Literary Analysis of Adventures of Huckleberry Finn Essay Example for Free

Literary Analysis of Adventures of Huckleberry Finn Essay In Huckleberry Finn there are several themes. There are themes of racism and slavery, civilized society, survival, water imagery, and the one I will be discussing, superstition ( SparkNotes Editors). Superstition is a belief or practice resulting from ignorance, fear of the unknown, trust in magic or chance, or a false conception of causation (â€Å"Merriam-Webster†). Superstition was a very popular theme in Huckleberry Finn that you saw throughout the story. Huck was somewhat superstitious, but Jim speaks a wide range of superstition and folk tales. In the story it makes Jim seem as if he is unintelligent, when really his superstitions and beliefs come true and shows he is a wise person. At first, Huck thinks Jim’s superstitions are foolish and silly, but he eventually starts to appreciate Jim’s outlook and knowledge on life. Jim’s superstition was accepted as social teachings as well as being the adult figure in Huck’s life (SparkNotes Editors). One of the first times I saw superstition in the story was Huck’s superstition of bad luck. â€Å"Pretty soon a spider went crawling up my shoulder, and I flipped it off and it lit in the candle; and before I could budge it was all shriveled up. I didn’t need anybody to tell me that was an awful bad sign and would fetch me some bad luck, so I was scared and most shook the clothes off me. I got up and turned around in my tracks three times and crossed my breast everytime; and then I tied up a little lock of my hair with a thread to keep witches away ( Twain 110). † Another time Huck’s superstition of bad luck was shown in the story was when he accidentally spilled salt at breakfast. â€Å"One morning I happened to turn over the salt cellar at breakfast. I reached for some of it as quick as I could, to throw over my left shoulder and keep off the bad luck, but Miss Watson was in the ahead of me, and crossed me off ( Twain 117). † Because Huck was not able to throw the salt over his shoulder, he was very worried and nervous all day because he knew he would encounter bad luck sooner or later. The first time Huck went to get superstitious advice from Jim is when he went to ask Jim when his father would be returning in his life. He had already seen his father’s tracks in the snow and knew he would be coming real soon. He wanted to know what his father was going to do and how long  was he going to stay. Huck heard Jim had a hair ball that was taken out of a stomach of an ox, that he used to do magic with. The hair ball supposedly had a spirit in it that knew everything. The hair ball told Jim about Huck’s father and Jim told Huck, â€Å" Yo’ ole father doan’ know, yit, what he’s a-gwyne to do. Sometimes he spec he’ll go ‘way, en den agin he spec he’ll stay. De bes’ way is to res’ easy en let de ole man take his own way ( Twain 119). † He then began to tell Huck his father had two angels over him. A white, shiny angel that tells him to do right and a dark angel that tells him to do wrong. He told Huck that he also has two angels over him that does the same, and that nobody knows which one is going to get you in the end. This part of the story showed me Jim wasn’t as foolish and stupid as everybody thought he was, he was actually wise. That night when Huck returned home his father was waiting for him in his bedroom. Once Huck ran away to the island and found Jim ran away too and they discovered the dead man, who happened to be Huck’s father, Huck wanted to discuss the dead man but Jim warned him it was bad luck for them to talk about a dead man. â€Å" He said it would fetch bad luck; and besides, he said, he might come and ha’nt us; he said a man that warn’t buried was more likely to go a-ha’nting around than one that was planted and comfortable ( Twain 139). † Huck thought Jim made sense and respected him enough not to bring it up again. Huck then brought up to Jim, when he found the snake-skin the other day, Jim said it was the worst bad luck to touch snake skin. Huck did not believe they would experience any bad luck because they had experienced so much good luck with finding the house with all the goods and money they came across. Jim told him not to speak of it and he said the bad luck would still come, and it did come later that week. Huck decided to play a trick on Jim and put a dead rattlesnake in Jim’s blanket to scare him. When Jim laid down that night the snake’s mate was in his blanket and bit Jim on the heel. Jim was sick in bed for four days and Huck never told him he was the one who played the trick on him. He swore to himself he would never pick up a snake skin again, and Jim said to Huck maybe he would believe him next time and there might still be some bad luck to come. The theme of superstition in The Adventures of Huckleberry Finn is related to hope and fear. Jim’s hope and fear was that he would finally be free and his fear was that he would be captured and forced back into slavery. Huck’s hope was that he would be able to live his life without having to be in fear of his father and also that he would not have to live a â€Å"sivilized† lifestyle with the widow and Miss Watson. Everybody has hope and fear about something, and deals with it differently. Jim and Huck dealed with it by believing in superstition. Work Cited Page Twain, Mark. Adventures of Huckleberry Finn. The Norton Anthology American Literature. Seventh Ed. Vol. C. Nina Baym. New York: W. W. Norton Comapny, Inc. , 2007. Print. SparkNotes Editors. â€Å"SparkNote on The Adventures of Huckleberry Finn. † SparkNotes. com. SparkNotes LLC. 2002. Web. 5 Feb. 2011. www. merriam-webster. com/dictionary/superstition. Merriam-Webster. Merriam-Webster, 2011. Web. 5 Feb 2011.

