Fashion Waves in Information System Research Article

Style Waves in Information System Research - Article Example In any case, there are numerous that express that the data research did not depend on the freshest developments and thoughts as most anticipate. Rather, it is a design wave, or prevailing fashion, that keeps on rising in the public arena and among organizations. This depends on expecting to oversee and ceaselessly make new thoughts, data and segments without giving more current developments to the crowd. The assessment of data research hypotheses shows that style waves and prevailing fashions are more grounded components than the normal components of development. The test at that point gets dependent on scrutinizing the administration of data research just as the procedures which are utilized to make and change the accessible data research. This examination paper will look at the hypotheses dependent on style waves and data research. It will likewise look at a magazine which gives IS and decide whether there are style waves, explicitly in territories, for example, dynamic, end client registering, the executives of IS, development and usage. When taking a gander at these viewpoints, there means that design waves rise subject to the decade, enthusiasm for hypotheses and themes which make a reaction from culture, instead of giving new data and fragmented exploration that is required for a given time. Watchwords: data research, IS, the executives of data, research the board 1.0 Introduction ... This exploration paper will analyze whether there are design drifts just as what sway these have in rising data research. These will be encouraged with a comprehension of how this is affecting data research and what this implies regarding development and improvement for data administrations. From experimental proof and different speculations, it is discovered that style waves depend on social affiliations and patterns, rather than genuine advancement and exploration. Different zones of intrigue keep on rising while at the same time making interest not founded on the data research yet rather through patterns that are well known and of enthusiasm toward each time period. 2.0 Background The idea of design waves and crazes in data administrations is one which has been inspected and re-imagined by an assortment of scholars. This writing audit will take a gander at the definitions and assessment of style and trends just as how this is influenced by writing. This will be joined with a compr ehension of the various speculations which have developed this thought and how this identifies with the various ideas of data administrations. The foundation will take a gander at the hypotheses which keep on influencing style and the patterns which are a piece of the IS territories, explicitly with supports of this specific region of study just as how the diverse design inclines in IS keep on winning with the patterns that are proceeding to lead the data administrations zone. 2.1 Fashion in Research’s Definition The idea of data administrations and exploration is one which is customarily taken a gander at with circumstances, development and working into new belief systems

Understanding Change

Section ONE Understanding change Perspectives on change The morals of hierarchical change Planned change and its faultfinders Strategic change Building and creating upper hand 3 39 73 11 1 147 CHAPTER 1 Perspectives on change 1. 1 Introduction 1. 2 Perspectives on change 1. 2. 1 Modernity, progress, and change 1. 2. 2 Pathways to change 1. 3 Structural-utilitarian change: changing structures and capacities 1. 3. 1 An association is a perplexing entire 1. 3. 2 Structural hypothesis 1. Different voting demographics: change by exchange 1. 4. 1 Stakeholder intrigues 1. 5 Organizational Development: the humanistic way to deal with change 1. 5. 1 Intervention methodologies at the individual level 1. 5. 2 Intervention procedures at the gathering level 1. 5. 3 Intervention methodologies at the authoritative level 1. 6 Creativity and Volition: a Critical Theory of Change 1. 6. 1 Conflict, transition, and change 1. 6. 2 People are dynamic operators 1. 6. 3 The study of the observer perspective on information 1. Rundown Study addresses Exercises Further perusing References 4 6 7 8 13 16 18 20 22 24 25 28 29 30 33 35 36 4 UNDERSTANDING CHANGE 1. 1 Introduction This section lays the system for this book by contending that authoritative change is created inside models and structures that illuminate our comprehension regarding the subject. In this part we will discover that information and practice of authoritative change are impacted by suspicions got from the models or viewpoints we use.For model, in the event that we see change as an issue of foundational basic courses of action we can make in an association, at that point we can perceive how the similarity of life form or natural framework assists with educating our decisions. Since points of view offer methods of seeing, they will definitely sort out our observation in accordance with the predominant similarity utilized. In any case, analogies are just fractional information claims. Four viewpoints on change are refered to in this section: why four points of view in particular?The answer to that question is direct however you have to comprehend now that a point of view is an all-encompassing methodology that contains an assortment of hypotheses that have become related with it. You will perceive any reason why these are the prevailing points of view once you have perused the rest of this area. To begin with, the auxiliary practical point of view is the most established way to deal with hierarchical plan and consequently change. Like every point of view, it contains an assortment of speculations that endeavored to determine a portion of its challenges as it developed.These hypotheses incorporate the hard frameworks, frameworks elements, computer science, delicate frameworks, criticalsystems heuristics, and postmodern frameworks thinking (Jackson, 2003). The structuralfunctional point of view urges us to consider basic game plans and useful interrelationships inside associations. The improvement of t he opensystems model during the 1950s helped our seeing further by concentrating on how contributions to an association are changed into yields. This is helpful for contemplating how we may change errands and connections in a creation process.The estimation of the basic utilitarian point of view lies in its capacity to change the course of action of undertakings and methods according to the client or customer detail. The benefit of the point of view lies in its capacity to take a gander at an association as a control instrument: that is, to comprehend the significant basic segments and to verbalize the useful interrelationships between the parts. Definitely, basic overhaul will in this