Leading and change

Leading is one of the many tasks that many assume to be simple but in real sense it is a very hard task to accomplish. One must be able to possess leadership qualities in order to be able to lead others in the right way, and using the right leadership approaches required. If poor leadership choices are employed, then this consequently means that the type of leadership being expressed is likely to be faced with a lot of opposition from its subjects (Glamuzina, 2015). This therefore results to problems in execution of tasks by the subjects due to the opposition that they will be offering to the leadership. Change, is also another issue which comes with a lot of responsibilities and determination in order to be achieved. If one is determined to change the operation of a certain kind of an organization, then he will be able to do so, simply because of the effort that the person will put in. I realized this while working at Freexe Mills, where I was a team leader of the accounting department (Bérard, 2013). I was supposed to change the way of thinking of my colleagues, and making them into understanding that we were going to be able to, achieve the company’s goals which seemed unachievable. Being the team leader, I was given the mandate to make sure that the goal was achieved after a period of two weeks. The manager of the company believed that I was going to steer the team into reaching the goal within the shortest time span which was two weeks (Dekker, 2013). I was therefore in charge of a team which consisted of the head of different departments in the organization, who believed they could not be able to achieve the given goal within two weeks.

Due to the negative mind-set that the team hard, it was therefore necessary to come up with ways of making the team members to believe that they could achieve the goal easily. I was therefore required to motivate the members and make to have a positive mind-set, thus being able to work towards reaching the required goal within the given timeline (Glamuzina, 2015). Self-leadership was therefore needed in this situation, since I was the only person who believed we had the potential to work towards achieving the goal (Lemons, & Stevenson, 2015). I therefore become much focused and decided to lead by example. Leading by example and being focused really helped in making the members to understand that whatever they thought was impossible could be easily achieved. In most cases, if a leader is focused, then his or her subjects are likely to do the same, simply because the leader is leading by example. This therefore changed the way the team members approached the goal, thus they also became focused. In a situation where everyone had given up, and after becoming focused things really changed, this really boosted my working morale and I was able to understand why leading by example is very significant (Dekker, 2013).

 Changing the mind-set of the members was one of my main goals, since it could really enable the team to work towards achieving the goal, rather than giving up (Bérard, 2013). Due to the effort that I had put in, the members became convinced that we could achieve the goal. I basically considered the change necessary, simply because when one’s self-talk is negative, then it means that the person will not be able to achieve what he or she is supposed to achieve. This consequently means that team members had a negative self-talk, which made it very hard for the goal to be easily achieved. A person with a positive mind-set can be able to put in the required effort in order to be able to reach the desired goal, moreover, a positive mind-set boosts the working morale of a person (Glamuzina, 2015). My main goal was to change the view of the team members, in order to be able to achieve the given goal. I therefore had to convince the members, on how we could easily achieve the goal.  I decided to make the team members to only look at the positive side, since I could not get any support from the management of the company. Each and every morning, before commencing with work, I would give the team success stories, in order to change their thinking (Dekker, 2013). This approach really helped, since most of the members were able to change their way of thinking, thus they were able to view things in a very different way thus making it easy to achieve the goal. Furthermore, I also decided to work with all members of the team in setting our working goals, this therefore meant that all members were equal, hence being able to come up with ideas on how to better achieve the goal. This approach also impacted the team positively, thus making all the team members to work together in achieving the goal (Bérard, 2013).

The approaches that I used were very successful, as they enabled me to be able to change the mind-set of the team members (Dekker, 2013). This therefore saw the team achieving the goal three days earlier than the deadline. To me, this was an achievement, which I had not dreamt of achieving. The manager of the company was very happy with, and he rewarded me for my work. I therefore realized that I had good self-leadership skills, which enabled me to be a good example to the team members, thus making them to work hard too (Glamuzina, 2015). Moreover, I was realized I possessed ethical leadership skills, which made me to empower the team members, thus making them to change their mind-set. I have therefore learnt that, in order to be a good leader, one should act as an example, and he or she should also respect his or her subjects.

A leadership development plan should be capable of spearheading a person into achieving his or her own goals (Lemons, & Stevenson, 2015). This plan therefore focuses on the key competencies which enable a person to be able to focus on the best leadership qualities. Thus, a person can therefore be able to effectively lead others in the right way, and in the appropriate means hence impacting his or her own subjects positively (Glamuzina, 2015).

Reference

Glamuzina, M. (2015). LEVELS OF LEADERSHIP DEVELOPMENT AND TOP MANAGEMENT'S EFFECTIVENESS: IS THERE A CLEAR-CUT RELATIONSHIP?. Management: Journal Of Contemporary Management Issues, 20(1), 89-131.

Dekker, W. d. (2013). Global Mindset and Leadership Effectiveness. New York: Palgrave Macmillan.

Bérard, J. (2013). Accelerating Leadership Development : Practical Solutions for Building Your Organization's Potential. Mississauga, Ont: Jossey-Bass.

Lemons, R. W., & Stevenson, I. (2015). Turn Effective Practice into Common Practice: Successful Districts Create Systems of Leadership Talent Development. Journal Of Staff Development, 36(5), 18-21.

Are workplace diversity programs effective?

Diversity in workplace is important as it indicates that there are different people with different attitudes within the organization. First, it is important to understand what diversity is in order to see whether diversity programs in workplace are effective.  Diversity entails the difference in race, age, gender, education and more. Diversity programs play a significant role in organization in that through setting programs, organization leaders are able to understand all members and their differences.  On the same note, diversity programs reinforce members’ interaction through sharing different viewpoints, organization gains higher productivity through effective execution. Diversity is valued in most organizations as different employees have group-identity differences which help organization in achieving its goals, improving productivity and   maintaining global competition. In order to ensure that diversity is effectively incorporated in the workplace, there must be diversity programs for the purpose of providing workers with training and education, performance appraisal, career guidance and organizational policies. Thus, diversity programs in workplace are effective since their provide employees and other organizational members with skills for understanding the multicultural environment.  

According to Peretz, Levi and Fried (2015) workplace diversity entails the background characteristics of different people and diversity programs are implemented with the organization to maintain the diversity. Diversity across the globe has increased and organization has increased the efforts in training and promotion across the globe. In organization, members share the national cultural values   and as a result gain a new perspective of the world.  At this point, the authors argue that national cultural values are incorporated in the organizational diversity practices and thus diversity programs based on global leadership and the effectiveness of the behaviors are required.  In national level, diversity contributes to inspirational values which in turn impact the leadership behaviors (Peretz, Levi & Fried, 2015). Thus, organization implements diversity programs for the purpose of helping the organization to adapt to the new national environment in order to stay competitive. In other words, the authors tend to show that in national cultural values, diversity programs are effective in   adopting the changing demographics.  Other important point is that  in global level, inspirational values creates individualism and collectivism Both dimensions have distinctions in that  the formers concentrates on  personal needs, rights and social behaviors (Peretz, Levi & Fried, 2015). The latter focuses on collective action and shows pride and loyalty in the organization. Thus, the interrelated dimensions presented in different societies indicate that one society or organization with individualism will implement diversity programs  hence reinforce equal opportunity particularly to minorities.  