Nature and Causes of Resistance to Change

Nature and Causes of Resistance to Change However there are general points that can be made about the concept of organisation change. Before change take place organisation should know some key factors such as; how much change is needed? How much time is required for change to take place? When should change take place? Who should be key performer in change process? And what role should they have? Who benefits from change and harms from it. There are mainly two forces which puts organisation to change; external and internal. First lets took at external forces: Changes in demand for the organisations product or services for example new trends in market place, change in customer preferences, government legislation Aggressive tactics of competitors for example developing an advantageous improvement in product or in service. Arrival of newcomer with advance and low-cost product or service. Takeover of business by more power full organisation Merger and aquitation Change in supplier Change in terms of trade example currency exchange rate, tariff etc Fail to requite skill employees Change in technology available for business in term to more profits. Change in government rules for example taxation, new budge, new labour law The impact of these external forces in terms of change might differ; depending on organisation and industry in which they compete. For example supermarket Retail Company like TESCO and ASDA will give more important to its competitor. While banking organisation like HSBC or Barclays will immediately respond to economic condition or change in government rule. Internal forces which should in theory be more predictable indication of change are as follows: Planned changes in strategy as result of new mission and goals. Sometimes depends on external consideration. Efforts to introduce cultural change for example change in management style, collaborative working. Change in production methods to improve and make better use of resources. Need to improve quality of products or services. For launching new product or services developed by research and development or sales or marketing department. Need to improve standards or services for dealing with suppliers. Need to deploy human resources where they are most effective. Need to Change or upgrade information technology. Dealing with these external forces of change management have plane how they will respond to them. Some potential changes are being declared well in advance and in these cases planning is taken care proactively. Other general issue concerning organisational change include resistance to change the use of key individuals as change agent and cost of implement change. It is important that managers planning changes should acknowledge that some resistance will be unavoidable. All change will incur some direct cost an example of this is equipment cost, relocation cost, recruitment cost, and possible redundancy payment. Apart from this there will be indirect cost like communicating change to employees, providing appropriate training and temporarily redeploying key managers and staff on the projects. Resistance to change: There is not much point in change in change for changes sake. Most people need to be persuaded of need to change. Some people fear it. The reality is that ever human grouping has some forces within it which keep it together and provide it with stability and other which provide it with reason to change or adapt. Kurt Lewin1 illustrated the dilemma neatly with his classic notion of force field theory. This theory suggest that all behaviours is the result of equilibrium between two set of opposite forces what he calls driving forces and restraining forces driving forces push one way to attempt to bring about change; restraining forces push the other way in order to maintain the status quo. Generally speaking human being tends to prefer to use driving forces to bring about change. They want win by exerting pressure on those who oppose them but as Lewins model suggests the more one side push the more other side resists resulting in no change. The better way of overcoming of it is by focusing on the removal, or at least weakening of objection and fear of resisting side. Thus the initial policy should not be how we can persuade them of our arguments for change? But rather what are their objections and how we can deal with them? Lewin developed three-stage approach to changing behaviour which comprises the following step: Unfreezing existing behaviour: gaining acceptance for change. Changing behaviour: adopting new attitudes, modifying behaviours this is mainly done by change agent. Refreezing new behaviour: that is reinforces new patters of thinking or working. The unfreezing stage is aimed at getting people to see that change is not only necessary but is enviable. The change stage is mainly a question of identifying what need to be change in peoples attitude, values and action, and then helping them to acquire ownership of the changes. The role of change agent who is the main person responsible for helping group and individual to accept new ideas and practise is important at this stage. The refreezing stage is aimed at consolidating and reinforcing the change behaviour by various support and mechanisms like encouragement, promotion, participative management and more consultation. Now