Friday, December 27, 2019

Writing Across And Against The Curriculum - 1159 Words

Young, Art. â€Å"Writing Across and Against the Curriculum.† College Composition and Communication. 54.3 (2003): 472-485. Art Young, in the article â€Å"Writing Across and Against the Curriculum,† proposes an innovative and effective approach to promoting language skills and critical thinking amongst college students. As an English professor, Young describes a project in which his campus used poetry across the curriculum to stimulate learning in a variety of subject areas, including English, psychology, accounting, biology, and engineering. He also describes the element of the project which made it so cutting edge is that students did not write across the curriculum but â€Å"against it.† This approach not only†¦show more content†¦As Young argues, the point is not to critique students’ poems for poetic elements of form but to allow students to make a personal connection with the material and to construct meanings in a different way. The benefit of this approach across the curriculum, according to Author, is that students are challenged to think outside the box, which pre vents cookie cutter approaches to learning, especially in the sciences where lab reports and essays are written according to a standard formula which over time becomes a mundane and predictable task. As a theoretical framework for his argument, Young refers to research by James Britton, author of The Development of Language Abilities. The importance of Britton’s research to Young’s argument is that Britton emphasizes freedom in learning and distinguishes between the â€Å"spectator role,† which frees the imagination and allows students to become active learners who shape their own â€Å"world interpretation† and the â€Å"transactional role,† in which writers â€Å"transact business† as a participant according to predetermined structures. This framework is useful to argue the usefulness of poetry as an innovative form of communication and expression and to combat those scholars who argue that instructors like Young should â€Å"stop suggest ing to students and teachers that there are purposes for writing in which correct spelling, punctuation, and grammar areShow MoreRelatedWal Mart Versus Mom And Pop : How Can A Small Store Survive? Essay1271 Words   |  6 PagesPop: How Can a Small Store Survive? I am ashamed. I never realized that I was such a bad person. I have sinned against my community and my fellow townspeople on a regular basis. What is my crime? I shop at WalMart. According to one train of thought, I m helping destroy Main Street U.S.A. by shopping at a predatory national chain. But am I really? As of 1994, Wal-Mart had 2,504 stores across the U.S. and was expected to open 125 more that year (Ortega 205). Wal-Mart stores do over $67 billion dollarsRead MoreAnalysis Of Garrett Hardins The Tragedy Of The Commons784 Words   |  4 Pagespassengers do?† (290). Hardins answer was to defend the boat against all trying to board. If anyone felt guilty about this course of action they should feel free to swap places with a drowning man and give them their seat. Hardin concluded that the survival of the passengers mattered above all. Hardin’s succeeds in defending his stance on how to preserves Earths dwindling resources and sways to the reader to his side. Hardin’s style of writing and the techniques he employed was a substantial factorRead MoreEducation And The National Curriculum Framework1675 Words   |  7 PagesWhile teaching in state-maintained schools, it is necessary that the National Curriculum Framework is followed and children are taught the relevant skills and knowledge stated within each Programme of Study. Therefore, there must be structure to the lessons where these skills and knowledge are to be developed throughout the academic year. Previous teaching strategies required teachers to follow a rigid plan where each individual lesson was to last one hour and be taught at a certain time on a certainRead More Genetic Engineering and the End of the World As We Know It Essay1405 Words   |  6 Pagesliterally right around the corner. While this technology would be beneficial to some people, for example the prevent of cystic fibrosis, its also feasible that, in light of the prejudices already rampant in society, p eople will be discriminated against for their genetics. According to Jeremy Rifkin, part of the problem with biotechnology and genetic engineering is the terminology itself (550). Rather than using the terminology variation or mutation, many scientists lean towards the use of wordsRead MoreEducation, Science, And Language Arts Essay1713 Words   |  7 Pages The children who were smart enough, or motivated enough to do well in these subjects would become engineers while the rest were to take up smaller jobs such as fast food employees. The scale of knowledge was not very broad. In today’s world curriculum is to expand the knowledge of these few subjects to things such as performing arts and history. The focus was on mathematics, science, and language arts in the past. After World War II, the United States of America was in competition with RussiaRead MoreThe Importance Of Standardized Testing In Education1140 Words   |  5 Pagessystem. Students at all levels are routinely tested, and schools evaluated based on the scores. It’s easy to look at this as a necessary part of the system, a needed way of assessing both school and individual student performance to ensure quality across all schools. These tests are regarded as a tried-and true way of doing this, when in reality they are neither old nor accurate in assessment. I move in this essay that standardized testing in K12 education, from early assessment tests all the wayRead MoreThe Mall in America Essay1492 Words   |  6 Pagesbring sickness and disorientation to the critics. They also argue that malls create an artificial environment that doesn’t necessarily benefit its visitors. Guterson, who visited the Mall of America, points out â€Å"(The Mall of America) loomed brightly against the Minnesota night sky with the disturbing magnetism of a mirage.