Thursday, January 30, 2020
Operations in hilti company Essay Example for Free
Operations in hilti company Essay You are the manager of a firm selling product X in a competitive market. You consider writing a market report on X. Due to some economic changes, there is significant increase in the wages of workers. Please write a report about the expected effects on the market equilibrium price and equilibrium quantity of product X. the following points help you organize your report: 1. Indicate the effect of this event on supply and / or on demand. 2. Analyse what will happen to market equilibrium price and equilibrium quantity in the short run. 3. If wages are expected to continue at higher levels, analyse what will happen to market equilibrium price and equilibrium quantity in the long run. The competitive market is one of the type of economic market structure. In a competitive market the price is determined through the forces of demand and supply. The following essay the effects of increase on wages on product price, quantity traded, and the supply and demand. The demand is the want or need of the person with the willingness to purchase the good at a particular price. The demand is negatively correlated to price. As the price increases the quantity demanded decreases. The supply is the desire and willingness of the supplier to sell the product at a particular price. The downward sloping curve represents demand. Supply is positively correlated to price. As the price increases the quantity supplied increases. Hence, the positive sloping curve represents supply. In the competitive market the point where demand and supply meets is the equilibrium point, which shows the equilibrium price and quantity traded. This is illustrated in the following graph. The increase in wages, increases the costs of the product. This then will decrease the supply bringing a shift in the supply curve. The shift of the supply curve occurs when any factor except price changes bringing an effect on supply. The increase in cost of production will reduce the supply at level of the price because now it has become more costly to produce the supply. The supply curve will shift towards left. The following diagram shows that the supply curve S1 has shifted to S2. This has increased the market equilibrium price in the short run from P1 to P2. The quantity traded has decreased from Q1 to Q2. Long? Run market supply curve. The short? run market supply curve is just the horizontal summation of all the individual firms supply curves. The long? run market supply curve is found by examining the responsiveness of short? run market supply to a change in market demand. As the wages will increase, in the long run the price will reduce and the quantity traded will increase because there will be more entrants into the market and the competition will reduce the price of the product. However, the profit levels will also decreases due to the increase in the wages. Question 2 You’ve been hired by a firm to determine whether it should shut down its operation. The firm currently uses 70 workers to produce 300 units of output per day. The daily wage (per worker) is $40, and the price of the firm’s output is $20. The cost of other variable inputs is $500 per day. The firms fixed cost is $3000 per day. You know that the marginal cost of the last unit is $30. 1. Calculate the firm’s daily losses 2. Should the firm continue to operate at a loss? Carefully explain your answer. Total daily losses are the following: Description Cost / Revenue Total cost Total daily sales 300 x 20 6000 Daily total wages 70 x 40 2800 Variable inputs 500 Fixed costs 3000 Total Cost 6300 Daily losses 300 According to the profit maximization theory, each unit sold, marginal profit (M? ) equals marginal revenue (MR) minus marginal cost (MC). Then, if marginal revenue is greater than marginal cost at some level of output, marginal profit is positive and thus a greater quantity should be produced, and if marginal revenue is less than marginal cost, marginal profit is negative and a lesser quantity should be produced. At the output level at which marginal revenue equals marginal cost, marginal profit is zero and this quantity is the one that maximizes profit. In this case, the marginal profit is negative as according in competitive market marginal revenue is equal to price hence, it is $20 and marginal cost being $30, this equals to -$10. The company should not operate at a loss. Question 3 Given the data of the last question (2), the owner of the firm suggested that losses can be reduced by firing some workers. If you found that the marginal product of the 70th worker was 4units of output per day, do you agree with the owner to reduce employment in order to reduce losses? Please explain carefully. The marginal product of labour is the change in the output compared to the change in the number of labour. Hence, the 70th labour is producing 4 units per day according to the data given in the question. The marginal product of labour is 4. In order to determine the demand of labour, the value of marginal product will be calculated. The value of marginal product should equal to price of the product which is the marginal revenue (MR) with the marginal product of labour (MRP). As long as a worker’s value of marginal product exceeds the wage, the worker is hired. But because the marginal product is diminishing, eventually so many workers will have been hired that the value of the marginal product of an additional worker would be less than the wage. At this point the hiring will stop. A firm hires labour up to the point at which the value of marginal product equals the wage rate. If the value of marginal product of labour exceeds the wage rate, a firm can increase its profit by employing more workers. This can be summed in the following way: Where TR = total revenue; Q = quantity MR x MPL = (? TR/? Q) x (? Q/? L) = ? TR/? L Hence, in this case the value of marginal product is: MR X MPL = 20 x 4 = 80 Wage rate = ? TR/? L = 40 The company should continue to hire more labour as the marginal product will diminish which will eventually bring the marginal revenue product of labour down until the wage rate is equal to the marginal revenue product of labour.