let look at kotters2 theory about. John kotter a professor at Harvard business school world-renowned his eight step change process in his 1995 book leading change which are as follows: Create and sustain a sense of urgency about the future. Create and empower a leadership team a guiding of coalition. Developed an end goal, vision and strategy to achieving. Constantly communicate new vision and set out what change in behaviour are required. These are four stages are intended to help deforest hardened status quo. Empowering employees to help change happen by removing obstacle such as restrictive organisation structure, lack of necessary skills, inflexible managers and unimaginative reward system. Generating some benefits in short-term so that people can see some tangible improvements on the way to achieving the goal. Consolidating short gain and producing more change by continuing the action taken in stage five, introducing new projects and bringing in more people who are committed to the change that are sought. Embedding the new approaches in organisation culture so as to avoid eventual regression into previous practice. This implies adapting the culture from some earlier model and being prepaid to adapt again the change. INTRODUCTION The change in an organization is important to stay in the competition between the competitors in the business. Change is an inescapable part of social and organizational life. The concept of change in organization may be wide change or small change. Small change in organisation may be like adding new persons, modifying a program wide. Wide changes will be like lay offs, mergers, new technologies and collaboration with a major company. The Nature and Cause of Resistance of Change Employees can also resist change because they will find some new technology and program to learn and there will be new challenges to face and achieve new goals, but rather they will have fear of unknown future and about ability to adopt it. (De Jader 2001) Argues that Most people are reluctant to leave the familiar behind. We are all suspicious about the unfamiliar; we are naturally concerned about how we will get from the old to new, especially if it involves learning something new and risking failure. FORCES (SOURCES) OF CHANGE An organization can have many different forces for change its organization. Awareness of these forces will be helpful to the managers to change their organization by implementing these changes accordingly in time. There are both external and internal forces which are discussed hereunder:- External Forces External forces for change will be originated outside the organization these force of change may have global effects, because organization generally have an external change when they are eventually find that they are running or going out of business. There are basically four key factors for an external change which are discussed below:- Demographic Characteristics The manpower plays a vital role in business. It is like the essence of business while managing effectively in varied work force. This manpower is very varied. Because of the above the establishments have to manage more efficiently in order to receive involvement and dedication to the work from the workforce.- Technological Advancements As the technology is rapidly changing from day to day, they are new innovations, applications which will make the work quiet easy. It is very important to many organizations to use technology and its applications as a means to improve productivity and market competitiveness. Both manufacturing and service organizations are increasingly using technology. The best Example is most Banks in Tanzania using Automation Teller Machine. Social Factor Mostly all the factors of the change factors of the involves in the public around. Change in the technologies is socially good if the technologies are developing the surroundings. The change can bring the whole turnover of the company but it can happen only with the support of the employees. Unless there is a co operation from the previous employees there may not be any use in the change of management. So change in management first step is to gain support and co operation from the employees is being affected by this. If there is no support then it will be a high risk in change of management. Political Pressures Substantial changes can also be a force due to political events. For example, the shift from socialism economy to liberalization of economy in Tanzania created many new business opportunities. Although it might be difficult for an organization to predict change in political forces, many organizations hire lobbyists and consults which can be helpful in detecting and responding to social and political changes. Internal Forces Human Resource problems/projects Human Resource is another area where an organization can change inside the organization. The management has to decide the change of skill-level of its workers and need to change the level basing on the performance of the workers. Perceptions and expectations, attitudes and values are also a common focus on organizational change. These problems derive form employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is also a symptom of an employee underlying problem which should be addressed. Absence of employees in a high level and turnover may also be a force for a