Adolescent and Predictable and Unpredictable Elenents of This Transition and Associated Life-Stage Essay

Abdallah. Ayda Critical Reflection Essay Introduction Within the context of nursing there has been a significant change in nursing in the last two decades, where nursing and medical knowledge has led to changes where patients can no longer stay in hospital and reduction in hospital beds. Professionals who are employed in the healthcare industry are dealing with acutely ill patients who are in more need of care (usher et al 2009). As professionals we must discover the nature that is offered to us by responding and using reflective thoughts to enhance the important aspects in society (Lauder et al 2004). And qualified nurses, acknowledge and understanding is essential for their practice to remain current, continuous improvement in reflecting on our thoughts, and what we do becomes Habitual to our practice (usher et al 2008). It is a necessity for nurses to use critical thinking as it helps gather relevant information to assist practitioners in examining assumptions and identify relatio nships and patterns (Parker & Clare 2000). We begin this chapter by exploring the concept of critical reflection and why it is important for a nurse, as well as provide an over view of the related legislation that requires the use of reflective thinking in practice by registered nurses, the next section addresses the Gibbs Cycle of what, why and overview of definitions of reflection. Nurses are becoming more aware of the need to utilize and improve their practice, as well as consider the political, social structure issues affecting it. (Taylor 2000). As changes are occurring with the nursing context it is essential for nurses to analyze and respond to different challenges. Initiatively, reflection is the foundation of organizing difficult situations when faced, it also is easily understood, if any problem aroused in the work place (usher et al 2008). John (1998), explains the description of reflection of when being faced with contradictions allows practitioners to assess, think critically and reflect on their practice. In addition reflection is a process which allows existence in acknowledge in the way nursing theory, for example can. Reflection is cognitive in relation to changes of things we do which is not a technique or curriculum element. See more:  First Poem for You Essay Reflective practice enables practitioners to learn from their experiences and what they do, how they do it, what they say in relation to their home  and work, in the significant of others and wider society and culture. Nurses who engage in some form of activity are set out by regulatory authorities indicate an adoption with the Australian Nursing and Midwifery Council, (ANMC). Competency standards for registered nurses (2005), in the early 1990’s Australian Nursing and Midwifery Council, (ANMC) had first adopted the national competency standards for registered nurses. Establishment of the organization was in 1992, to develop a national approach to nursing and Midwifery regulation. To ensure and deliver safe competent care, the (ANMC) worked together with the state and territory nursing and midwifery authorities (NMRAS) to produce national standard. In relation, to the AHPRA’S Scheme, which came into effect of 1st of July, 2010, the operations are governed by the health and practitioner regulation national law Act, 2009 (QLD) and each state and territory. In addition with the national scheme, responsibility was taken over for the regulation of nurses and midwifes in Australia, and taken ownership of the national competency standard for registered nurses. The minimum care standards for a nurse in Australia are the 4 domains provisions and coordination of care, professional practice, critical thinking and analysis, collaborative and therapeutic practice. The domains of reflections which also include self-appraisal reflecting on ones own practices by feeling and beliefs and professional development. The domains have all been set out for the nurse to reflect on practice, reflectively and ethically (Australian Nursing and Midwifery Council 2008a, 2006). Reflections a verb which means to reflect on one thought (Hancock 1999). This might recall what one thinks and memories in a cognitive act such as overviewing identifying error. (Taylor 2000). Reflection is an activity in the guidance of an action before it happens. (Francis 1995). Rolfe et al (2001), argue that knowledge for practice that does not come from text books or lectures. In addition they call it scientific knowledge that practitioners pick up from everyday knowledge, reflection is the process of theorizing about that knowledge. In consideration, of the reflective views of recognizing strengths and weaknesses and my education enables me to make positive changes to my future practice by using Gibbs Cycle model. Gibbs Reflective Cycle ï‚ · ï‚ · Gibbs model begins with asking what happened. What was your feeling? This allows me to think what accured at the time of event. ï‚ · ï‚ · ï‚ · What was my role in the situation? What was I trying to achieve and what action to take? What was the response of others and what they thought? We move from the second stage of Gibbs Cycle. ï‚ · ï‚ · ï‚ · ï‚ · What does this tell me about my patients? What is the model is model of care I am using? How is my attitude towards the patient? What should I have done to make this better? Final stage of Gibbs model. ï‚ · ï‚ · What do I need to do to make things better? Question myself about improving patient care; widen my knowledge to improve patient care. Conclusion: During my research I began to acknowledge the fact that critical reflection is essential in nursing to enable to look back words on errors made in the work place. Gibbs Cycle is the tool in reflecting back on thoughts and actions accomplished by nurses. If we look back on what we do and how we do it, high care of patient care can be monitored easily without causing harm in the work place. (ANMC) embraces all nurses and practitioners to engage in some type of activity to enhance reflective thinking as it helps in gathering relevant and current information as it is part of the legislation. I feel it has come to my mind that critical reflection it is an important tool on reflecting ones thoughts. Perception of my role: Critical reflection has knowledge me to look backwards and think of things we do. It has changed my perception of nursing as my knowledge expanded enormously towards my role as a nurse since commencing my university degree. I feel I have a responsibility as a nurse to follow the nursing and midwifery council scheme to remain current.