 In organization, workplace diversity programs are effective in power distance. This means that members in societies with high power distance focuses on equal distribution of power and members are expected to have strong relationship and diverse members are not included. This results to adverse effect in the organization since members from societies with low power distances are excluded hence creating social mobility (GOODMAN, 2016). Power distance in both societies differs and at this point, diversity programs will be effective in creating unity between high and low power distance societies. Diversity programs also play role in uncertainty avoidance.  In this case, organizational members tends to show different social norms and diverse process which can be used to reach the future.  It is important to note that members from societies with high-uncertainty avoidance do not accept change and they find it hard to change the status quo (GOODMAN, 2016). Thus, diversity programs will be effective in creating common goals between the two different societies.  Other point is that different in workplace diversity occur in issues based on future orientation. Members with high future orientation focus on organizational development and believe that development can be achieved through investment. On the other hand, members with low future orientation do not hold long-term prospects and so they focus on spending rather than future development. The different perception on future orientation will be solved through diversity programs which will provide them with skills needed for future growth (GOODMAN, 2016).  Other important point to look at in evaluating the effectiveness of diverse program is gender egalitarianism. Members in organization hold different views based on gender roles. For example, members whose views are on low gender egalitarianism believe in women exclusion and gender roles. In this case, diversity programs will be effective in teaching the diverse members the importance of workplace diversity and how different perspectives and gender roles with contribute to positive organization outcomes (GOODMAN, 2016).

 Ali, Mrtz and Kulik (2014) bring important information based on the effectiveness of workplace diversity programs on gender diversity. The authors introduce the work-family programs and how they play a great role in eliminating the conflict between male and women particularly in family matters. First, it is important to note that women’s participation in other organization has dramatically increased and this has brought a high level of gender diversity.  For example, the   Australian Bureau of Statistics shows that in 1986, women in workplace were 41.4% and in 2010, the number increased to 47.1% at nonmanagement levels (Ali, Metz, & Kulik, 2015).  On the same note, in management levels, the number increased from 22.5% to 34% in the same years.  In U.S, Bureau of Labor Statistics show that   in management level, women in workplace in year 1983 was 48% and the number increased up to 42.6% in 2010. This clear indicates that there is a change in gender role between men and women as both have the responsibility to work in organization as well as in their families.  At this point, the authors assert that workplace diversity programs and in this case the work-family (WF) program will be effective in supporting the gender diversity (Ali, Metz, & Kulik, 2015).  Through education, advice and skills of managing family-organization work, the programs will create family-friendly organization and both men and women with feel that their organization is supportive and as a result of working in a supportive environment, they will   increase work productivity and productivity.  Other important point to note in WF programs is that it offers flexible work planning and workers are motivated to work for completion but not for physical presence (Ali, Metz, & Kulik, 2015).  Other key point is that the organization with many WF eliminates the family conflict brought by gender diversity and women are able to balance their work hence create work-family facilitation.

O’Neill (2016) asserts that organizations must implement strategies for competent workforce in order to maintain the competitive edge in the global market. Cultural competency indicates that leaders should have the appropriate knowledge   and skills in order to understand the diverse backgrounds of each employee. Organizations which lack cultural competency cause discrimination to minority. For example, a business many deny a pregnant women the opportunity to work, unknowingly   that the employee has the knowledge, skills as well as talents required in that particular kind of a job (O'Neill, 2016). Generally, the author asserts that in a diverse organization, members come across unconscious bias since employees’ views the world differently and the diverse perspectives can affect the HR process. In order to prevent the unconscious bias, the author asserts that it is important to take proactive approach through creating workplace diversity programs (O'Neill, 2016).  At this point, the programs will be effective in that managers and leaders will understand the employees’ cultural skills and talents and remove the impediments which may affect them through creating a cross-cultural communication. Through training and active participation, diverse workers will share ideas, learn and value the culture of others (O'Neill, 2016).

According to Clutterbuck (2012), in workplace diversity, diversity mentoring programs are effective in providing mutual learning and shared understanding hence creating organizational change. Note that mentoring program mainly focuses on personal change and diverse employees understand the importance of diversity and how it can bring a significant social change in their lives.Through mentoring, managers are able to evaluate talents and personal potentials hence creating an environment for equal opportunities (Clutterbuck, Kochan, & Poulsen, 2012).  The effectiveness of workplace diverse programs and in this case the mentoring program is seen through three levels. First, mentees becomes self-motivated and becomes connected with the external world. Second, mentors understand the differing background and this helps them to remove the barriers which hinder advancements. Third, diversity mentoring in general  brings a positive impact to the  entire organization as both employees and employers values diversity  and organization is able to appreciate more diverse workforce hence improve productivity (Clutterbuck, Kochan, & Poulsen, 2012).  Through mentoring, the disadvantaged groups create strong relationship with other parties and as a result, all employees or mentors will interact with mentees   and engage in rapport-building.  Other important is point is that mentoring programs helps employees in creating self-confidence, trust; authenticity and he or she   values other cultures (Clutterbuck, Kochan, & Poulsen, 2012).  Mentees gets an opportunity in creating career development personal development and ambitious goals.

 Many American companies have created suitable working environment and developed diversity programs in order to deal with the problems of inequities which minorities face.  Minorities experience discomfort, exclusion, discrimination and frustration and as a result they causes higher turnover rates hence low productivity in the organization (Muir, 1996).The author asserts that in order to eliminate the diversity conflict and allow the minorities to be satisfied with corporate life, organization should implement the readiness model and integrate the social and interpersonal relationship program or in other words the readiness program.  The programs are not designed for employees but rather they are used by the organization for the purpose of evaluate   and examining the macroenvironmental situations (Muir, 1996).   Through the program, the organization will open the path of creating training, organizational policies, mentoring, career guidance and outreach programs. It will be possible to open the named programs because through evaluating the social dynamics, the organization will   be evaluating the  organization members affiliation,  examine the social networks, formal procedures and   interview individuals on how their view diversify (Muir, 1996).  The importance of employing the social dynamic programs before planning other programs is that it will bring change agents. This means that through examining the employees’ background and views on diversity, the organization will select people who will act as change agents with respect to their effective communication with other organization members (Muir, 1996).  The selected people will play a great role in   creating other diversity programs, disseminating information and providing guidelines.  Other important point is that the readiness program will allow the organization to create strategies which will be used in delivering the diversity message in other programs.

 In economic profession, racial and ethnic minority are underrepresented.  For example, there were 500 doctorate degrees and only 42 African Americans and Latinos and 157 women were awarded.  There is a gender gap in the economics profession and the authors assert that the gender gap and diversity is brought by supply-side factors and demand-side factors (Bayer & Rouse, 2016). The former indicates that minority groups are underrepresented   in terms of math’s aptitude. Economists regresses the administrative data and definitive a conclusion is excluded.  On demand-side factors, there is an explicit discriminatory behavior and implicit bias where economists cause disparities such as taste-based discrimination in social stereotypes (Bayer & Rouse, 2016).  Generally, this is an issue of concern in discussing the diversity issues in organization. It is also found that while making economic decision, economists holds different views in that a high number of decision makers’ particular men agree that there should be no equality in labor market opportunities.  In a dressing the diversity issues in economy, the authors shows the effective of workplace diversity programs by asserting that  pipeline programs  play a significant role  in engaging member  in field of study  and  gains skills based on health professions (Bayer & Rouse, 2016).  In addition, mentoring programs are effective for female economists in that in the field of study, senior mentor provides them with teachings and balancing work skills.