manner impact the capacities that each part delivers for the entirety. Be that as it may, the point of view has impediments also.Because it is a model for controlling tasks, it is in this way unthinking. It will in general overlook how inspirations, practices, mentalities, and qualities add to viable execution. The numerous electorates point of view rose up out of disappointment with the basic practical viewpoint. In spite of the fact that it was at first connected with crafted by Cyert and March (1963), it progressively came to embrace a scope of hypotheses related with the activity and thought processes of individual on-screen characters as opposed to with the activity of frameworks per se.The numerous voting demographics point of view alludes to the way that mind boggling associations need to arrange destinations with various gatherings of partners who have covering and frequently clashing necessities. At the point when we think about clinics, wellbeing PERSPECTIVES ON CHANGE trusts, postal administrations, open bodies, neighborhood government, and transnational organizations, at that point we come to perceive that the organization’s needs are inseparably connected to different partner gatherings. This influences how assets are overseen and disseminated, just as how ch ange may be encouraged to amplify proficiency and effectiveness.An examination of how numerous bodies electorate bring their own advantages and inspirations into the hierarchical field will assist us with providing an educated way to deal with overseeing change by perceiving the different asset needs of various gatherings. We can perceive the upside of this point of view in causing to notice the different partner needs yet we can likewise perceive that it is constrained to an incomplete examination. It is less worried about creating individuals. It additionally has a constrained perspective on power. Thusly this decreases hierarchical change to consensual arrangement between majorities of groups.Those scholastics and specialists that receive the Organizational Development point of view would impart a lot to the two past viewpoints since it grasps both a frameworks approach and an attention on partners and administration. Be that as it may, it is recognized by its technique of activi ty look into as much for what it's worth by its moral way to deal with creating associations through individuals. Just because we start to consider individuals to be assets to be grown as opposed to as basically costs on an accounting report. This point of view rose up out of the human relations approach, which concentrated on close to home and gathering development.However, in contrast to the two past viewpoints, it contends that most extreme proficiency and viability can't be accomplished by managing errands, strategies, and customers’ or clients’ needs without taking a gander at the nature of the executives, administration, correspondence, culture, inspiration, and qualities. Since the Organizational Development (OD) point of view on change rose out of human asset hypothesis, it turned into a blend of basic functionalism and social research. The two primary commitments of this methodology are the emphasis on social attributes and ts procedure committed to a humanist ic way to deal with change and improvement. OD is likewise connected with arranged change and the need to plainly analyze clients’ needs before making a mediation. These give significant points of interest in considering change however they are likewise halfway and constrained to conceptualizing change as an issue of accord, as does every viewpoint referenced up until now. The last perspectiveâ€Creativity and Volition: a Critical Theory of Change†mirrors the difficulties and suppositions of Critical Theory.It can't be viewed as a bound together point of view, as the others can, on the grounds that it doesn't try to offer answers for change issues. Be that as it may, it goes farther than any of different points of view in exhibiting that individuals, as opposed to frameworks, are the principle component of investigation in any change hypothesis. Every one of different viewpoints will in general reify human activity. On the other hand, this point of view tries to review the equalization by contending that individuals are dynamic operators of progress. It likewise brings another significant component under scrutiny.That is, every one of different points of view centers around discerning change. This has suggestions for structuring and arranging change as a straight succession of occasions. Nonetheless, if change programs overlook emanant forms that outcome more from strife, motion, and vulnerability than from accord and solidness, at that point intercession methodologies will have a restricted and regularly 5 6 UNDERSTANDING CHANGE unintended impact. Since this point of view is gotten from Critical Theory we ought not accept that it is resistant to analysis. The fundamental analysis is that it doesn't offer solutions.It doesn't give valuable intercession systems. It does, be that as it may, make us stop and think before we act. You should now be certain that every point of view contains a scope of speculations that share presumptions, techniques, a nd approaches. These can be expressed just as: 1. An attention on frameworks and structures (the basic utilitarian viewpoint). 2. An attention on administration (the various voting public viewpoint). 3. An attention on conduct improvement through close to home and Organizational Development (the OD point of view). 4.A spotlight on steady evaluate (Creativity and Volition: a Critical Theory of Change). A straightforward token of the center is: frameworks, administration, conduct, and evaluate. The contention all through the book is that to oversee transform you have to comprehend these intertwining discusses. In this section we will: †¢ Explain the advantages and constraints of progress contained inside the auxiliary useful point of view. †¢ Examine how a different electorates point of view gives contentions to including partners in complex change activities. Investigate the estimation of human asset and association advancement mediations just as their constraints in arrang ed change activities. †¢ Appreciate why authoritative change might be described better by struggle, transition, and vulnerability. †¢ Consider the wellspring of inventiveness. †¢ Appreciate the job of Critical Theory in understanding authoritative change. 1. 2 Perspectives on change 1. 2. 1 Modernity, progress, and change It is essential to contextualize the four viewpoints of this section by delineating that each rose up out of, or in response to, the procedure of modernism.The term ‘modernism’ was initially used to portray the new machine age of the mid twentieth century,

Human Resource Management

