Ethical Dilema on Abortion Essay Example | Topics and Well Written Essays - 750 words

Ethical Dilema on Abortion - Essay Example Numerous states in the United States of America have been locked into a fierce debate over the issue of abortion being legalized. However, disregarding the legality of this act, it is essential to focus on the morality of the issue as well. Abortion has many trade-offs that involve a variety of values including a sense of where people come from. While the use of the right to abort can be legalized, the legality of the issue does not hold as much weight since this requires the elimination of some form of human life. Instead, one also needs to focus on the â€Å"ethical dilemma on abortion† (Ethics Score Board). Before understanding the different theories that surround this moral debate, it is necessary that the definition of abortion be stated. The definition tends to include two meanings: to give premature birth before the fetus is able to form a life of its own, which may be because of a miscarriage or spontaneous abortion, and the other includes the woman’s terminatio n of a pregnancy intentionally. Various feminist and pro-choice groups often regard the intentional abortion as a choice that the woman in question can make for herself. The trend for abortion is on the rise, which includes a variety of reasons. Nevertheless, according to a famous philosopher, Judith Jarvis Thomson, every individual has a right to live, and this right is also extended to the fetus. Therefore, in a way abortion is taking away that right. However, what about the right of the woman to control her own body? Hence, this is a central debate (Butts and Rich 73). The paper, henceforth, addresses the various theories that consider abortion as something not morally permissible for a variety of reasons. Analysis of various theories is essential in order to defend this argument. The pro-life view, which is opposite to the pro-choice view (those who support that abortion is every woman’s reproductive right), puts much weight on the fact that the fetus should be understood as a human being. Such groups also state that life begins at the time of conception, which means that killing a living being is murder and morally impermissible. Unless there is harm to the life of the mother, the fetus needs protection. The pro-life view also includes a variety of religious scholars as well, who quote passages from the scriptures to put forth their argument of pro-life. In Exodus 21:12, the verse states that anyone who murders anyone else should also be put to death. The group also considers the abortion of fetus to be included in this, because fundamentally, the fetus has gained life. This is also illustrated in the verse from Luke 1:41 in the New Testament â€Å"the baby in my womb leaped for joy,† which sheds light on the idea that since the baby leaped, it is very much alive (Butts and Mirch 75). And this â€Å"right to live† is also supported by the philosophical stance of Immanuel Kant and the Divine Command Theory. When it comes to understandi ng moral and religious issues, Divine Command Theory is perhaps the best. According to Cowan and Spiegel, the divine command theory is able to â€Å"provide sufficiently clear moral direction and an adequate sense of duty† (qtd. In Dunstan). This theory considers abortion to be against religion and morality because God does not support it, which has been supported by the verses quoted above. Additionally, a situation from the biblical scripture Exodus 21:22-24 has also been analyzed to state that abortion is wrong. The situation included a woman suffering a miscarriage because of two men arguing. Although this was an abortion, the scripture condemns the loss of life because as Cowan and Spiegel say, â€Å"The life of an unborn child is as valuable as that of an adult,† according to Christian belief (qtd. in Dunstan). There are verses which illustrate that life was bestowed on the fetus from the moment of conception, and God has ordained the entire life of that unborn f etus. Therefore, these precious unborn babies also

Xia Qinggao Hsieh Ch'ing Kao Essay Example | Topics and Well Written Essays - 1250 words

Xia Qinggao Hsieh Ch'ing Kao - Essay Example He was very aware of English naval tradition, and sounded admiring of the rescue processes involved in helping those in need on the high seas, and the possibility of punishment for failing to carry out this duty. The tone, while factual, hinted that in China, similar rules for duty to others applied. He perceived that the English were great maritime traders, and by his own travels, we assume that China too was involved in this trade. That is confirmed by the writer's geographical knowledge (not always accurate) and the flags he observed flying from ships at sea; he must have been part of that trading tradition. His comments regarding smallpox quarantine in Portugal, and its purpose in disease prevention, are stated in a tone that allows us to infer that this would happen too in Chinese ports. With regard to the products and manufactured goods for all the countries mentioned, his awareness was based on knowledge, and such goods were more than likely available in China. He sounded impressed by the "fine system of waterworks" in London, and how easily families could access clean water, with a fair method of payment described. Such a facility might not have been freely available to all in China, judging by his tone and interest. He mentioned good routes by land and water in Portugal, good land routes in the Scandinavian countries, and the steamboat in America impressed him. Because he was so knowledgeable about transportation, we can assume that good mechanisms existed in China, though it was unlikely that they had steam driven boats, as his description was rather inaccurate. In comparing climate, he mentioned only Portugal as being colder than "Fukien and Kwangtung", though England and Sweden would have been even colder. This tells us that parts of China were very hot. From his comment on "dwelling houses of more than one story" we can surmise that this was not the norm in China, where traditionally, one-story family dwellings were set around a courtyard with one main entrance gate. The detailed descriptions of clothing, and how it determined social class, suggested that it was very different in style from Chinese clothing, while drawing attention to the differences between what was worn by the rich and poor, similar to such class divisions in China. The European clothes were "tight fitting" at the top, so Chinese clothes must be less so. His comment on the English "Men and women all wear white ordinarily; for mourning, however, black is used." and this links to the idea of white being the mourning color in China. On pointing out that in Portugal, both genders wore leather shoes, he established that this was not the case in China. The loose skirts were different to Chinese female dress, we can surmise by his interest, but the custom of rich young noblewomen learning to sing and dance from an early age seemed to be a familiar practice, by his tone, and was part of Chinese culture. When describing Portugal's royal family structure and succession issues, "the king does not take a new reign title, but follows the

Maternity Article Example | Topics and Well Written Essays - 500 words