change. Organizations can respond these kinds of problems by various approaches like, by implementing reasonable job previews, by reducing the role conflict of employees, burden and uncertainty and reducing the stress of the employees. Anticipation from the employees participation and suggestion for a positive change. Managerial Behaviour/Decisions Interpersonal conflicts between managers and their subordinates is also a sign where change is needed. Behaviour of the employees or managers inside the organization is very important in the organization where managers and their team are directly related to the organizational value. In such cases both manager and employee need interpersonal training or they have to be separated. Managers with leadership qualities and taking the appropriate decisions inside the team are one of the solutions for this kind of problem. Resistance To Change In todays economy, change is all-pervasive in organizations. It happens continuously, and often at rapid speed. Because change has become an everyday part of organizational dynamics, employees who resist change can actually cripple an organization. (Mullins, 2005). Resistance is a compulsory response for any major change. Individuals will rush o defend their status quo if they feel their security or status is threatened. Resistance may be the conduct which may serves to maintain the status quo in the face of pressure to alter the status quo. Individuals are not ready to resist the change, but rather they may be resisting the loss of status, loss of pay and comfort. Why People Resist Change in the Workplace Now-a-days all the companies, Government departments and institutions, no matter whether public or private, no longer have a choice, the change is mandatory to survive in the competitive world but unfortunately people tend to resist change. Change in an organization is not an easy task, this will increase the pressure on the management to learn the transparency of change. The perception of change will differ between managers and employees: top level management seeks a change is an opportunity to strengthen and to advance the business in their career, whereas for employees, included middle level managers change is never sought after it is disruptive and intrusive. The following are the best described reasons why people resist change. Fear of Failure Resistance to change may cause fear. During periods of change, some employees may feel that the past is the most secured and predictable time. If they have performed well in the past, they may resist changing their behaviour that they may not achieve much in the future. Creatures of Habit Working things in same routine manner is comfortable, asking employees to change away from the routine work they may think why do we need change?. In some cases, employees may ignore change because it may require employees to experience something beyond from their normal and easy method of operation. No obvious needs Some employees may fail to recognize the positive impact of change in the organization, so they may find change is unnecessary. Some employees may see a change in their attitude of impact on their jobs. Loss of control Employees are used and are more familiar with the work style which gains a lot of control over their work environment. They may feel that this will not be possible and think they may loos control over their work when the organization is changed which may confuse the employees and feel powerless. Unwillingness to learn Some employees prevent their own growth and development; they may even hesitate to try or learn new routes and express their unwillingness to learn. Fear that the new way may not be better Some employees may resist change because they fear that the change may not result in improvement. As their current status is quiet sufficient and may not need change because they dont know whether the change may result as the same. Understanding and Managing the Resistance to Change It is very much important that the managers should resist the change, if failed change efforts are costly. Cost includes decrease of employee loyalty, probability of achieving goals will be lowered, and waste of money and resources and fixing the failed change effort is difficult. Using strategic measurements can be a way of building support. The other parts of process like, involving employees from the beginning, explaining the reason for change in the organization clearly, clear strategy, direction, vision and also accepting and respecting the viewpoints of the employees. Employees often do not accept change which cannot be controlled; however it will be more likely to have a substantial influence on change. Overcoming Resistance to Change Resistance to change will be a complex issue by the employees in the management and ever-evolving organization of today. The process of change is extensive, and employees resistance is considered a critically important to overcome resistance to change. There are tree key conclusions which should be kept in mind before recommending the approaches to overcome resistance. First, an organization should be ready for change before it gets affected. It is better to conduct a survey should be conducted and evaluate it when the organization is ready to undertake change. Second, change will not be successful when the top level management fails to inform the