Human Resource Management 1. Presentation By definition â€Å"Human Resource Management (HRM) is the capacity inside an association that centers around enlistment of, the executives of, and giving guidance for the individuals who work in the organization† (Hofstede,G 1984) Human Resource Management (HRM) can likewise be performed by line supervisors. As increasingly more participation are getting worldwide in their activities individuals the board is getting progressively intricate and complex. In this report it is quickly talked about whether it is conceivable to oversee individuals from various nations with similar approaches and techniques over the landmasses for example regardless of whether it is feasible for a worldwide organization to have ethnocentric approach and still have worldwide nearness or should they receive progressively geocentric way to deal with prevail in outside business sectors. As indicated by Porter (1980, 1985)† HRM can support a firm get upper hand and there is an immediate connection between's key HRM and financial success† Since, the major (and creating) markets for cell phones and hardware are USA and European nations, to be nearer to these huge markets an assembling plant ought to be set up in both of the mainlands. It is significant for the company’s the executives to have away from of HRM practices of both the landmasses (social orders) before they put resources into new plant in both of the mainlands. It’s clear from the examinations in the past that for operational achievement in remote land it is significant for the administration to profoundly contemplate the nearby HRM rehearses. A couple of studies have researched the impacts of culture on utilization of HRM techniques (Gooderham et al., 1999; Tregaskis, 1997), finding that the HRM procedures utilized by organizations may mirror the social estimations of the administrators and workers ( Gooderham et al., 1999; Hofstede, 1991 refered to in Fields,D., Chan, A. , Akhtar, S. what's more, Blum, T.C. (2006 ). This report will filter N orth American just as European culture for human asset practices and contrast it and Asian HRM rehearses (where firm is presently based) , likewise it will illuminate social qualities, enlistment and preparing, installments and prizes, inspiration and work relations of North American (USA Canadian) and Europe Union organizations. 2. Culture: The most significant factor to search for while globalizing the activities The best and most far reaching meaning of culture so far has been given by anthropologist Kluckhohn in 1951, as per definition: Culture comprises in designed perspectives, feeling and responding, procured and transmitted for the most part by images, establishing the unmistakable accomplishments of human gatherings, remembering their encapsulations for antiquities; the fundamental center of culture comprises of conventional (for example generally determined and chose) thoughts and particularly their connected qualities. Culture includes a lot of comprehensions that are shared by all or numerous individuals from a social unit; these discernments are procured through social learning and socialization procedures, and they incorporate qualities, basic understandings, and examples of convictions and desires (Rousseau, 1990). As per Hofstede’s in his examinations in 1984 it was discovered that there are fundamental 5 measurements to culture which are Power Distance, Individualism, Uncertainty Avoidance and Masculinity/Femininity. When managing individuals from differing foundation ranking directors assume the most significant job in molding social estimations of the association (Sharma,B. also, Chew,K.H 2005). Business rehearses assume a significant job in forming the authoritative culture and become the propelling element for representatives. To have fruitful usage of HRM arrangements and practices previously mentioned social measurements shouldn’t be disregarded by HR chief particularly while globalizing the activities. 2.1 High and Low setting Cultures High setting society alludes to a culture’s inclination to provide food towards in-gatherings, an in-bunch being a gathering that has comparative encounters and desires, from which deductions are drawn. In a high setting society, numerous things are left inferred, allowing the way of life to culture. High setting societies are collectivistic in nature. (Lobby, T.E 1976) Low Context culture has inclination to provide food towards in-gatherings. Low setting societies, for example, Germany or the United States make substantially less broad utilization of such comparable encounters and desires to impart. Substantially more is clarified through words or verbalization, rather than the specific situation. Low setting societies are generally individualistic. (Corridor, T.E 1976) So as to impart effectively chiefs need to think about the social contrasts and need to modify correspondence process as per individualistic or collectivistic societies. It is ideal to clarify theories contrasts regarding low-and high-setting correspondence. Setting has to do with the amount you need to know before you can impart viably. (Lobby, T.E 1976) 3. Sorts of Organization In 1991 kabanoff in his exploration built up a typology that portrays four worth profile types associations can fall into †â€Å"Elite†, â€Å"Meritocratic†, â€Å"Leadership† and â€Å"Collegial†. The worth profile of an association is controlled by two components †the level of uniformity versus imbalance in their structures and the level of value versus populism in their procedures. The Collegial profile depicts an association where attachment is the chief concern. Force, prizes and assets are equitably circulated; it depends upon a pledge to shared qualities and individual obligation regarding activities as the reason for task-accomplishment instead of upon progressively unmistakable prizes; the association practices generally little authority over people groups exercises (for example proficient organizations). (Kabanoff, 1991). The Meritocratic profile depicts an association whose individuals are exceptionally worried about both union and profitability. This sort shares a considerable lot of the combination situated characteristics of the collegial culture however with expanded accentuation on execution and remunerating individuals for execution (Kabanoff, 1991).An worldwide human asset chief should keep culture (of the nation where association is based) and kind of association he works for as a top priority while planning or framing the individuals the execut ives arrangements for the association to have victories. Hardly any associations cultivate â€Å"high execution work systems† otherwise called high responsibility or high inclusion practices or frameworks (Wood, 1999 refered to in Zacharatos, A., Hershcovis, M.S., Turner, N., Barling, J. 2007).This kind of associations treat its workers as resources, directors in these sorts of associations treat representatives