Maternity - Article Example The physiological changes in pregnancy also influence the nutrition and pharmacological drugs in pregnancy. The article discusses physiological changes in pregnancy, pharmacokinetics in pregnancy, and the functions of the placenta (Sachdeva, Patel, & Pate, 2009). Pregnant women do not participate in medical trials since drugs taken during pregnancy may affect the fetus in adverse ways. The article notes that a pharmacological treatment is inevitable in pregnancy despite its eminent side effects. As such, the article defines how drugs affect the fetus and the categories of pharmacological drugs recommended for pregnancy by FDA. The categories include A, B, C, D and X where category A is the safest while category X is fatal in pregnancy (Sachdeva, Patel, & Pate, 2009). The article also demonstrates the risk of using social drugs like cigarette smoking, alcohol, caffeine, and illicit drugs during pregnancy (Sachdeva, Patel, & Pate, 2009). Ultimately, the article presents the concerns of using OTC drugs during pregnancy. I think the article is very relevant to the topic of nutrition and pharmacological drugs in pregnancy. Indeed, the article depicts seriousness in addressing the use of drugs during pregnancy by addressing the physiological changes in pregnancy and pharmacokinetics in pregnancy (Sachdeva, Patel, & Pate, 2009). The article confirms that a pharmacological treatment is inevitable in pregnancy despite the significant effects that pharmacological drugs have on a fetus and the pregnant woman. Indeed, the article depicts the significance of pharmacological therapy during pregnancy. Moreover, the article confirms that the placenta plays a noble role in guaranteeing nutrition and fetal and maternal well-being during pregnancy by presenting the functions of the placenta. The article succeeds in showing different categories of drugs and their effect on the fetus. The article is authoritative in that it refers to the recommendations of FDA that

GE case study Essay Example for Free

GE case study Essay GE Oil Gas was established in 2012 when GE Energy was divided into three new business units of General Electric. Prompted by poor financial performance, GE Oil Gas was created in an effort to simplify business and also make General Electric more visible to its shareholders (Working Environment | GE. com, n. d. , p. 1). GE Oil Gas has grown to become one of the key players in the energy sector. Operating in more than 100 countries and employing 43,000 people, GE Oil Gas delivers equipment and services that enable its customers to access and make more efficient use of the world’s energy resources. With a variety of extremely complex technologies fueling numerous industry-milestone projects, GE Oil Gas has helped make it possible to extract reserves in the most remote and extreme locations. One example, the Gorgan Project, is one of the world’s largest natural gas projects and provides energy to most of Western Australia. The Gorgan Project provides insight to some of the staffing challenges facing GE in today’s global and complex energy industry(Introduction Workforce planning in the global oil and gas environment GE Oil Gas | GE Oil Gas case studies, videos, social media and information | Business Case Studies, n.d. , p. 1) . GE Mission and Values Unlike most Fortune 500 companies, GE does not have an official mission statement, rather they represent their mission with the â€Å"GE Works Equation†. As explained by GE, â€Å"We have a relentless drive to invent things that matter: innovations that build, power, move and help cure the world. We make things that very few in the world can, but that everyone needs. This is a source of pride. To our employees and customers, it defines GE. † (General Electric (GE) mission statement 2013 | SM Insight, p. 1). As environmental regulations shift and force the energy sector to evolve, GE is forced to place a large emphasis on environmental standards. The following statement represents GE’s commitment to sound environmental practices. â€Å"GEs unstinted commitment to Environment, Health Safety is a paramount consideration in all its procedural aspects. For, at GE we realize that when it comes to EHS, a clean bill of health is more than a corporate asset; it is a fundamental responsibility to employees and to the environment that we all share,† (Environment Industries | GE Energy, n.d. , p. 1) S. W. O. T. Analysis1 With regards to adequately staffing each position within GE’s complex organization, the following strengths are key to maintaining market share and a competitive edge. †¢Alliances with other strong businesses that are viewed favorably among the masses †¢As a market leader, GE is capable of obtaining the most experienced employees which continue to help GE be a leader in innovation †¢Strong organizational structure and culture †¢Employee base of 323,000 (All of GE) †¢Strong reputation and popular with consumers. †¢Respected Brand Despite having a high market share, GE still faces weaknesses that must be recognized and understood for them to improve their position. They are as follows: †¢GE is 4th highest producer of air and water pollution. †¢History of misleading investors for high returns †¢GE not performing well in Asian Markets †¢Charged by Department of Defense on corrupt practices for jet engine sales to Israel With the energy sector in full speed and booming in most of the world, GE Oil Gas has a vast number of opportunities to improve performance. With an aging workforce, it is critical that GE also capitalize on current opportunities with personnel and training. The following are current opportunities for GE with regards to their workforce. †¢Pursue governmental support (grants/allowances) for training and hiring new employees †¢Focus on corporate social responsibility to gain favor with consumers, potential employees †¢Takeover/Merger opportunities to enter new markets †¢Further utilize RD projects †¢Improve customer service Being such a highly regulated industry, there are a vast number of external threats that face a company such as GE. These external factors need to be recognized and planned for to avoid a disruption in operations. †¢Increased Labor Cost, shortage of skilled workers, and aging workforce †¢Global recession †¢Currency fluctuations due to the number of counties GE is doing business †¢Intense competition in the industry †¢As the 4th largest producer of pollutants, the biggest threat for GE is government regulation on environmental issues Strategy and Organizational Drivers. Workforce planning is becoming more critical for companies such as GE. Workforce planning is essentially a company planning for future labor needs Because operations span across 100+ companies, GE has developed global training centers offering a broad training curriculum to ensure its workforce is abreast to the latest challenges in the energy industry. Despite the shortage of STEM graduates worldwide, GE offers customized leadership programs to younger generations in hopes of developing the next generation of technical experts and managers. Additionally, leadership teams are implemented on most all big projects and are tasked with making key strategic decisions for the organization. At all levels of the organization, those who demonstrate passion and commitment to both high performance and the GE brand can expect to be rewarded with higher positions and more responsibility, Whether it is an HR employee, a scientist, or an engineer, GE seems committed to building and empowering employees(Introduction Workforce planning in the global oil and gas environment GE Oil Gas | GE Oil Gas case studies, videos, social media and information | Business Case Studies, n.d. , p. 2). Improving. The most pressing issues facing GE Oil Gas are the risks of environmental regulation and employing an adequate labor force to cope with the demands of technology advancements. Because of the shortage of skilled professionals, GE should focus heavily on building relationships with the best universities, worldwide, and establishing a presence in the minds of young people interested in STEM careers. GE could begin at even the grade school level by sponsoring science fairs, math and engineering competitions, or any other related activity and provide scholarships to winners. Begin a marketing campaign nationwide that focuses on growing the interest of math and science at a young age. With regards to the environmental issues, strict compliance should be a zero tolerance policy. Bad press can destroy years of good work and potentially cost a company everything. It is vital that companies such as GE are able to adapt to their continually changing landscape, and implement new strategies conducive to growth. In a markets such as oil and gas, it seems like the company that is not growing, is dying. GE has the resources to help ensure they have a future in energy. They must continue to look for initiatives to encourage students to learn about oil and gas. Skilled people are the lifeline of GE.