† (1993, p 287). This shows that despite its beautiful appearance, the mall actually created a false promise to everyone that visited. He also views malls as overpriced and not servingRead MoreEvaluating The Curriculum Development And Designing A Continuous Program1257 Words   |  6 PagesIntroduction As we know that the curriculum development and designing is a continuous program, so is the implementation and evaluation. It is a continuous and dynamic process that embraces the evolution of new technologies, new education models, and innovative approaches. The unpredictable challenges that the nature and society might pose to the mankind demands the educators this ongoing process of curriculum development and implementation. Researches are indicating that standardized test resultsRead MoreObedience, Disobedience, And Disobedience1687 Words   |  7 Pagessent to a child correction camp and has to obey the upper authority Mr. Sir. He starts out being an obedient child and following all Mr. Sir’s rules but then as he begins to see the real reason he is told to dig holes in a barren desert he rebels against Mr. Sir. These acts of obedience and disobedience are then analyzed and explained by; â€Å"Milgram Experiment† by Saul McLead, â€Å"Opinions and Social Pressure † by Solomon E. Asch, â€Å"The Follower Problem† by David Brooks, and â€Å"Disobedience as a PsychologicalRead MoreThe Question: The Goal Of Social Justice Education Is To1515 Words   |  7 Pagesthemselves and in the institutions and communities of which they are a part. Outline a specific classroom lesson in which you would integrate social justice into your curriculum. Please make sure you address the following components: a. How you strive to understand your own world view in preparation of infusing social justice into your curriculum. b. How do you engage students in an investigation of key components of social justice education? c. How do you assess student learning of key components of social

Thursday, December 19, 2019

Essay Ingenious Pain - 1189 Words

The book Ingenious Pain by Andrew Miller takes place during The Enlightenment of the 18th century. This dramatic novel portrays James Dyer, the main character, is born in 1739 without the feeling of pain. In the eight parts of the story, the structure begins near the end in which an autopsy is taken place of James dyer, who died in 1772. The climax of the story is not of his death, but rather the metamorphosis of his human suffering. This change connects with Friedrich Nietzsche theory of pain. In pain there is as much wisdom as in pleasure: like the latter it is one of the best self preservatives of a species. His theories of suffering, hardships, and pain allow us to understand the goodness of pain. The metamorphosis of Andrew Miller†¦show more content†¦Dyer has sex with the Collin twins, but feels nothing. To achieve pain is to achieve pleasure. One can easily relate to the torture of schooling; overcoming great pain brings great pleasure of success. Needless to say, J ames Dyer becomes captivated by books of anatomy, books of maps, books of experiments . . . books of astronomy, geometry and later becomes a successful surgeon (Miller 120). This is not an issue of success, but of pleasure. Although there may be positive aspects of his inability to feel pain, his metamorphosis eventually counter-weigh it. As James Dyer changes throughout the novel, it portrays the essentiality of pain. The man who is guided by concepts and abstractions only succeeds by such means in warding off misfortune, without ever gaining any happiness for himself from these abstractions. And while he aims for the greatest possible freedom from pain, the intuitive man, standing in the midst of a culture, already reaps from his intuition a harvest of continually inflowing illumination, cheer, and redemption — in addition to obtaining a defense against misfortune. To be sure, he suffers more intensely, when he suffers; he even suffers more frequently, since he does not understand how to learn from experience and keeps falling over and over again into the same ditch. -Friedrich Nietzsche Later in the book we learn that James Dyer starts to become human. In part 6, we see the beginning of DyersShow MoreRelatedTypes of Punishment in Dante’s Inferno Essay1177 Words   |  5 Pagesless physically agonizing, is Dante’s creative and imaginative punishment for sins. The borrowed to rturous forms of punishments create a physical pain for the shades, whereas the creative punishments are used to inflict a mental and psychological suffering. However, it is possible for the creative punishments to inflict both a mental and physical pain upon the sinner.   Several punishments that Dante envisions for the various sinners are borrowed from forms of torture.   The first physical punishmentRead MoreFinding Justification For The Existence Of Minds1514 Words   |  7 Pagesarticulate. It is reasonable to assume that because I have a thinking mind—that which reasons, feels, remembers, and is self-aware—then the human beings surrounding me must surely have the same; however, philosophy calls in to question the reality of â€Å"ingenious automata,† or mechanical computers made to imitate a human beings (Russell 248). Could the beings surround one’s self be humans with similar human minds, or could they be humanoid robots created to act and react as humans would? This possible, althoughRead MoreA Research Study On Palliative Punctures957 Words   |  4 PagesPalliative Punctures Who would have thought that having 10 to 20 small stainless steel needles inserted into your body can actually alleviate pain and improve health? Well for cancer patients this practice can ease nausea, hot flashes, and yes pain. The practice is acupuncture, a 2,000 year old component of traditional Chinese medicine involving stimulation of predetermined points on the body called acupoints. These acupoints have needles inserted for a therapeutic effect. According to theRead MoreJack Loathed Sean. Priestley s The Dust 1220 Words   |  5 Pageshad Claire convinced that this â€Å"Sean† character was a generous, kind-hearted man worth paying attention to. He then introduced her to him and before long they had set things off and began dating. As Jack lay in his bed at night obsessing over his ingenious plan a woman appeared at his bedside. She was gorgeous. Her eyes were the color of emeralds, their radiant green a beacon for lost Smith, 2 souls. Her lips were crimson and her skin shone like gold. Long, luscious locks ofRead MoreThe Book Thief Analysis1113 Words   |  5 Pagesparticularly the way in which war affects their lives. The novel exposes the pain and suffering experienced by mothers, sisters and daughters; consequently, it represents a break from history which has always concentrated on the misery of men. The author describes impactful moments in which strong women prove the determination to survive. Women particularly needed to persist living in a poor economy, in constant pain about loss with perseverance, helping those in need. Women provide evidence ofRead More Phantom Limbs, Phantom Pain, And The Essay1400 Words   |  6 PagesPhantom Limbs, Phantom Pain, And The I-Function The so-called I-function which describes the brains sense of self takes on interesting connotations when discussing phantom limbs and associated phantom pain. The loss of an arm or leg through amputation is not an easy experience to endure, and is even more difficult when the patient begins to feel sensations in their now missing limb. These feelings, sometimes referred to as stump hallucination, is