Tuesday, January 21, 2020
A shot by shot analysis of a major scene in Hitchcocks Notorious :: essays research papers
The 3rd Major Scene in Alfred Hitchcock’s Notorious 1.     The scene begins by fading in on the back of the silent man’s head (Cary Grant) in Alicia’s bungalow. Then the camera zooms out while sweeping right to give the first full shot and view of both of the main characters. They are shown seated at a table, with many empty bottles of liquor and glasses. 2.     Then a tight reverse over the shoulder shot of Devlin’s face (Cary Grant) is next. Devlin then proclaims: â€Å"There's one more drink left apiece. Shame about the ice.†3.     Next the shot reverses again to another tight over the shoulder shot but of Alicia’s face this time. Where she asks a question about what Devlin says. Devlin then answers her question about the ice when the shot is still on Alicia. 4.     Now the shot reverses again to a tight shot of Devlin’s face over Alicia’s shoulder. He then asks Alicia a question: â€Å"Why do you like that song?†5.     Then the shot reveres again to an over Devlin’s shoulder shot tight on Alicia’s face. She begins to smile and laugh. Then Alicia gets suddenly serious and says: â€Å"There’s nothing like a good love song to give you a good laugh.†6.     The shot reverses again to a tight over the shoulder shot of Devlin’s face where he answers Alicia’s question. 7.     Immediately reverses again to a tight over the shoulder shot of Alicia’s face, where she is shown yawning with her hand over her mouth. Then Alicia asks: â€Å"It’s too stuffy in here isn’t it?†Devlin answers while the shot remains the same. Alicia leans in towards Devlin and asks him another question: â€Å"What about †¦ we have a picnic?†8.     The shot then reverses again to another tight over the shoulder shot of Devlin’s face. He then answers her question with a question. 9.     The shot reveres again to a tight but brief over the shoulder shot of Alicia’s face where she begins to stand up. 10.     Next the shot changes to a full shot of Devlin and Alicia where she continues to stand. The camera follows them up as they now both fully rise, thus revealing more than just there faces in over 9 shots. Alicia states that they should go outside, while Devlin has a drink in hand. She then asks if Devlin is going to finish his drink. Devlin says that he is and takes down the rest of the drink leaving only a few drops, as Alicia gazes into his eyes. A shot by shot analysis of a major scene in Hitchcocks Notorious :: essays research papers The 3rd Major Scene in Alfred Hitchcock’s Notorious 1.     The scene begins by fading in on the back of the silent man’s head (Cary Grant) in Alicia’s bungalow. Then the camera zooms out while sweeping right to give the first full shot and view of both of the main characters. They are shown seated at a table, with many empty bottles of liquor and glasses. 2.     Then a tight reverse over the shoulder shot of Devlin’s face (Cary Grant) is next. Devlin then proclaims: â€Å"There's one more drink left apiece. Shame about the ice.†3.     Next the shot reverses again to another tight over the shoulder shot but of Alicia’s face this time. Where she asks a question about what Devlin says. Devlin then answers her question about the ice when the shot is still on Alicia. 4.     Now the shot reverses again to a tight shot of Devlin’s face over Alicia’s shoulder. He then asks Alicia a question: â€Å"Why do you like that song?†5.     Then the shot reveres again to an over Devlin’s shoulder shot tight on Alicia’s face. She begins to smile and laugh. Then Alicia gets suddenly serious and says: â€Å"There’s nothing like a good love song to give you a good laugh.†6.     The shot reverses again to a tight over the shoulder shot of Devlin’s face where he answers Alicia’s question. 7.     Immediately reverses again to a tight over the shoulder shot of Alicia’s face, where she is shown yawning with her hand over her mouth. Then Alicia asks: â€Å"It’s too stuffy in here isn’t it?†Devlin answers while the shot remains the same. Alicia leans in towards Devlin and asks him another question: â€Å"What about †¦ we have a picnic?†8.     The shot then reverses again to another tight over the shoulder shot of Devlin’s face. He then answers her question with a question. 9.     The shot reveres again to a tight but brief over the shoulder shot of Alicia’s face where she begins to stand up. 10.     Next the shot changes to a full shot of Devlin and Alicia where she continues to stand. The camera follows them up as they now both fully rise, thus revealing more than just there faces in over 9 shots. Alicia states that they should go outside, while Devlin has a drink in hand. She then asks if Devlin is going to finish his drink. Devlin says that he is and takes down the rest of the drink leaving only a few drops, as Alicia gazes into his eyes.