The History of Caklempong

Caklempong traditional music is said to have brought to Malaya by the Minangkabau people of West Sumatra settled in Negeri Sembilan as early as the 14th century. Minangkabau society call the caklempong as talempong. (Source: Abdul Samad Idris, 1970) In the earlier tradition, other than the purpose for fun, caklempong was also played as an important role in everyday life, such as integrating the Minang community residents besides being played during the ceremony of the coronation of the Sultan.Today, caklempong is famously being played for various purposes including the wedding ceremony, opening, entertainment, music accompaniment silat martial, dance and more. Music of caklempong has now been received by the plural society in Malaysia as the nation's musical heritage. Caklempong is now being taught at institutions across the country with a view to inculcate the spirit of love of traditional music in Malaysia THE MUSIC OF CAKLEMPONG Caklempong is included in the group Idiofon (Idiopho ne) that is in the category of musical instruments made of metal, wood, bamboo and coconut shells.It is usually played by hitting, impacting, shaking and pounding. Among the instruments included in this classification are gong, saron (gamelan) bonang (caklempong) kenong (gamelan) angklung, and xylophone. Bonang caklempong has a shape like a small gong made of bronze, 16cm in diameter, 8-10 cm high and 2. 5cm in height cembol midst. Originally, caklempong is played in a pentatonic scale of notation C, D, E, F and G, but it has now include all of the other notations that are A, Bb and B. The complete set of caklempong consists of the following: GeretehGereteh consists of 15 Bonang was written in the tone one octave C Major, including seven not options in the two parallel lines with the 1st line having 8 bonang, while the 2nd line having 7 bonang. Gereteh plays the role of playing the main melody. There are two sets Gereteh in a complete set caklempong. Gereteh Tingkah Tingkah consists of eight pieces that begins with E, F, G, A, Bb, B, C and D. Tingkah focuses on controlling the pace and rhythm produced by the beating of drums. Saua Similar to tingkah, saua consists of eight pieces of bonang. The only difference between tingkah and saua is the way they are played.Saua is played by Ostinato rhythm patterns and moving melodies in the code. Ostinato the notation of saua starts from the note low E. Tingkah / Saua Drum Tambor drum or timber usually made of jackfruit. Leather used is the skin of cattle or buffalo skin. Drum vibration have low (bass) sound. One is known as gendang ibu and the other is known as gendang anak. The role of gendang ibu is to control the tempo whilst the gendang anak creates the dynamic of a certain arrangement. Drum Wooden Armatur The wooden pounder of caklempong is about 22 centimeters long.One third of the wooden pounder is wrapped with rope to the top so that when the sound not too loud when knocking. Wooden Armatur ELEMENTS OF MUSIC Mus ic is an art form whose medium is sound. Common elements of music are pitch (which governs melody and harmony), rhythm (and its associated concepts tempo, meter, and articulation), dynamics, and the sonic qualities of timbre and texture. Rhythm is the flow of music through time. Rhythm has several interrelated aspects: beat, meter, accent and syncopation, and tempo. Beat: is a regular, recurrent pulsation that divides music into equal units of time.When you clap your hands or tap your foot to music, you are responding to its beat. A note may last a fraction of a beat, an entire beat, or more than a beat. More specifically, rhythm can be defined as the particular arrangement of note lengths in a piece of music. The rhythm of a melody is an essential feature of its personality. Meter: In music we find a repeated pattern of a strong beat plus one or more weaker beats. The organization of beats into regular groups is called meter. A group containing a fixed number of beats is called a m easure.There are several types of meter, which are based on the number of beats in a measure. When a measure has 2 beats, it is in duple meter; we count 12, 12, The first, or stressed, beat of the measure is known as the downbeat. A pattern of 3 beats to the measure is known as triple meter. All waltzes are in triple meter, we count 123, 123, etc. Another basic metrical pattern is quadruple meter, which has 4 beats to the measure. As usual, the downbeat is strongest; but there is another stress on the third beat, which is stronger than the second and fourth beats and weaker than the first: 1234, 1234.Upbeat: It is an unaccented pulse preceding the downbeat. Sextuple meter contains six rather quick beats to the measure. The downbeat is strongest, and the fourth beat also receives a stress: 123456. Quintuple meter, with 5 beats to the measure, and septuple meter, with 7 beats to the measure, occur frequently in twentieth-century music and are found occasionally in earlier music. Each of these meters combines duple and triple meter. In quintuple meter, for example, the measure is subdivided into groups of 2 and 3 beats: 123/45 or 12/345.Accent and Syncopation: An important aspect of rhythm is the way individual notes are stressedhow they get special emphasis. A note is emphasized most obviously by being played louder than the notes around it, that is, by receiving a dynamic accent. When an accented note comes where we normally would not expect one, the effect is known as syncopation. A syncopation also occurs when a weak beat is accented, as in 1234 or 1234. Tempo: is the speed of the beat, the basic pace of the music. A fast tempo is associated with a feeling of energy, drive, and excitement.A slow tempo often contributes to a solemn, lyrical, or calm mood. A tempo indication is usually given at the beginning of a piece. As with dynamics, the terms that show tempo (at the left) are in Italian. largo| very slow, broad| grave| very slow, solemn| adagio| slow| anda nte| moderately slow, a walking pace| moderato| moderate| allegretto| moderately fast| allegro| fast| vivace| lively| presto| very fast| prestissimo| as fast as possible| Qualifying words are sometimes added to tempo indications to make them more specific. The two most commonly used are molto (much) and non troppo (not too much).We thus get phrases like allegro molto (very fast) and allegro non troppo (not too fast). A gradual quickening of tempo may be indicated by writing accelerando (becoming faster), and a gradual slowing down of tempo by ritardando (becoming slower). An accelerando, especially when combined with a rise in pitch and volume, increases excitement, and a ritardando is associated with less tension and a feeling of conclusion. Metronome, an apparatus which produces ticking sounds or flashes of light at any desired musical speed. The metronome setting indicates the exact number of beats per minute.Melody: After hearing a piece of music, we usually remember its melody best. melody is a series of single tones which add up to a recognizable whole. A melody begins, moves, and ends; it has direction, shape, and continuity. The up-and-down movement of its pitches conveys tension and release, expectation and arrival. This is the melodic curve, or line. -A melody moves by small intervals called steps or by larger ones called leaps. A step is the interval between two adjacent tones in the do-re-mi scale (from do to re, re to mi, etc. ). Any interval larger than a step is a leap (do to mi, for example).Besides moving up or down by step or leap, a melody may simply repeat the same note. -A melodys range is the distance between its lowest and highest tones. Range may be wide or narrow. -Melodies written for instruments tend to have a wider range than those for voices, and they often contain wide leaps and rapid notes that would be difficult to sing. How the tones of a melody are performed can vary its effect, too. Sometimes they are sung or played in a smoo th, connected style called legato. Or they may be performed in a short, detached manner called staccato.Spiccato: it is a technique used only by string instruments to performe very short notes. -Many melodies are made up of shorter parts called phrases. -A resting place at the end of a phrase is called a cadence. Incomplete cadence: Â  sets up expectations; the second phrase ends with a Complete cadence: Â  gives an answer, a sense of finality. Often the highest tone of a melody will be the climax, the emotional focal point. -A repetition of a melodic pattern on a higher or lower pitch is called a sequence. This is an impelling device of varied repetition that gives a melody a strong sense of direction.Frequently, a melody will serve as the starting point for a more extended piece of music and, in stretching out, will go through all kinds of changes. This kind of melody is called a theme. When folksingers accompany themselves on a guitar, they add support, depth, and richness to t he melody. We call this harmonizing. Most music in western culture is a blend of melody and harmony. Harmony: refers to the way chords are constructed and how they follow each other. -A chord is a combination of three or more tones sounded at once.Essentially, a chord is a group of simultaneous tones, and a melody is a series of individual tones heard one after another. Consonance and Dissonance Some chords have been considered stable and restful, others unstable and tense. -A tone combination that is stable is called a consonance. Consonances are points of arrival, rest, and resolution. -A tone combination that is unstable is called a dissonance. -A dissonance has its resolution when it moves to a consonance. When this resolution is delayed or accomplished in unexpected ways, a feeling of drama, suspense, or surprise is created.In this way a composer plays with the listeners sense of expectation. -Dissonant chords are active and move music forward. Traditionally they have been cons idered harsh and have been used in music that expresses pain, grief, and conflict. Now that consonance and dissonance have been defined, be aware that they can exist in varying degrees. Some consonant chords are more stable than others, and some dissonant chords are more tense than others. Dissonant chords have been used with increasing freedom over the centuries, so that often a chord considered intolerably harsh in one period has later come to seem rather mild.The Triad A great variety of chords have been used in music. Some chords consist of three different tones; others have four, five, or even more. Depending on their makeup, chords sound simple or complex, calm or tense, bright or dark. The simplest, most basic chord is the triad (pronounced try-ad), which consists of three tones. The bottom tone is called the root; the others are a third and a fifth above the root. -A triad built on the first, or tonic, note of the scale (do) is called the tonic chord. The triad built on the fifth note of the scale (sol) is next in importance to the tonic.It is called the dominant chord (sol-ti-re). The dominant chord is strongly pulled toward the tonic chord. This attraction has great importance in music. A dominant chord sets up tension that is resolved by the tonic chord. A progression from dominant chord to tonic chord is called a cadence. The word cadence means both the resting point at the end of a melodic phrase and a chord progression that gives a sense of conclusion. Broken Chords (Arpeggios): When the individual tones of a chord are sounded one after another, it is called a broken chord, or arpeggio.Arpeggios may appear in the melody or in the accompaniment. -The central tone is the keynote, or tonic, of the melody. When a piece is in the key of C, for example, C is the keynote, or tonic. The keynote can also be E, or A, or any of the twelve tones that fill the octave in western music. Key: involves not only a central tone but also a central scale and chord. A piece in the key of C has a basic scale, do-re-mi-fa-sol-la-ti-do, with C as its do, or tonic. Key, then, refers to the presence of a central note, scale, and chord within a piece.Another term for key is tonality. After 1900, some composers abandoned the traditional system, but even today much of the music we hear is built around a central tone, chord, and scale. Practically all familiar melodies are built around a central tone. The other tones of the melody gravitate toward this central one. Since the central tone is especially stable and restful, a melody usually ends on it. Modulation: Change of Key Shifting from one key to another within the same piece is called modulation. A modulation is like a temporary shift in the center of gravity.When the music starts out in the key of C major, for instance, C is the central tone, and the C major scale and chord predominate. With a modulation to G major, G temporarily becomes the central tone, and the G major scale and chord are now the main ones. Though modulations are sometimes subtle and difficult to spot, they produce subconscious effects that increase our enjoyment of the music. Texture: homophonic, Polyphonic, Monophonic Polyphonic Texture Simultaneous performance of two or more melodic lines of relatively equal interest produces the texture called polyphonic, meaning having many sounds.In polyphony several melodic lines compete for attention. (When several jazz musicians improvise different melodies at once, they produce polyphony. ) The technique of combining several melodic lines into a meaningful whole is called counterpoint. The term contrapuntal texture is sometimes used in place of polyphonic texture Polyphonic music often contains imitation, which occurs when a melodic idea is presented by one voice or instrument and is then restated immediately by another voice or instrument.Homophonic Texture: When we hear one main melody accompanied by chords, the texture is homophonic. Monophonic Texture: When we hear one main melody without accompaniment, the texture is monophonic. Form: in music is the organization of musical elements in time. In a musical composition, pitch, tone color, dynamics, rhythm, melody, and texture interact to produce a sense of shape and structure.

Week 1 Discussion Assignment Example | Topics and Well Written Essays - 250 words

Week 1 Discussion - Assignment Example The study of organisational behaviour therefore becomes very important in this respect. Leaders and managers are expected to be in a position to understand and predict the behaviour of the employees in the organisation. This calls for wide knowledge in the relevant aspects relating to organisation behaviour. It is a matter of emotional intelligence, job design, organisational culture and such other aspects that make the bulk of organisational behaviour. These factors are very critical in the determination of the individual behaviour and character within the organisation. It creates the essence of having a proper organisation culture which normally does a lot in reshaping the behaviour of individuals within the organisation. Managers should be capable of instilling a sense of motivation and team spirit within the employees so that organisation objectives are better addressed. The scope of organisation behaviour transcends employee motivation, leadership, impact of personality traits on performance and other psychological factors that define human character. In any case, organisation behaviour deals with the impact of individuals, groups, and organisational structure on human character and behaviour within the organisation (Ivancevich, Kanopaske and Matteson). The ultimate concern is normally to utilize these aspects so as to create value for the organization considering that good organisational performance mostly relies on good behaviour from the

Critical research and individualism Coursework Example | Topics and Well Written Essays - 1250 words

Critical research and individualism - Coursework Example The field of nursing research helps in integrating the various aspects of patient care including biological, social, emotional, as well as scientific and philosophical that have a direct and far-reaching impact on the provision of healthcare. The recent developments in the field of nursing science play a key role in influencing and shaping the discipline of nursing through a range of philosophical approaches. This essay aims to assess the various philosophical underpinnings of this profession, the implications of nursing theories in practice, and a critical analysis of various competing theories of scientific method, particularly the critical theory and the concept of individualism. Critical social theory: The critical social theory has been recently gaining increasing significance in the field of nursing science due to its philosophical approach towards understanding of science. The concept of individual liberty is somewhat restricted in contemporary society due to a range of socio- political restrictions. Such restrictive policies which are rampant across all sections of the society tend to have various negative implications on individuals due to its dominant presence as an integral element of the societal structure resulting in oppression of individual expression. The critical analysis of a given situation helps in highlighting the issue of oppression and the socially constructed borders on human freedom. The critical social theory helps in understanding the manner in which the dominant social values affect and influence the profession of nursing and subsequently the health and welfare of the society at large (Munhall, 2011). The critical social theory is hence involved in transforming existing social orders with a view to influence and coax a positive change in the social norms and hence the power relations to enable greater freedom and promote the greater social and moral values of equality, freedom, and justice (Hitchcock, Schubert, and Thomas, 2003). The field of nursing, being a 'practice science', is essentially involved in pursuing the primary goal of nursing inquiry and knowledge development in order to enable informed decision making and application of the same in practice in ways which are both - socially relevant as well as scientifically sound (Browne, 2000). This theory plays a key role in elucidating the relationship between theory and practice. It insists that the relationship between nursing theory and practice is reflexive in nature thus implying that 'theory feeds into practice, and practice informs theory' (Daly, Speedy, and Jackson, 2009: 116). According to Mill, Allen, and Morrow (2001) critical theory has the ability to "provide the broad philosophical foundation required by the discipline of nursing" (p. 112). The potential contributions of critical social theory in the field of nursing as well as its philosophical implications are fundamental to the field of nursing and healthcare delivery in general. The applica tion of critical social theory has been widely recommended by various nursing theorists for specific research, as a guide to nursing research and to use as a framework for developing the discipline. According to Habermas (1968 qtd. in Browne, 2000) "critically oriented science should produce emancipatory knowledge that promotes social change and a more just society" (Browne, 2000: 40). Individualism: Individualism is one of the most basic foundations on which