the subjective sensation, not arisingRead MoreKarly Meyer. April 8, 2017. Cutting Edge Advancements To1317 Words   |  6 Pagesmid-nineteenth century to the innovative fields of anesthesiology and antiseptics. At the beginning of the nineteenth century, surgery was an extremely risky endeavor. Without anesthetics, drugs that induce patients’ insensitivity to pain, people often times were not able to bear the pain that came with surgery nor make it through the operation. It was common for people to wrestle doctors or surgeons and flee operating rooms (ORs). The anatomist John Hunter (1728-1793) described surgery as â€Å"a humiliating spectacleRead More Do You Have What It Takes? A Breakdown Of The Educated Person1002 Words   |  5 Pagesof Sins, says this about these people, quot;They seldom make mistakes, because they never put themselves in a position where they are not complete masters of the situation....they have died to joy and pain and thus feeling.quot; One can not be educated without experiencing the joys and pains of life, this would leave nothing to learn from. nbsp;nbsp;nbsp;nbsp;nbsp;One aspect of being considered educated that is imperative is the ability to communicate, or in some situations, vent hisRead MoreComparing the Speeches of Mark Antony and Robert F. Kennedy Essay1244 Words   |  5 Pagesassassination. Moreover, Antony was able to shrewdly emphasize his belief of the undeserved assassination of Caesar through the wide use of epiphoral and anaphoral structure in his speech. Antony emphasizes the wrongdoings of Brutus and Cassius through the ingenious use of the epistrophe along with verbal irony as he notes that â€Å"I should do Brutus wrong, and Cassius wrong† (III, ii, 125). Moreover, he stresses the importance of punishing the conspirators through the use of the anaphora. â€Å"I will not do them wrong;Read MoreThe Sids And Its Effects On The Infant Of An Infant Who Is Younger Than 1 Year Old756 Words   |  4 Pagespsychology. Piaget was the first psychologist to make a systematic study of cognitive development. His contributions include a theory of cognitive child development, detailed observational studies of cognition in children, and a series of simple but ingenious tests to reveal different cognitive abilities. 14. The first stage of Piaget s theory lasts from birth to approximately age two and is centered on the infant trying to make sense of the world. During the sensorimotor stage, an infant s knowledge

Wednesday, December 11, 2019

Cross Culture Management of China and Brazil †Sample Assignment

Question: Describe about the Cross Culture Management of China and Brazil? Answer: 1.Introduction As the assignment is part of the continuous project of the previous work which was related to the culture differences between two China and Brazil. Here the discussion would be organisational culture and managerial culture between the above two nations (Chen et al. 2005). The work culture of these two is nations are poles apart and their managerial function is very much different from the other. The study will focus on the cross culture differences within their working environment. Apart from that, the study will also give importance to the managerial abilities and designations hierarchy process between the nations. 2.Organisationla culture of China and Brazil China As china is known for the socialist economy, employees and workers respect a strong leader. Orgnisationla culture of the China is traditional and are like family sorts where the boss is being patriarch of the company (Gudykunst, 2003). Employees within the organizational are looking up to their leaders and obeying the leaders of the company. Employees and workers are very much are keen to know who is doing what and each of their personal responsibility must be clear along with exact hierarchy structure within the company. The owner of the company is been very much responsible and accountable for the major decision making (M.H, 2007). Apart from that, the companies their generally are giving promotions and higher designations as per the seniority basis. With ages comes seniority within the existing working place and there is certain level of formality within the working environment. The group is very much important than the individual in china. A person is part of the number of societal groups, work family and school , community is basic assumption of the Chinese culture (Samovar et al. 2008). Within each of the group, He/She has number of obligations and expect the certain behaviours from them. The Chinese mythology and culture give importance to the e employees their extended family and describes the every single member importance within their working extended family (Sitaram et al. 1998). However, after the Globalization, the modern Chinese work environment is very much planned and develop around hierarchy. Only few executives and get the private or the separate offices places. Some of the major Real estate and fast food chain organization are using the American style of panel system within the working environment (Adair, 2010). One of the major reason for the real estate is following the American style of Organizational culture because real estate in the major cities are expensive , the size of individual work stations is small which is 5 by 5. Organisational Structure Total ($) Population 1338,612,968 Labour force 0-14years =20% 15-64 years =72% Above 65 years =8% Occupation Agriculture :40% Industry= 27% Services=33% Working population age Total 34 years Male: 34 yrs Female : 35 yrs GDP purchasing power 8.76 trillion GDP per capita 6500 Primary lanugae Chinese , mandarin, Cantonese, Wu, Minbel Xiang etc Internet users (2010) 298 million Cell phone users (2010) 634 million Table 1: Organisational Structure of China (Source: Bass, 2010, pp-123) Brazil Brazil work culture is very much friendly; open a one that easily accommodates many ethnicities. Designations and the hierarchy reflect the importance of the members in the business situations even though work is being carried out laterally more oftenly (Allen, 2009). Communication and conversations can be heated with the arguments and disagreements along with interruptions which are very much normal organizations cultural of Brazil. The work place in Brazil is frequently changing with the changing times. New companies like McDonalds and Banco Santander in Brazil are basically using lower height walls to promote the interactions and increase everyone access to give their feedback on the bigger decision makings (Barrett and Mayson, 2008). The general office life in Brazil remains hierarchical. Employees are communicating with their supervisors may be depend upon their educations level and as well as an employees level of security within its current designations. The government of the Brazil has made the working hours from 9am to 6pm (Bass, 