Conclusion

 Due to the dramatic growth of global markets, work diversity is a business necessity. Organizations are valuing the diversity since it acts as an organization benefit through the accumulation of diverse ideas from both internal and external environment. Organization is global connected and so they are using the diverse ideas in global markets so that they can bring innovation, solve problems, create community loyalty, gain global understanding and improve productivity. However, diversity cannot be   beneficial to the business if there are no workplace diversity programs. The programs play a significant role of offering training and education and organization policy. Through programs, emplioyees understands each other, gains mutual respect and more important understands the   multicultural environment. 

Reference

O'Neill, R. (2016). THE IMPORTANCE OF A DIVERSE AND CULTURALLY COMPETENT WORKFORCE.

Busidate, 24(3), 9-13.

Clutterbuck, D., Kochan, F., & Poulsen, K. M. (2012). Developing Successful Diversity Mentoring

Programmes : An International Casebook. Maidenhead, England: McGraw-Hill Education.

Muir, C. (1996). Workplace Readiness for Communicating Diversity. Journal Of Business Communication,

33(4), 475-484.

Ali, M., Metz, I., & Kulik, C. T. (2015). The Impact of Work-Family Programs on the Relationship between

Gender Diversity and Performance. Human Resource Management, 54(4), 553-576.

doi:10.1002/hrm.21631

Peretz, H., Levi, A., & Fried, Y. (2015). Organizational diversity programs across cultures: effects on

absenteeism, turnover, performance and innovation. International Journal Of Human Resource

Management, 26(6), 875-903. doi:10.1080/09585192.2014.991344

Bayer, A., & Rouse, C. E. (2016). Diversity in the Economics Profession: A New Attack on an Old

Problem†. Journal Of Economic Perspectives, 30(4), 221-242. doi:10.1257/jep.30.4.221

GOODMAN, N. (2016). Diversity Is Reality; Inclusion Is a Choice. Training, 53(5), 56-57.

MODERN HOUSING AND URBANIZATION IN BRAZIL 

Lack Of Housing In Latin America And The Caribbean

            Housing has been a problem in numerous countries across the globe due to the surge in population.  In these regions, housing remains a challenge though there are tremendous improvements that have been made to eliminate the housing problems. Going by the urban growth rates in the world, Latin America and the Caribbean are estimated to have the highest.  It is estimated that between 2000 and 2030 the regions urban population would grow from 384 million to 609 million. However, as the population grows in urban zones, the urban poverty level is also increasing. Generally, lack of housing in LA/C is contributed by dense urban growth and this has become a problematic since the government is ineffective in implementing national policies which will eliminate housing problems. 

  Housing was affordable between the period of 1945 following that Second World War had just ended and people in the region had high expectations (MacTarnaghan et al, 2016). However, there was significant economic growth, but the populations in this region experienced some improvement in housing, but there was no significant economic growth, it then means that housing was relatively affordable (MacTarnaghan et al, 2016). Whereas, today affordability has been complicated since the national governments in this region have no national policy that prioritizes land use and housing (MacTarnaghan et al, 2016.). As a result, the private market is controlling housing and land use hence keeps prices as high as they can with respect to the rising demand.

  Informal settlement was low as compared to today. During that period the population of the region had not grown that much. But today the population is high and people are migrating city ward, hence increasing informal settlement. For example, in 2001 a third of the Latin American population was residing in informal settlement in nations like Haiti, Bolivia, Peru and among others (MacTarnaghan et al, 2016). While in Costa Rica, Brazil, Caribbean Islands, Chile and Uruguay the slum residents were below 15 percent in the countries’ urban population. This suggests that as informal settlement and slums increase, there are those in proper formal settlement.

 Lack of housing in LA/C is visible in that there is a high level of unemployment and poverty.  Since 1980, the state of poverty has impacted housing negatively in that during this period, there was a reduction in formal construction and lack of healthcare assistance, food and education   affected the families since they were forced to concentrate on these areas hence limiting their ability to construct houses. In addition, lack of governmental services in informal settlement led to the established of formal sectors and land invasions. Municipal government raised revenues and poor people could not be able to build houses. Many families lived a poor live and lack of rent forced them to overcrowd in informal settlements (Duncan, N.D).

  The above information clearly shows that poverty is the major problem which causes inadequate housing in LA/C. Other important thing to note is that the state of poverty is increasing because the capital ownership and household income are not equally distributed. “The greatest concern about the LA/C region’s pattern of economic and social development is not poverty per se, but rather the way income is distributed”(World  Bank, 2001).  Income disparities have a negative impact on gross production.  In addition, trade liberalization polices increases the poverty level due to global recession and market impediments. Other governmental policies such as austerity policies and low social capital investment hindered the achievement in net gain. Unequal distribution, poor working conditions and failure to provide social safety net have caused minority exclusion and poor functional democracy hence creating unbalanced settlements (Duncan, N.D).

 Housing developed between 1940 and 1980 in LA/C due to increasing urbanization and industrialization. However, the rental sector growth was determined by the natural market phenomenon. There was no policy to regulate this growth, but the sector grew naturally to respond to industrialization and urbanization that was increasing expanding.  Today, there are emerging issues which support the lack of housing in LA/C (Jha, 2007). The federal, state and local governments are not controlling the land supply and sustainable models.  In addition, many countries in LA/C lack housing information system and government do not take systematic review and as a result, they are unable to create affordability in local and regional level (Jha, 2007). Other point is that government is unconcerned with rental housing and it fails to provide polices based on tax treatment, and other laws. It fails to take the responsibility in planning and implementing financial instruments which would enhance rental housing management (Jha, 2007).

Conclusion

All in all, the real estate of LA/C is run with or with minimal government intervention. Informal settlements continue emerging rapidly as compared to between 1940 and 1980.  Nonetheless, housing has also improved significantly in the region but the challenge is that the population is increasing rapidly. Thus, putting pressure on the available housing, and this has led to inadequate housing in the region. The government should intervene and provide appropriate policies which will eliminate the housing problems.

  Work Cited

MacTarnaghan, Sarah et al  (2016). "Literature Review Of Housing In Latin America And The Caribbean: Phase I: Global Housing Research Initiative". Urban Institute, 2016,

http://www.urban.org/LAChousing.

Retrieved from: http://www.urban.org/sites/default/files/publication/84806/2000957-

Literature-Review-of-Housing-in-Latin-America-and-the-Caribbean.pdf

 Jha K. Abhas (2007).  Low-Income Housing In Latin America And The Caribbean. 1st ed. 2007.Print.