employees and aware them about the process of change. Third, understanding the change may affect resistance of employees, they are less likely to resist. Positive Resistance to Change Managers often understand resistance negatively and employees who resist are considered disobedient and organization must overcome the obstacles in order to achieve new goals. Employee resistance will play a dominant role and useful when there is a change in organization. Initiating the proposed change by the management is possible when employees resist change. Which can help the organizations to select all possible changes in appropriate to the current situations. According to (De Jager 2001, Resistance is simply a very effective, very powerful, very useful mechanism. Monitoring Organizational Change Effectiveness cannot be measured if the change is not monitored. During change monitoring is particularly crucial due to many forces. Complications increase while the process of change. CASE STUDY: CHANGES IN THE MANAGEMENT STRATEGIES: Tata is one the leading car manufacture in India. In 1992 the management of this company has been changed. Here the brief description of the company when Ratan tata taken over the company in 1992. After the Ratan tata taking over the Tata businesses, he implemented many of the strategies like unite, refocus and modernize the group, the strategies were the revival of Tata administrative services (TAS) a department of Tata Services Ltd. had been recruiting talented individuals for management career acceleration in group affiliates since the 1950s. TAS had been successful compared to other domestic companies in retaining people but the prestige had waned somewhat in recent years. Ratan promoted TAS as a premium career and elevated the programs status among up-and coming business leaders through media exposure. TAS was to become a group talent resource by enlarging the program and improving the mobility of TAS participants among group companies. New TAS recruits (mostly MBAs) were to work in a range of industries in the group. The Compensation packages offered to TAS recruits are also redesigned to match the market rates. These efforts to revive TAS and make it a destination of choice for talent paid off well for Tata Sons and all the group companies which opted to participate in the TAS program. The another important strategy was the restructuring the whole business like The objectives for restructuring were defined clearly. First one, Returns must be greater than cost of capital, Each company must be the industry leader occupying one of the top three positions; and The business identified must have potential for high growth and should be globally competitive. Having decided on these objectives, there were clear strategies for exits. There was a break from the earlier sentimental approach to businesses that have been built over decades. Ratan Tata decided to exit the businesses of soaps and toiletries, cosmetics, consumer electronics, pharmaceuticals, computer and telecom hardware, branded white goods, paints, oil exploration services, cement, textiles equally fervent was his expansion/entry into businesses identified as having high growth potential. These included passenger cars, auto components, retailing, telecom, power and insurance. Conclusion: Change is inevitable and is must in the present days where it is needed in the present competitive world to stay in competition. Taking the right step in right time will save the organization from getting out the business. Change in should reflect to the goals of the organization in such a way that the members of the organization understand, implement and achieve the goals accordingly.

Charismatic Leadership In Organization Management Essay

Charismatic Leadership In Organization Management Essay In this competitive business environment, organizations ability to perform profitably is dependent on the leaders, which are running the organizations operations. In this fast-paced business world, an organization faces many muddy paths that must be crossed to attain success. Behind every organizations success, there is clear, important leadership, which is appropriate to the situation. Generally, an individual who guides, motivate and foster a group of people to meet a target is termed as a leader. Timothy Gian, in 2007 argued, Leaders need to be trusted by their followers because trust is the mortar that binds the follower to the leader. They further mentioned that trust is directly related to the outcome of an organizations performance. Charisma definition: Charisma is defined as a certain quality of an individual personality, by good quality of which he is bless from ordinary men and treated as gifted with supernatural, superhuman, or at least specially brilliant powers or qualities. Leadership: Leadership is a process by which a person influences others to reach an objective and directs the organization in a way that makes it more unified and logical Leaders carry out this process by applying their leadership attributes, such as  beliefs,  values, ethics,  character, knowledge, and  skills.   