American Intervention in Soviet-Afghan War Essay Example for Free

American Intervention in Soviet-Afghan War Essay During the Cold War, the United States resolved to take a shot at the Soviet Union by siding with Afghanistan and taking great measures to stop Soviet influence and communist ideology. In 1979, the Soviet Union invaded Afghanistan in an attempt to expand its influence in the Middle East with the absence of American influence. At this point in the Cold War the United States and Soviet Union were more or less at the climax of their dilemma, so the U. S. therefore decided to get involved by fortifying Afghan’s primary rebellious group, the mujahidin. The United States jeopardized homeland security by providing significant support to mujahidin revolutionaries, and in doing so the U. S. helped them hinder Soviet rule over Afghanistan. There are plenty of reasons ratifying America’s lack of foresight and prudence, one being that the state of the Soviet Union was not great as it was. One should take into consideration that the Soviet Union was already in a drastic decline when the United States began to intercede in Soviet-Afghan affairs. Benjamin Frankel, an esteemed writer who wrote an article for History in Dispute, described how there was a prolonged controversy in the Soviet Union on the topic of how to proceed with communist policies (14). Secondly, America already expressed its hard-line policy toward the USSR in a more detrimental way. In 1983, President Ronald Reagan established the Strategic Defense Initiative to protect the U. S. from potential ballistic missile attacks by the Soviet Union. In total, as the ABC-Clio database prescribes in paragraph ten of â€Å"Cold War, 1945-1991†, the USSR spent approximately $80 billion on the Soviet-Afghan War. The fall of the USSR was hastened by its lofty spending on the unnecessary cause. Similar to the economic problems in the Soviet Union, the United States’ actions concerning Soviet-Afghan affairs inflicted great burdens upon the U. S. economy. The United States wasted a substantial amount of money in order to aid mujahidin rebels so they could counteract their Soviet oppressors, but received no compensation in return. As an unknown author from Mount Holyoke College estimates in â€Å"Origins of the Taliban†, the United States lost about $3 billion just on funding these covert ops. The mujahidin and Afghanistan as a whole provided little in return. The mujahidin, for one, only used America for what it provided and discarded the country once transactions were complete. Also, Afghanistan contained insufficient natural resources compared to its Middle-Eastern counterparts. In addition to this action’s negative impact on the U. S. economy, it was also unjustified by the United States’ failure in persuading Afghans to convert to its political viewpoints. The United States did not spread democracy or even impede the Soviet Union’s communist influence on Afghanistan. Instead of acting how it did, the United States should have allowed Afghanistan to develope itself and figure out its own problems to an extent. One sign of progression in the country occurred in the mid-2000s when Afghanistan held its first presidential election. For example, Canada has benefitted by having the foreign policy of isolationism. Shifting back to the mujahidin, Benjamin Frankel describes it, stating, â€Å"Once they helped to push the Soviets out of Afghanistan, they turned their attention to the hated ‘infidel’ West and its ‘satanic’ leader, the United States† (16). Benjamin Frankel went on to speak of how the Afghans were apathetic toward the message of democracy, while they already disdained the ideology of communism (16). These reasons explain why the two parties never became allies and split ways once the Soviets withdrew in 1989. Sometime in the midst of the United States attempting to spread democracy in Afghanistan, the Jimmy Carter regime passed an embargo on wheat and corn against Russia as another attempt to burden the Soviet Union. The Russian Grain Embargo, enacted in 1980, had a negative financial impact on American farmers. This act was drawn up to reciprocate the past ongoing tensions between the United States and Soviet Union which heightened when the United States began to help the mujahidin in 1979. On the subject of U. S. and USSR trade, representative George McGovern stated at a 1980 Senate hearing in paragraph ten on the Annals of American History database that agricultural produce took up 75% of their trade. With this lack of trade, the USSR and U.  S. each deeply suffered. As a result of the Russian Grain Embargo, prices on a bushel of wheat dropped 50? and prices for a bushel of corn dropped 30?. As McGovern later proclaims to the senate in his speech in paragraph nineteen, projected numbers â€Å"do not take into consideration the tremendous increase in cost of production for crop year 1980 for farmers, coupled by depressed markets. † This act, indirectly associated with rising tensions also causing the U. S. to fortify the mujahidin, made live very hard for farmers. The Russian Grain Embargo left a great mark on agrarian society in both the United States and the Soviet Union, but moreso in the U. S. This statement demonstrates the irony behind the embargo. The harm done to the USSR was substantial, though. One may say that the Russian Grain Embargo went with the hard-line policy Reagan put forth toward the USSR, but this argument is invalidated by the financial burdens on America and the Soviet Union. Subsequently in his speech, George McGovern states in paragraph twenty, â€Å"The U. S. omestic blow to the agricultural community can reasonably be concluded to be greater than the one we are delivering, at least in the long run and at least in economic terms. † Plus, Russia was coming off a record low year for crop production, further supporting this act’s injustification. Despite the fact that the Russian Embargo Act was mainly a burden to farm society, it also proved or will have proven to be a burden to other important parts of society. The Russian Grain Embargo also devastated both the United States and the Soviet Union in ways other than agriculturally including everyday citizens. In paragraph eighteen McGovern alludes to his great statistical knowledge, noting that American taxpayers compensated for the debt of the Russian Grain Embargo by paying a sum of $3. 8-5 million. The credibility of the United States as a reliable trade partner skyrocketed due to the embargo. The administration of former President Jimmy Carter probably did not foresee this outcome or even think about it. Another outcome of the act was expanded herd slaughter in Russia. Russians thus consumed bad or in some cases unsanitary meat because of the lack of U.  S. meat shipments. Instead of wasting our time creating unnecessary policies or embargoes or groundlessly creating a powerful Afghan resilient force, the Unites States should have seized other important opportunities. For example, during the period in which the United States sent weapons to the mujahidin, Afghanistan’s neighboring country Pakistan developed a nuclear-weapon program. This is ironic because limiting nuclear-weaponry in any place was apparently supposed to be a chief concern of America, yet we did nothing about it. Pakistan could have shared nuclear secrets with its ally neighbors, thus jeopardizing American security. Benjamin Frankel wrote about the possibility that Pakistan could eventually use their nuclear weapons. In that case, America would certainly regret not committing itself to the issue. Before acting, we have to first ponder all implications – the pros and cons. Either the various leaders of the United States from 1979 to 1989 did not do this or they misevaluated. When a country is already on an nevitable path to its downfall, spending a large amount of money to try to hasten it is unnecessary. Blocking trade to that country is inessential and dumb if all parties involved are negatively affected like in the case of the Russian Grain Embargo. In the end, the Unites States and Soviet Union were burdened by their shortsighted approaches; ergo, we should learn from their mistakes and attempt to fix any remaining consequences. Unfortunately, we may one day have to endure the reper cussions of not taking action if a Middle Eastern country sets off a nuclear bomb.