Retrieved from: http://siteresources.worldbank.org/INTLACREGTOPURBDEV/Resources/Jan07LowIncomeHousingEN101.pdf

Duncan Jennifer (N.D). Causes of Inadequate Housingin Latin America and the Caribbean. Steve Little  Director of CommunicationsHabitat for Humanity Latin America & the Caribbean

Retrieved from:

http://www.habitat.org/lc/lac/pdf/causes_of_inadequate_housing_in_lac.pdf

Appraisal bias

In order to reduce appraisal bias, leaders should first understand or identify the types of bias which may occur in performance appraisal. First, leaders must understand the Halos effect. This means that managers tend to view certain employees as naturally good or bad. In this case, the manager does not focus on data or employee’s performance. Second, managers should be aware of purposeful bias. Managers use purposeful sabotage and provide poor appraisal score so that particular worker may not reach a high level (Roberts, 2003). Third, managers should be aware of appraisal bias.  In this case, managers favor a particular position by providing one appraisal form to a particular department and deny other departments.  Fourth, other types of bias in performance appraisal are self bias. This happens to employees as they believe that capable employees are valued and as aresult they will continue to perform high (Roberts, 2003). On the other hand poor employee believes that they cannot change nor do better. Last, managers should identity the recency bias and this occurs when managers focus on recent behavior and uses the positive or negative behavior in conducting a review (Roberts, 2003).

Through identifying the types of bias, managers will be a positive to implement the appropriate measures and reduce the bias. Managers should   implement performance appraisal polices.  In rating and appraisal, policies will ensure anonymity and ensure effective scoring and confidentiality (Roberts, 2003). Second a company should reinforce supervisor training based on performance management and leadership training and these will reduce bias in that managers will be able to implement disciplinary warnings, suspensions, provide constructive feedback and hold evaluation meetings. Having understood and identified the bias, managers should review the documents of workers and have a complete image based on their past and present performance (Roberts, 2003). In addition, they should ensure correct forms of appraisal and check all the performance standards by reviewing the sales records, reports and other relevant sources in order to have a clear evaluation. Last, managers should compare the performance with company’s expectations and attach supporting documentation to the performance appraisal and also ask colleagues or human resource staff to make confirmation (Roberts, 2003).

Reference

Roberts E. Gary (2003). Employee Performance Appraisal System Participation: a Technique that Works.

Public Personnel Management, Volume  32 No. 1 Spring 2003

Hiring plan for the position of a manager

Description

The organization needs to employ a qualified manager who will be effective in ensuring the company remains successful. The company needs a quality manager who will ensure employees work together in ensuring the goals of the company are accomplished in time. The vision of the company is producing quality products and services to its customers at all times. The manager being recruited should learn this and work towards ensuring the vision of the company is successful and that customers are happy with the company. The manager being recruited should possess excellent communication and leadership skills since the organization should be well organized. The manager should be the head of the organization and ensure that employees are working towards achievement of goals in the organization and that communication reaches them in time. Qualifications and experience should be the key in ensuring that the manager is hired. Therefore the manager needs to have experience and should be qualified for the job thus only qualified people should be considered and the best hired for the job.

Person task fit

The organization is looking for a manager who possesses good character traits that will ensure the organization remains successful. The personal traits of the manager should be excellent so that the manager can act as the role model to other employees. The manager should be the head of the company thus should possess excellent leadership skills. The manager should be well fit for the job since if the company employs a person who is not qualified the organization will fail. The goals of the hiring team is ensure that they hire a qualified manager therefore the person employed should be qualified through showing excellent personal traits that will guarantee the company that he or she is qualified for this crucial position (Reyling, 2012). The manager should be responsible, focused, innovative, creative, patient, inspirational, transparent, honest and able to communicate well with other people inclusive of employees and customers. A candidate who possesses such personal traits and is qualified academically should be the best choice for the company.

Hiring criteria used

The best employee well suited for the position of a manager should be the one to get hired. The hiring criteria to be used include looking for the employee with the needed excellent qualifications and experience (Arthur, 2012). The hiring board will also consider crucial criteria when hiring the manager. The manager should be competent that is have the necessary skills, experience and have a good educational background that will enable him or her perform diligently. The manager should be capable in a manner that he or she should have creative skills that will ensure the company grows and develops. The manager should be compatible that is he or she should work well with other employees and relate well with other stakeholders in the company. In addition, the manager should be committed in a manner that he or she should work for the organization on a long term basis. The hiring board should consider looking at the time the employee has spent in the other organizations. Another criteria used is assessing whether the candidate possesses excellent personal traits for instance having values such as honest, transparent and remain a team player (Arthur, 2012).  The candidate should be able to uphold the culture of the new organization without any difficulty. Therefore all the candidates should ensure they possess the above traits since it is the criteria that the company uses in order to get the best manager.

Selection techniques used

There are various techniques that are used during the hiring process since hiring employees is a crucial process in the organization. The company will ensure that it uses at least three selection techniques. Assessing all the written applications whether manually or via email is one of the techniques used (Still, 2006). In addition conducting interviews done by panels is another major technique that will ensure the panel comes up with the most excellent employee. The referee formal report should be thoroughly checked so that the panel can know the competent of each candidate. Therefore selection of the manager should depend on these techniques thus the panel comes up with the best employee through using the above selection techniques. The techniques will ensure that only the most qualified and competent candidate will get the managerial job which is a crucial position in the organization.

Recommendation for removal of an employee

The organization will ensure that through the recruiting panel, it gets the most competent employee well suited for the job. The employee can however loose the job if he or she displays character traits that are not leading to the success of the company. An employee who promised to follow the culture of the organization and fails to do cannot continue working for the organization. An employee who is not competent, compatible and does not cooperate with other employees is a threat to the organization therefore needs to be removed from the organization. All employees should ensure they work towards achievement of the organizations goals and vision. Therefore if the manager is hired and is not competent and does not show excellent leadership skills it will automatically lead to removal of such a person. 

References

Still, D. J. (2006). High impact hiring: How to interview and select outstanding employees.          Coeur d'Alene, Idaho: Management Development Systems.

Reyling, J. (2012). Everything You Need to Know About New Employee Orientation. [S.l.]:          BrainMass Inc.

Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. New York:   AMACOM.

GENERIC STRATEGY BY VERIZON

Verizon is one of the biggest wireless providers in US having executed the best approach aimed at solidifying the common strategy. By targeting the specified niche of customers as a marketing tool Verizon managed to provide better and high-quality service with improved data transmission rates. The objective is not to target all their clients but just a specific group in which services would of the top notch in the market and thus maintained loyal customers. In addition to this is the differentiation pressed around the local programing.

Verizon acknowledges the digital revolution and since they are targeting approximately seventy percent of the market users, devised strategies have been overwhelming. The FiOS as the brand for video-driven, caters for the residential service bundle. Together with several other partners, they have come up with robust and splendid means for the online broadcast. The imagination of watching from diverse angle is the ultimate give away which would sway clients easily as it would be from four angles simultaneously. Definitely, this is what the younger demographic have been looking for and it is more exciting getting them all in your mobile devices first.

RW – Annie’s Homegrown

The strategies adopted overtime has seen a tremendous gain in terms of return thanks to the identification of the target market niche. The idea of capitalizing what the consumers are more familiar and comfortable with elevated the company and consequentially boosting the revenues in a big margin. Natural and organic food developed positive reputation no wonder the price competitiveness kept on rising, competitive advantages is the key word.

Debate 2

Professional business and ethics

Is corporate social responsibility a way to cover exorbitant charges?