You choose the topic Essay Example | Topics and Well Written Essays - 500 words - 2

You choose the topic - Essay Example In effect, I offered the organization with outstanding service to enable it to engage all the stakeholders in order to solve the hunger problem in the communities. The volunteering service at Feeding America Eastern Wisconsin used to start at 9 A.M and end at 4 P.M with breaks between the tasks. My primary task was to assist in sorting and labeling of various foodstuffs in the warehouse to distribute to the hungry people in the community. I used as heavy at fifteen-pound foodstuffs. My objectives were to meet the community needs and learn how organizations address them while gaining practical skills to apply and effect a positive change in the real world. In the course of the community service, my objective evolved according to the demands of different tasks. I constantly applied leadership skills that I mastered during the execution of tasks in the warehouse. Largely, I met my objectives of serving the community and bringing a positive change to the people’s lives. It was a pleasure to learn that apart from donating and volunteering at Feeding America Eastern Wisconsin an individual can hold food drives. I did not know that the organization invites such drives aimed at collecting foodstuffs to assist in alleviating hunger. In fact, I can now hold food drives in my learning institution to help the organization get enough foodstuffs. In effect, the Feeding America Eastern Wisconsin exercises a high level of social responsibility in issues central to humanity. Notably, the organization collaborates with other agencies to ensure that the hunger stricken communities live a pleasant life. The level of interaction between the organization and the community aims at enhancing the quality of the society. Similarly, the interaction between the volunteers and the organization’s workforce is remarkable and allows individuals to dedicate their efforts towards alleviating poverty. The harmonious relationship enabled me to contribute positively to the organization.

Movie osama Essay Example | Topics and Well Written Essays - 500 words

Movie osama - Essay Example My mother and I are left with little to no options. My mother, feeling like there is no other option, has had the idea to dress me as a boy in order for me to seek employment. She has opted to call me ‘Osama’ and we both are desperately concerned that the Taliban will discover my true identity if we are not very careful. I must embark on a journey to find employment as a boy in order for my mother and I to have enough money to survive. I am only 12 and it is hard for me to understand the stringency and rules being placed on the society in which I live, especially when they create such a difficult environment for women and girls. Every moment of every day must be planned out in advance if one is female, in order to make sure that there is a male to provide accompaniment. If a woman does happen to venture out on her won, the Taliban will surely punish her. These patriarchal rules make being female not only next to impossible, but almost ike one is living under a curse. It is as though women are such lesser beings that they must cover their faces and bodies to hide every part of themselves from view. I dream of living in a place where the patriarchy of the Taliban does not dictate every move of one’s life and where women are not only free to experience sunlight on their skin, but are also able to leave their homes without a man. I long for this burden of making ends meet to be lifted from my mother as well as from me. It is so difficult to survive under circumstances where one needs to work alone but tot hen not be permitted to do so is painfully difficult. I do not like the culture in which I live and am accustomed. I want to leave this place but feel trapped as though I will be stuck here all of my days. I do not feel that thi culture offers me any type of future as a female. I watch my mother and can see how years of thi type of oppression have weighed her down and made her who she is today. I dislike

Case study Example | Topics and Well Written Essays - 250 words - 109

Case Study Example Ritz Cal-ton maintained its status in luxury services by introducing the loyalty program that induced customers. The redemption of point obtained from such program attracted more customers than available services and the experience. Ritz-Cal-ton further introduced the frequent guest stay program to stay ahead of competitors. This they did to satisfy the need of their customer and even attract more. The program also fitted the business and it could offer excellent programs through their branches in various continents. They went further by offering airline flights, and a broad selection of unique flight experiences. Competitors did not offer these services at that time that made Ritz Cal-ton to stay above them. In addition, the partnership of Ritz-Cal-ton reward program and Marriott’s reward points being accepted in Ritz-Cal-ton properties and equally accepted in Marriot hotels. Looking at the past and comparing to present, most of previous luxuries have become necessities in luxury brands. Luxury brands should find a way of providing their customers with what they consider as most unattainable now to stay above competitors. Luxury brands like Ritz-Carl-ton should work on improving experience of their customers every time (Jonas and Coste-Manière, 6). Coussement, Martha A., Tanyatanaboon, Maneenuch., Li, Zhouyang., Shportko, Anastasia, and Miao, Li "A Strategy of Duality: New choreography for the Marriott/Ritz-Carlton dance." Journal of Hospitality & Tourism Cases 3.2 (n.d.): Case study Example | Topics and Well Written Essays - 1750 words - 6 Case Study Example The other risk faced by contractors in the construction sector is the challenge of identified an efficient subcontractor to help in the completion of the project and who can deliver on time. Most construction projects have a time line and the services of subcontractors important in completing the project on time. However, poor planning can result in a delay to complete the project and this also result in additional costs for the contractor in case the contract signed a fixed price contract. In a fixed price contract, the risk remains with the contractor and as a result, the project manager and the team working in the construction project need to conduct an extensive risk assessment to ensure that risks during the progress of the project are minimal. This is because in such a contract, unforeseen risks related to a project often remain on the side of the contractor (Adams, 2008). This paper examines the failures in the construction of Wembley stadium and how and an effective risk mana gement process can be used to avoid such failures. Wembley stadium is in England and mostly used for football matches and was first constructed in 1923. However, as a result of its dilapidated nature, the government decided to rebuild the stadium to replace the original one. As a result of poor planning, the project took longer to complete than previously expected. In addition, the cost for completing the project also increased compared to the initial estimates. The design of the stadium proposed by the winning bidder involved using steel arch, which added an aesthetic value to the stadium in addition to being a load bearer. This means that the structure did not need many internal support considered to obstruct the stadium’s view. The arch was also believed to improve the seating quality within the stadium. However, this design had

How Educators Can Meet the Challenge Annotated Bibliography

How Educators Can Meet the Challenge - Annotated Bibliography Example These findings would help the researchers provide useful data for the research related to second language in South Korea because the implications look into the content teachers teach and the way they teach as well as the ways in which students learn. The author of this research is the student of Masters of Education of Second Language Learning in the University of Southern Queensland. This research was done as a requirement of receiving the Masters degree. The intended audience of this research is the instructors and students of English language in general and the faculty at the University of Southern Queensland in particular. Students and teachers particularly in South Korea can gain beneficial information from this research. The research may enable the instructors to modify their content and ways of teaching for good so that it may be conducive for better learning on the part of the students. Department of Defense Education Activity. (2007, March). English as a Second Language Program Guide: Planning for English Language Learner Success. Retrieved from http://www.dodea.edu/curriculum/docs/esl/eslprogramGuide0307.pdf. This is an excellent program guide for teaching English as a second language (ESL). The article available online is based on 9 chapters. The article makes a step-by-step approach to design a comprehensive program for teaching ESL. The first chapter offers an overview of the program. The second chapter is based on the process of ESL student identification, the third chapter focuses on instructional progra.

Solar Energy Power (Photovoltaic Systems) Dissertation

Solar Energy Power (Photovoltaic Systems) - Dissertation Example The paper tells that solar energy has been the most dominant energy source since the dawn of civilization, though indirectly. But with the rise of industries and heavy machinery, solar energy has lost its importance and the use of fossil fuels has become commonplace. But as early as the 1970s, there have been researchers enjoining governments to find alternative energy sources. For example, in 1971 Farrington Daniels said: As [coil, oil and gas] diminish, atomic and solar energy will eventually become important: atomic energy in large multi-million-dollar installations near large cities and in areas where solar radiation is low, and solar energy in small inexpensive units n rural areas where solar radiation is abundant and the cost of electric transmission is high. Meanwhile in 1973 another researcher, George O.G. Là ¶f said that the man has to find other energy sources as the use of fossil fuel is unsustainable. For him, the development of technology that captures solar power is mu ch more important. He expounds: The raw energy, in the form of electromagnetic radiation, reaches the earth’s atmosphere at a rate of 170 trillion kilowatts. Even after about one-fourth is scattered into space by clouds and dust, the quantity of energy reaching the land area of the United States is more than 700 times the current demand for all types of energy. For Là ¶f, fossil fuels have to be replaced with renewable sources of energy because its inventory is finite and will soon run out. Moreover, as supply of petrol fuels decrease, its cost will increase steeply. More than 40 years after Lof’’s pronouncements, the world is now experiencing the repercussions of the indiscriminate use of petrol fuels. For one, price of petrol fuels are at record high levels. As of April 2, 2012, the price of unleaded petrol is recorded at ?141/liter, up by ?1.5 from the previous week (Department of Energy and Climate Change 2012a). Meanwhile diesel is at ?147.7/liter from ?14 6.6 the previous week (Department of Energy and Climate Change 2012a). As the price of petrol fuels increase, so do the prices of products and services that use it. Proof of this is the updated report released by the Office for National Statistics which rated inflation as of February 2012 at 3.4% and consumer price index for electricity, gas and other fuels at 142.9 compared to 130.3 in December 2011 (Gooding 2012). Aside from the increasing energy prices, there is also the issue of climate change, which is believed to be the outcome of the rapid build-up of greenhouse in the atmosphere because of anthropogenic activities. To avert the devastating effects of climate change, numerous countries adopted the Kyoto Protocol which mandated signatories to reduce emissions of greenhouse gases, particularly, carbon (UNFCCC 2012). This has prompted the parliament to pass the first legally binding framework to tackle the dangers of climate change – the Climate Change Act of 2007. But th is was just the start of legislation aimed to protect the environment. In 2008, the first Energy Act was given the Royal Assent to provide support to new technologies aimed at capturing carbon and developing emerging renewable technologies. Thanks to these laws, solar power has been rediscovered and is now one of the most promoted renewable source of energy because it can be found anywhere. In a speech by Greg Barker (2011) he said, â€Å"to date, solar has been by far the most popular technology with consumers. It is easy to see why: it’s simple, accessible, reliable and fits discreetly into homes and communities†. An advocate of decentralized energy generation (or microgeneration), Barker launched the feed-in-tariffs (FITs) for households and communities wanting to install a solar photovoltaic (PV) system. This way, people can invest in â€Å"small-scale low-carbon electricity, in return for a guaranteed payment from an