with reasonableness and with deference all the more critically representatives in such associations become some portion of dynamic procedure. Such associations furnish workers with professional stability, chances to update their abilities or pay representatives relatively better wages. (Wood, S., Wall, T., 2002) As indicated by Wood, S. furthermore, Wall, T., (2002) all the association with â€Å"high execution work systems† have following qualities: a) Foster worker association in their work. b) Fosters worker association and responsibility towards hierarchical objective. c) Opposite to Taylorist model in which ‘control’ is supported, in â€Å"high execution work systems† rather individual and gathering self-rule is liked. So far in this report we have talked about culture and its effect on workplace additionally, for away from of the idea hierarchical sorts have been examined. Presently moving further this report will quickly talk about European and North-American work culture and contrast it and Asian acts of human asset the executives. This information will assist the board with understanding what changes should be made to current work rehearses so as to effectively oversee and persuade representatives in western nations. 4. Well known Models of HRM 4.1 The European model of HRM In his investigations of HRM-financial matters achievement condition Beyer (1991) has said â€Å"Human Resource Management is the main genuine significant determinant of success.† In the past a large portion of the creators of HRM contemplates have concentrated on US and Japanese models of HRM rehearses as US is viewed as the origination of the board studies and Japanese model of hierarchical structure( including human asset rehearses) have been fruitful before. Next to no has been composed or said about European model of HRM .There are clear nation contrasts which can be comprehended and clarified with regards to every national culture and its appearance ever, law, foundations and worker's guild and utilizing association structures; or as far as provincial bunches inside Europe (Filella, 1991 as refered to in Brewster, C; 1993). In the expressions of Thurley, K. what's more, Wirdenius, H. (1991) European Management is rising, and can't be said to exist with the exception of in restricted conditions; is extensively connected to the possibility of European mix, which is ceaselessly extending further into various nations (for example the 12); reflects key qualities, for example, pluralism, resilience, and so on., yet isn't intentionally evolved from these qualities; is related with a fair partner reasoning and the idea of Social Partners. 4.1.1 Importance of Trade Unions in Europe In European nations the nearness of associations are significant â€Å"the definition, which means and unwavering quality of associations fluctuates from nation to nation in European Union (Brewster, C.1993).† European nations are intensely unionized when contrasted with US. Nations like France, Germany for instance has enactment making compulsory for firms over certain size and representative solidarity to counsel worker's organizations in specific conditions. (Brewster, C.1993). Scarcely any academicians contends that workforce in Europe as a mainland is profoundly impacted by profession associations

Digestive System Main Issues - Free Essay Example

In the article the structure and function of the digestive system, the author provides a comprehensive analysis of how the process begins until the excretion of undigested food materials. To give the reader a good understanding, he starts by stating the main parts that make the digestive system which include the esophagus, stomach, gallbladder, small intestine, colon, rectum, and anus (Hames Hopkin, 2009). Every part plays crucial parts which either facilitates passage, absorption of water, minerals or digested food materials. Some of the parts produce enzymes which help in the digestion process.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The author starts by describing the process from the mouth. The digestion process begins in the mouth where food materials are broken down into small materials to facilitate easy passage in the esophagus. In the mouth, the food is also mixed with saliva which contains enzymes such as salivary amylase. Digestion of food materials such as starch starts in the mouth. The second stage of the digestion process happens in the stomach. At this point, the food is mixed with digestive enzymes such as the gastric juice. Further, in the stomach, the food is mixed with HCL which helps to kill organisms in the food.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The small intestine comprises of three main parts which include the ileum, duodenum, and the jejunum. The size of the small intestine is about 22 foot long which increases the surface area for the absorption process (Hames Hopkin, 2009). Further, the small intestine provides for the breakdown of food materials with the help of enzymes such as pancreatic enzyme and bile juice from the liver. The pancreas produces enzymes that help the breakdown of carbohydrates, proteins, and fats. Further, the pancreas secretes insulin hormone which helps to regulate the sugar levels in the blood. Peristalsis takes place in this place as the food is mixed with the different enzymes.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another important part of the digestive system is the colon. The large intestine absorbs excess water from the undigested food materials for easy storage in the rectum (Hames Hopkin, 2009). The stool which is stored in the rectum comprises two major components; bacteria and food particles. The bacteria play essential roles in this point such as synthesizing vitamins and protecting the body from pathogens. Once the colon is full, it empties in the rectum when the process of excretion begins. Rectum connects large intestine and anus. The rectum receives the stool, notifies the brain through the CNS and holds until a person is ready to release the waste. The last part of the digestive system is the anus. List of terms Enzyme-   A substance used to quicken a chemical reaction HCL- Hydrochloric acid CNS- central nervous system Absorption- intake of digested food material in the blood stream Pathogens- disease causing organism Duodenum- first part of small intestine Digestion- breakdown of food materials Peristalsis- rhythmical contraction of muscles Hormone-a regulatory substance Salivary amylase- an enzyme Excretion- process of removal of waste materials Secretes- To produce Vitamin- an organic compound Ileum- third part of small intestine Jejunum- second part of small intestine. Reference Hames, C. A. C., Hopkin, S. P. (2009). The structure and function of the digestive system of  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   terrestrial animals. Journal of Zoology, 217(4), 599-627.