Professor Adair in 1984 developed a concept of leadership based on appropriate behaviour rather than personality or of being in the right place at the right time and focused the model in the needs of task, group and individuals in order to meet with the total situation model. Charismatic leadership: Charismatic leadership may be political, business, religious fields. Charismatic leadership is leadership based on the leaders ability to communicate and behave in ways that reach followers on a basic, emotional way, to inspire and motivate. Charismatic people have an extraordinary ability to condense complex ideas into simple messages. Charismatic leaders are pictured as organizational heroes or magic leaders, who have the social power basis to organize, launch new enterprises, inspire organizational renewal, and obtain extraordinary performance from organizational members. These leaders inspire trust, faith and belief in them. Of course none of this is a guarantee that the mission will be correct, ethical, or successful. Max Weber introduced the concept of charisma to account for the process by which radical change is brought about and legitimized in societies and organizations (Weber, 1922; 1947; 1968).. Since Weber, the sociological literature on charisma has attended to the introduction and reutilization of radical change induced by charismatic leaders societies (Bendix, 1985; Dow, 1969; Eisenstadt, 1968; Friedland, 1964; Trice and Beyer, 1986). Several sociologically oriented scholars argue that charismatic leadership can also emerge and be effective in formal, complex organizations (Dow, 1969; Shils, 1965; Beetham, 1974; Bryman, 1992; Etzioni, 1961). Figure : Charismatic Leader Beliefs and Attributes: I m going to discus two beliefs and attributes of leaders behaviour that are involved in charismatic leadership. Inspiration Inspiration requires a mission to which the leader is dedicated and which has a moral or ethical base. It comes from leader behaviours of, displaying empathy, sensitive to followers needs, fears, wants, and dramatizing the mission. Empowerment Followers must be confident in their abilities. Empowerment comes from leader behaviours of assuring followers of their competency, and providing followers with opportunities to experience success. Three indirect means of doing so are participative management; removing obstacles and seeing others succeed. Charismatic leaders: John F. Kennedy Arguably, the most charismatic President of the United States, John F. Kennedy came from a powerful family and was blessed with good looks in addition to his personal charisma. Due to the charismatic and stylish couple John and Jackie the Kennedy White House became known as Camelot.   Alan Jay Lerner, Kennedys Harvard classmate, even wrote a hit song Camelot for the Broadway musical, which was a personal favorite of President Kennedy. Charles Manson Charismatic leaders could also use their influence for less-than-honourable purposes; the classic example of this abuse is Charles Manson. Some people believe it was a combination of the drug LSD coupled with Mansons charismatic personality that allowed him to manipulate others.   In the end Susan Atkins along with other members of the Manson family were found guilty of the murder of the 26-year-old movie actress Sharon Tate and four others. Andrija Stampar (1888 1958) (Brown and Fee 2006) present Andrija Stampar as one of the most charismatic and beloved figures in 20th century public health. His most rewarded contribution was the role played in the creation of the world health organization. (WHO). Stampar was also appointed for the WHOs constitution which was provisionally adopted until formal ratification. He was then elected president of the organization and remained active until his dead. Herb Kelleher Herb Kelleher, co-founder, CEO, President and Chairman of Southwest Airlines is cited in this article as an ideal example of charismatic Leadership at its best. A discussion of charismatic leadership focuses On traits and behaviours of charismatic leaders. This model is then Used to examine Kellehers traits and behaviours at Southwest Airlines, named in 1998 as the best place to work in America by Fortune. Charismatic leadership examples and explanation: Herb believes that the attitude of the entrepreneur effects the early success of the project, the same attitude needs to be present in the firms employees to continue the entrepreneurial energy That creates competitive advantage in the operation of the business even after, it has become a large successful company. In doing this Herbs Southwest Air has shown itself to be one of the rare companies that has succeeded on translating the entrepreneurial spirit of its Initial small company success into an effective form of on going Corporate entrepreneurship that still invigorates it today. Southwest Air has consequently applied this emphasis in hiring people with the right entrepreneurial attitude. Herb sums up his view on this subject with the simple maxim: You hire attitude, everything else can be trained.' The Southwest story is now a business legend: how the airline began in 1966 with 195 employees and three planes that flew from Dallass Love Field to Houston and San Antonio; how Kelleher and cofounder Rollin King drew up the business plan on a cocktail napkin; how its profit-sharing plan has made many long time employees millionaires; how the company has grown to 29,000 employees with a fleet of 332 Boeing 737 planes (290 more are on order) and become a national carrier competing with United, American, and Delta. Charismatic leadership may not be