Since 1950, CSR has changed its roles in terms of meaning and practices and now its role is defined with respect to business and society. In this perspective, it is important to say that CRS is interested in solving business and society problems through raising ethical standards.  In other words, CSR play a significant role of ensuring the well-being of the community, stakeholders, employees and customers. It does this through employing diverse activities and initiatives. CSR uses a complex structure to develop the community through positive perspective and practice. Corporate Social Responsibility in organization play a  significant role  in maintaining development  through ensuring that  the organization is enjoying legal, economic, ethical and social benefits.  It is the role of organization to ensure that through the approach of CSR, stockholders, environmental groups, employees and customers comply with the law. Generally, CSR focuses on business ethics and presents an ethical judgment based on behaviors of   organizational members. CSR bottom line is using a multidisciplinary approach to develop the business, the civil society and the government and   to ensure that the three entities are in a better position.

For many decades, CSR has played a significant role in business development and growth. Apart from making profit, CRS has the role of considering business ethics and more important maximizing the shareholders profit (Hopkins, 2007). An important point to note is that CSR not only concentrates on economic and legal responsibility but also on ethical roles. In economic responsibility, CSR strives to meet the society’s demand and within the business it operates on profit-oriented basis and creates a clear mission of economic gain.  It also has the legal role of ensuring that the business is complying with laws and regulations so that it can create a positive reputation in the society. In order to meet the economic objectives, corporate complies with the legal responsibilities through manufacturing   perfect and legal products. Ethical responsibility means that the business should not focus on economic interest but should implement equity, respect and fairness in making decision (Hopkins, 2007). According to Harmony (2012) CSR program is set to meet environmental, governance and social needs and each category in this case reveals the role and responsibility of CSR. In environmental cases, CSR ensures that there are sustainability programs related with products, pollution and safety.  In social setting, CSR have special programs which are related with community welfare, diversity, employee rights and relations. In governance initiative, CSR ensures that the organization’s board of directors complies with rules and regulations and they show fairness, transparency and accountability.  Corporate governance works together with organization in ensuring CSR quality reports.  Harmony (2012, asserts that CSR is positively related with Corporate Financial Performance. The relationship is explained by two theories namely instrumental and stakeholders’ theory. The former asserts that effective financial performance is achieved as a result of stakeholders’ satisfaction. In addition, the shareholders desires is achieved when the corporate executives maximizes the organization efficiency. This means that stakeholders value the CSR since it determines the financial performance through meeting their desires. Next, the stakeholder theory asserts that CSR should first meet the need of stakeholders in order to maximize the organization’s value (Harmony, 2012).

 It is important to argue that CSR play a significant role in organization and particularly in financial performance. It is accountable and follows ethical standards following that managers supports the role of CSR and asserts that CSR programs contributes to organization’s competitive advantage hence creating the  organization reputation (Hopkins, 2007). In a transaction which involves outside companies and CSR, stakeholders enjoy higher financial performance as a result of CSR commitment, less scrutiny and investor loyalty.  CSR programs ensure that customers meet their needs and they feel a sense of self esteem as they are much valued. The most important point to note is that customers have self-actualization as they are provided with personal benefits which motivate their self-purpose of working in the community.  As a result of higher customer base, organization with CSR programs enjoys the benefits of competitive advantage (Hopkins, 2007). Other important role with CSR is sales maximization through increasing the customer base.  According to Hierarchy of Needs theory by Maslow, customers not only need quality product but also company’s reputation and quality CSR initiatives.  Thus, higher customer base helps the company to increase revenue and maintain the competitive edge in the global market.  Harmony (2012) goes on to demonstrate how CSR plays role in organization and asserts that there is a relationship between corporate social performance and employers attractiveness. The author asserts that a test through Quasi-experiments design was done and business students were asked to rank companies with respect to their normal status or profile. Then, they were asked to rank them with respect to the CSR programs. The findings showed that the undergraduate students would seek job in companies with CSR programs. This is because, both job seekers and employees like companies which complies with human rights, ethical standards and governance rules (Harmony, 2012). Such company improves employees’ performance, increases productivity and financial performance.

Prasnikar asserts that CSR in organization play importance roles associated with   social and environmental issues.  It offers accounting and consulting services with a purpose of minimizing adverse issues, improving reputation and investigating the payoff in different investments.  In business, it acts as the strategy of public relation in improving profitability (Prašnikar, 2006).  Other important point is that CSR has a responsible behavior as a result of creating socially responsible investing (SRI). SRI works together with investors by providing them with funds hence improving the financial profile on social indexes. The author asserts that the evidence as to why companies value CSR in financial performance and other roles is explained by different theories. First, the game theory asserts that firms try to maximize the political cost as a result of governmental investigations, company’s products and more.  In this case, CRS exposes the positive features of the company for the purpose of improving self-interest (Prašnikar, 2006). In addition, the stakeholders’ theory asserts that company builds a strong relationship with key stakeholders so that they can benefit financially. The legitimate theory also asserts that organization must comply with the society law and follow the right behavior. In setting its goals and objectives, it must value the society system in order to avoid legal and economic sanctions towards organizational legitimacy.  In this case, CSR discloses business information to the society so that they can define it as good or bad corporate citizen (Prašnikar, 2006).

According to Ismail (2009), CSR   positive behavior is explicit in community development as it ensures that there is cooperation and community welfare in the society.  CSR have initiatives for empowering community individuals through providing them with the necessary skills of bringing changes. They are empowered on utilization of resources and creation of social groups for building a strong community. In this process, community developers ensure that there is social justice and strong power structures in order to remove the impediments which affect life (Ismail, 2009). CSR provides opportunity, education and equality through showing accountability and commitment. In addition, CSR employs important strategies and process of sustaining community through creating social infrastructure and economic development in the community.  In other words, it is argued that CSR reinforces positive behavior by ensuring that community enjoys the organization benefit. In community development, the main purpose is to eliminate the detrimental and deplorable issues which affects the community and improves the society so that community can live in a solidarity community. In community development, CSR follows the universal principle which is directly related with human rights (Ismail, 2009). It ensures that the society benefits from finance advance, technology and market environment. It has the common goals of maintaining equality and combating corruption. It also connects community with corporation through providing funds for sustainable development. By helping the community, CSR creates a strong organization reputation and the positive status helps the organization in paying much commitment in creating profitability (Ismail, 2009). In addition, the responsible behavior motivates employees in improving performance. They holds a  positive attitude that customers are valued and should be given great services  and so  it is their responsibility to have the best interest.

Utilitarianism theory

With respect to utilitarianism theory, CSR play a significant role in economic development   and more importantly in profit maximization. In history of business ethics, it was found that it is important to have responsibility over the economy and in this case, utilitarian theory was applicable in business ethics since in the first place corporation was defined as wealth creation which could be achieved through social activities (Renouard, 2010).  The theory was derived from instrumental theories which concentrate on public control, personal responsibility and local community. The utilitarian theory holds two important factors which are gaining competitive advantage and employing altruistic behaviors which are socially recognized. The utilitarianism theory is divided into two groups which are social costs and functionalism. The former is related with the idea that CSR is involved in socio-economic system and in this case, they theory states the corporation should   improve social co-operation through complying with social rights and duties (Renouard, 2010). The latter, which is the functionalist theory, asserts that the corporation is an economic system and its main objective is making profit.  In this case, CSR ensures that there is equilibrium in the economic system and that the firm should create profitable environment which will benefit both investors and stakeholders (Renouard, 2010).  