Monday, January 13, 2020
Israeli-Hezbollah Conflicts: The Insensibilities of War Essay
The world has witnessed again the hostilities of war this year. The terrorist group Hezbollah initiated the spate of violence in the Middle East by sending raiders into Israel from Lebanon. This attack killed eight Israeli soldiers and two others kidnapped, while they launched missiles into northern Israel. Not taking this action sitting down, Israel retaliated by bombing Beirut’s airports, roads and Hezbollah hangouts, killing innocent civilians in the process. It was in June this year that the Hezbollah gained 80 percent of the votes in the Lebanese parliamentary elections in southern Lebanon. This will mean that the group will cover 35 seats in the 128-member national assembly. Despite their popularity in Lebanon, Hezbollah had been involved in the 1982 Israeli invasion and the subsequent U. S. military intervention, engaging in a series of kidnappings and assassinations of Americans as well as the deadly truck bombings of the U. S. embassy and a Marine barracks (Zunes 21). As an organization, Hezbollah essentially means â€Å"Party of God†. Their history emanated to help the Islamic Revolutionary Guards fight active opponents who demonstrated in the streets. The name was used as early as 1973 by Ayatollah Mahmood Ghaffary in Iran. It was resurrected in 1978 in one of the revolution’s slogans: â€Å"Our Party Is the Party of Allah and Our Leader Is Ruh Allah. †The so-called party consisted of a thousand young thugs who infested Tehran’s poor neighborhoods. For a modest monthly allowance, they waged street battles against members of more sophisticated political groups. In contrast to its beginning, the â€Å"party†today boasts a membership of more than one million adherents in Iran alone. Its offshoots in Muslim countries, Europe, and America act as operatives and as a vanguard for the Islamic Republic of Iran. In Lebanon, the party also has a powerful military wing that has bombed Israel and given assistance to militant groups like Hamas in the Gaza Strip (Hoveyda 94). Acclaimed for their notoriety, Zune indicated that: For more than a decade, however, the Hezbollah militia had restricted its armed activities to fighting Israeli occupation forces, initially in southern Lebanon and then  following Israel’s withdrawal in 2000â€â€in a disputed border region with Syria still under Israeli control. Attacks against foreign occupation forces have traditionally been recognized as legitimate acts of self-defense and not as acts of terrorism, a term usually restricted to deliberate attacks against civilian targets (21). Hezbollah’s leader Sayyid Hassan Nasrallah declared war on Israel because had no option. They could disarm and participate more fully in Lebanon’s government, but that would have meant giving up â€Å"the resistance,†the ideology so central to Hezbollah that it functions as a national founding myth. Their resistance is, first and foremost, an ongoing guerrilla war against Israel, which occupied southern Lebanon until its withdrawal in 2000. Hezbollah had weapons to defend their landâ€â€rockets, Iranian-made missiles, and drones. It is the source of fierce pride for Hezbollah, the only Arab force to succeed in ousting Israel from its land. But, before anything else, the resistance was a political movement, born decades ago, of empowerment for Lebanon’s eternally despised Shia. In Hezbollah’s collective mind, the Shia have finally emerged on top after being put down for so long, and now they want to prove that they can do what no other Arab country has done: defeat Israel. â€Å"You do not know today who you are fighting,†declared Nasrallah on July 14. â€Å"You are fighting a people who possess strength of faith that no one else has on the face of this Earth†(Ciedlo 14). Due to their own misgiving, Israel is now dealing with crises on two fronts. First, it was carrying out an operation in the Gaza Strip to rescue Corporal Galid Shalit, who had been captured by Palestinian militants. This triggered an ongoing conflict between Israeli forces and Palestinian militants taking place in Gaza. After that, a second operation into Lebanon was launched to rescue Ehud Goldwasser and Eldad Regev  the two soldiers captured by Lebanon-based Hezbollah. Nevertheless, despite the overwhelming task of fighting on two fronts, Prime Minister Olmert ruled out any negotiations with Hezbollah, just as it had foreclosed the discussions with Hamas. Additionally, his government filed a complaint with the United Nations, calling on the Security Council to enforce an existing resolution that required the Lebanese government to