2010). This can be adjusted with mutual adjustment between the workers and the owners. However, although Brazil has labour 95.21 million workforce but the brazilin companies are very much conceal about the attractions and retentions of the employees. Technology use is very much modern and stylish in new Brazilian offices. The Brazilian companies are basically judging the employees on their individual performance rather than team performance (Hunter, 2008). The individual intelligence is one of the key successes for the organization in the Brazil rather than team. Organisational Structure Total ($) Population 196,739,269 Labour force 0-14years =27% 15-64 years =67% Above 65 years =6% Occupation Agriculture :7% Industry= 26% Services=68% Working population age Total 29 years Male: 28 yrs Female : 39 yrs GDP purchasing power 2.024 trillion GDP per capita 10,200 Primary language Majorly Portuguese then Spanish, German, Italian , Japanese and English Internet users (2010) 65 million Cell phone users (2010) 151 million Table 2: Organisational Structure of Brazil (Source: Hao et al. 2012) 3. Managerial process of China and Brazil China The managerial cultures within the Chinese organization are based on the respect and follow the instruction in order to maintain the culture, trust and decorum within the workplace (Losey et.al, 2007). Questions about age, marital status and salary are some of the normal parts of exercises in order to getting know each other. A typical work station for the size of the individual work stations is very much small which 5 by 5 cubical surface is. The privacy within the Chinese workstation is very much less. This suggests that whatever the working labour are doing needed to be transparent in their process (Hunter, 2008). Depending upon the level of supervisors and the first level managers of the company gets same level of work stations as the people that report to them and will be get acquainted with each very well in future. For instance, Bank of China and Exim Bank of China employee move up to the hierarchy they will get slightly larger personal spaces with additional privacy and stora ge options (Bass, 2010). However, most of the companies do not maintain cubical form of work stations rather they develop benching system within their work stations. Benching increases the density and also offers lower real estate costs. Its linear set up also allows for easier cabling (Gong and Wang, 2009). In addition to that, Chinese companies treat their employees as their family and the decision made is in the superior level. While making the decisions no feedback is taken from the employees because owners feel they dont have enough experience in their field (Liu and Jiang, 2015). Figure 1: Sample of Chinese managerial structure (Source:(Malik, 2012, pp-19) The communication process used by the Chinese companies are own way communications. Apart from that group is more importance than the individuals in compare to the Brazil where the individual owners are created in order to create great leaders (Meira, 2014). Brazil Brazil managerial structure is very much modern and is based on two way communications. Brazilian companies will tend to be organised along with hierarchical lines with information flowing in a very much structured way (Parra et al. 2012). Most of key decision is made by the managerial level and higher along with feedback from the several board members and the mangers. Relationship are given key importance in this Latin culture, the owners/CEO and subordinates works hard to foster relationship based on the trust and respect for the personal dignity. Managers of the companies needed to be discussed their decision making to their subordinates in order take their feedback system (Tong, 2002). Country is very much fall under participative leadership style. The subordinates and the permanent employees can argue or the give their feedback which could be different from the decision has been made by the superior. Figure 2: Brazilian existing managerial structure (Source: Wallace, 2014, pp-200) Managers of the company shared their view for few hours together with the managers of separate departments before allotting the work to the respective departments. Office standardization and employee benefits are the two major agenda for the global organizations which may helps to develop standards which have used in other nations (Wang and Li, 2013). Brazilian companies are very much aware of the competitive global business environment. Therefore some of the companies Banco Santander are keeping the cross culture training in order maintain the attitude of the exiting employee towards the other nationality employees same. Brazilin companies hires the international top ten management graduates in order to secure a position on the great places to work and best companies to work for (Zhou, 2005). This is major tool used by the companies to recruit and retain the employees. The above the organizational structure shows that, managers of the companies are very much separated as per the dep artment and modern. 4.Theories on Cross culture management Cross culture management theories will help to shed light on the certain parameters which will helps to gain and assess the parameters to measures the organizational tool. Adler Cross culture tool Adler has developed the first holistic theory of personality, psychopathology and psychotherapy that was ultimately connected to the humanistic philosophy of living. The Adler theories explain that when the employees feel encourages, they feel capable and appreciated and are generally acted in a connected and cooperative way (Kim, 2008). When the employees are discouraged felt to unhealthy to act and compete to withdraw or giving up. Adlerian theory and practice have proven especially productive as applied to growth and development of children. Adlerians theories states that, in order to maintain peace and harmony within the company , cross culture psychology to focus on the people efforts are to be made in order to reduce the inferiority among the different culture employees (Adler et al. 2001). Adlerian theory is based on the certain philosophies such as: Unity of individuals: Some of the major psychotherapy like thinking, feeling and emotions and behvaiour can only be understood as subordinate to the individuals style of life or consistent pattern of dealing with life (Gardner and Cogliser, 2009). The individuals or organizational structure is not internally divided within the battle ground of conflicts forces. Each of them poses certain points in the same directions. Goal orientations: The goal orientations shows that, there is one central personality dynamics which helps the cross culture employees to derive growth and forward movement of life itself (Adler et al. 2001). It helps to shape up the future orientation by