Leadership and the current leadership approaches

Leadership and the current leadership approaches The literature review will start by a brief definition of leadership and current leadership approach. It also specifies the concept of modern management which will be discussed with directive towards the modern management approach and capabilities. The relationship between the leader and follower will be explained. In additional to that changed nature and perception changed from the modern face of the businesses will be explained. Current leadership, modern management approach and the current practices of businesses in todays market place are defined and the literature will explore how current leadership and modern management are inter-related or overlap; considering the global concept or face of todays businesses. 2.1.1 Leadership: As a Definition In last 60 years, scholars gave 65 different definitions regarding the dimensions of leadership (Fleishman and others., 1991) and also difficult to understand as it depends in which it is classified and perceived. According to Buchanan and Huczynski, (2007), Leadership is symbolized as power, authority and influence. Moreover, the organizations of current business concentrate mainly on the building of team, formation of the networks, and to plan knowledge to achieve a common goal. In the competitive business world leadership seems to be diminishing due to the usage of power and authority when taken in to consideration. In the present trend leader is considered as an individual with the goals and ability to lead the bottom hierarchy to reach the goals of an organization. Another definition given by Northouse (2007) defines leadership as Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. Bass (1990, pp. 11-20) also defined the term leadership as, a process where the leader is at the centre of group change and activity and embodies the will of the group. During the period several scholars gave various theories of leadership and author will explore more about the theory widely accepted and most relevant leadership theories which are adopted by modern business practices. Management and leadership have some common characteristics; leadership has been defined as a process of influence leading to the achievement of desired purposes. Whereas management involves, the efficient and effective maintenance of an organizations current activities, and the implementation of policies (Bush and Glover, 2003), which differentiates it from leadership. The theories of leadership suggest that an effective leader has a great influence on the team and the organizational goals as the behavior of the leader influences the behavior of an individual. Burns (1978) proposed two forms of leadership in particular which compromises transactional and transformational. Transactional leadership focuses on the real motives or goals of the organization, be it political or managerial and concerned about the overall organizational development (Burns., J.M, 1979, pp.11). The transactional leaders and followers exchange of needs and services are to accomplish independence objectives (Ser giovanni, 1991). In transformational leadership, a leader engages with others and creates a connection that surges the level of motivation and morality in both the leader and the follower (Northouse, 2007, p. 176). The transformational leadership theory relates to the intellectual stimulation and charisma of the individual leaders (Bass, 1985). The transformational leaders have the ability to create support for their vision by empowering others to take responsibility and powerfully project it. According to Bennis (1993), transformational leaders penetrate the soul of others and affect their awareness to strive for greater ends. Thus, it is challenging to create a leadership talent pool. Leadership activities can be demarcated, defined or outlined and learning opportunities created. Still certain qualities are specific and needs to be selected into the talent pool and needs development at personal level than professional or technical. There is a growing recognition that there is a need to acknowledge the importance of leadership feature for organizations competitive edge (Gibbons, 1999). It is essential for betterment of the current practices and also for transformation of the organization for the future. This learning is sustained or exists in the organizational processes and systems and not just in individual minds of its members and the leadership that solely relies on the heroic efforts might not be sufficient when changes are required in large systems (James., K, CEML, June 2000). 2.1.3 Current leadership approach According to Perren., L (CEML, 2002), over the recent year there have been seen significant changes in what is required of good leaders. Those organizations will undoubtedly face serious problems in an ever more uncertain future, whose leaders do not respond to these required new ways of working. The Council for Excellence in Management and Leadership (CEML) reveal significant shortages in leadership skills such as: à ¢Ã¢â€š ¬Ã‚ ¢ Creating a sense of vision in a fast changing environment à ¢Ã¢â€š ¬Ã‚ ¢ Motivating people and leading them through change à ¢Ã¢â€š ¬Ã‚ ¢ Being innovative in products and services and ways of working. The best practice case studies highlighted the following six elements of inspirational leadership. They genuinely care about their people, involve everybody, show lots of appreciation, ensure work is fun, show real trust and listen a lot (cited in: Perren., L, CEML, 2002). The table 2.1 reflects that the followers desire in the leaders; views of both exceptional leaders and best practice case studies findings (DTI, December 2003). From the viewpoint of leaders From the viewpoint of followers à ¢Ã¢â€š ¬Ã‚ ¢ Strong communication storytelling and listening à ¢Ã¢â€š ¬Ã‚ ¢ Genuine shared vision à ¢Ã¢â€š ¬Ã‚ ¢ Passion for learning and intense curiosity à ¢Ã¢â€š ¬Ã‚ ¢ Having fun and very energized à ¢Ã¢â€š ¬Ã‚ ¢ Real confidence and trust in their teams à ¢Ã¢â€š ¬Ã‚ ¢ Focus on developing people à ¢Ã¢â€š ¬Ã‚ ¢ Strong self-belief, coupled with humanity and humility à ¢Ã¢â€š ¬Ã‚ ¢ Respect for employees and customers à ¢Ã¢â€š ¬Ã‚ ¢ Committed to giving something back and to making a significant difference à ¢Ã¢â€š ¬Ã‚ ¢ Commitment to developing people à ¢Ã¢â€š ¬Ã‚ ¢ Clarity of vision and ability to share it with their people à ¢Ã¢â€š ¬Ã‚ ¢ Dogged determination and often relentless à ¢Ã¢â€š ¬Ã‚ ¢ Passion for and pride in