disarm militias (Coleman, 29 July 2006). In fairness to the Lebanese government, it denied that they had no previous knowledge of Hezbollah’s activities and would not take responsibility for the abduction of the two Israeli soldiers. To this end, Lebanese Prime Minister Fuad Siniora said, â€Å"The government was not aware of and does not take responsibility for, nor endorses what happened on the international border†(Al Jazeera, 7 July 2006). Experts on the ground in Lebanon also pointed to the fact that despite the existence of United Nations Security Council Resolution 1559, the country simply was not in the position  politically or militarily  to disarm Hezbollah on its own. With the ongoing scuffles, Lebanese government represented by Social Affairs Minister, Naila Mouawad, called for the two Israeli soldiers to be returned home. She also reiterated Lebanon’s previously-noted position that her government was neither aware of Hezbollah’s plan, nor supported it. With that statement, Mouawad criticized Israel’s response for being too heavy-handed, particularly with regard to the lives of Lebanese civilians. She warned that Lebanon was experiencing a catastrophe and explained that her government could not disarm Hezbollah by force (Coleman, 29 July 2006). Naturally, the reaction around the globe was intense woes that these conflicts might sprout in something bigger, many countries already had requested for restraint from all parties involved. United Nations Secretary General Kofi Annan condemned both the abduction of the Israeli soldiers as well as the resulting offensive by Israeli forces into Lebanon. Russian, France and the European Union expressed the view that Israel’s response to the capture of two soldiers was disproportionate. But Israeli spokesman, Mark Regev, said that Israel was simply responding to an â€Å"unprovoked act of aggression. †Margaret Beckett, the Foreign Secretary of the United Kingdom, voiced out that Israel should ensure its own security, it should do so in a way that avoided civilian deaths. The Vatican later added its condemnation of the situation – calling for the release of the soldiers by Hezbollah and decrying Israel’s strikes against the sovereignty of Lebanon. On the U. S. government’s part, President George W. Bush characterized Hezbollah as terrorists and supported Israel’s right to defend itself. However, he also warned that whatever action Israel took, it should be mindful of the stability of the Lebanese government. With all these bombings here and there, the head of the emergency relief agency for the United Nations, Jan Egeland, characterized the damage caused by Israeli strikes on Beirut as â€Å"horrific. †He lambasted the demolition job caused by Israel’s retaliatory action against Hezbollah, calling it excessive. He also condemned Hezbollah for â€Å"cloaking itself among the civilian population†, which is causing the rise in civilian casualties. With damages continuing to heighten, Egeland called on both sides to cease their attacks and noted that humanitarian aid would begin arriving shortly in Lebanon. In that latter regard, he appealed for safe access of all civilian evacuees caught between the warring parties. He also said that the United Nations would be launching an appeal for humanitarian aid amounting to $150 million dollars (USD). Egeland arrived in Beirut on the heels of an Israeli strike against the Hezbollah-dominated portion of Lebanon’s capital city. In Beirut, there were four injuries when one strike hit a mosque. While Hezbollah said the facility was used only for prayer, Israel contended that it was one of several legitimate targets used not only for conventional purposes, but also by Hezbollah for its activities (Coleman, 29 July 2006). Israel’s aerial bombing of southern and eastern Lebanon continued. The Israeli strikes had already caused Lebanese engineers, who had been attempting to repair impassable roads, to retreat for safety reasons. The southern town of Sidon several people seeking safety were hit by Israeli strikes. Not spared, the historic city of Tyre was the site of action from both sides. It was one of several places from which some Hezbollah militants were firing missiles and, as such, Israel made it a target of retaliatory strikes. There were eight deaths reported across Lebanon. They included a young boy, a photographer, three people fleeing in a minibus, as well as three Hezbollah fighters. On the other side of the border, two Israelis died in Haifa and over twenty people were injured as a result of repeated Hezbollah rocket attacks. United States Secretary of State Condoleezza Rice arrived in July 24, 2006 for