Utilitarianism theory applies to CSR because first of all, it is important to note CSR means that the organization not only focuses on economic responsibility but also societal responsibility. CSR in its business operations goes beyond the economic responsibility and integrates in social roles where it involves employees, local communities, customers and other entities (West, 2004).  In order to meet the needs of all the entities, ethics is an important component   in executing the responsibility. Since it is clear that CSR focuses on positive behavior and follows the moral principle in business operations such as financial performance, utilitarianism theory focuses on the wrong and the right acts. The theory presents the main idea that the results on action are determined by whether the action is positive or negative. The theory   also asserts that the morality in an action has the main purpose of improving life by eliminating bad things and improving good things (West, 2004). The theory makes CSR actions explicit in that in business context, it ensures the well-being of the organization and community and prevents the negative issues which may bring adverse effects on their lives. CSR rejects unethical issues and focuses on ethical things which will create a meaningful life.  The rule of the theory focuses on utility maximization as it asserts that beneficial results can be achieved through complying with the rules.  It is also important to note that the theory pays intention on individuals and asserts that there should be “equal consideration on interest” (West, 2004).   In addition, people should follow the policies with impartial perspective and eliminate the self-interest.  Other important point is that the theory focuses on Act utilitarianism which means that   all actions should follow the principle of utility which is related with right action. It also focuses on rule utilitarianism which means that actions should follow the moral rule in order to produce more utility (West, 2004). The theory is applied in CSR since there is evidence that CSR follows moral and ethical issues in conducting company and society role. In normative perspective, there is a connection between financial performance and social performance in that CSR values the human dignity and protects the human rights.

Conclusion

CSR play an important role in developing economy and society. It acts beyond the legislative requirement to meet the prevailing expectations of community members.  In business operation, CSR reinforces fairness and equality and ensures that individuals live in a solidarity community.  Government acts as an external stakeholder and helps CSR in carrying out effective practices.  It ensures that there are ethical standards in business transaction and that the organization follows the regulatory structure. Focusing on utilitarian theory, CSR focuses on the right thing in order to produce positive results. The theory focuses on moral rules in human nature. It asserts that in order to maximize utility, people should follow the values of moral code and this is achieved through good actions. In addition, it asserts that people should focus on moral rules in order to produce beneficial results. Focusing on the CSR role in organization and community development, it is important to conclude that theory applies to CSR as it follows moral rules in moral codes and hence produces positive results.

Reference

Harmony Palmer J. (2012). “Corporate Socila Responsibility and Finacula Perfomance: Does it Pay to Be

Good?”.

Prašnikar, J. (2006). Competitiveness, social responsibility and economic growth. New York: Nova Science

Publ.

Ismail Maimunah (2009). CORPORATE SOCIAL RESPONSIBILITY AND ITS ROLE IN

COMMUNITY  DEVELOPMENT: AN INTERNATIONAL PERSPECTIVE. The Journal of

International Social Research Volume 2 / 9 Fall 2009

Hopkins, M. (2007). Corporate social responsibility and international development: Is business the

solution?. London: Earthscan.

West, H. R. (2004). An introduction to Mill's utilitarian ethics. Cambridge [u.a.: Cambridge Univ. Press.

Renouard Cecile (2010). Corporate Social Responsibility, Utilitarianism, and the Capabilities Approach.

Journal of Business Ethics. DOI 10.1007/s10551-010-0536-8

The most effecting style of leading

Democratic also known as participative is the most effective style of leading as shown by Coach K. he is a leader who believes in democracy rather than dictatorship since leadership is flexible and dynamic. He does not believe in setting rules for the people but rather believes in ensuring people participate in making decisions important for the team. Though he does not believe in setting rules, he ensures his team remains disciplined thus the team does what it is supposed to do at the appropriate time. He taught ways of maintaining discipline through installing useful skills to his team and ensuring all the players work together as a team. He understood all his players thus it was easy controlling them and giving them instructions to ensure they remained a successful team. Leadership journey is not an easy one and thus Coach K ensured he developed strategies that ensured his team was successful.

Alternative definitions of leadership effectiveness

According to Coach K leadership effectiveness is the process of ensuring the leader ensures his team participates in the process of making important decisions that affect the team. In addition, leadership effectiveness can be defined as the process of ensuring leaders comes up with strategic and courageous decisions that will be useful to the team. A leader comes up with strategic decisions that will ensure the team remains successful rather than involving the team in the process of making decisions. Effective leaders ensure that they become part of the team and know the needs of the team therefore ensuring those needs are provided. For instance Coach K was trusted by the players since he had character traits of an effective leader thus the team had faith in him and he too had faith in his team which brought success to his team always.

Managing Performance at Haier

As a manager of an organization, it is recommendable to follow the example of Haier’s organizational culture that resulted to tremendous development since 1985. I am presenting this speech as a recommendation to organizations and managers on how to enhance performance of the especially through the organizational culture and strategic management approaches. The roots of Haier’s success can be cited back in 1985 after Zhang Ruimin was appointed as the CEO of the company. The reign of Zhang marked the end of the era that Haier produced substandard products. As a matter of fact, Zhang focused more on transformation of the company towards increasing its competitiveness in the market.

Indicators of Success

By the year ended 2007, Haier was among the top six producers of kitchens alliances and was in position two among the producers of washing machines in the global market. As a result, the global market share of the company was 4% being in position three among refrigerators producers. Haier moved from making RMB 3.48 million in 1984 to more than RMB 100 billion by 2006. The other indicator of success by Haier is that the firm expanded to international markets where its products were distributed across 160 countries including 12 of the top European economies and United States. Lastly, the company expanded its product line to air conditioners, home appliances, television sets, MP3 players, and washing machines among others.

Haier’s Success Factors 

• Extended product line where the company offers more than 80 different product categories
• Innovation and invention to create niche markets
• Focusing on product quality and market research as promotional strategies
• Expanding to overseas markets through joint ventures, alliances, procurement networks and outlets
• Effective human resource management strategies which focus on employee motivation through incentives, transparency and justice

Organizational Culture     

The organizational culture of Haier Group is dominated by strategic management approaches, management tools and policies. One of the principles executed in the performance of Haier Group is based on the state of urgency where the organizational goals are based on the internal and external competition. For example every department is deemed to be in a stiff competition with other departments within the firm towards achieving the overall organizational goals.       

Management Tools

1. OEC (Overall, Every, Control and Clearance)

This tool focuses on all dimensions of performance which is denoted by “Overall”, everybody, everything and everyday which are represented by “Every”, and end-of-work process with regard to the tasks assigned to every employee on the daily basis which is denoted by “Control and Clearance”.  

1. 80:20 Principle

According to this principle, 20% of the workforce in the company represents the managers who are responsible for 80% of the company’s performance results being positive or negative. For example, for the failure of a certain department, an employee is deemed as 20% responsible for the failure whereas the supervisor is held liable for the remaining 80%. As a result, the employees are fined with regard to that principle.

• Racetrack Model

Haier uses this principle for performance assessment and promotions for their employees. Citing from the concept of racetrack, this principle provides that after excellent performance, an employee will be temporarily rewarded through promotion but one has to keep performing in order to defend the reward. Precisely, this means that in Haier, there is nothing such as permanent promotions for the employees.