Strategic Marketing Essay Example | Topics and Well Written Essays - 1000 words

Strategic Marketing - Essay Example Understanding the company's operating environment in this way can help the small business owner to formulate an effective strategy, position the company for success, and make the most efficient use of the limited resources of the small business. Techniques used to assess market and industry attractiveness when entering a new business Many business owners depend only on very few marketing strategy but there are very many business techniques, which must be encouraged. Some are costly while some are less costly but this will depend with the financial status of the business owner (Robertson, Para 1). One is supposed to watch his or strategy consistently to avoid losses in the process. Successful marketing strategy considers a range of products and the styles used by competitors. Any marketing strategy to be adopted should satisfy the need of the customers (Marketing strategy, Para 1). There are very important techniques that must be adopted to asses the market and attract customers when starting a new business. A good businessperson should try one or more of these techniques to lead his or business to success. The first technique is creating a marketing plan that will help in the first assessment of the market. The Marketing plan must be based upon the objectives set in the business plan. A thorough revision, analysis, and understanding of the company's business plan are the first strategies in creating a marketing plan (Dolak, Para 2). There is a technique of business networking commonly used by small business owners. Normally, one attends several business and networking functions that enable meeting as many people as possible. In the process of talking and exchanging business ideas, a businessperson should hand out his business card. However, the most important thing here is to stabilize and strengthen relationship first from the new business partners and give referrals from other members in the forum (Robertson, Para 2). The price or the selling effort strategy should also be, considered since it is the central value surrounding every business. In the process of introducing your business product, one is required to sell to the innovative customer at a premium price. The price has the probability of falling down as the business faces more competition. Here, one is supposed to adopt a penetrating strategy of increasing the price and sacrificing short-term profits when a market share is achieved (Marketing strategy, Para 5). When a businessperson fully understands the goals and objectives of his or her business then it will easier to understand the benefits and services you offer to your customers. One will also get to know how to deliver those products and services to targeted customers and explore strategic opportunities that increases the benefits and profits of the business (Dolak, Para 3). One should also try to identify the organizational, information and human resources that is needed to provide support to the business. This will invol ve learning and assessment of how the business organization can support internal processes. Members of the organization should undergo training of the business activities through information technology and incentives for the purpose of implementation. (Hutt and speh, 440) There is also the use of Newsletters a very strong marketing strategy to put your name on top

Literary Techniques Essay Example for Free

Literary Techniques Essay Kate Chopin’s â€Å"A Pair of Silk Stockings and â€Å"Desiree’s Baby† are both great stories. Both literature give readers the smooth and easy transition throughout the story, and then leave the readers with disappointing and jaw dropping details in the end. Both of Chopin’s stories portray typical women who have different wants and needs and emphasize their continued life struggles. In â€Å"A Pair of Silk Stockings,† fifteen dollars has been enough to bring Mrs. Sommers back to her past and enjoy the life she used to have. Although, the items that she has purchased  will stay with her, that does not change the fact that the moment she leaves the cable car she will have to go back to her family and face the life that she is trying to escape from. In Chopin’s story â€Å"Desiree’s Baby,† Armand express his love for his wife Desiree, not displaying any signs racism. He made it clear that her unknown past does not matter to him. All of that changed the moment they had a son who show traces of African ancestry. Armand rejected Desiree, so the devastated young mother left L’Abri with her son and both of them were never have seen again. In both stories, the author uses many literary techniques to express how pride and selfishness can turn someone into a different person. Chopin’s symbolism is very rich in description and filled with hidden meanings, which makes both of the stories very extraordinary. The first part of the story makes clear about Mrs. Sommers love for her Family that has changed the moment she temporarily leaves her reality in order to live and feel her past. In this short story, Chopin presents the message clearly to her readers how much Mrs. Sommers wants to escape from reality. In â€Å"A Pair of Silk Stockings† the fifteen dollars she accumulates represents her â€Å"better days,† (2) which is the past life she has been missing. The silk stockings are used many times to symbolize luxuries, and the different 2 shades of stockings are made visible by Chopin to represent life pleasures, freedom, and happiness â€Å"some lavender, some all black† (2). Mrs. Sommers abandoning her present life is clear when Chopin makes the statement of exchanging â€Å"her cotton stockings† (2) to her â€Å"new silk ones† (2). In the story, author uses symbols significant on how the protagonist used to live  her life. She uses the â€Å"shabby old† (2) to describe her shopping bag, which resembles to her current life status. Gloves and high-priced magazines represent glamour where there are wide choices of â€Å"pleasant things,† (3). Mrs. Sommers realizes that her life before was better than what she thought it was. Narrator expresses the conclusion of what Mrs. Sommers thinks about her life before: â€Å"The damask was even more spotless than it had seemed† (4). Lastly, the cable car represents her ride towards her better days. Author sadly exposes the protagonists’ thoughts of  not wanting to return home, wishing for the cable car to never stop and keep going â€Å"go on and on with her forever† (5). All the symbolism in the story expresses Mrs. Sommers longing for her past life, her â€Å"better days† (1) which can be no longer part of her future. Chopin’s use of her symbols tried to give the readers the clearest message possible. The brilliant use of symbolism in â€Å"Desiree’s Baby† sends message to the readers about the sensitivity of the subject racism back in the days, when the story is set. Chopin uses colors to tell the story of the characters’ backgrounds. The Caucasian race was presented by the â€Å"yellow  nurse,† (2) and she use â€Å"La Blanches little quadroon boys† (3) to represent mixed race or bi-racial. L’Abri and Madame Valmonde are also used to symbolize human feelings and behavior. The L’Abri, is the plantation owned by Aubigny family. The L’Abri symbolizes sadness and Chopin elaborates that when Madame Valmonde visits Desiree and describes the plantation as â€Å"a sad looking place† (2), with lots of â€Å"solemn oaks† (2). Desiree’s mother, Madame Valmonde, is used to symbolize unconditional love. She asks her daughter to come home after all 3 the heartaches Armand is causing her. The story turns out that Armand’s mother has a dark  secret, and that Armand is the bi-racial one and not Desiree. Throughout the story, Chopin uses symbolism to communicate to readers and show how race can be a big issue and can change someone’s life in a snap during the latter nineteenth century. The author also uses foreshadowing and gave hints and clues in both of the stories. It creates suspense and makes the readers wonder what will the ending of the story can be. Chopin uses the first paragraph in â€Å"A Pair of Silk Stockings† to show some hints on what fifteen dollars can do to Mrs. Sommers. In this case, the author foreshadows the arrival of Mrs. Sommers in the store stating her exhaustion. However, the moment she realized that she is feeling the texture of the silk stockings, she describe it as â€Å"soft, sheeny luxurious things† (2) and â€Å"glide serpent-like through her fingers† (2). Chopin uses the description â€Å"serpent-like† (2) to hint temptation. This effectively foreshadows the actions presented by Mrs. Sommers in the story. Where, she falls for the temptation and end up buying luxurious things all for herself. In â€Å"Desiree’s Baby†, Chopin uses foreshadowing to give readers a clue about the hidden mystery of who is of biracial descent in the story. Chopin describes Desiree â€Å"in her soft white muslins and laces† (2) in her first appearance in the story. Another hint stated as â€Å"Desiree had not changed the thin white garment† (5), the color white foreshadows Desiree’s background. Clues reveals in the end of the story that Desiree is of white decent. However, the technique used to reveal Armand’s bloodline or history is the same with how the author reveals of Desiree’s. Chopin used â€Å"Armand’s dark, handsome face† (3), and â€Å"Look at my hand; whiter than yours, Armand,† (4) the foreshadowing in the story made it not a surprise when Armand read his  mother’s letter and discovered the truth behind his son’s questionable race, that he is bi-racial and not Desiree. 4 Both stories of Chopin sets up the conflicts of situations in the beginning, and irony is well present in the end. Both literatures leave the readers with great lesson to learn. Ironic situation is when Mrs. Sommers ponders for days if she would invest or spend the fifteen dollars, â€Å"she did not wish to act hastily, to do anything she might afterward regret† (1). That night, she decided to spend the money for her children, and even envision her kids to look nicely and  Ã¢â‚¬Å"dainty† (1). However, it is ironic that after she touches the silk stockings, she decided to give herself a treat and end up spending all her money on luxuries for herself, leaving nothing for her children. Another irony, when Chopin described the protagonist â€Å"Mrs. Sommers as was one who knew the value of bargains; who could stand for hours making her way inch by inch toward the desired object that was selling below cost,† (1) when in fact, Mrs. Sommers ended up buying nothing but expensive items. She never worry about the price and she purchase items quickly,  impulsively. However, in â€Å"Desiree’s Baby†, the irony is that throughout the story Armand is blind, not knowing his history and the family secret. Racism sets up the story to draw a jaw dropping details and give their readers a shocking ending. In the beginning of the story, race does not seem to matter to Armand. He accused Desiree of lying about her ancestry. After pushing his wife and son away, Armand discovers a letter that reveals his family background â€Å"that his mother, who adores him, belongs to the race that is cursed with the brand of slavery† (6). The detail about  Armand’s race is intentionally placed in the end of the story, Chopin finds that effective, where readers tend to feel hate and anger towards Armand for being prejudice. He blamed and pushed Desiree away, when he is the one with black race in his bloodline. The point of view differs, in how each of the stories is told. Chopin uses third-person limited omniscient in â€Å"A Pair of Silk Stockings,† so readers knows the thoughts and feelings of 5 Mrs. Sommers, but readers are not provided with details and thoughts of the other characters. Characters in the story whose thoughts are not provided: Waiter that served Mrs.  Sommers, Lady at the Theater, and the Man inside the cable car. However, In â€Å"Desiree’s Baby,† Chopin uses third person point of view but reveals the thoughts and feelings of every character in the story, both Armand and Desiree. Chopin written some of Desiree’s feelings to know how exactly the young Mother feels â€Å"there was something in the air menacing her peace† (3) and â€Å"Desiree was miserable enough to die† (3). Both stories provided enough thoughts to give readers some details to analyze each characters feelings and dilemma. The theme of the story â€Å"A Pair of Silk Stockings† centers on how people become selfish  and self-centered. In â€Å"Desiree’s Baby,† the story shows how people are capable of doing evil things to gain power and freedom. Kate Chopin, who uses the literary techniques to help readers expose the mysteries hidden in each of her short stories. Author portray â€Å"A Pair of Silk Stockings† and â€Å"Desiree’s Baby† both beautifully. Both stories serves the reader’s moral lesson and of course surprising ending. Works cited Chopin, Kate. â€Å"A Pair of Silk Stockings. † Americanliterature. com. Web. 14 Oct. 2013. Chopin, Kate. â€Å"Desiree’s Baby. † Americanliterature. com. Web. 14 Oct. 2013.