talks regarding the crisis in between Lebanon and Israel. Before arriving in the Middle East, Rice mentioned to reporters that the United States still had an embassy in Syria. Her statement was interpreted by some as a reminder that the United States and Syria still shared diplomatic relations that could be leveraged, if necessary. Her first stop was Lebanon where she met with Prime Minister Fuad Siniora. In that meeting, she expressed concern for the Lebanese people, while also making clear that Hezbollah’s attacks on Israel from within Lebanese territory could not be permitted to continue. In the backdrop of these developments, the White House announced that it had authorized humanitarian aid to be sent to Lebanon. Secretary Rice, and later President Bush, both conveyed the view that the only possible solution to the conflict was a sustainable ceasefire and enduring peace. The United States’ stance has been that a ceasefire might result in only Israeli compliance, thus subjecting Israel to future attacks. Clearly, this view has not been shared by many world leaders and foreign policy chiefs who have called for an immediate ceasefire, arguing that continued hostilities were untenable, regardless of optimal long-term objectives. Many Middle Eastern experts have further said that no long-term objectives can be achieved, at all, without addressing the Israeli-Palestinian conflict (Coleman, 29 July 2006). In an article in the New Republic, Lawrence Kaplan declared that Bush has spent many more hours encouraging Israel than constraining it. This could be analyzed as the US government seems has no more use for Hezbollah than Israel does. â€Å"And, while the organization may not pose the existential threat to the United States that it does to Israel, the administration views it as a crucial proxy for Iran. Critics delight in faulting the Bush administration for viewing the international scene through a ‘state-centric’ lens. But, when it comes to Hezbollahâ€â€which boasts verifiable return addresses in Tehran and Damascusâ€â€what other lens is there? †In my opinion, the Israeli government is doing more harm than good. Rescuing two soldiers, while endangering hundreds of lives is really irrational. They should have sought the U. N.’s help rather than waging a war that intruded the normal living conditions of innocent Lebanese civilians. War should be the last option rather than an initial response. Now, Israel is seemingly suffering the brunt of all of its actions because of the retaliatory attempts that the Hezbollah troops are waging in Israel’s areas. The U. N. , on the other hand, as well as countries like the U. S. , should have taken proactive measures to put a stop in these conflicts. As stated above, long-term solutions should be delineated from their mediation to avoid the further destruction of both countries. As we all know, there is no long term solution that could be resolved through bombs and guns. We cannot, of course, repeat history by neglecting these conflicts that are costing the lives of many people. Countries cannot repeat the errors in history, where wars had lost not only lives, but properties and the freedom of people. War could not fully reconstruct people’s experiences. We certainly cannot feel other people’s sufferings, although we can empathize with them because we have general knowledge, and many unfortunately have some experience of suffering. The suffering of the victims, especially the innocent ones, is enough reason why Israel and Hezbollah should hold a ceasefire and negotiate about their scuffles. If they cannot understand the destruction they are causing, people around the globe should knock some sense out of these leaders who cannot feel the suffering of the victims. Works Cited Al Jazeera Website. â€Å"Hezbollah Captures Israeli Soldiers,†(July 12, 2006). Acquired 30 July 2006 at http://www. aljazeera. com/me. asp? service_ID=11629 Ciedlo, Anna. â€Å"Entombed†(cover story). New Republic, 235. 5 (July 31, 2006): 13-15. Coleman, Denise Youngblood. â€Å"Israel and Lebanon-based Hezbollah Mired in Violent Conflict,†CountryWatch Forecast, (July 29, 2006). Acquired 30 July 2006 at http://forecast. countrywatch. com/fc_moreon. aspx Hoveyda, Fereydoun. The Broken Crescent: The â€Å"Threat†of Militant Islamic Fundamentalism. Westport, CT: Praeger, 1998. Kaplan, Lawrence F. â€Å"Other Means,†New Republic, 235. 5 (July 31, 2006): 12-13, Zunes, Stephen. â€Å"U. S. Rhetoric about Hezbollah Blurs Reality. †National Catholic Reporter, 41. 33 (July 1, 2005): 21-21.
Sunday, January 5, 2020
Saturday, December 28, 2019
The Model Of Intervention For Special Or General Education...