striving towards goals of significance, superiority and the success. Self determinations and Uniqueness: With the help of real goals and objectives the bring out the creative power of individuals and is consequently unique. Usually, individuals are not fully aware of their goals (Kellett et al. 2002). With the help of leaders instructions, coping patterns and previous memories the employees tries to infer the goals as their working hypothesis. The feeling of community: Each human being has the capacity for learning to live in harmony within their working stations. Within the working station, each people are needed to communicate and be friends show that working structure become more productive and help to benefit in achieving the larger goals (Kim and Brymer, 2011). Autocratic leadership style As noted by Mulnix (2013), autocratic leadership form of style is very much result oriented and the entire decision making is done by the senior member of the organization in order to maintain the peace and harmony within the organizational culture. China strictly follows the Autocratic form of leadership with their organizational structure. Autocratic leadership can be very much beneficial in managing the conflicts and the working as per the owner will (Bel, 2010). In order to fulfill the deadline, decorum and strong leadership, autocratic form of leadership is required. Most of the manufacturing companies in China are running the autocratic form of leadership. As china is known as the production nations worldwide , it has been found that, autocratic form of leadership shows that , company is able to manage and control the diversify work culture within the organizations. However, autocratic form of leadership is very much strict and is very much outdated for of leadership style (Changingminds.org, 2015). Too much of scrutiny and too much of inspection makes the life of the worker more miserable. Being an effective leaders means being very intentional about the when and how demand are made on team performance. Delegation of leadership style Here the decision making is based on the employees feedback and they have high willingness and high ability to approach things. Leaders should rely on delegating when the follower can do the job and is motivated to do it (Chen et al. 2007). Leaders here delegates the leadership within the subordinate in order to give them confidence and create sense of loyalty towards the organizations. This helps to reduce the organizational conflicts among the cross culture MNC. Brazil uses delegation of authority form of leadership that has made the country to grow more in recent times (Brown et al. 2008). However, delegation of authority increases the time of decision making which will hamper productivity and profitability of the company. There has been ample evidence which shows, delegation authority is modern approach and better than autocratic form of readership but it is very much beneficial in army and manufacturing industries (Bel, 2010). Followers of the delegation of authority needs less support and are been frequently been praised because of the individual performance. The delegation authority leadership falls in to the category of participative and transformational for of leadership which would help to increase the company productivity (Kim and Brymer, 2011). 5. Similarities between the organizational Culture and managerial culture of the Brazil and China Some of the major similarities between the two major nations within their organizational culture are given below : One of the major similarities is both of the nations are developing at the higher speed. Both of the nations organizational culture is different but the modern of office is based on 5 by 5 cubical form of stations (Kellett et al. 2002). Both of the nations have horizontal form of organization culture and structure. China and Brazil have very little difference in way of handling the stress management within their organizations via giving adequate training and development to their respective employees (Economywatch.com, 2015). Brazil and China are both have hierarchical form of structure which consist of manager and the owner along with sub departments (Old.caba.org, 2010). Both of the national people are very much looking for the job security rather than designations. Both of the nation are giving higher priority to the education and as per the specialization places the employees within the organization structure in order increase their productivity (Brown et al. 2008). Both of nation are very particular about the decision making. Both of nations are very much uses transactional form of leadership in manufacturing industries in to reduce the error within the manufacturing of goods and services (Kim, 2008). Since both of the nation are developing at rapid speed both of them should look to manage and control their form of organization which will helps to tackle reduce the managing the cross culture. Apart from the above, managing the relationship between employees is one of the most important parts of the managerial functions (Zhou, 2005). Relations and communication between the employees keeps via face to face or via socializing during training and development is general form of managing the relationship between the employees. 6. Difference between Managerial culture and organizational culture of Brazil and china There are various differences between the nations between their organisational culture and managerial culture such as : In Brazil major populations are into the service who is very much part of the decision making. Permanent employees and the managers can be get into the argued or heated communication which is general practice in Brazil (Wang and Li, 2013). However, In China , most of the decision making are made by the leaders which are eventually an owner of the company. Chinese people are very much used to following the steps of leaders. China follows the one way communication only to direct what to do and what no to do. This has led to decrease the periodicity of the labour and discourages the employees confidence (Tong, 2002). However, Brazil strictly follows the tow way communication within the organization culture which has increase the productivity bit also increased the conflicts. Brazil follows the participative form of leadership which to give the decision making power to the manager and the team leader whereas the Chinese follows the autocratic form of leadership style where the entire major decision making would be taken by the owner or the entrepreneur (Changingminds.org, 2015). China believes in group form of working style whereas the Brazil belies individual wonder. Most of the companies like Banco Stander and Acesita steel are using the individual intelligence in using to make the future leaders for the nations (Chen et al. 2007). Chinese organizational