necessary to be an efficient leader. Relying on charisma to lead also can be problematic. For example, there have been many charismatic leaders who lack other leadership characteristics and skills and lead their followers into situations that turn out awfully think political leaders such as Stalin, Hitler, and even business leaders. Firstly, i will discuss that charismatic leadership is always appropriate in organisation. Secondly, i will go against and conclusion will be stated at the end Good leaders are not those who have the perfect followers, the true leaders are those who produce good leaders. Charismatic leaders inspire others and encourage them to be their best. Employees and group members want to impress a charismatic leader, so they work hard and struggle to succeed. However, charismatic leadership does not show positive impact always; it has its own negatives. Indias largest corporate fraud was lead by Mr. Ramalinga Raju who was one of the most effective and charismatic leader who lead sat yam group of companies all the way to one of the top it solution companies in India. Under charismatic leadership, group members may view success in relation to their leaders. Leaders have used their personal charisma in extremely destructive and damaging ways throughout human history, for example, Adolf Hitler and Jim Jones. Charismatic leaders tend to be very good listeners and great information gatherers. Charismatic Leaders use a wide range of methods to manage their image. Charismatic leaders create a sense of purpose for their organization that is motivating and inspiring. Charismatic leaders express things simply so that everyone gets it; they use positive language, often use stories, symbols, metaphors to get their point across. Drama assignments, writing assignments, sports-related tasks, art projects these activities could be very successful when led by a charismatic person. For example, Barack Obama and Mother Teresa they all lead by reaching out to human emotion and grasping their trust, gaining their respect and loyalty, maybe even encouraging them to do whatever the leaders tell them to. CONCLUSION I have referenced several times earlier in my examples, there is certainly a downside to charismatic leadership when it is used unethically. Thankfully, that is not at all the case with Herb Kelleher, who is mentioned throughout, widely respected and revered as a great, successful, and ethical charismatic leader. I have discussed the benefits and disadvantages of charismatic leadership in an organization. After looking at both of the sides, it may be suggested that not always charismatic leadership is appropriate in organizations. However, it plays an important role to be a good leader. Charismatic leaders can engage in unconventional behaviour that can be shocking or surprising. Very important that charismatic leaders are able to articulate their vision, they understand the followers needs, so they can act as motivating force.

Essay --

Mohamed Baiya Research paper 11-12-2013 Language and Culture Nothing distinguishes the human race from the rest of the species clearly more than owning the language and culture; Using language attributes unique to our species, we can connect any something notify minds. This ability enables us to learn from the lessons of previous generations and added to them; we live the values that you have gained in the past , as well as trial and error, to improve our lives . Has developed a combination of culture and language invincible human beings on the planet throne. However, the question remains oriented anthropologists and linguistics is not about the reason behind the greatness of language and culture to this point, but what makes them Important in the first place. We know that those two tools interrelated, and the core issue is to understand the nature of this relationship. Since the philosophical era of Aristotle and Plato, I found two basic ways, it is the Platonic perspective comes  « innate theory that believes that language is predetermined, and that it has a constant form is subject to change dictated by genes (or gods) . It is through the one-way; where facilitate language culture while not affecting the culture, the language, but in a minimalistic. But the idea of Aristotle says that many of the features identified by the language and cultural traditions serves socially. Over the past fifty years ago, followed the prevailing theory see Plato, saying that language is an innate ability ... ...e differ from those used by men; phrase  « I love those blouse with purple pale  » often will be the one who says lady, , unlike women who tend to the classical formulas . Similarly, differentiate culture among the spelling, the men and women of the language because they  « are interested in it. Any language that does not include the feature repeatability will be an example inversely refute this hypothesis, and this is what would argue that it applies to the language; This language refutes feature repeatability alleged Even when can learn repetition in other languages or show evidence of thinking recursively, as is the case with speakers language. Thus, if there is one language can exist without tag repeatability, all other languages can in terms of principle, and this contrasts with the claim that the repeatability is a prerequisite indispensable for human contact.