Introduction Assessment is a regular occurrence in any classroom because it is used to monitor progress of the student and teacher by seeing how well the student understands the content and/or if the given intervention that was given to the student is improving the student’s learning; the latter involves the Response to Intervention model. These results is a key component when determining students’ placement in Special or General Education settings. Educational laws have emphasized an increased focus on assessment of all student comparatively to assess where every student is academically. This flux of students in Special Education has led to a disproportion and overrepresentation of cultural groups. This lead to assessment measures to†¦show more content†¦Another type of assessment, high-stakes testing, actual measures the state’s and districts ability to educate its students through adequate yearly progress. Before interventions can be given, an assessment plan is t o be created in order to make sure that they are using materials that details within the specific areas of concern which is done through a series of steps that includes: reviewing screening information, further need, what intervention to use, and who should give the intervention to the student. After it is found that the student is in need of intervention, a comprehensive evaluation is done to find the best way to help the student. During the eligibility meeting, the IEP team decides if Individualized education program (IEP) is needed; if it is not needed, then alternative planning of assistance in a General Education classroom can be used. If the child is 3 years old or younger, than the child can receive an Individual Family Service Plan (IFSP). Laws, Ethics, and Issues During the 70s, education for students with disabilities were starting to improve through laws. Free and Appropriate education for students were passed under Public Law 94-142. Other key feature to a modern education or students were created through laws and were re-authorized and possibly reworked throughout the years as improvements and/or as new laws. The Individuals with Disabilities Act (IDEA), expanded on what appropriate education as and focused on assessment measures
Friday, December 20, 2019
Use of Paralanguage and Kinesics in Everyday Life
Use of Paralanguage and Kinesics in Everyday Life The use of kinesics and paralanguage in everyday life is the most prominent use of persuasion we use subconsciously. They are used subconsciously because you may not know what they mean. Which can cause cultural tension if you do something that may seem harmless to you but may be a great insult to another culture. Paralanguage has many forms such as whistling which can be used by many people as a means of entertaining by whistling a song or even in American culture used to hound women on the streets because they appear to be attractive. These two uses of persuasion I will discuss about in my paper. I will discuss the history of both and also how they are used today in everyday life.†¦show more content†¦Facial expressions are like sentences in human language, they are infinite in variety. The relationship of facial expression to other components of body language and to language itself, is sparsely examined and such observations as have been made are recent. It does not take very extensive scientific study to observe that a smiling face makes a sentence sound different from a sentence articulated by a sorrowful, droopy physiognomy. There are five basic physical descriptions of facial expressions: neutral, relaxed, tense, uplifted, and droopy. The neutral could result in various expressions such as pleasure, mask, respect, thoughtful, and quiet attention. The relaxed could result in love, pleasure and submission. The tense results in fear, surprise, determination, contempt, and extreme interest. The uplifted could result in happiness, anxiety, rage, religious love, astonishment, attention. Finally the droopy, in distress, suffering, grief, dism ay, and shock. Facial expression may portray the actual emotion felt and accurately accompany the speech. On the other hand, facial expression, as with other body language and nonverbal components, may contradict the verbal expression, thus giving the real message. Ones facial expression may be practiced and may thus be made convincingly to lie, along with the speech act, about ones real feelings. Artists and clowns have effectively exploited facial expressions and gestures as social weapons andShow MoreRelated Use Of Paralanguage And Kinesics In Everyday Life Essay2241 Words  | 9 Pages Use of Paralanguage and Kinesics in Everyday Life nbsp;nbsp;nbsp;nbsp;nbsp;The use of kinesics and paralanguage in everyday life is the most prominent use of persuasion we use subconsciously. They are used subconsciously because you may not know what they mean. Which can cause cultural tension if you do something that may seem harmless to you but may be a great insult to another culture. 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Vygotsky defines this as the distance between the actual development level as determined by independentRead MoreFinal Exam Sample Questions Chp 1-7 Essay2232 Words  | 9 PagesExam Answer Sheet is due by Friday, 1/21/11 at midnight--no exceptions. Multiple Choice Identify the choice that best completes the statement or answers the question. ____ 1. The real meaning of relationships is usually made up from: a.|everyday talk and nonverbal communication| b.|dramatic events that occur outside of the relationship| c.|emotional challenges that happen inside the relationship| d.|the advice we get from other friends| e.|the advice we get from experts in the fieldRead MoreDrama as a Means of Improving the Advocacy Skills of Non-English-Speaking-Background Students3423 Words  | 14 Pageslimited kinesics, e.g., non-vocal or paralinguistic behaviour (gestures, expressions, etc.) rarely visible; show little animation; limited eye-contact; 6. 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Thursday, December 12, 2019
Differences Of The Leaders And Mangers Of The 21st Century And Past