S. Truett Cathy Character in Leadership - Free Essay Example

Sample details Pages: 7 Words: 2241 Downloads: 2 Date added: 2017/09/20 Category Education Essay Type Argumentative essay Tags: Character Essay Leadership Essay Did you like this example? NORTHCENTRAL UNIVERSITY ASSIGNMENT COVER SHEET Learner: Jeffrey L Boyer THIS FORM MUST BE COMPLETELY FILLED IN Please Follow These Procedures: If requested by your mentor, use an assignment cover sheet as the first page of the word processor file. Use â€Å"headers† to indicate your course code, assignment number, and your name on each page of the assignment/homework including this assignment cover sheet. . Keep a Photocopy or Electronic Copy Of Your Assignments: You may need to re-submit assignments if your mentor has indicated that you may or must do so. Academic Integrity: All work submitted in each course must be the Learner’s own. This includes all assignments, exams, term papers, and other projects required by the faculty mentor. The knowing submission of another persons work represented as that of the Learner’s without properly citing the source of the work will be considered plagiarism and will result in an unsatisfactory grade for the work sub mitted or for the entire course, and may result in academic dismissal. OM5015 Dr. Jean Perlman Organizational Behavior Assignment 6 Faculty Use Only Character and Its Influence in Leadership Jeffrey L. Boyer Dr. Jean Perlman North Central University August 5, 2010 Abstract S. Truett Cathy (Truett Cathy) is the founder and CEO of Chick-fil-A, Inc. that currently operates as the second largest quick-serve chicken restaurant in the United States. The goal of this paper is to bring to light the influence, effectiveness and most importantly the character of one of the most endearing CEO’s in the United States. The paper provides a detailed overview of Mr. Cathy’s achievements in business, and provides a personal perspective from Mr. Cathy what he felt were the most important principles for developing a great business. A review of Truett Cathy’s character traits results in a discussion of some of the most important traits in correlation to his success such as, i ntegrity, selflessness, high moral character and others. An examination of charisma and character is also found in the paper with a comparison in leadership characteristics of Mr. Cathy to that of Jack Welsh, former CEO of General Electric. The paper concludes with a short summation of how Mr. Cathy’s leadership principles could influence one’s leadership decisions moving forward. S. Truett Cathy: An Introduction S. Truett Cathy (Truett Cathy) is founder and chairman of Chick-fil-A, Inc. Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House). Through the years, the restaurant prospered and led Cathy to further the success of his business. In 1967, Cathy founded and opened the first Chick-fil-A restaurant in Atlanta, GA with the company growing to the second-largest quick-service chicken restaurant chain in the United States based on annual sales. â€Å"Cathy†. n. d. pa ra. 2) Truett Cathy is widely known as one of the most endearing and selfless entrepreneurs in business. Often described as the man who â€Å"invented the chicken sandwich†Ã¢â‚¬ ¦ Mr. Cathy would more rather be known to the world for his satisfaction and sense of obligation to the community and its young people. (â€Å"Cathy† n. d. para. 4) Today Chick-fil-A is one of the most popular fast food restaurants, and the principles of the founder are not simply acknowledged, but rather it seams endeared by the employees and the patrons of the restaurant. Truett Cathy built his life and business based on hard work, humility and biblical principles. Based on these principles, all of Chick-fil-A’s restaurants operate with a ‘closed on Sunday’ policy, without exception (â€Å"Cathy. n. d. para. 8) Mr. Cathy adopted this principle at the risk of company profits, but Mr. Cathy wanted to set an example for his employees that family comes before profits. Interes tingly enough one of Mr. Cathy’s favorite quotes comes from the book of Proverbs, which says, â€Å"A good name is rather to be chosen than great riches, and loving favor rather than silver and gold†. Mr. Cathy’s passion for young people has translated significantly to corporate Chick-fil-A, which has now given more than $25 million in scholarships to its employees since 1973. Truett Cathy is one of the most decorated philanthropists in America today. S. Truett Cathy: Reasons for Admiration Growing up in central Pennsylvania in the 90’s did not provide a personal opportunity to see the impact of the Chick-fil-A franchise, but after moving to Lynchburg, VA it was quickly noticed that the food chain was uniquely different than its competitors in the burger industry, excluding the obvious product selection. When visiting a chick-fil-A it would be noticed that the workforce seems to have a joy about their work†¦ trained to use the phrase, â€Å"it ’s my pleasure to serve you† the employees not only make you feel welcome, but rather to make your dining experience a great time. Every Chick-fil-A restaurant personally visited has provided a wait staff in the dining area with a friendly smile asking if they may take your trash for you, or even refill the coffee you purchased while taking exact instructions to how you would like your drink prepared. Where did this come from? Is this just a clever ploy by management, or is the principle of being a servant to others being engrained into the culture of the restaurant by its founder? The answer lies in Truett Cathy’s Five-step recipe for success: 1. Climb with Care and Confidence 2. Create a â€Å"Loyalty Effect† 3. Never Lose a Customer 4. Put Principles and People ahead of Profits 5. Closed on Sunday (â€Å"Cathy†. n. d. Five-step Recipe. ) When visiting Truett Cathy’s personal website you will see the principles in life for which he guard s so dearly. As part of Mr. Cathy’s â€Å"Five-Step Recipe for Business† he is quoted as saying, â€Å"I have found that the most effective way of promoting my business didn’t cost me anything but a little kindness to my customers†. (S. Truett Cathy. n. d. ) As a visionary Mr. Cathy possesses all the traits of a great leader and entrepreneur, but the humanitarian side of this fine gentleman is stamped all over the business processes of his organization. Mr. Cathy’s personal sense of serving others alludes to what can be considered some of the most important character traits desired in leadership. One of the first traits noticed of Mr. Cathy is a compelling sense of modesty and humility. Reasons as to why modesty/humility are important in leadership is supported by Jim Collins (2001), author of the book â€Å"Good to Great†, who submits that many of the best CEO’s in American business operate their companies with an extraordinary sense of humility and modesty. Collins (2001) would argue that humility creates a sense of approachability for those who are following, and allows for