structure suggests that, employees are given their promotion as per their seniority basis within their organisations. However, Brazil managerial structure suggest that, promotion and designation is given on the basis of the employees intelligent and their performance (Economywatch.com, 2015). Priorities the cultural values for the Brazilian and Chinese Brazil Chinese Freedom Belonging Independence Group Harmony Self reliance Collectiveness Equality Age /seniority Individuals Group consensus Competitions Co-operations Efficiency Quality Time Patience Directness Indirectness Openness Adaptable Conclusion From the above study, it has been found that, both Brazil and China are growing nations are part of the BRIC nations. Both them ahs their different form of organizations culture as per the engage of labour forces which is largely is based on service sector for Brazil with 68% and china is major population in manufacturing and the agriculture. The work culture of China is very much based on the traditional style and also follows the autocratic form of leadership style. On other hand, Brazil is been using the participative form of leadership and are modern in a sense of leadership. Apart from that, both of the nations are keen in managing the relation between the employees stronger. Both nations have different approaches in terms of giving the promotions china gives the promotion on the basis of seniority basis whereas the Brazil gives the promotion on the basis of the performance of the employees. Reference List Books Chen, G.-M. ,and Starosta, W. J. (2005). Foundations of intercultural communication. Lanham, MD: UPA. Gudykunst, W. B. (Ed.). (2003). Cross-cultural and intercultural communication. Thousand Oaks, CA: Sage. Hofstede, G. (2001). Culture's consequences (2nd ed.). Thousand Oaks, CA: Sage. Kulich, S. J. , ed. , H. (2007). Intercultural perspectives on Chinese communication. Shanghai: Shanghai Foreign Language Education Press Samovar, L. A. , Porter, R. E. , and McDonald, E. R. (2008). Intercultural communication: A reader (12th ed.). Belmont, CA: Wadsworth. Sitaram, K. S. , ed. , Prosser, M. H. (Eds.). (1998). Civic discourse: Multiculturalism, cultural diversity, and global communication. Westport, CT: Ablex. Adair, J. (2010) Strategic Leadership: How to Think and Plan Strategically and Provide Direction. 5th ed. London: Kogan Page. Allen, D. (2009) Leadership and Teamwork Essays. 6th ed. London: McGraw-Hill Education. Barrett, R and Mayson, S. (2008) The founding fathers on leadership. 4th ed. London: McGra-Hill Higher Education. Bass, B. (2010) The Bass handbook of leadership: Theory, research, and managerial applications. New York, NY: Simon Schuster. Hunter, L., (2008). Games and Activities That Teach . 2nd ed. USA: South-Western Cengage Learning. Losey, M., et.al. (2007) The future of leadership management. 4th ed. London: McGra-Hill Higher Education. Losey, M., et.al., (2007). The future of leadership management. 7th ed. Bedford, London: Thomson Learning. Journals Gong, X. and Wang, X. (2009). Analysis of Industrial Organizational Structure of West China. IJBM, 3(1). Hao, Q., Kasper, H. and Muehlbacher, J. (2012). How does organizational structure influence performance through learning and innovation in Austria and China. Chinese Management Studies, 6(1), pp.36-52. Liu, G. and Jiang, C. (2015). Net-structure-based conditions to decide compatibility and weak compatibility for a class of inter-organizational workflow nets. Science China Information Sciences. Malik, T. (2012). Non exclusive attention structure for inter organizational knowledge flow and performance of the pharmaceutical firm. Journal of Know Inno China, 4(1), pp.18-35. Meira, F. (2014). Liminal organization: Organizational emergence within solidary economy in Brazil. Organization, 21(5), pp.713-729. Parra, D., Dauti, M., Harris, J., Brownson, R., Reyes, L., Malta, D., Quintero, M. and Pratt, M. (2012). How does network structure relate to the likelihood of inter-organizational collaboration for promoting physical activity? Evidence from Brazil and Colombia. Journal of Science and Medicine in Sport, 15, p.S322. Tong, J. (2002). An Organizational Analysis of the Falun Gong: Structure, Communications, Financing. The China Quarterly, 171, pp.636-660. Wallace, T. (2014). China and the Regional Counter-Terrorism Structure: An Organizational Analysis. Asian Security, 10(3), pp.199-220. Wang, C. and Li, X. (2013). Centralizing Public Procurement in China: Task environment and organizational structure. Public Management Review, 16(6), pp.900-921. Zhou, H. (2005). Market Structure and Organizational Form. Southern Economic Journal, 71(4), p.705. Kim, Young Yun. 2008. Toward Intercultural Personhood: Globalization and a Way of Being. Globalization and Diversity [Special Issue]. International Journal of Intercultural Relations 32, 4:359-368. Adler N.J., Doktor, R. and Redding S.GÃ… ½(2001),From the Atlantic to the Pacific century : cross cultural management reviewed,In Davis H.J. and Schulte W.D. JrÃ… ½EdsÃ… ½National Culture and International Management in East Asia, International Thomson Business Press, London, ppÃ… ½61-87Ã… ½ Gardner, W. L., and Cogliser, C. C. (2009) Meso-modeling of leadership: Following James G.(Jerry) Hunts lead in integrating micro-and macro-perspectives of leadership. The Leadership Quarterly, 20(4), 493500 Kellett, J. B., Humphrey, R. H., and Sleeth, R. G. (2002). Empathy and complex task performance: Two routes to leadership. The Leadership Quarterly, 13(5), 523544. Kim, W. G., and Brymer, R. A. (2011). The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. International Journal of Hospitality Management, 30(4), 10201026. Mulnix, M. W. (2013) Small Business Entrepreneurship: Utilizing Open Systems Structure to Gain Global Market Share, Journal of Leadership and Organizational Effectiveness, 1(1), 3-49 Bel, R. (2010), Leadership and Innovation: Learning from the best, Global Business Organisational Excellence [online], 29, 2, pp.47-60 Brown, M. E., Trevio, L. K. and Harrison, D. A. (2008) Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97, 117-134. Chen, G., Kirkman, B. L., Kanfer, R., Allen, D., and Rosen, B. (2007) A multilevel study of leadership, empowerment, and performance in teams, Journal of Applied Psychology, 92: 331-346 Websites Changingminds.org, (2015). Hall's cultural factors. [online] Available at: https://changingminds.org/explanations/culture/hall_culture.htm [Accessed 12 Feb. 2015]. Economywatch.com, (2015). The BRIC Countries: Brazil, Russia, India, China | Economy Watch. [online] Available at: https://www.economywatch.com/international-organizations/bric.html [Accessed 12 Feb. 2015]. Old.caba.org, (2010). CABA - Continental Automated Buildings Association - Untitled page. [online] Available at: https://old.caba.org [Accessed 12 Feb. 2015].