Question: Discuss about the Differences Of The Leaders And Mangers Of The 21st Century And Past. Answer: Introduction The study is mainly focused on the differences of the leaders and mangers of the 21st century and the leaders and managers of the past. This is also reflecting on how the perceptions of the different generation gaps have been changed drastically and how the managers and employees working in organizations has been changing and applying their perceptions for the sake of the organizations in this century. The study is also describing the incongruence of the different widely researched theories and its impact on the employees, managers and the leaders of the 21st century as well. The study is also focused on the term Millennial, their nature of working in organizations and their perceptions and behavior at their workplace. It is also describing that how the Millennial have been working and way they were treated in the organizations and how they are engaged at workplace of todays organizations. It is also studying the implications of the managers and the leaders when working with the mill ennial workforce. Brief Summary of the article The article is summarized by having the broader views and perceptions of the Millennial who are mostly working in the organizations of 21st century. The article summarizes that how the Millennial work and how they were behaving when they were working in todays organizations. The article also summarizes that the nature of the Millennial employees working in organizations. It is summarizing the five different theories of leadership which has an impact on the working, engagement and the motivation of the millennial employees. The article summarizes that Millennial are not organizational centered and focused on their work they do, they are basically self centered (Anderson et al. 2017). This also summarizes that Millennial are only motivated with the extrinsic factors like the compensation, hike in the salaries as well as rewards. This states that how the Millennial employees are not making any kind of ethical decisions as they are more likely to found work life balance rather than focus ed on their work. The article also summarizes that how the millennial employees are getting treated form the leaders and organizations. They are also treated by the managers and ladders in a different way which they were not expecting from them. This is also the different nature of the millennial employees as compared with the employees and supervisors in the past. It also summarizes the challenges faced by the leaders as well the managers for not getting totally engaged with the millennial employees (Schyns et al. 2013). It deals with the effectiveness of the leader member relationships for the millennial employees to be able to work in a proper way and how they are not contributing well for attainment of organizational goals. Body The current generation or millennial employees are quite different from the previous generation employees in terms of their values and believes. Their senses of work centrality, work ethics, work attributes and work motivation are quite different than the baby boomers. Hence, the leaders face tough challenges to manage such employees with the previously developed leadership theories. The author of this article has articulated that the organizational leaders should lead the present day millennial employees by their necessity, differently. The suggestion of the authors is quite adequate on the fact that the time has come to revisit the leadership theories, which were actually developed before the millennial employees have entered in the workforce. The authors of this article has primarily focused on the current five leadership theories like transformational leadership, leader member exchange, information processing, authentic leadership and ethical leadership. The new generation employees are less central to their work and less connected to the core of the organizational goals. On the other hand, the article has also focused on the positive aspects of the new generation employees, which are like creativity, technical ability, inclusive attitude and concern for their social values. Millennial employees are more likely to work for the supervisors, who they like the most. Hence, the current leaders must focus on the employee-supervisor relationship for motivating and retaining the new generation employees. On the other hand, the millennial employees are more likely to be motivated by extrinsic rewards than the intrinsic rewards (Avolio and Yammarino 2013). Hence, the new existing leadership theories must focus on the providing extra and extrinsic rewards for motivating such employees. Moreover, they highly value work-life-balance and leisure activities more than their predecessors. Hence, the previous leadership theories must reconsidered for including the changing values and attitudes of the new generation employees. The employees in the new generation prefer individualism quite more than collectivism for achieving the work goals. Moreover, they are more likely to focus of their individual achievement than to focus on overall organizational goals. Transformation leadership theory has been focused adequately on the individualistic work approach of the employees. However, their theory is quite ineffective in linking the individual goals of the millennial employees with the overall organizational goals. Hence, the transformational leadership theory must be reconsidered for aligning with the changing job attitudes of new generation employees. On the other hand, the article has also articulated the fact the millennial employees are more likely to work in an organization, where their needs are met properly. Moreover, the new generation employees are highly sensitive to monetary compensation than any kind of intrinsic rewards (Anderson et al. 2017). Hence, the leader-member exchange theory should be reconsidered, where the outcome of the employees is dependent on their consideration within leaders in group. On the other hand, authentic leaders are more likely to motivate the employees through their congruity of self-awareness of the employees with leaders qualities. In such situation, lack of work centrality of the millennial employees seems to incongruent with the authentic leaders. Hence, authentic leadership theory must be reconsidered with the dynamic work values and attitude of the new generation employees. The authors of this article have claimed justified argument that the five leadership previously developed leadership theories fail to prepare managers adequately to influence todays millennial employees. The propositions made on transformational leadership have argued that the transformational leaders are quite effective to motivate the new generation employees to put the organizational needs before their own needs. Moreover, such leaders are incapable of motivating the employees through idealized vision of giving more importance to organizational goals over the individual goals (Anderson et al. 2017). On the other hand, the millennial employees are more likely to be motivated monetary compensation and extrinsic rewards. As per this article, transformational leaders are incapable of influence such employees through idealized influence and inspirational motivation. Todays employees are having high level of individualism and more likely to work for their own benefits. In such situation, the information processing model of leadership is efficient to adopt any particular leadership style based on situational context. Moreover, millennial employees are less likely to place importance on organizational settings and place more importance to leisure