open, creative discussion about business processes and ideas. Protecting the vision and name of Chick-fil-A is evident by Mr. Cathy’s business practices, writings and observable character. It is easily understood by corporate practices that Truett Cathy values high ethical and moral standards. The importance of these traits are important not only in creating a trust within a leadership team, but as a key determinant of protecting business interests against corruption and ultimate business failure. Maguad and Krone (2009) would concur with this belief when they wrote, â€Å"the moral leader is more than a person who is conditioned to follow rules or policies. Moral leadership is what one is, as opposed to what one does. ‘What one is’ flows directly from the values he or she possesses† (p. 09) Finally, of all the traits that Mr. Cathy possesses†¦ selflessness seems to be one of the most important to him. Recorded in Mr. Cathy’s five-step recipe for business success he writes, I’d like to be remembered as one who kept my priorities in the right order. We live in a changing world, but we need to be reminded that the important things have not changed. I have always encouraged my restaurant operators and team members to give back to the local community. We should be about more than just selling chicken; we should be a part of our customer’s lives and the communities in which we serve. Selflessness is one of the most endearing personality traits that one can have. It creates an endearment to the one who possesses it and manifests itself though generosity, the willingness to put others needs in front of your own along with the willingness and joy to serve others. It’s a personal belief that the greatest leaders are those who are willing to serve. In rela tion to selflessness, Charles Goodyear once wrote, Life should not be estimated exclusively by the standard of dollars and cents. I am not disposed to complain that I have planted and others have gathered the fruits. A man has cause for regret only when he sows and no one reaps. (n. d) Charisma vs. Character In preparing for this research paper, the initial leader of choice with regards to inspiration was to be Jack Welch, former CEO of General Electric. Even as popular and admirable that Mr. Welch may be, there were many studies of his leadership traits which pointed out that his strengths in leadership were that of charisma and not those of character. Jack Welch took General Electric (GE) to profit heights it had not seen before, but his leadership many times took the approach that people were expendable much sooner than corporate profits. As a result Jack Welch was perceived by many to not care about what happened to individuals around him so as long as corporate goals were being met. In a study by Sankar (2003), which studied the difference between charisma and character, the author states that charisma, Focuses on personality attributes such as dynamism, style, image, inspiration, symbolic behaviors, impression management, emotional intelligence, extroverted style, self-confidence, etc†¦ but that charismatic leadership may occasionally be more personalized in nature where the leader is self-serving, self-aggrandizing, and exploitative of others. p. 46) Mr. Welch was certainly one of the greatest CEO’s in American history, but it could be debatable that his leadership skills were more of charisma than of character. This begs the question as to whether he should be admired as a great leader if business outcomes were more important that those who served at GE. Character, in contrast to charisma, is viewed by Sankar (2003) as a leader’s moral center which influences his/her vision, goals, self-concept, work ethic, attitude, etc. p. 48 ) Sankar (2003) spends a great deal of time in his research pointing out the significance of integrity with relation to those who have high character. (p. 48) Sankar (2003) defines integrity as a â€Å"state of soundness of and adherence to moral principle† (p. 48). Mr. Sankar (2003) when speaking to the importance of character and its role in business leadership states, The leader plays a critical role in the propagation of an ethical culture within his/her organization. In view of ethical-moral crisis in many occupations it can be deduced that this crisis is indicative of the absence of moral leadership in these organizations†¦ The leader’s character is a strategic source of power for infusing the culture of his/her organization with a code of ethics, moral vision, imagination, and courage. Leadership excellence cannot be evaluated without an assessment of the leader’s character. (Sankar, 2003, p. 55) With regards to Truett Cathy and his qualities as a leader, he can be admired for many leadership traits such as being confident, inspiring, a great motivator and recruiter†¦ however Mr. Cathy seems by all accounts to be a man of great integrity and character which can be argued to far outweigh all other personality traits. Truett Cathy understands the value of â€Å"worthy leadership† which is defined by Thompson, Grahek, Phillips and Fay (2008) as having, â€Å"the ability to guide, direct or influence people in a way that has great merit, character and value† (p. 366). In relation to personal leadership, a detailed study of the life of Mr. Cathy will inspire me to keep life and leadership in perspective. It will be a personal goal in all levels of leadership to truly put principles and people ahead of profits. Regardless of profits and performance, this will provide a sense of accomplishment at the end of life that will far outweigh short-term gains at the cost of others. Clark M, Payne R. Character-Based Determinants of Trust in Leaders. Risk Analysis: An International Journal [serial online]. October 2006;26(5):1161-1173. Available from: Business Source Premier, Ipswich, MA. Accessed August 3, 2010. References: Collins, J. C. (2001). Good to great: Why some companies make the leapand others dont. New York, NY: HarperBusiness. Kathy, S. Truett. (n. d. ). Retrieved from https://www. ruettcathy. com/default. asp Maguad, B. , Krone, R. (2009). Ethics and moral leadership: Quality linkages. Total Quality Management Business Excellence, 20(2), 209-222. doi:10. 1080/14783360802623043. Maguad, B. , Krone, R. (2009). Ethics and moral leadership: Quality linkages. Total Quality Management Business Excellence, 20(2), 209-222. doi:10. 1080/14783360802623043. Maxwell, John C. (2002). The 17 Essential Qualities of a Team Player. Nashville, TN: Thomas Nelson Inc. Maxwell, John C. (2002). Leadership 101. Nashville, TN: Thomas Nelson Inc. Robbins, S. P. , Judge, T. A. 2009)    Organizationa l behavior, Upper Saddle River, NJ:    Prentice Hall. ISBN: 9780136007173 Robbins, S. P. , Judge, T. A. (2009)    Organizational behavior,    Upper Saddle River, NJ:    Prentice Hall. ISBN: 9780136007173 Sankar, Y. (2003). Character not charisma is the critical measure of leadership excellence. Journal of Leadership Organizational Studies, 9(4), 45-55. doi:10. 1177/107179190300900404. Thompson, A. , Grahek, M. , Phillips, R. , Fay, C. (2008). The search for worthy leadership. Consulting Psychology Journal: Practice and Research, 60(4), 366-382. doi:10. 1037/1065-9293. 60. 4. 366. Don’t waste time! Our writers will create an original "S. Truett Cathy: Character in Leadership" essay for you Create order