Sainsbury plc

Sainsbury plc Introduction This report will examine the change management with focus on how change could be introduced, implemented and how resistance to change could be mà ©nage. Therefore we shallbriefly look at the change which had been taking place within sainsburysplc how it was mange and the success rate. It also evaluates the need for the change. How the stake holder analyst was done therefore the Sainsburys was used and the mckinsey company. Task one 1.1 The background of the Sainsburys plc Sainsbury plc is a registered parental company of Sainsburys Supermarkets Ltd, which is popularly known as Sainsburys, a chain of supermarkets in the United Kingdom with special focus on property and banking business. Sainsburys profits see 11% surge. MSN News. http://news.uk.msn.com/uk/article.aspx?cp-documentid=16788775 Retrieved 2009-06-13.. Its estate has been estimated to be about  £8.6 billion March 2007. Sainsburys was the market leader in the UK supermarket sector in much of the 20th century, but lost its place as the UKs largest grocer to Tesco in 1995 and in lost 1995 and was pushed into third by ASDA in 2003. The companys performance has improved by CEO Justin King in 2004 since the launch of a recovery programme. The company has been reporting its 12th consecutive quarter of sales growth. Despite predictions that Sainsburys would regain second position in January 2008, Taylor Nelson Sofres data released in January 2008 shows Sainsburys market share at 16.4%, behind Asda s share of 16.7%, but ahead of Morrisons at 11.22%. This report shall evaluate the series of change programmes in the company under the last five years with special consideration to the change types of change, change processes and how the management has been able to deal with issues of stakeholder analysis while implementing the change and how resistance to change was dealt 1.2 Business Transformation as a form of change which has occurred in Sainsbury within t. 2004-2009 Developmental Changes in the year 2004 Between 2000 and 2004, Peter Davis was chief executive of Sainsburys. The appointment of Davis was welcome by the Sainsburys investors and business experts it was believed that ht e appointment was only confirmed after the company has won the support of the Sainsbury family who kicked against the decision of making him the CEO in the early 1990s. ( Shah, Saied 2000. Sir Peter Davis brought back to take helm at Sainsburys (The Independent (Newspaper Publishing): p.19). Within the first two year Sainsbury was able to raise its profit above the target but later drop sharply in 2004 when compared with the performance of its major competitors.Davis was the architect of an almost  £3 billion upgrade of stores, distribution and IT equipment, called â€Å"Business Transformation Programme.† . Business expansion and innovation strategy were used to implement the change. However his successor later discovered that most of the investment was more or less wasted and considered failed in his key goal of improving availability. Fraction of the investments witness the construction of four fully automated depots, which was considered at  £100 million each cost four times more than standard depots Townsend, Abigail 2006. ( How the Newbury process turned Sainsburys round. The Independent on Sunday (Independent Newspapers). http://www.findarticles.com/p/articles . Retrieved 2007-02-08. . However. Lack of accurate estimation and appropriate consultation of the stakeholder was fingered to have contributed to the failure of the project and the change programme. Though, enough information were not make public on the implication of change on workers and other relevant stakeholders, but the sharp falling in the profit within the short period cold be used as yardstick to justify the reason while the project was considered good for dropping Developmental changes programme in year 2006 Christensen spoke on the four automated depots introduced by Davis, that there was no single day went by without one, of the system developing if not all of them The systems were flawed. They most of the time to stop for four hours daily for repair maintenance. But because they were constantly breaking down you would be playing catch up. It was a vicious circle. Christensen believe it was a great mistake to build four such depots at a goal, instead of building one which could be thoroughly tested before investing in another. Resuscitating of the Failed automated Project in 2007 The launch of the recovery programme by king, Sainsburys announced a further  £12 million investment In 2007 in its depots in order maintain speed with sales growth and the removal of the failed automated systems from its depots. Since the launch of Kings recovery programmed, the company has reported fifteen consecutive quarters of sales growth, most recently in November 2008. Early sales increases have been attributed to the new companys distribution system and the focus of the fresh and healthy food (Improved supply lifts Sainsburys. BBC News. 2005-03-24. http://news.bbc.co.uk/1/hi/business/4378035.stm. Retrieved 2006-10-11.) A transformational change: In May 2007 Sainsburys identified five areas of focus to take the company from recovery to growth in order to transform its business strategy: therefore it identified the following focus as key factors to core activates in line with the concept of comparative advantage and the value chain (Michael p, 1985) the five core value include: * Great food at fair prices * Growth of non-food ranges * Reaching more customers through additional channels through opening of new convenience stores and growth of online home delivery and banking operations. * Expansion of supermarket space through new stores and development of the companys largely underdeveloped store portfolio. * Active property management 2009 update Transformational changes Sainsbury embraced the external boundary as change model through merger and acquisitions to achieve this change Sainsburys announced In March 2009 its intention to buy 24 stores from The Co-operative, 22 of which were Summerfield stores and the remaining 2 were Co-op stores. These were among of their estate which The Co-operative were required to sell after the completion of the Summerfield takeover. (Guardian (2009-11-04). 1.3 The issues which have made the company consider the change The loss of market position; peter Davis Within the first two year Sainsbury was able to raise its profit above the target but later drop sharply in 2004 when compared with the performance of its major competitors.Davis was the architect of an almost  £3 billion upgrade of stores, distribution and IT equipment, called â€Å"Business Transformation Programme.† This was among of the issues that necessitated the change 1.4 The process which the change took place 1.4.1 Identification of the need for change At the end of March 2004 Davis was elevated to the position of chairman and Justin King replaced him as the CEO. Justin King joined Sainsburys in 2004 from Marks and Spencer plc where he was a director with responsibility for its food division and Kings Super Markets, Inc. subsidiary in the United States. Schooled in Sol hull and a graduate of the University Of Bath, where he took a business administration degree, King was also previously a managing director at Ads with responsibility for hypermarkets. 1.4.2 Shareholders consultation: Gathering of useful data needed for the change from the relevant stakeholders as part of his 6 month business review asking them what they wanted from the company and where the company could improve, King ordered a direct mail campaign to 1 million Sainsburys customers This confirm the commentary of retail analysts repot that the group was not ensuring that shelves are fully stocked, because of the IT systems introduced by Peter Davis. (Sainsburys heads back to basics. BBC News. 2004-10-19. http://news.bbc.co.uk/1/hi/business/3755066.stm. Retrieved 2008-10-09.) 1.4.3 Implementation of change King announced the results of his business review and his plans to revive the companys fortunes in a three year recovery plan entitled Making Sainsburys Great Again on 19th October 2004 . This was generally well received by both the stock market and the media. He used CHANGING STRUCTURES MODEL in his implementation of the change. As part of the Immediate plans, included lying off 750 headquarters staff were laid off and around 3,000 shop-floor staff were recruited in order to improve the quality of service and the firms main problem of stock availability. The aim of the decision was to increase sales revenue by  £2.5bn by the financial year ending in March 2008. Another important announcement was the decision to halving the dividend to increase the retained profit in order boost the financial capacity to funds price cuts and quality. Lawrence Christensen was also hired as supply chain director in 2004 having worked as an expert in logistics at Safeway but decided to leave as a res ult of the Morrison takeover. This marked the beginning of developmental change in the year 2006 as the company begin to witness improvements in its supply chain and the two abandon distribution center were reactivated 2.0 Task 2 2.1 How the relevant stakeholder analysis was done during the change Before 2004, series of transformational changes have been taking place within the company. Though, it was recorded that most of the change produced a favorable result in the short run. But the shortfall of the change became so sharply and worst than the formal position of the company. Sainsbury plc did not only witness decline in profit but also lost market position to his arch rivers Tesco and Asda. Poor project assessment and lack of proper consultation with relevant stakeholders. 2.1.1 Customers Having learnt from the previous mistake committed by the predecessors who had caused the organization its place of pride in the market, King ordered a direct mail campaign to 1 million Sainsburys customers as part of his 6 month business review asking them what they wanted from the company and where the company could improve. This reaffirmed the commentary of retail analysts the group was not ensuring that shelves are fully stocked, this due to the failure of the IT systems introduced by Peter Davis. 