places (Antonakis and Day 2017). In such situation, the leaders may face challenges to manage the employees having different cognition about leadership attribution. In leader-member exchange model, the leaders usually motivate the employees through making high quality relationship with them by considering them in in-group. However, the new generation employees are more motivated by the extrinsic or monetary compensation offered by the leaders. In such situation, the collegial relationship with the leaders is less effective on the new generation employees. Furthermore, the article has also highlighted that millennial employees have acknowledged that their perception about work-life-balance is quite different from their supervisors. In such situation, high quality relationship with the leaders will require them to give more effort and time to their work. Hence, the model of leader-member exchange often fails to motivate the new generation employees. The article has also justified the fact that authentic leaders are incapable of achieving the value of congruence among the new generation employees. Moreover, authentic leaders are more likely to motivate the employees through their self-awareness and value congruence of the employees with their own capabilities. In such situation, such leaders face huge difficulties in managing the employees having lack of work centrality, which is highly incongruent with the value of leaders (MALO? 2012). On the other hand, the ethical leadership is majorly focused on enhance the organizational performance with intrinsically help values of the employees. However, todays employees give priority to their work-life-balance than the organizational core values. In such situation, such employees are less likely to emulate the ethical leaders having strong level of work ethics (Anderson et al. 2017). On the other hand, ethical leaders majorly focus on the moral and spiritual value of the employees to mot ivate them towards achieving organizational success. However, todays employees always give more priority over the extrinsic rewards than the moral values associated with the organizational values. Hence, such leadership often fails to prepare the managers in motivating the millennial employees. In the context of the transformational leadership theory, it is recommended that the Millennial in order to engage actively with the organizations, they should be get aligned with their personal objectives and the organizational goals they can achieve it. There is the need of redeveloping the organizational objectives by the transformational leaders and managers by which they can encourage and motivate the millennial workforce to achieve their personal and organizational goals as well (Odumeru and Ogbonna 2013). The transformational leaders should also make the transformational leaders to link their extrinsic rewards with the organizational goals encourages the Millennial workforce to become much more active and engaged when working in organizations. In the context of the information processing, the leaders and managers working in the organizations of 21st century have different perceptions as compared with the perception of the millennial workforce. It is recommended that he millennial workforce do not enjoy that the leaders and the managers should have the positional power they reflect on the millennial workforce (McCleskey 2014). The leaders and the managers of the 21st century organizations act in accordance with the situations. It is important that the perceptions of the leaders and the managers should be aligned with the cognitions of the millennial workforce and both should have the common goal of achieving the organizational objectives set earlier by the organizations (Landis Hill and Harvey 2014). In the context of the leadership member exchange theory, it is recommended that most of the leaders and managers could not be able to cope up with the communication styles and the information to be exchanged between the two parties. So the leaders and managers should be applying new forms of communication mediums in order to communicate well with the millennial employees (Verlage Rowold and Schilling 2012). There is the need of development of electronic medium for communication with them in a proper way. The managers and the leaders should also be trying to introduce text based communication skills for getting adjusted with the Millenial workforce. In the context of ethical leadership theory, it is recommended that the millennial workforce is not motivated by the intrinsic rewards, but they are motivated mainly through extrinsic rewards. So the managers and leaders of the organizations in this century want to reduce the extrinsic rewards and increase the intrinsic rewards so that they can be able to change their attitudes and behaviors at workplace (Mayer et al. 2012). It is also recommend that there is the need of developing an ethical culture which is converted into the formal performance management system, making them ethically responsible towards the organization they are employed. In the context of the authentic leadership theory, the millennial workforce does not provide the values the managers and the leaders expects from them when they are at workplace. They are more prone to work for themselves and do not rely on their individual efforts in trying to achieve the organizational goals (Miner 2015). They do not have the work style based on doing constant and strenuous efforts and spending much more time at their workplace in the achievement of organizational objectives (Nichols and Erakovich 2013). So there is the need of the development of the ROWE environment within the workplace to be taken place by which the values of the leaders get aligned with the millennial workforce. Conclusion From the study it is evident that the millennial employees could not be able to get aligned with the different perceptions of the leaders and managers. The millennial employees working in the organizations of 21st century are more directed towards getting motivated through extrinsic rewards and want to maintain high work life balance. It is concluded that the leaders and managers are facing challenges in maintaining and leading the millennial employees in their teams as well at workplace. This also concludes with the fact that the baby boomers have different perspectives of leadership and the way they were getting engaged in the past with the organizations which has a different dimension altogether for the millennial employees at workplace (Anderson et al. 2017). The ethical decision making is not done at the best possible way by the leaders and the managers for the millennial employees as they are very much individualistic and do not work on the values the top management expects fro m them. References Anderson, H.J., Baur, J.E., Griffith, J.A. and Buckley, M.R., 2017. 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