Wednesday, December 4, 2019

Introduction to People, Organization Andmanagement free essay sample

In the unlikely event of any discrepancy between the Academic Regulations and any other publication, including this module guide, the Academic Regulations, as the definitive document, take precedence over all other publications and will be applied in all cases. . Introduction to the Module This 30 credit module covers four key areas. The organizational context: This module allows students to explore the organizational context and will furnish students with tools to analyses the organizational environment and the degree of dynamism and complexity in which organizations operate.Students will be encouraged to examine organizational responses to environmental turbulence. The development and impact Of Organizational culture will also be assessed. Organization structures and approaches to management: Students will analyses the changes to organizational structure and architecture and the volition from self-contained structures to boundaries organizations. Approaches to management from scientific management to postmodern organizations will be evaluated and the way groups and teams are formed and structured. We will write a custom essay sample on Introduction to People, Organization Andmanagement or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Motivation will also be examined as a motivated workforce can be a sign of a successful organization and students will be encouraged to reflect critically on theories of motivation and apply them to real life situations and case study scenarios. Management processes: Intensified competition, technological innovation and increased knowledge intensity has resulted in a pattern Of repeat change. The results of change programmed are often disappointing and students will examine the triggers for change, why change is resisted and organizations approaches to change management.This module will also investigate the difference be;en leadership and management and critically evaluate classical and contemporary approaches to leadership theory and the role power and politics play in organizational life. Individuals in the organization: This part of the module focuses on individual differences. The ability to learn, and to continue learning, for individuals and organizations, is crucial in the 21 SST century. Students will be introduced to a number of learning theories which affect management practices and will have an overview of the learning organization. Students will examine the role that personality and perception play in shaping and directing our own and other peoples behavior. The role of communication will also be investigated as communication affects organization performance and also individual career prospects. Students will therefore be equipped with a robust intellectual framework for analyzing and understanding the past, present and future influences on their own thinking, attitudes, values and behaviors and to fleet on how these might impact their effectiveness and performance in practice.Please also refer to Sections AAA and b of the MID. 3. Intended Learning Outcomes Anglia Risking modules are taught on the basis of intended learning outcomes and on successful completion of this module, you will be expected to be able to demonstrate that you have met these outcomes. On SUCCessfUl completion you will be able to: 1. Understand and critically evaluate the underlying principles and concepts of the nature of organizations. 2. Understand and appreciate the contribution of effective people management to the success of organizations. Explore a range of theories developed to aid the understanding of learning and human behavior, reflecting on their learning experiences and career development. 4. Examine the application of theories in real world organizational settings. 5. Apply a range of theories and concepts on organizational design, structure and management in the analysis of managing employees with specific reference to leadership, power, motivation and teamwork. 6.Use simple psychometric and related instruments for self-analysis and learning tools for goal-setting, problem-solving and personal reflective practice within a framework for arsenal and career development. 4. Outline Delivery Wok Lecture A People I Lecture B -? Organization Management I Reading (Buchanan and Husking, 2010) | 1 | Introduction to Part A of the module. Longitudinal behavior and personality Introduction to Part B of the module. What is an organization? Introduction to organizational behavior. Orientation to work and the work ethic.. I Chapters 1 and 6 | 2 | Personality theories in the workplace.I The organizations environment. Business ethics and corporate social responsibility. Chapters 2, 3 and 61 3 | Perception. I Organizational culture and solicitation. Chapters 4 and 8 4 Attitudes and values. Organizational structure and architecture. Chapters 15 and 17; Brooks Chapter 31 5 | Learning as a process. The Behaviorism and Cognitive approaches. I Approaches to organizations and management. (1) Chapters 5, 14 Andean 6 Learning in practice and the Learning Organization I Approaches to organizations and management (2) | Chapters 5, 14 and 16, 7 Motivation: content theories I Groups and teams at work.Chapters 9, 10, 11, 12, 13 8 Motivation: process theories I Organizational change Chapters 9 and 18 | 9 | Communication I Leadership (part 1) | Chapters 7 and 19 10 | Career management and choices I Leadership (part 2) | Chapter 19 | 11 Reflective practice and managing self. I Power in organizations Chapter 22 12 | Module review. I Module review I I 4. 1 Attendance Requirements Attending all your classes is very important and one of the best ways to help you succeed in this module. In accordance with the Student Charter, you are expected to arrive on time and take an active part in all your timetabled classes.If you are unable to attend a class for a valid reason (egg: illness), please contact your Module Tutors. Anglia Risking will closely monitor the attendance of all students and will intact you by e-mail if you have been absent without notice for two weeks. Continued absence can result in the termination of your registration as you will be considered to have withdrawn from your studies. International students who are non-EYE nationals and in possession of entry clearance/leave to remain as a student (student visa) are required to be in regular attendance at Anglia Risking.Failure to do so is considered to be a breach of national immigration regulations. Anglia Risking, like all British Universities, is statutorily obliged to inform the Border and Immigration Agency of the Home Office Of significant unauthorized absences by any student visa holders. 5. Assessment This module will be assessed through two pieces of coursework which will allow you to evidence the demands of this module and meet the learning outcomes (see sections 7 and 9 of the MID). Both pieces of coursework have a word limit of 3,000 words and have a 50% weighting.The assignment hand-in date is Tuesday, 8 May, 2012. All coursework assignments and other forms of assessment must be submitted by the published deadline which is detailed above. It is your responsibility to know when work is due to be submitted ignorance of the deadline date Will not be accepted as a reason for late or non-submission. All student work which contributes to the eventual outcome of the module (ii: if it determines whether you will pass or fail the module and counts towards the mark you achieve for the module) is submitted via the centre using the formal submission sheet .Academic staff CANNOT accept work directly from you. If you decide to submit your work to the centre by post, it must arrive by midday on the due date. If you elect to post your work, you do so at your own risk and you must ensure that sufficient time is provided for your work o arrive at the centre. Posting your work the day before a deadline, albeit by first class post, is extremely risky and not advised. Any late work (submitted in person or by post) will NOT be accepted and a mark Of zero will be awarded for the assessment task in question.You are requested to keep a copy of your work. Feedback You are entitled to written feedback on your performance for all your assessed work. For all assessment tasks which are not examinations, this is provided by a member of academic staff completing the assignment coversheet on which your mark and feedback will relate to the achievement f the modules intended learning outcomes and the assessment criteria you were given for the task when it was first issued. Examination scripts are retained by Anglia Risking and are not returned to students.However, you are entitled to feedback on your performance in an examination and may request a meeting with the Module Leader or Tutor to see your examination script and to discuss