2.1.2 Employee As one of the relevant stakeholder, employees are considered to be important to the success of any change introduce in an organization. The change affect people and people tend to react to changes. Negative reaction to change could mark the beginning of the failure of the new change while the positive reaction could fast track the success of such change programme. These confirmed by recent research conducted by mckinsey on the important of change to the organization and how important is people in the implementation of change and therefore suggested tactics that to successfully implement change. Employees were carried along in making the change by getting the employees involve at the beginning of change and in the process of implementation. Organizations need for change Constantly, for all kinds of reasons, but achieving a true step change in performance is rare. Indeed, in a recent McKinsey survey of executives from around the world, only a third says that their organizations succeeded in doing so. Executives were also asked how their organizations designed and managed a recent change effort, how they engaged employees in it, and how involved senior leaders were. (http://blog.theleadershipsphere.com.au/the_leadership_sphere/2008/09/index.html) The results of the survey highlight several important strategies or methods that organizations use to transform themselves successfully. Hence, the Setting of clear and high aspirations for change is the mostly important. A second tactic is general involvement of the whole organisation by engaging the whole company in the change effort through a wide different of ways; it was believed that a highly involved and visible CEO is crucial, but that successful companies are also using series of other communication and accountability tactics to keep people involved. Far more methods than unsuccessful companies use, also notable: successful companies are far likelier to communicate the need for change in a positive way, encouraging employees to build on success rather than focusing exclusively on fixing problems. (The McKinsey Quarterly conducted the survey in July 2008.). Therefore Sainsbury was able to draft in the interest of their workers in terms of human resource planning, training and developmental programme reward team management and flat organisation structure which enhance effective two ways communication system. (http://blog.theleadershipsphere.com.au/the_leadership_sphere/2008/09/index.html) 2.1.3 Shareholders One of the objectives to maximise is the maximisation of the shareholders wealth. Organisation tents to satisfy the interest of this group while pursuing profitability and handsome return on investment. Hence inability of the past administration had lead to change of leadership before the period to be considered in this project. Maximisation of shareholders wealth was put at the centre of interest in all the change programmes. 2.1.4 Competitor: Through stakeholder analysis, competitor as always been a force to reckon with. Sainsbury was able to analysis his competitors to whom she as lost his place of priority in the market which had made her to settle for third position in the grocery market in up. Hence that is why Sainsbury has putting a lot marketing strategies in order to ensure customers satisfaction and retention through excellence customer service. 2.2 Where the staff involved or considered in the change In the planning and the implementation process of change The target of the change programme was to improve customer patronage and to make more profit. Therefore workers were put at the centre of the change in order to make them have the thorough knowledge of the change which was about to take place. Hence Sainsbury also embark on training and development. Staff got involved in the Implementation process as staff serve as a medium through new changes are being communicated to customers. Task 3 3.1 The significant change that took place in Mckinsey and company Transformational change in Mckinsey and company with special attention on knowledge management over the Years Between I926 and 1950s Mckinsey company was established in 1926 as an Accounting and Engineering Advisors. the was using a system integrated approach which could be otherwise refers to as General Survey Outline basis of knowledge managements, the company was pursuing undeviating sequence of analysis goal strategy, policies, organization, facilities procedures and personnel, data which are to be synthesized and think for themselves while solving clients problems. as a result of business boom, more hands were employed and the organizations value chain were broadened, more policies were created with the clients as the main stake holder putting them at the center of the activities The company belief that every assignment must to bring more than revenue to the company, more of experience due to business expansion in the 20th century the company need more hand to meet the increasing demand these made the company to adopt generalist approach which leaves the problem solving task with hired experts. This was the beginning of the change in the organization Between 1950 and 1967 Introducing the expert base problem solving system by the Bower lead administration. He assumed that a highly intelligent generalist (expert) could easily diagnose client issues and through it professional capabilities solve the problem without waste of time and resources this was believed to be the appropriate way of dealing with the increase in demand which the company was enjoying at present so instead of allowing the traditional practice where the collective, brainstorming section of solving client problems that encourage the participative system, which was the cultural practices of the company before the business expansion, bower prefer to rely more on the solving client problems by the means of expertise. However, the knowledge issue of development within the organization was considered to be peripheral as the solving clients problem was believed to be core issues that is important if the customers demand is to be achieved and the business expansion goal is to be continues. The assumptions worked for short period as the company experience increase in sales and expansion of business spreading across the globe. This work well as the company witness a lot of expansion during the period in terms of market growth at the expense of internal growth (knowledge development), but looking at the cultural web of McKinley which is was known for participative system of clients prob lem solving system through which the knowledge were gathered developed and shared that enhance staffs improvement was not considered. living the problem solving in the hand of the expert in a company like mckinsey where knowledge remain the core activities when considering the value added to the end product(porter value chain 1985). The growth of the organization stopped within the short time. 3.2 The key challenges the organization has faced in implementing changes Integration of objectivity due to massive business expansion: The massive business expansion which has led to the diversifying into other business had posse series of challenge to the company, the organization was growing bigger and the system of administration was also going more complex. This made series of change programmes to be difficult to implement. http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm 3.3 Resistance to change from the employees and partners Resistance to change from the staff that begins to see change introduce as a treat and therefore change their perspective towards participation in the change programmes. Example of such resistance was their unwilling to contribute to data collection programmes which the company was trying to use for database in order to enhance knowledge management within the organization. However the company use consultation and staff involvement in the change planning processes to win the support of the workers to embrace the change programmes http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm 3.4 My suggestion for the organization to resolve the various challenges facing the organization in implementing change programmes Here are things the organization can do to handle resistance, starting with kind and moral approaches and ending with the harsher end of gaining compliance. Facilitation It has been argued that best approach in creating change is by working with them, helping them achieve goals that somehow also reach to the goals of the change project. People will be very happy to work with you when you work with them. This could be said to appropriate and good practice where people are willing to support programme but finding it difficult to adjust. http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm Education When people are not willing to support changes due to lack of clear understanding of the benefits and the rationale behind the change programme, manger might use education to enlighten people in order to understand the benefit of the change from positive perspectives. (http://www.changeminds.org) Involvement When people are not involved physically or intellectually, they are unlikely to be involved emotionally either, involving people in change planning is one of the best methods dealing with peoples resistance to change. Their involvement will make them support the success of the programme by persuading others to begin to see the change from the positive perspectives. (http://www.changeminds.org) Negotiation When persuasion seem to have failed to yield positive result, then manager might need to introduce a round table discussion by Sitting them down and ask what they want, find out what they want and what they will not. Negotiate mutually agreeable solutions that satisfy them and the fundamental objective of the change. http://www.changeminds.org) Manipulation Manipulation means controlling a persons environment such that they are shaped by what is around them. It can be a tempting solution, but is morally questionable and, if they sense what you are doing, will lead to a very dangerous backlash. It is only good for short term purposes and after when all the other options has failed http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm Coercion Here manager tend to apply force in making people to accept the change threat of loss of job if fail to comply perhaps in a humiliating public sacking. This could be used when the change is urgent and speed is considered to be of essences and the process of other alternative has been considered too slow and not likely to yield any good result http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm 4.0 Conclusion The change has been seen as an agent of business growth and development. Hence change could be said to important to the organization survival especially in the highly competitive business environment, how it capable of improving the organization, leverage the organization cultural web. Therefore, managers need to evaluate change within the context of the organization cultural web with the consideration of the relevant stakeholder with an appropriate implementation strategy. This will facilitate dealing with resistance to change and peoples corporation in achieving the fundamental objective of the change. An effective change processes will be of advantage as it will also pave way for constant review. Reference John. N (2004). Management Second Edition, published by prentice Hall London Porter, M. E. (1996). What is strategy? Harvard Business Review, November-December, 61-78 Website. SainsburyArchive.http://www.museumindocklands.org.uk/English/Collections/CollectionsOnline/SainsburyArchive/Themes/Places/Expansion/Drurylane.htm. Retrieved on 2009-11-11 Sainsburys goes on  £83m coop spree. Press release. http://www.guardian.co.uk/business/2009/mar/04/j-sainsbury-supermarkets. Retrieved 2009-05-23. http//www.sainsburys .co.uk http://www.mckinsey.com/careers/is_mckinsey_right_for_me/roles_and_career_paths.aspx accessed on 17/11 /2009 Journals: the McKinsey Quarterly conducted the survey in July 2008. http://en.wikipedia.org/wiki/Sainsbury%27s Shah, Saeed (2000-01-15). Sir Peter Davis brought back to take helm at Sainsburys. The Independent (Newspaper Publishing): p.19 Townsend, Abigail (2006-04-23). How the Newbury process turned Sainsburys round. The Independent on Sunday (Independent Newspapers). http://www.findarticles.com/p/articles/mi_qn4159/is_20060423/ai_n16212212. Retrieved 2007-02-08. Sainsburys heads back to basics. BBC News. 2004-10-19. http://news.bbc.co.uk/1/hi/business/3755066.stm. Retrieved 2008-10-09. http://blog.theleadershipsphere.com.au/the_leadership_sphere/2008/09/index.html Jameson, Angela (2008-01-10). Sainsburys sales rise defies retail gloom. The Times (Times Newspapers). http://business.timesonline.co.uk/tol/business/industry_sectors/retailing/article3163999.ece. Improved supply lifts Sainsburys. BBC News. (2005-03-24). Retrieved at http://news.bbc.co.uk/1/hi/business/4378035.stm Retrieved on 2006-10-11. Sainsburys profits see 11% + surge. MSN News. http://news.uk.msn.com/uk/article.aspx?cp-documentid=16788775. Retrieved 2009-06-13.