what they do à ¢Ã¢â€š ¬Ã‚ ¢ Clear standards of ethics and integrity à ¢Ã¢â€š ¬Ã‚ ¢ Very strong focus on priorities à ¢Ã¢â€š ¬Ã‚ ¢ Not afraid to show some vulnerability à ¢Ã¢â€š ¬Ã‚ ¢ Willingness to take risks à ¢Ã¢â€š ¬Ã‚ ¢ Regular use of reflective periods à ¢Ã¢â€š ¬Ã‚ ¢ Almost universal dislike of jargon Table 2.1: Most prevalent leadership characteristics: Source: DTI, December (2003) The top six ranked attributes of a leader include; Enabler, Team builder, Social adaptability, Enthusiastic learner, Reflective and Self-belief. The other attributes include; Visionary, Legacy Builder, Single Mindedness, Opportunity Awareness, Enthuse, Developer, Values Champion, Consistent, People Champion, Customer Champion, Self-reliance, Proactive and Knowing what works. Three quarters of followers want their leaders to create and demonstrate trust, vision and respect. Particularly the middle and junior managers are dissatisfied with the remoteness of the top management (DTI, December 2003). To understand the relationship between the leader and follower in an organization, it is must that to understand the word follower. In this research follower refers to those who report to a leader in an organization and follow their viewpoint for achieving the goals for their organization. It is an interesting topic to read and find out how leaders and followers are associated to each other in the leadership process which can be a relationship between superiors and subordinates. Leaders need followers, and followers need leaders (Burns et al, 1978, cited in: Northouse, 2007, pp.3). The whole responsibility and burden is on the shoulder of the leader even though there is a strong relationship between leader and follower. Leader is responsible to motivate the subordinates and achieve the organizations goals. According to Buchko., A.A, (2007) indicates that research suggests that the values of a leader are of significant importance while they are also inherited by the subordinates and t he leaders who exhibit a well built value-based behavior of management which tends to inculcate the similar behaviors in their subordinates. The values refer to the similar design and the belief among the people which bind them together in an organization and the common values inherited in an organization which are named as the core or of the inherent values and how they are exhibited has a unique influence on the execution of the firm is represented in diagram 2.1 (cited in: Buchko., A.A, 2007). Consequently it can be said that the strong leadership qualifications and potential have a great impact on value-based management and the total firm execution. Figure 2.1: The relationship of organization values to performance Performance Market share Products Services Business Processes: Marketing Operations Finance Investment Logistics Service Administration Etc. VALUES People: Behaviors Decisions Creativity Source: Buchko., A.A, (2007), pp. 38 Research suggests that the efficient leaders are those people on the basis of which the followers respond to the leaders who tell them that their work is their first priority. To maintain the followers in motivated path and get them involved in era of change, it is critical that the leaders must create a culture in the organization which stimulates the fun at work apart from execution (DTI, December 2003). One of the research on the soft approach of qualifications of leader (Crosbie, R., 2005) indicated the following 8 unique qualifications of leaders: collaboration/ teamwork; communication skills; initiative; leadership ability; people development/coaching; personal effectiveness/personal mastery; planning and organizing, and; presentation skills Leader must also be able to develop collective self confidence, give voice to all people, and view leadership as learning. The idea of leadership just being about having a vision, aligning and selling it to people is a bankrupt idea (James., K, CEML, June 2000). This is supported by Edge (2007, pp. 039), suggesting that in todays business organizations the work of leading and managing potentially involves multiple leaders including individuals who have not had any formally designated leadership and management positions and does not just include the CEO or leadership teams. 2.2.0 Endeavour to relate management and leadership skills, capability and abilities In this research modern management has to be defined to link between management and leadership attributes. In modern times management and leadership are inter-linked, therefore it is must to have knowledge about management and leadership skills, capability and abilities and both are required in modern managers and leaders. So, it is important to examine and investigate the existing literature on these attributes. 2.2.1 Modern management approach In modern era of management, the directors should have a complete understanding of leadership because it is one of the independent activities important to influence one of the four functions basic managerial functions apart from planning, organizing and controlling. Leadership was considered qualification for a success of organization and along with the rise in technology and the international business, leadership is given more preference. In todays business world manager requires more skills apart from management skills (Certo, 2003). Weekes, S (2007), supported and also suggested to apply the significant changes so that individuals at all the levels have a capability to make decisions and become future leaders. To achieve the organizations success the executive has to understand the difference between managing and leading and also combining them when needed. Weekes recognizes that the combination should show a calculated focus on the process of organization (management) with the tr ue concern for the workers (leadership) (The Edge, 2007, pg. 026). 2.2.2 Defining management skills Decision making is one of the prime factors in management includes capacity to explore and identify opportunities to make use of resources efficiently. The principal elements included in management and leadership practices include managing people, process, structure, strategy and innovation. Critics also argue that managers need to have shift management capabilities from risk averse, hierarchical approach towards the approach that is more people oriented. It is also associated attributes such as inspiring, developing talent and performance management by providing clarity (IES, 2006). Other skills like organizational skills and technical knowledge which are also defined in literature (Tamkin, P., and Denvir, A, 2006) are depicted in table 2.2: Table: 2.2 Skills needed by todays managers Creativity and the management of change: Robert Chia (1996) strongly argues the need for managers to develop entrepreneurial imagination. Innate factors: According to Mabey and Thomson (2000); the most important factors in making an effective manager are experience, personality and inherent ability. Beech (2003) also strongly supports this. Soft skills: Mabey and Thomson (2000) suggest that the skills most needed in this century are the softer skills leadership, team working, people management and customer focus. Generic Skills: According to the Council for Administration management skills are considered as a specific category of generic skills. They support that the management skills are no longer constrained to Managerial occupations. Customer Relations: Chartered Management Institute concluded in the survey that customer relations are rated as the most important determinants for organizational future success by the managers. The need to manage change: According to Winterton et al., (2000) new management development activities are required for need to manage change. Leadership and strategic thinking: According to Kettley Strebler (1997) senior managers need to think strategically, analyze information, solve problems and make decisions. Source: (Tamkin, P., and Denvir, A, 2006) 2.2.3 Management and leadership capabilities The core areas of capabilities development in management and leadership by the modern professionals, who are responsible to both their staff and people who rely on them for services, has been shown in Table 2.3: The author argues that the below mentioned skills and capabilities required in managers cannot be achieved unless a communication channel with followers is developed by a manager. The key skill of communication is to link all these areas and the ability to engage people is the area of critical success regardless of the area of endeavor (CEML, April 2002). Also, there is an increasing complexity in todays businesses and poses multiple challenges which requires both management and leadership skills (ibid). Table 2.3 Capabilities required in managers Leading Strategic Direction: This includes capability to match the external threats and opportunities with internal strengths and weaknesses. Also, includes potential to act as catalyst for strategic decision making, quality and innovation. Managing Client/Customer Relations: This suggests a clear understanding of who the customers or clients are and what they want? About their environment and what will make them happy and satisfied with the services. So, it includes delivering a quality service, relationship building and ability to measure effectiveness and satisfaction. Managing and Leading People: It includes elements such as developing shared values and inspiring shared vision. Supporting and developing teams and individuals and optimizing diversity and talent. It includes the performance management capability of effective delegation such as, setting clear objectives, reviewing achievements, giving feedback and recognition. Making it Happen: It includes operational planning, resource management, project management, operational planning and continuous process improvement. Source: CEML (April, 2002) 2.2.4 Management and Leadership Abilities In competitive world of business managers has to face multiple challenges which require both management and leadership skills. In large organizations, there are many pressures on managers to perform and to be accountable for multiple stakeholders. For efficient running of an organization executive has to motive, inspire and also guide their vision fits with both the interests of other stakeholders and the reality of the changing world. The management competence and leadership abilities previously were limited to needs such as abilities to inspire, motivate and enable people to do things differently to achieve newer levels of performance and customer satisfaction which in turn resulted in lacking of managers and leaders for the modern organization. Figure 2.2 (For detailed figure refer appendix C) depicts the Management and Leadership Abilities Framework, which clearly highlights the crucial combination of people abilities, task abilities and thinking abilities that lead to excellence in management and leadership in an organization (CEML Final Report, 2002). Figure 2.2: Management and Leadership Abilities Framework Source: CEML Final Report (2002), pp. 11 Thinking abilities are represented by thinking strategically. Task abilities include the abilities to manage information, manage resources and manage activities and quality. People abilities include the abilities to manage relationships, manage self, manage and lead people and lead direction and culture (Perren, L. and Burgoyne, 2002). Management and leadership are the key factors for the success of an organization and complement each other (Darling et al., 2007) and can be seen as two overlapping functions. The fundamental differences between management and leadership are: Managers administer; leaders innovate. Managers maintain; leaders develop. Managers control; leaders inspire. Managers are short-term oriented; leaders long-term. Managers ask how and when; leaders ask what and why. Managers typically imitate; leaders originate. Managers accept the status quo; leaders challenge it. Managers do things right; leaders do the right things (Darling., J.R and Nurmi., R.W, 2009, pp. 206). In spite of the fundamental differences as quoted above which reflect on the differences in types of personality; it does not specify which one is better than the other because the two sets of functionalities are necessary for the good execution of an organization. In the order with the expertise in the two paradigms that an individual must develop, learn and consolidate the attributes which were not inherited in basic personality (darling., J.R and Nurmi., R.W, 2009). 2.2.5 Benefits of leadership and management skills in managers A good leadership and the management are the primary basis for delivering services, quality of execution, investment and productivity obtained in the public and private sectors. The principal elements included in management development considers: existence of education and qualification, formal and informal training, job based learning or experience personal factors or motivation and engagement (Tamkin., P and Denvir., A, 2006). A better execution of organization due to the good management would carry out to: Managers with better skills who can be associated with greater innovation, performance, business growth and also higher survival levels of business. Managers with better skills to implement better management practices, i.e. good quality processes, RD activity and people management. This would be associated with better performance. Recognition of higher level of skills by labor markets would lead to better managers receiving higher salaries, being promoted more and less likely to face unemployment (ibid). The executives also show the capacity to adapt to change constantly and to fast mobile environment of businesses and in this manner they carry their people with them by the process of the change. Several benefits include (EFQM, 2003): Clarity of purpose and direction within the organization. A clear identity for, and within the organization. A shared set of values and ethics. Consistent and role model behaviors throughout the organization. A committed, motivated and effective workforce. Confidence in, and within the organization even in turbulent and changing times In the present literature review it is obvious that a true mixture of skills, capability and ability is the need for the hour of the modern directors to be good leaders. So at this stage it will be interesting to study the nature of the modern business. 