Holding Parents Accountable for Their Childrens Behavior :: essays research papers

In the past, there have been many minors who have done numerous of acts in which they are punished in a reasonable manner. Just imagine if the parents of these children were put on trail instead of the minors. Why should a parent have to suffer the consequences for their child’s mistake, in which they probably had no idea what the child was doing.   Ã‚  Ã‚  Ã‚  Ã‚  According to The Beaufort Gazette in Beaufort, SC, â€Å"A couple in Boise, Idaho now faces criminal charges because their 10- and 12-year old sons sexually molested three of their younger siblings, starting when one of the children was just one month old.† The report goes on to say, â€Å"Prosecutors said one girl was just 2 years old when the abuse started in October 2002. The other girl was less than 8 months old. The sexual abuse of the boy allegedly began in December 2002, when he was just one month old.†   Ã‚  Ã‚  Ã‚  Ã‚  According to The Idaho Statesman Newspaper in Boise, Idaho, â€Å"The parents are being charged with four counts of felonies. The first three include the connection with the allegations of sexual abuse by the boys, and the fourth charge addresses allowing a child to walk on dirty floors, in which resulted in infected cuts on the child’s feet.†   Ã‚  Ã‚  Ã‚  Ã‚  This sounds more like a child neglect case rather than a connection of a child molestation case. I am not defending the couple in any way, but I feel there is no proof of them knowing about such acts going on between their children. Therefore, it will be hard to prosecute the couple on the molestation charges unless there is some type of evidence that is not being presented or considered until the trail.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  There was a

Sexual Harassment in the Workplace Essay -- Quid pro quo harassment, h

Sexual harassment is a crippling reality in the work environment. The effects can be ravaging to an organization, to the individual harassed, fellow employees, and the harasser. Sexual harassment is not necessarily about sex, it is certainly about power. When someone at work uses sexual behavior to control you, whether it is behavioral or physical in nature, that is sexual harassment. The exploration of this issue will include a definition of sexual harassment, the intent and behavior of the harasser, the effects sexual harassment has on the harassed, the negative impact sexual harassment has on an organization, procedures and processes of filing a sexual harassment complaint, and management perspective including preventive measures that should be taken. Sexual harassment is defined as any form of unwelcome physical conduct of a sexual nature. "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual?s employment, unreasonable interferes with an individual?s work performance or creates an intimidating, hostile or offensive work environment." (www.eeoc.gov/facts/fs-sex.html). The most extreme form of sexual harassment occurs when an employee loses a job; benefit or other privilege of employment, or is fired because the employee has rejected sexual demands. This is one form of sexual harassment that may occur in the workplace. "This type of sexual harassment of sexual harassment is referred to as quid pro quo which literally means ?this for that?, a specific demand for sexual favors in exchange for job security or job benefits. This type of sexual ... ... A. Mitsubishi settles Workers? Disputes under pressure from NOW. NOW. (Fall 1998) Internet: http://www.now.org/nnt/fall-98/wfw.html 3. Larsen, Shawn. Sexual Harassment-frequencies by gender. (September 1995) Internet: http://www.vix.com/pub/men/harass/studies/larsen.html 4. McCoy-Ullrich,Dawn. Sexual harassment at work. Lifewise: Office Politics. (May 2000) Internet: http://www.acmi.canoe.ca/LifewiseWorkOffice00/0515_dawn.html 5. Myrianthopoulos, Thalia. Supreme Court Restricts Civil Rights Remedies. NOW. (Fall, 1999) Internet: http://www.now.org/nnt/fall-99/spcourt.html 6. http://www.pennellseminars.com/seminars_sexual_harassment.html 7. http://ww.eeoc.gov/facts/fs-sex.html 8.http://www.resourcehr.com/Dealing%20With%2?1%20Harassment%20in%20the%20Workplace.html 9.http://www.flabar.org/newflabar/consumerservices/General/Consumer.Pam/37PAMPH.HTML

Maid of Honor Speech

For those of you who don’t know, my name is Christina and I am the bride's younger sister and maid of honor. I feel both titles made me the luckiest person in the world. First of all I want to thank everyone who made this night possible. No word in the dictionary could explain my relationship with my sister. Paige, not only are you my sister, you were my first friend. We have been through a lot together, and through it all you have become my best friend. There's no one in the world quite like her.But as her sister, I see her a little differently. Most people see her as sweet Paige, but I know her true colors. As most of you know, my sister is going to be graduating college in December. She's probably one of the most intelligent people you would ever meet. But like I said, as her sister, I see her differently. Like the time she failed to realize she left an oven mitt in the oven while cooking a pizza. Or when she would always bring home stray cats and hide them in our closet be cause she knew mom would disapprove.That's the Paige I know. I didn't know Scotty before he met Paige, so unfortunately I don't have any embarrassing stories from when he was younger. When I first met Scotty, I wasn’t sure what to think of him, he was quiet, something completely different from my sister. I wasn’t sure that he could handle her outgoing personality. But after seeing the way these two acted towards each other, I knew it was true love. I never thought anyone in this world was good enough to marry my sister, but she found the one that proved my thought wrong.Not only is he going to be my sister’s husband, he will be the father to their child. I can’t picture anyone else more perfect to be part of our family. I used to believe that Scotty was the lucky one to have my sister, but I've learned over time that they are lucky to have each other. What they have is so precious and special and anyone can see that if you've ever seen them look at each o ther. I love you two so much. Congratulations!!