Styles of Leadership in Different Cultures

Styles of Leadership in Different Cultures Executive Summary There are various motivational theories and styles of leadership which are being practiced by organizations worldwide. Certain motivational theories and styles of leadership would only be applicable based on factors such as the culture within which the organization operates. Sri Lanka being a country where power culture has been dominant has to follow less flexible, more extreme motivational theories and styles of leadership such as McGregors XY Theory and Autocratic or Authoritarian Leadership style respectively. It has been identified that there are various advantages and disadvantages of pursuing certain leadership styles. However, it is clear that independent of the style of leadership used, if the leader is an effective leader, this would be a great strength for an organization. Standard Chartered Bank having reported seven successive years of record income and continuous expansion of market share, despite the existing global economic condition, has been recognized as one of the worlds leading banks. The success is entirely a result of the effort of employee groups and leaders of the bank who have been exposed to a unique culture which has been brought up at the bank. Table of Contents Table of Figures Introduction An organization can be defined as a group of individuals working together to achieve a common goal or objective. To achieve these common goals and objectives an organization would require leadership as well as motivation. There are various styles of leadership and motivational theories which are practiced by organizations in order to achieve the desired result. Above all, effective leadership could be identified as one of the best motivational factors. An extensive analysis regarding Standard Chartered Bank has been done with the purpose of analyzing functions of groups, teams and leadership within organizations. Standard Chartered PLC is a British financial services company headquartered in London, England with operations in more than seventy countries. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) and employs 80,000 people. Despite its British base, it has few customers in the United Kingdom and around 90% of its profits come from Asia, Africa, and the Middle East. Motivational Theories and Leadership Motivation could be defined as a psychological process where internal and external factors influence a person to be continuously interested in pursuing and achieving goals. It could be said that motivation influences a persons behaviour at work and ultimately how he performs during the job. There are various motivational theories followed by organizations to motivate their employees and some of these theories are discussed below. Motivational Theories Douglas McGregors Theory X and Theory Y Douglas McGregor has developed two models which are known as Theory X and Theory Y. These two theories were formulated through examination of theories on individual behaviour at work. Douglas McGregors Theory X states that an average human being dislikes work, prefers to be directed, avoids responsibility, has little or no ambition, works for money and mainly security. Theory X has given rise to two management approaches, which are the soft and hard approach. Under the soft management approach, managers seek harmony with the employees under the impression that employees would cooperate with them when necessary. Where, under the hard management approach an employee has to be coerced, controlled, directed and threatened till the expected result it achieved. However, it should be noted that none of the extremes are suitable as employees require more than monetary rewards, they require fulfilling their higher order needs. It is understood the main reason for organizations to use this approach is to ensure that employees behave in the expected manner. Theory Y, unlike Theory X looks at an average human being from a more optimistic angle. Theory Y states that an average human being likes work, directs himself, accepts and seeks responsibility. Theory Y would be more valid and is used by organizations as this would result in higher levels of motivation for employees through matching organizational goals with personal goals. Further, this would lead to employee empowerment as creativity and opportunity to exercise initiative is allowed. Maslows Hierarchy of Needs Theory Maslows Hierarchy of Needs Theory speaks of five groups of basic needs which usually motivate behaviour in many cultures. These basic needs are Physiological, Safety, Social, Esteem Needs and Self Actualization. Figure (Maslows Hierarchy of Needs) In Maslows Hierarchy of Needs Theory, once a need has been satisfied, the desire to satisfy a higher need rises. Hence, a person would be motivated to perform better. Organizations would use this theory to decide on what type of motivation needs to be given to its employees. Organizations use this theory by identifying, Behaviour of an individual at a given moment depends on his strongest need Physiological needs have the highest strength and a majority of employees would work to satisfy this level only An unsatisfied need acts as a motivation factor Once a need is satisfied the desire to achieve a higher order need rises A satisfied need would no longer act as a motivation factor ERG Theory ERG Theory resembles Maslows Hierarchy of Needs Theory. ERG Theory has three groups of needs. Where the first group would be Existence Needs (i.e. physical and material wants), second group would be Relatedness Needs (i.e. desire for interpersonal relationships) and third group would be Growth Needs (i.e. desire to be creative and productive). However, unlike Maslows Hierarchy of Needs Theory, the ERG Theory states, if frustrated in trying to satisfy Growth Needs, Relatedness Needs will re-emerge (frustration regression process). Organizations would use ERG theory to help them identify their employees dynamic needs and help the organizations to understand why employees have such dynamic needs (i.e. once satisfaction progression occurs the needs change and once frustration regression occurs needs change once again). Herzberg Two Factor Theory or Motivation Hygiene Theory Herzberg after carrying out many surveys concluded that to understand employee satisfaction or dissatisfaction work had to be divided into two categories. Motivation Factors: Factors which are strong contributors to job satisfaction. Hygiene Factors: Factors which are not strong contributors to job satisfaction but which must be present to meet an employees expectations and prevent job dissatisfaction. Hygiene Factors: Job security Relations with others Physical working conditions Company policies Pay Quality of supervision Motivation Factors: Achievement Responsibility Recognition Opportunities for personal growth Promotion opportunities Organizations use Herzbergs Two Factor Theory firstly to identify if their employees hygiene factors are met through which an assessment could be made regarding whether the employee is satisfied with the job or not. If not, the organization can identify which factors need to be adjusted so that this may alleviate job dissatisfaction. However, to motivate someone to perform better or to increase satisfaction motivation factors must be addressed by the organization. Using this theory, an organization would be able to identify which form of motivation would be necessary to motivate an employee as motivation factors relate to the nature of the work itself and the way the employee performs it. It should be further noted that this theory has a twofold approach of eliminating dissatisfiers and enhancing satisfiers. Victor Vrooms Expectancy Theory According to Victor Vrooms Expectancy Theory employees will work hard to achieve rewards that they values and that they consider obtainable. Further, Victor Vroom states that an employee will be motivated to exert a high level of effort to obtain reward under three conditions. The employee believes that his or her efforts will result in acceptable performance. The employee believes that acceptable performance will lead to the desired outcome or reward. The employee values the reward. (Karen Collins, 2007 cited in Flatworld Knowledge, n.d) Figure (Expectancy Theory Model) (Karen Collins, 2007 cited in Flatworld Knowledge, n.d) Organizations would use this theory as it would help the organization to understand and interpret, How employees decide to work The effect of planned rewards programs The effect of such planned rewards on the productivity of employees Sri Lanka is a country within which power culture is dominantly seen not only within society but also within organizations. As a result of this culture which has not changed much throughout the years, work force of an organization would naturally await orders from the top and are not interested to take initiative in most situations even when given the chance. Hence, when considering motivational theories which are now widely practiced through the world where a technique of motivating employees in a natural manner is used, it could be understood that such motivational theories if applied within organizations of the country may not result in the expected outcome. Based on this information it is possible to arrive at the conclusion that the most suitable motivational theory to be used by organizations operating within Sri Lanka is McGregors XY Theory where Theory X assumptions have to be used. Leadership Leadership Styles Leadership could be defined as a relationship through which one person influences the behaviour or actions of other people. There are various factors which should be considered when selecting a style of leadership. For example, nature of task (i.e. Urgency, Complexity), type of people being led (i.e. Maturity, Technical Experience, Competence), etc. There are mainly three types of leadership. The Authoritarian or Autocratic Style: A leader exercising this style would make decisions alone without advice from their followers and would state what has to be done and how. Such a style would be suitable in an occasion when all the required information to solve a problem is available, there is a lack of time and the employees are well motivated. The Participative or Democratic Style: A leader exercising this style would involve employees in the decision making process. The leadership functions are shared with members of the group resulting in greater interactions within the group. The group members have a greater say in decision making, determination of policy, implementation of systems and procedures. (Laurie J. Mullins 2007, p. 371) However, it should be noted that the leader maintains the final decision making authority. A Laissez Faire (Genuine) Style or Delegative Style: A leader exercising this style would allow the employees to make decisions after observing how employees work on their own. This is done when employees are able to analyze a situation and decide what has to be done and how. However, the leader would still be responsible for the decisions made. Beyond these leadership styles, it should be understood that leadership behaviour could either be directive or supportive. Advantages and Disadvantages of Leadership Styles Leadership Style Advantages Disadvantages The Authoritarian or Autocratic Style More group productivity while leader watches Decision making process is quicker as the leader makes the decision individually The organization may respond to danger quickly The level of dependence on the leader increases The level of hostility among employees may increase Work force may dislike being ordered around resulting in employee de-motivation The Participative or Democratic Style A positive work environment could develop Motivates creative thinking Reduces employee turnover as a result of less friction between the work force and the leaders Slower decision making Arguments may arise A Laissez Faire (Genuine) Style or Delegative Style Results in employee empowerment Promotes independent thinking Motivates creativity Employees can misuse the freedom given to them and perform poorly Figure (Advantages and Disadvantages of Leadership Styles) Leadership and Motivation Distinguished An authoritarian or autocratic leadership style is followed when employees are dependant and resist change. The efficiency of such employees would be low. Through high levels of supervision, command and control which is exercised by such leaders would motivate employees mainly in three forms. They are, Peer Motivated: As employees would like to be like others Authority Motivated: As employees would follow policies Threat and Fear Motivated: As employees would react to force When a participative or a democratic leadership style is followed there would be greater interaction within the group and hence the personality and efficiency of employees depends on the leaders skills and the work environment which he has created. When following such a leadership style, employees would be motivated in three forms. They are, Goal Motivated: As employees may recognize some opportunity Reward Motivated: As employees would recognize some opportunity for some material reward Recognition Motivated: As employees would recognize an opportunity for change in social status A Laissez Faire or delegative style is followed when employees take up leadership, thrive on change or opportunity, are independent and are achievers. Such employees would be very efficient compared to employees under other leadership styles. Leaders following this style would have limited supervision and would delegate decision making responsibility to employees. When following such a leadership style, employees would be motivated in two forms. They are, Self Motivated and Team Motivated: As employees are allowed to practice creativity When the above three types of leadership and motivation associated with them are analyzed, naturally a participative or a democratic leadership style is best to follow because in a team-motivated environment, dependant employees will be inspired and will strive to be acceptable with independent thinking co-workers. However, as