Therefore, the organizational culture of Haier Group enables the firm to continue performing excellently by ensuring effective management strategies and employees motivating policies. This culture provides that though the company is performing well currently, it has to withhold the principle of its success in order to continue dominating the market.        

Personal Strategy Plan

For me, five years after graduation is enough time to achieve important goals in life. However, this cannot be achieved without having a well-developed personal strategy plan. Everybody holds the desire of achieving something that is completely different from what they have currently.  Strategy planning mainly entails planning and the organization of the actions of individual’s in the quest of achieving what they have invested their interests in.  For me having a personal strategy plan holds equal significance as having a corporate strategy. This is mainly because the ability to manage personals goals increases the capability of managing corporate objectives more adequately.  My personal strategic plan will work towards achieving personal goals as well as benefits.  This is mainly because the negligence of having a personal strategy that suits my individual life may result in no achievement at the end.  Personal strategy plans based on research  result in success as they  help in setting personal  directions as well as guidance.  My business strategy will be directed mainly by my personal goals as they are directly connected.

Mission Statement

In all working situations,  I will opt on working where my personal integrity cannot get compromised by inspiring, interacting and transforming  individuals life in a positive  way thus making a difference and ensuring that all my actions  are a direct reflection of my existence appreciation.

Vision Statement

            My vision is to utilize innovation to transform the lives many individuals with my capabilities by empowering them to attain effective personalities, career efficiency as well as life success.

I plan on achieving my vision through transformative interactions and becoming a respected and a successful business individual.

Long, Short Term Goals and Career Planning

My short term personal career goals are to own a firm and becoming the way through which individuals achieve business success.  Becoming financially stable and securing security will eventually develop my capability in investing into a business which is my primary goal.  Developing my business and analytical skills a business profession to an expertise level will offer me better grounds for developing beneficial business connections.  Lastly, in acquiring what I need in operating a successful business I will be acquiring intelligence and skills through learning from the successful professions.

Through focusing on the short term goals, I can be completely confident in the context of fulfilling my primary central mission. I am a holder of numerous qualities which makes me a highly attractive worker to the business market potential employers.   My intelligent is well reflected in my engagement as is a person who is full of positive transformations.  The success of the business mainly requires food relations with individuals.  I am an individual who has a professional presentation and adequate social skills that are necessary in developing good relations.  My social skills can make better-structured associations with consumers, employees and the entire relevant individual in my job.

I have a huge passion for serving people and generating transformations in their lives and this will serve my personal goals.  This passion is just beyond my interest in business and this will drive my ability and will of learning more in regard to everything that a business profession is required to know. Learning a firm is a complex task that requires much knowledge, experience as well as skills (May 2010).  My goals are primarily centered on business development and success and my personal strategy cannot exist without business.  It is clear to me that not  all the ventures and goals  that will be a success  and this, therefore, requires good skills  to increase the capability of generating positive results out of  bad circumstances and this  is one of my strength.  I am a quick thinker and a problem solver and these qualities will ensure that better alternatives are taken if my execrations are not met.  Achieving business competitive advantage is one of my long term goals and this requires the application of practical and strategic tools in order to transform this wishes and goals to reality. I am therefore willing to work tirelessly in ensuring that the goals are achieved five years after I graduate from school.

My greatest strength I can describe it as the business success passion. In addition, I have a strong entrepreneurial life-force and am always willing to attempt fresh tactics of achieving things as well as generating money.  The   spirit of running a business has always been an excitement to me since childhood and in the context of the business surrounding   concepts are normally generated easily without much effort.   I have a high ability of easily adapting to situations and generating positive impacts even without expectations or pressure and this is a major strength.  I do not give up or give in to ideas easily without adequate justifications because I believe there is something that cannot be achieved. Innovativeness is highly required in business and my creativity is the greatest innovativeness influence in life. My economic interest is mainly driven by my innovative abilities.

I am a very interactive person and I normally take interactions on personal status which help in understanding individual’s expectations and needs. Given the interaction aspect, I have the capability of developing business as I can easily connect with consumers and develop fresh relationships easily.  Understanding market trends, consumer’s needs, and expectations is a huge influence in attaining business efficiency.  However my above mentioned strengthen cannot be effectively utilized in business without an adequate understanding of my weaknesses. I am not an exclusively meditative individual and therefore reflecting and writing my strategic strengths as well as the fault is normally a complex thing.  I fight this weakness through utilizing the comments and observations of those individuals that surround me. Through their views, I am fully able to understand myself and work on developing my faults for better gains.

My additional weakness that I understand clearly is the lack of adequate working experience and business knowledge that is required in the 21st century which is characterized rapid technological and innovative changes.  Currently, I am fighting this weakness through increased research on the current business trends and operations. In addition to learning am fully able to learn and gain both conceptual and practical skills through different activities.

Personal Analysis

My financial goals are as follows,   revenue and earnings growth,    widen the profit margin, increase the flow of cash, generate higher returns on investment, develop a diversified   ground for revenues as well as attract sustainability.  My  market  objectives are mainly grounded  on attaining  an excellent consumer base and a wider market  through  consumer  satisfaction achievement in all operations.

An evaluation of my firm assets is not very complex as it is based on a business that is aimed at providing consumer services and innovative solutions.  My assets evaluation I indicated by a cash flow of approximately 80,000 dollars which is an inclusion of market cash and bank savings.  Brokerage account current evaluation approximation evaluation is 300,000 dollars.  The business cannot operate without liabilities and in starting a business a bank loan will be required of 300,000 dollars and after a two-year operation, the balance of the debt will be approximately 50, 000 dollars.  Annual insurance of the business operation may total to 80,000 dollars and the gross generation approximation is around 180,000 dollars, basic utilities will be subtracted from the general income that will be generated on annual basis by the business.

Strategic Opportunities

I am an individual with enormous chances that grows continuously with time. I am a lucky person because I established my passion during childhood as have been interested in business conduct for a long period. The world is currently characterized by changes which mean that consumers require more innovative assistance. I have the opportunity of offering the assistance to an increased number of individual because globally is rapidly occurring thus reducing geographic barriers. My workplace has provided me a better chance of growing my professionalism which I will highly require in achieving my strategic goals.

The possible threats to achieving my personal goals are several.  First, the business world is currently characterized by high competition that this, therefore, implies that I need to establish a suitable market which is challenging.  Increased competition reduces market segment for the fresh firms and this is a major threat (Wittmann, & Reuter, 2008).  Moreover, the financial constraint is an additional threat since business operation requires many funds which may result in corporate debts.

With my abilities and huge knowledge in conducting business am certain that I can make a good amount of money. This is mainly because the business world is the sector that is generating many finances currently.  With innovation am certain that I will be able to help more individuals and be able to maintain by long-term goal of business execution.  The fear of what I do not know yet can prove to be a great disadvantage and   therefore in order to achieve m dreams I have to be fully committed to what I do without fail.  Five years after my graduation I can  see  numerous opportunities  as I   can  begin from where I  am  and develop  my skills to get to where I want in a short while.  With the versatility of skills and  adequate  business  knowledge attained from learning,  I  can be able to get to a much higher position in business  and having  done a god research  of the  available jobs in the market currently in I understand clearly that  I can make good out of these ideas.