Reflection On Classical Theory - 1963 Words

Classic Theories Reflection Shawn Strebel Northcentral University Assimilation, Accommodation, and Schemas Piaget’s theories about assimilation and accommodation said that assimilation is related to the existing structures in the mind and incorporates the abstract properties of our actions on different objects around us (Beilin, 1994). Whereas in accommodation the mind modifies existing structures to the varying properties of objects around us (Beilin, 1994). Now if we take a look at the stages that Virginia Satir gave to us we can see that Piaget’s theories of assimilation and accommodation are the same thing as Satir’s stage one and stage two. In stage one this is what would be assimilation but now is when†¦show more content†¦I was able to look at each of their theories from a different perspective and making each of their theories on developmental transitions seem more real and I could break each of them down easier to find exactly what stage the person could be in. Satir had a great way of explaining things that I understood right away so that it was not to over simplistic or over complicated. The way she explained the stages was perfect for anyone to understand. Epistemological Lens By understanding Bateson’s notion of an Epistemological lens it can make me a better therapist by making me learn and understand that each person that comes into my office is living in their own world with their own problems. Some problems will be similar to mine some will be far different from my problems and yet each of them is still in need of the same but yet unique help. As Bateson explained there are going to be two different types of problems, one is people trying to figure out what type of world they are living in, the second problem that we know the world we live in but we are trying to find the creatures that live in this world (Bateson, 1992). What this is telling me is that some people will be having a hard time figuring out what they are going to be doing in life, their direction, they feel lost. The second problem is, the people in their lives are leading them in the wrong direction, they are no longer there for them, the people in their live s have changed in a way that they noShow MoreRelatedClassical Managment1274 Words   |  6 Pagesfrom the â€Å"classical approaches to management†. The second question will cover the challenges contemporary managers face in 2013 compared to managers in the era of the classical approaches and the third question will be around comparing and contrasting bureaucratic management to a style of management I have been faced with. This discussion will pay particular attention to Frederick Taylor’s scientific approach to management. 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Australian Corporate Law

Question: You are required to write a research essay addressing all of following points: W ho are directors of company? W hat are their duties of directors under Australia Corporation Law? Give a short history of the evolution of directors duties and responsibilities. Please enumerate their duties and responsibilities today. Are their duties the same in proprietary companies and public companies? Explain the consequences should directors contravene the law and the remedies available. W hat do you see in the future direction of directors duties in Australia? Please cite relevant case law and the statutes in your answer and provideproper references. Answer: Introduction According to the Section 201B of the Australia Corporation Act, an individual may be appointed as a director if he/she has completed the age of 18 years and by the permission granted by ASIC under section 206F. The director is regarded as the back-bone of the company. It is the duty of the director to act for the welfare of the company with honesty, care, diligence, and goodwill. In this topic, we will discuss the duties and obligations of the director under the Corporation Act of Australia and the qualities in the directors to be perceived in future. Discussion Director of the company should complete 18 years of age. It is compulsory for the director to reside in Australia only if he/she is the only director of the company. It is not mandatory for all the directors to reside in Australia if one of them is already residing in the Continent(Purcell Loftus, 2007). To hold the position of the director, a written consent of the person who wants to be the director must be provided to the company which must be further notified to the ASIC for his/her appointment (Cole, 2012). In specific conditions, the duties and obligations of a director are imposed to a specific person by the Corporations Act. He/she is not the formal director of the company, but has all the rights to give instructions to the formally appointed directors. However, a person can also be prohibited by the court and ASIC from being a director or to be a member of the management of the company in specific cases, for example, if he or she is guilty of breaching the Corporation Act (Baxt, 2005). According to the Section 5 of the Australia Corporation Act 2001, the permission of court is essential for a person to hold the position of a director if he/she has been convicted for offences or is unable to pay their dues. According to the Section 9 and also under several other sections of the act, a director must inform the company regarding his/her resignation by a written notice or he/she may notify the resignation to the ASIC (Marshall Ramsay, 2012). If he/she fails, it is the duty of the company to notify ASIC about the resignation of the director. Section 5.3 of the act states the duties and liabilities of the directors. The director of a company is issued a wide range of duties under the Corporation Act. The most important duty of the director is to act in trust, loyalty and reliance. It is the duty of the director to work for the welfare of the company and to consider best for the company (Redmond, 2012). The director must implement concern and carefulness. It is the duty of the director to prevent the trade of the company when it is unable to pay its debt. The director has to report the liquidator about the affairs of the company in the cases when the company is wound up. For example, director may help the liquidator by providing him/her the records or the data when the company is wound up (Anderson, 2009). If the director is found guilty of contravening the act and fails to perform their duties, it will be considered as a criminal offence and he/she will be liable with a penalty of $200,000 or the imprisonment of upto 5 years or both. He/she may also