2.4.0 Comparative quality and performance of UK management The IES (Tamkin et al., 2006) explored the quality of UK management both within UK as well as the non-UK multinationals. The negative aspect was that the UK managers are risk reluctant and unwilling to treat the poor execution or conflict and are overly hierarchical. Positive side they were sensitive and entrepreneurial. It was seen that one-third of managers and half of the juniors managers evaluated the quality of leadership; particularly inspiration as poor in their organizations with development of leadership given a low suitability by employers. Research suggests that employee view about their manager reflects on their attitudes towards work and the fact results of businesses. According to Rucci et al. ,1998; Barber et al. ,19992 ; Purcell et al. 2003; there is a growing importance of managers role in motivating staff (cited in: DTI, 2003). It was noted that UK companies are less strategic and less forwards focused. The established companies always seek for empowering, energetic and people focused managers. On the other hand it is seen that the problem is with the lack of vision and strategic direction in the organizations rather than the possibilities of management in UK and consequently it is question of leadership rather than direct management (Tamkin., P, Mabey., C and Beech., D, April 2006). It has been argued by Darling., J.R and Nurmi., R.W (2009) which until recently it was thought that top level management should only work on the strategies and leadership was considered as part of skills in the middle-managers and the supervisors. They propose that it is now clearer that to successfully delegate and apply the strategy; not only the middle-managers and supervisors but also top management are necessary to explain leadership skills since they discover the strategy and constitute the essence of its existence. Thus, it is accepted, is carried out and well understood that planning and implementing a strategy are not two separate enterprises and they tend to over-lap organizationally (ibid). Survey of followers at various levels of management functioning in the large variety of organizations in UK confirms that the todays labour is sophisticated, informed and diverse than before and so people are still looking for an organizational leadership which is different and better. Research suggests that the organizations did not evolve effectively to satisfy the needs of todays high performance workplace. Existence of an excessive command, control and bureaucracy behaviors in UK organizations which result in inhibition rather than improvement of the organizational performance (DTI, December 2003). With the issues of management and leadership; it is discussed that UK companies are less advanced in context to creating a progressive structure for the development of management and also in linking HR practices to the business strategies. The organizational culture becomes less flexible while companies are becoming more established and developed further. One requires it for them to ev oke their drive and dynamism (Tamkin., P, Mabey., C and Beech., D, April 2006). So, it can be suggested that there is an urgent need to develop the management and leadership skills in the organizations in order to meet the demands of current business environment. 2.4.1 Management and Leadership development (MLD) and its context in an organization An effective and competing business response is to create new business structures (Tamkin et al., 2006) and the essential key with this is to discover how to do; which again places more requirements on managers. Porter and Ketels (2003) proposed that to succeed with the strategies of company towards higher level of innovation, goods and services; change in point of view is must. It is also essential for the managers and leaders to distinguish between the task leadership and the process leadership (Rees., W.D and Porter., C, 2008). They stated that if task is too complicated and the leaders become too much implied with task and neglects leadership process; it can have poor consequence in group performance. In order to achieve this distinctive quality of a leader; the individual needs to gain some experience. Consequently, in an organization the managers cannot begin their careers at senior levels undertaking strategic responsibilities; with the difference of the directors for which th e route is much of clairifiant with the role and the sets by convention definite of responsibilities. But even for managers at the entry point is as specialist and then they progress in their career undertaking managerial responsibilities later (Rees., W.D and Porter., C, 2008). So it is understood that the excellence of an organization depends on the leaders who have the uniformity in their execution and vision. The leaders at various levels in such organizations combine and they motivate and inspired their employees as well in the organization towards the model behavior by excellence, performance and role model behavior (EFQM, 2003). As also indicated by Darling., J.R and Fischer., A.K (1998) that at a multinational firm the management team is mainly enhanced by each individuals interactive style which can together affect the collective achievements and individual accomplishments. The EFQM model as shown in figure 2.5 (cited in: Augustus, E.O et al, 2005), highlights the other crucial aspect of leadership such as; people management, policy and strategy, performance management that includes people, customer and social results (Armstrong, 2006, pp.124) other than a process to achieve results. Fig. 2.5 The premise undermining strategic quality management, TQM and EFQM Excellence Model Source: Augustus, E.O et al, (2005) and EFQM, (2003) Effective leadership management teams are integration of four styles of behavior known as; Relater, Analyzer, Director and Socializer in each individual. Thus, leadership skills and capabilities are essential in every management workforce than just one or few individual who head the company (Darling., J.R and Fischer., A.K, 1998). Although management and leadership are now considered on current basis of similar structures and even to a large level as interchangeable but at same point of time Darling, J.R and Nurmi., R.W, (2009) argue that these two organizational roles are distinguishing responsibilities. They propose that management positions includes responsibilities that come with the particular position in an organization and managers must essentially have managerial competencies such as lawyers, doctors, artists etc. leadership refers to the personal skills and abilities such as vision, communication and influential aspects of their capabilities. Despite these differences; Darli ng., J.R and Nurmi., R.W, (2009) support the fact that combination of these two roles is beneficial and valuable (Collins and Porras, 2002) for the success and development of a firm. On the other hand Svensson., G and Wood., G (2005) argue that even though it is favorable to have effective leadership in management that characterizes higher degree of skillfulness but in minor or major level the coincidence of timely precision at the right place, right time rather than skillful leadership; is responsible for the success of an organization. It was also supported by Rees., W.D and Porter., C, (2008) suggested that the effective leadership and management engage a commitment to set appropriate skills that match with situations. Understanding the requirements of leadership in a particular circumstance can help people adapt to the changing situation, but not necessarily it could be in a significantly different situation where the ability of people to adapt may be restricted. Therefore, they suggest that however some skills can be developed but it is unlikely to develop the skills which are consistent with