Folger, R. (2010). The Relationship between Ethical Leadership and Core Job Characteristics. Journal of Organizational Behavior, 31, 259–278. Walumbwa, F.O., Mayer, D.M., Wang, P., Wang, H., Workman, K., Christensen, A.L. (2010). Linking Ethical Leadership to Employee Performance: The Roles of Leader–Member Exchange, Self-Efficacy, and Organizational Identification. Organizational Behavior and Human Decision Processes, 115, 204–213.