be in breach of civil penalty provision and may be ordered by the court to pay upto $200,000 to the Commonwealth. He/she might be held personally liable to compensate the company or the others also for the damage or loss to the company. He/she may also be prohibited by the law from managing the company(Deloitte, 2013). Section 180 and several other sections of the act states that the duties and obligations of the director continue to exist even after the failure of the registration of the company. The general duties of the directors are kept under Section 180 to Section 187 of the Corporation Act. Section 180(1) refers to the care and diligence by the director which comes under civil obligation (Langford et al., 2015). It is expected from the director of a corporation to exercise their powers and discharge their duties with lot of care and attentiveness which is expected from a reasonable person if they were in the similar conditions and had occupied the similar position (Lowry, 2009). Section 180(2) states that a director must fulfill the requirements of subsection (1) as well as their duties in accordance to the common law and in equity, in respect of the business judgment if they make the decisions in good faith and purpose. The director must not fulfill personal interest while taking decisions for the company and should act in the favor of the company. Section 180(3) describes the business judgment as the decision to take action or not in the matters related to the business operations of the company. Section 181 states 'act in good faith' as the civil obligation of the directors. Subsection (1) binds the directors to act in good faith and for a proper reason while exercising their powers and discharging their duties and he/she should work for the welfare and best interest of the company. Section 181(2) states that a director who contravenes the clauses of the subsection (1) will be in breach of this subsection also. Section 182 of the Corporation act states that a director must not make improper use of his position for unfair purposes. Subsection (1) mandates the directors not to take benefit of their position to gain some advantages for them or for others. They are prohibited to use their position to cause disadvantage to the corporation. Section 183 prohibits the directors for improper use of the information. Subsection (1) specifies that the information obtained by the directors should not be used to solve illegitimate purposes of themselves or for others and must not cause harm to the company itself(Corporate Law Economic Reform Program, 1997). Section 184 of the act holds the director liable, if he/she contravenes the clauses of good faith, use of position, and the use of information, of criminal offences. Subsection (1) holds the directors liable of criminal offence if they are irresponsible, purposely corrupt, and fail to discharge their duties in good faith and purpose for the welfare of the company. Subsection (2) states that the directors are held liable of criminal offence, if they use their position for the improper purposes and act dishonestly with the intention to gain direct or indirect profit for themselves or for others. The directors are contravening the law if they are irresponsible towards their position to gain direct or indirect advantage for themselves or others. Subsection(3) states that director will be held liable under criminal offence if he/she misuses the information kept with him/her for the benefit of himself/herself or others either intentionally or carelessly. Section 185 of the act subscribes the interaction of the clauses of sections 180 to 184 with other laws. Paragraph (a) explains that all the duties and liabilities mentioned in the sections 180 to 184 will be in effect for the persons as their office or employment is related to the corporation act. It does not prevent the initiation of the civil proceedings in case of breach of a duty or a liability referred to in the paragraph (a). The duties of the directors are same whether in subsidiary company or public company. These are the general guidelines to be followed by the directors, officers, and the employees as well. Although section 187 of the Australia Corporation Act permits the director to act in good faith and for the good will of the subsidiary as well. A director of a corporation is supposed to be a wholly-owned subsidiary of a body corporate. It is expected from him to work honestly and for the welfare of the subsidiary if the constitution of the subsidiary provides the authority to the director to take actions in good faith and for the best interest of the holding company. The director must act in good faith and for the interest of the subsidiary, if the subsidiary is not bankrupt during the director's tenure and prevented from being bankrupt due to the director's act. In Australia, we should reorganize some of the checks and balances provided by our law to sustain honesty, skill, care, and diligence on the part of the directors who govern the companies for the welfare of the share holders, employees as well as for the society(Kirby, 1998). In future, it will be essential for the directors to be informed about the technological trends and global changes(Horrigan, 2012). In this way, the director of the corporation will be able to keep pace with the challenges occurring to the corporation. Conclusion The Corporation Act of Australia provides sufficient duties and obligations to the directors of the Corporation. Hence, these are the mandatory obligations of the directors. But for the progress and improvement in their capabilities in future, the directors must be aware about the global .technologies and trends prevailing in the society. References Anderson, H., 2009. Piercing the veil on corporate groups in Australia: the case for reform. Melbourne University Law Review, 33, pp.333-67. Baxt, P.R., 2005. Duties and Responsibilities of Directors and Officers. 18th ed. Australian Institute of Company Directors. Cole, S., 2012. Mind the Expectation Gap the role of a company director. Sydney: Australian Institute of Company Directors. Corporate Law Economic Reform Program, 1997. Directors Duties and Corporate Governance. Australian Government Publishing Service. Deloitte, 2013. Duties of Directors. [Online] Deloitte Touche Horrigan, P.B., 2012. Directors Duties and Liabilities Where Are We Now and Where Are We Going in the UK, Broader Commonwealth, and Internationally? International Journal of Business and Social Science, III(2), pp.21-45. Kirby, M., 1998. The Company Director: Past, Present and Future. Marshall, S.D. Ramsay, I., 2012. Stakeholders and directors' duties: Law, theory and evidence. UNSW Law Journal, 35(1), pp.291-316. Purcell, J.A. Loftus, J.A., 2007. Regulatory Developments in Corporate Social Responsibility: Directors and Officers Duties. Corporate Law Teachers Association. Redmond, P., 2012. Directors' duties and corporate social responsiveness. UNSW Law Journal, 31(1), pp.317-40.