your performance. Anglia Risking is committed to providing you with feedback on all assessed work within 20 working days of the su bmission deadline or the date of an examination. This is extended to 30 days for feedback for a Major Project doodle (please note that working days excludes those days when Anglia Risking University is officially closed; egg: between Christmas and New Year).Personal tutors will offer to read feedback from several modules and help you to address any common themes that may be emerging. At the main Anglia Risking University campuses, each Faculty will publish details of the arrangement for the return of your assessed work (egg: a marked essay or case study etc. ). Any work which is not collected by you from the Faculty within this timeshare is returned to the sciences from where you can subsequently collect it. The sciences retain student work for a specified period prior to its disposal.TO assure ourselves that our marking processes are comparable with other universities in the K, Anglia Risking provides samples of student assessed work to external examiners as a routine part of our marking processes. External examiners are experienced academic staff from other universities who scrutinize your work and provide Anglia Risking academic staff with feedback and advice. Many of Anglia Russians staff act as external examiners at other universities.On occasion, you will receive feedback and marks for pieces of work that you employed in the earlier stages of the module. We provide you With this feedback as part of the learning experience and to help you prepare for other assessment tasks that you have still to complete. It is important to note that, in these cases, the marks for these pieces of work are unconfirmed as the processes described above for the use of external examiners will not have been completed. This means that, potentially, marks can change, in either direction!Marks for modules and individual pieces of work become confirmed on the Dates for the Official Publication of Results which can be checked at www. Anglia. C. UK/results. ASSIGNMENT ONE Module Title: Introduction to People, Organizations and Management Module code: 8B130020S Level: 1 Academic Year: 2011/12 Semester: Two instructions: See below Word Limit: 3000 words % weighting: Written assignments must not exceed the specified maximum number of words. Assignments will not be accepted without a word count on the cover sheet.Submission Date: Tuesday, May 8, 201 2 Work submitted after this date will receive a mark of O unless an extension has been approved in advance of this deadline. Requests for short-term extensions will only be considered in the case of illness or other cause considered valid by the Student Adviser. These must normally be received and agreed by Student Adviser in writing at least twenty four hours prior to the deadline. Please refer to the Academic Regulations or your Student Handbook for full details.Further details: This assignment must be completed individually. This assignment must be attached to a completed University Assignment Cover Sheet and accompanied by a completed University Assignment Receipt before submission. Any attachments (such as computer discs) must be marked with your SIDE umber(s) and securely attached to your assignment before submission. Do not submit your work in a plastic sleeve. TASK Read the two organizational case studies attached and provide a critical comparative analysis of them in academic report format.You should consider how the two organizations differ in the way they operate and in the way they are managed. In particular, you should focus on the following areas: * Organizational design and structure * Teams and teamwork * Approach to leadership and management * Organizational culture Your analysis must be supported by relevant theories and concepts that have en covered in the module and you must demonstrate that you have read widely around the subject area and used this reading to support the arguments you are making.Do not rely solely on the key text but use a range of academic texts and journal articles. Refer to the reading list in your module guide for further guidance. It is essential that you use the Harvard Referencing System and it is recommended that you download the Universitys Guide to the Harvard Referencing System from the library website. Assessment weighting for written assignment The following assessment weighting is provided for guidance:Introduction 10% | Analysis of issues including use of the literature to support arguments | | Conclusion and recommendations | 20% P resentation and structure of the report including written expression and referencing | Case Study One Case study 1: Boogieman pal Boogieman is a world-leading business, producing crop-protection products (herbicides, fungicides and insecticides). It currently employs 15,000 employees in over 80 countries and has manufacturing facilities in 10 countries.It is organized into four major functional areas: Research and Development, Manufacturing, Sales and Marketing and, finally, Support covering financial services, human resources and legal services). Jane Morgan, the Chief Executive Officer of Boogieman, is a strong role model for her staff and has developed a mission and a set of values based on extensive consultation with Bignesss stakeholders.Bignesss mission is to be the most trusted provider of crop-protection products in the world and their values include: Be adventurous, creative and open-minded Pursue growth and learning Be passionate and determined Build open and honest relationships Create fun These values have been embedded in the culture of the organization. Jane is belly respected and many of her staff have even called her inspirational. She is very motivational and communicates high expectations of all staff.Her aim has always been to empower her staff and to stimulate staff to be creative and innovation so that they try novel approaches and develop ground-breaking new products. Boogieman is committed to innovation and sees this as a major strength. It has a strong focus on recruiting extremely able and highly moti vated employees. It is also committed to investing heavily in their development. As well as recruiting highly educated staff, many of whom are educated to doctorate bevel, the company offers numerous in-house training courses covering both technical and personal development issues.As a global organization Boogieman wants to recruit the brightest and the best from all over the world. In Cambridge, alone, one of its four research and development hubs, it employs people of 20 different nationalities. It offers generous support to employees who want to further their education and training by paying fees and giving time off to attend courses. It also offers generous perks, such as opportunities for sabbaticals or gap years and subsidizing gym membership.Office environments and even factories are designed to be light, pleasant places to work, with the company sponsoring a large amount of art work and landscaping to enhance the environment. It is also a major sponsor of a number of exhibitions and museums around the world with a biological science theme. Staff are encouraged to contribute to community work, and the company sponsors a number of projects working with schools in a number of countries on biological science projects.Although Boogieman has a traditional structure, as would be expected of an organization of this size, Jane believes that structures, job titles and power an put barriers up between people and inhibit innovation and performance. She believes it is far more effective to put her faith in people and in teamwork and there is minimal hierarchy. Although almost all employees work in one of the four functional areas mentioned above, the organization also promotes cross-functional working in project teams, some of which are virtual teams.Project working is seen as essential to achieving constant product improvement and innovation. These teams can be large or small, short term or fairly long in duration. It recognizes that getting people from different unctions to work effectively together can be a challenge and it has a number of ways of trying to minimize these, including the use of technology. Many of the support staff have at least undergraduate degrees in science subjects.For example Jacqueline Baryons works in the marketing team but she has a degree in Biology, although she was later sponsored by Boogieman to do an MBA. Although originally based in Cambridge, she was recently posted to a nine month international assignment in South Africa where she worked on a project to develop a new herbicide, working with a team of four others. This included Jonathan Theorizing, who has a PhD in chemistry from the USA and has been working on production in one of Bignesss manufacturing bases in Italy until recently.