The business working industry does not only provide an individual with a good earning but a great opportunity of growing skills (Simerson, 2011).  With this aspect, the industry will expose me to innovativeness which will require me to work with the given pace in order to attain effectiveness. In order to be a firm’s executive, I will require taking management jobs which will work to ensure that my capabilities to lead are developed. In addition, I am necessitated to take accounting and marketing training to ensure that my business stays on the success track.

            References

May, G. L., & Business Expert Press. (2010). Strategic planning: Fundamentals for small business. New York: Business Expert Press.

Simerson, B. K. (2011). Strategic planning: A practical guide to strategy formulation and execution. Santa Barbara, Calif: Praeger.

Wittmann, R. G., & Reuter, M. P. (2008). Strategic planning: How to deliver maximum value through effective business strategy. Philadelphia: Kogan Page Ltd.

TENANCIES

Q 1

Advanced search helps in finding items or meaning of the words in the entire dictionary text. The ability to retrieve the information need is easy as the advanced searches and refined search strategies allow for the search of words that occur near each other. It involves simple steps that are easy to find even when one is new to the world of advanced search (Evans, 2004). It starts with opening the advanced search page which is usually under the search box. It appears at the center of the homepage or at the top of the page. The next easy step is typing in the word or the phrase in the search box followed by clicking on the search. The results of the search are displayed.

The ability to retrieve the information is important to the landlord-tenant relationship as it helps in understanding some of the complex words used in the contract. They are unfamiliar to the tenants in most cases and therefore creates a group for the tenant to know what the words entail as it provides more information in a simpler language that is understandable. They also help in knowing the rights and obligation as a tenant and the duties that the landlords owe in the contract (Evans, 2004).  It outlines the responsibilities of the landlord and the tenant that are around the ground of the property such as the lawns and the gardens. They are also used for notifying the end of a tenancy as well as forms and templates of a residential tenancy agreement (Evans, 2004).

The refined strategies I used for the research entailed first using a credible advanced search. Depending on the state of occupation between the landlord and the tenant I used the country’s name on the search engine in order to remove impurities in the results from other countries in order to come up with the right results. I also used scholarly domains in order to have a refined search strategy as it eliminated the less credible sources. Refined search strategies provide an easy way of retrieving documents of queries promptly in order to provide necessary information that facilitates understanding of tenancies contract. Document retrieval through the search is done through formal statement queries. The informational need arises between both landlord and tenant as it provides necessary information that most clients requires that facilitate a healthy relationship between the two.

Q2

Tenancy in common refers to ownership of property by two or more individuals who may freely transfer their interest and upon death, a tenant does not have the rights to transfer the rights to other or others. Tenancy at will refers to a property owned by an individual who is not the landlord upon which the landlord has the right to terminate a tenancy at free will (Hallenborg & Stewart, 2003). In New York tenancy in common statute states that an individual holds a certain percentage of the property. The law further states that where unrelated individuals own property together and do not state the ownership type then the law presumes a tenancy in common. Statutes of tenancy at will in New York states that where there was a monthly rental agreement the landlord should also provide a notice of the same unless the agreement provides for a shorter provision (Hallenborg & Stewart, 2003). Tenancy in common in Pennsylvania refers to the ownership of property of two or more people who are not formally husband and wife (Bellairs et al, 2002). If a tenant dies the interest passes on to their heir. Tenancy at will statute in Pennsylvania states that an eviction process by the landlord should have 10 days in a notice in order to give the tenant time. This tenancy allows a tenant to take up the responsibility of the property though they have no right to transact on behalf of the landlord (Bellairs et al, 2002).

Reference

Bellairs, T. J., Helsel, J. L., Goldsmith, J. L., Skindzier, J., & Bellairs, H. J. (2002). Modern real estate practice in Pennsylvania. Chicago, IL: Dearborn Real Estate Education.

Evans, E. (2004). Domain-driven design: Tackling complexity in the heart of software. Boston: Addison-Wesley.

Hallenborg, M. A., & Stewart, M. (2003). New York landlord's law book. Berkeley, CA: Nolo.

CONFLICT IN THE WORKPLACE

Causes of Conflicts

Employee conflict in a workplace is a common occurrence that can jeopardize the working environment if they are not resolved. Solving the conflicts is an important aspect of maintaining a conducive working environment. It is wrong to believe that the conflicts will merely disappear as this assumption will simply make this small and simple conflicts grow and turn out to be a major problem (Johnson & Keddy, 2010). Conflicts arise due to different factors which are harmful to the organization and it is, therefore, important for the managers to understand and acknowledge themselves with the common causes of the conflicts in order to find a solution before the problem becomes unmanageable.

Poor communication is a major cause of the conflict amongst the employees. The difference in the communication style and failure to communicate causes the conflicts. For instance, a manager may reassign an employee’s task to a co-worker but then he will fail to communicate reassignment to the employee who was assigned the task first (Johnson & Keddy, 2010). Due to this an employee may feel slighted creating animosity between the manager and the employees. This will result in workplace gossiping lowering employee productivity and morale. The difference in personalities may also cause conflicts as a result of different background and experiences as it plays a role of in determining their personality. A conflict may arise when employees who have a straight forward personality may be seen to offend a co-worker who may not possess such as a trait and lacks authority (Cloke & Goldsmith, 2011).

Differences in value rise especially in a generational gap. An organization has many employees who have different years in terms of age. Young workers may be seen to possess different values compared to the older workers which may result to fail if the workers do not accept their differences. Workers may insult each other experiences and character creating a hostile working environment. Unhealthy competition in a workplace can cause conflicts (Johnson & Keddy, 2010). Salaries linked to employee’s production can cause a strong competition which may make employees sabotage and insult each other. This creates a hostile working environment further discouraging teamwork hence promoting individualism.

Ways to Resolve Conflicts

Communication is significant in any organization. The conflict of communication can be solved when all channels of communication are effective in order to avoid misinterpretation of information. Managers should also ensure that they communicate details pertaining work assignment and reassignment to the employees involved in order to minimize the conflict (Cloke & Goldsmith, 2011). The difference in personality can be resolved through when employees are given a chance to interact with each other and so that they may know how to deal with each other. Training programs will also help the not straightforward employees to raise their issues without being intimidated by others as they will be able to express themselves without fear despite the different background (Cloke & Goldsmith, 2011).

Personal values can contribute positively to the organization if the conflicts have been handled well. The youths in the organization can teach the older works especially on matters of technology and in return, the older workers may teach the younger employees how business is conducted and how to come up with a solution when problem emerge. Healthy competition is important in the organization as it helps employee put their best effort which will increase the company productivity (Cloke & Goldsmith, 2011). This can be maintained when managers try to harmonize the salaries and having proper remuneration to motivate the employees.

In conclusion, it is, therefore, important to resolve the conflicts between the employees so that the organization maybe able to achieve its objective hence more profitability. It is important for the employees to be educated so that they may try to avoid these conflicts so that they maintain a healthy working environment.

Reference

Cloke, K., & Goldsmith, J. (2011). Resolving conflicts at work: Ten strategies for everyone on the job. San Francisco: Jossey-Bass.

Johnson, C., & Keddy, J. (2010). Managing conflict at work: Understanding and resolving conflict for productive working relationships. London: Kogan Page.