the basic personalities of people aspiring to be leaders. At the s ame time, the generic qualities which are associated with leadership and also abundant to expect all these qualities in one individual are quite unrealistic. With all these issues the individual must have specific expertise which further adds on to the problem (ibid.). Borgelt., K and Falk., I (2007) suggests that the effective leadership is based on the collective leadership intervention and not on attributes in a single leader to achieve organizational goals. Falk (2003) supports this by stating that the attributes or qualities of an individual leader are necessary but for an effective leadership it is not sufficient. So Borgelt., K and Falk., I (2007) suggest that effective leadership occurs through a more strategic approach towards management and leadership as shown in figure 2.6 that includes four stages namely; trigger stage, initiating stage, developmental stage and lastly management and sustainability stage. Figure 2.6: The design of effective leadership interventions Source: Borgelt., K and Falk., I (2007, pp. 126) Cook, P (2006) argues that, for the management and leadership development (MLD) the employers responsibility becomes increasingly crucial factor and many organizations are now taking responsibility for developing the necessary leadership skill needed in their managers more proactively. Author suggests that to gain a true value of MLD, each organization performance index in harmony with the needs of that firm. According to which the company can analyze various factors such as; what needs improvement? How to evaluate the improvements been made? Therefore, following these principles to enhance or incorporate the MLD; can be a valuable investment for the organization. 2.5.0 Summary In the literature the author has delve into the most relevant leadership theory of 21st century which is flip-flop approach of leadership. The general leadership means of arriving with key leadership skills as noticed by the followers and by different scholars has been deliberated. The essential business leadership and management abilities have been investigated. The passages of modern businesses have been investigated t

The Joy of Soy :: Argumentative Health Diet Essays

The Joy of Soy In Chinese, the word for soybean is ta-tou, which translates, "greater bean" (Simmons 1991). Many Americans who are trying to make changes in their health are beginning to agree with this definition. Soybeans are becoming a legume of the future. SOY - CAN IT SURVIVE THE HYPE? Scientific research has discovered that adding soy foods to your diet can dramatically improve your health (http://www.ncw.net/alpha/pam5.html). People that incorporate soybeans and soy products into their diet have been shown to live healthier lives. The substitution of soy proteins for animal proteins in the diet can have dramatic affects on a person's health, though many Americans have not yet discovered the use of soy in the diet. The most common form of soy protein is derived from "white flakes," that are made by dehulling, flaking, and defatting soybeans by hexane extraction. These flakes contain 50-54% protein, and these flakes can be extracted to produce soy concentrates containing 65-70% protein (Lusas, l995). Soybeans, which were originally brought to the United States by Chinese immigrants, were discovered by Dr. John Henry Kellogg, who first used the soybean to develop a substitute for the traditional bacon and egg breakfast. He was also the first to develop meat substitutes and soymilk made from soybeans (http://www.vrp.com/soy.htm). The soybean is naturally rich in phosphatidycholine, which is an important component of the cell membranes and also an efficient delivery system of nutrients (http://www.eastcoast.com/freelife/product.htm). Recently, the soybean has undergone a transformation from food to medicine (http://www.vrp.com/soy.htm). THE PRODUCT Dr. Earl Mindell's company, FreeLife, has produced a line of soy-based health supplements that combine the soybean and the Japanese Grape Seed. These products are composed of Dr. Mindell's homemade Ultra Soy Complexes as well as a variety of other vitamins and minerals. These soy-based supplements are advertised and marketed on the internet; designed to catch the eye of the health-conscious reader. Dr. Mindell has hundreds of advertisements, and even his own home page. The first thought that comes to mind when reading these advertisements is, "Why should I believe this and switch my diet to a soy-based diet?" While the effects of Dr. Mindell's products may be slightly exaggerated, there may actually be more to a soy diet than many Americans would like to admit. Dr. Mindell's soy products must each be examined separately in order to discern the true effects of the product on a person's diet. The Joy of Soy :: Argumentative Health Diet Essays The Joy of Soy In Chinese, the word for soybean is ta-tou, which translates, "greater bean" (Simmons 1991). Many Americans who are trying to make changes in their health are beginning to agree with this definition. Soybeans are becoming a legume of the future. SOY - CAN IT SURVIVE THE HYPE? Scientific research has discovered that adding soy foods to your diet can dramatically improve your health (http://www.ncw.net/alpha/pam5.html). People that incorporate soybeans and soy products into their diet have been shown to live healthier lives. The substitution of soy proteins for animal proteins in the diet can have dramatic affects on a person's health, though many Americans have not yet discovered the use of soy in the diet. The most common form of soy protein is derived from "white flakes," that are made by dehulling, flaking, and defatting soybeans by hexane extraction. These flakes contain 50-54% protein, and these flakes can be extracted to produce soy concentrates containing 65-70% protein (Lusas, l995). Soybeans, which were originally brought to the United States by Chinese immigrants, were discovered by Dr. John Henry Kellogg, who first used the soybean to develop a substitute for the traditional bacon and egg breakfast. He was also the first to develop meat substitutes and soymilk made from soybeans (http://www.vrp.com/soy.htm). The soybean is naturally rich in phosphatidycholine, which is an important component of the cell membranes and also an efficient delivery system of nutrients (http://www.eastcoast.com/freelife/product.htm). Recently, the soybean has undergone a transformation from food to medicine (http://www.vrp.com/soy.htm). THE PRODUCT Dr. Earl Mindell's company, FreeLife, has produced a line of soy-based health supplements that combine the soybean and the Japanese Grape Seed. These products are composed of Dr. Mindell's homemade Ultra Soy Complexes as well as a variety of other vitamins and minerals. These soy-based supplements are advertised and marketed on the internet; designed to catch the eye of the health-conscious reader. Dr. Mindell has hundreds of advertisements, and even his own home page. The first thought that comes to mind when reading these advertisements is, "Why should I believe this and switch my diet to a soy-based diet?" While the effects of Dr. Mindell's products may be slightly exaggerated, there may actually be more to a soy diet than many Americans would like to admit. Dr. Mindell's soy products must each be examined separately in order to discern the true effects of the product on a person's diet.