it was mentioned before, due to the culture element of the country work force of an organization would naturally await orders from the top and are not interested to take initiative. Therefore, a leadership style where high levels of supervision, command and control is practiced would be more applicable for such an environment meaning, the most suitable leadership style to motivate employees within organizations would be the authoritarian or autocratic leadership style. Effective Leaders; A paramount to an Organization It could be said that effective leaders are the key for success of any organization. There are many characteristics an effective leader should have. Based on the information given below it is possible to understand that an effective leader is strength to an organization in many aspects. Given below are five factors which make an effective leader a paramount to an organization, An effective leader would be able to influence and inspire people to accomplish a goal, or an objective of an organization. It should be understood that leadership is not about power and has no relationship with driving employees to accomplish their tasks and duties out of fear. It should further be understood that an effective leader would help to encourage or motivate other employees to take up leadership, forming a successful and a powerful workforce. An effective leader would be a visionary person meaning awareness of organizational goals, objectives and vision. Only if employees see that their leader is aware of the direction which he must head they will follow him. This could be an advantage to an organization as such a person would be able to lead the employees of the organization in such a manner that they would achieve organizational goals and objectives. An effective leader would be a trustworthy person. It should be understood that trust if a leader is trustworthy his employees would have confidence in him even at tough times. Hence, it should be understood that if an organization has such a leader who has good relationships, is trustworthy and follows ethical standards that this would be a massive strength for the organization as this could be considered the base for an effective organization. Further, this would help the organization to develop a good impression through the community in which it operates. An effective leader would be able to communicate the organizational goals, objective, vision, knowledge and technical expertise to the organizations employees. This would help the employees of the organization to become effective too as they would gain the required knowledge, skills and an idea about organizational goals, objectives and vision. An effective leader would be able to make successful decisions based on intuition. This could lead an organization to success as at times there may be a need to make decisions quickly which maybe of very high importance and value when time for gathering information may be very limited. Groups, Teams and Leadership It is no secret that behind the success of Standard Chartered Bank, the staff of the bank has played a very important role. Effective leadership and well motivated staff has been the key for this excellent performance. To support and improve leadership development within the bank, Standard Chartered Bank now has seven core leadership development programs along with feedback programs such as the 360 feedback tool. Standard Chartered Bank gives special consideration not only for leadership but also for aspects such as employee relations, team building, culture and values, etc. Nature of Groups and Team Roles Nature of Groups A group could be defined as a collection of people who interact with each other over time in order to reach goals. These groups can either be formal or informal, where both types of these groups are seen at Standard Chartered Bank. One note worthy feature of these groups at Standard Chartered Bank is that the groups consist of individuals who come from various backgrounds, cultures and have different skills. However, Standard Chartered Bank has made sure that no conflict among bank staff occurs but instead understanding and development in multiple fields occurs; great example for this will be the employee exchange program (first time in 2008, between India and China) which the bank launched recently. Through this approach, Standard Chartered Bank has been able to, Align teams with business vision and objectives Build staff engagement and commitment Create opportunities for open and courageous conversations Clarify dependencies Accelerate high performance by leveraging strengths Team Roles A team role is, a pattern of behaviour, characteristic of the way in which one team member interacts with another whose performance serves to facilitate the progress of the team as a whole. (Laurie J. Mullins 2007, p.332) As Belbin has stated, even though there are nine team roles, it is rare to find members who are strong in all nine team roles. Standard Chartered Bank too has recognized this and in order to build up teams who are skilled in multiple ways the bank follows job rotation programs and also as it was mentioned above employee exchange programs. Through the employee exchange program or rather the talent exchange program the bank expects to forge stronger working relationships and cultural understanding between the two strategically important markets All our development is based on the philosophy of being a strengths-based organisation. We encourage individuals, managers and teams to identify and focus on their distinctive talents, and constantly challenge them to achieve more with them. We recognise that individual strengths are unique, and that each employee will deliver in a role in a different way. (Standard Chartered Bank, 2009) As it is quoted above, the bank encourages recognition of individual strengths through which the bank expects to achieve greater strengths. Through the interaction of individuals of such nature the bank expects to develop a highly talented work force through team work. Even though an individual member may not be highly talented he will be motivated to achieve and develop new strengths when he would be allowed to interact with people talented in multiple fields. Therefore, it could be understood that team roles play a vital part in the development process of the bank. Stages of Team Building Given below are the stages of team building or team development, Forming formalities are preserved and members are treated as strangers (polite but untrusting). Storming members start to communicate their feelings but probably still view themselves as part of their parent department rather than part of the team. They attack others insular attitudes while guarding their own (testing others). Norming people feel part of the team and realise that they can achieve work if they accept other viewpoints (valuing other types). Performing the team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance (flexibility from trust). (Carter McNamara, 1999) The above four stages of team building or development are very evident at Standard Chartered Bank. The initial two stages would be very clearly seen at the beginning when an employee would be newly selected and/or when they switch branches (consider the employee talent exchange program for example). However, as time passes by (a period of three months for the employee talent exchange program) employees would learn about each other, would value each other especially their culture and would be able to perform with flexibility which would build up from trust. An example for the last stages of the team building process would be when top executives frequently fill in for one another, whether leading regional celebrations, representing Standard Chartered Bank at key external events, or initiating internal dialogues with employees. They make their collaborative behaviour visible through extensive travel and photos of leaders from varied sites working together. Beyond the above mentioned four team development stages, there is one additional step which is known as adjourning. This would mean disbanding of the group due to completion of a task, members leaving the organization or moving on to other tasks. Team Cohesiveness It is one of the main responsibilities of a leader to ensure that the members of his work group cooperate so that the work group would be able to achieve the expected results. It is clear that cooperation among members of work groups is likely to be greater in a cohesive group resulting in beneficial effects for the organization. There are many factors which affect group cohesiveness. These factors could be categorized under four major headings as shown in the diagram below. Figure (Factors Contributing to Group Cohesiveness Performance) (Laurie J. Mullins 2007, p.307) Even though it is stated that there are disadvantages of cohesive groups such disadvantages have been minimized at Standard Chartered Bank through the unique culture which has been bread. The disadvantages of cohesive groups have been overwritten by the advantages of cohesive groups at Standard Chartered Bank resulting in an overall positive outcome. These groups have helped the bank through increased interaction between members of diverse cultures and ethnicities, growth of skills and knowledge of members through mutual help, lower turnover as the member feels that the organization has become a part of him, etc. Motivational Tools and Techniques Standard Chartered Bank follows a range of methods to encourage or motivate their employees. Motivation at Standard Chartered Bank takes place through, Learning and Development: Learning and Development process at Standard Chartered Bank starts once an employee joins the bank and this will continue till the employee resigns the organization. Standard Chartered Bank uses advance new technology to make this process an interesting one and gives encouragement for members to participate. Examples for Learning and Development at Standard Chartered Bank: Right Start, Job rotation, Talent Exchange, Core Leadership Development, 360 feedbacks etc. Employee Relations: Standard Chartered Bank follows an approach where it would deal with employees on an individual basis rather than a collective basis. This approach focuses on direct communication, managing organisational change and involving and motivating employees. Reward and Recognition: There are two elements to remuneration within Standard Chartered Bank; an annual salary and a performance based element. At Standard Chartered Bank performance would not mean just achieving goals instead it means how employees demonstrate the banks unique culture and values in their working lives. Employees would receive individual ratings but those with lowest values of ratings will not receive any performance related bonus even if they have achieved their final targets. Great Working Environment Other Facilities: Standard Chartered Bank has an environment which could be stated as one of the best environments to work at. The structures have been constructed according to expected standards and latest technology has been used where possible. Further, the bank provides other facilities, such as the day care centre where various forms of education would be given for the children of the employees, freeing the employees from the burden of worrying about their children during working hours. Impact of Technology on Team Building It is clear that technological changes have enabled Standard Chartered Bank to achieve new heights in many fields. When considering team building, as it was mentioned above in the previous section, Standard Chartered Bank uses technology right from the beginning of an employees career. Right Start is the new induction process which the bank uses for new employees. It is clear, that even this simple step will help the organization to develop better teams within shorter time periods resulting in more effective outcome. Hence, it is understood that technology has a massive impact on team building process. Our induction process for new employees was enhanced during the year with the launch of a new online virtual world. The Right Start Learning Journey offers access to critical information about our history, core businesses and supporting functions, sustainability agenda and much more in a fun and interactive way. New employees can visit the site, which was created by our Learning and Development Team, as often as they like while a discussion forum allows them to communicate with other new recruits. (Standard Chartered Bank, 2009) It should further be understood, that this same process of new employees getting to know other employees and building up successful teams would have been a very slow process causing possible inefficiencies for the organization in indirect ways. Even though technology has had its positive impact on the team building process it could be said that there are drawbacks if excessive technology is used as it may decrease person to person interactions resulting in lower awareness or understanding regarding one another. However, this situation is not yet seen at Standard Chartered Bank as the bank arranges certain social events where employees can get to know each other better, independent of their position at the bank. Conclusion Due to the strong cultural effect persisting within Sri Lanka, employees would naturally require high levels of supervision, command and control resulting in the usage of leadership styles such as authoritarian or autocratic leadership and extreme motivational theories such as McGregors XY Theory (Theory X assumptions), neither of which could not be considered as the best choice. To overcome this situation, changes to the culture within the organization could be done through an eventual process and in such a manner that employees would not feel threatened. Further, it could be understood that an effective leader could bring about the desired change even in such a culture. Behind every successful organization there would always be a highly talented and committed work force as at Standard Chartered Bank. Based on the information which was stated in the body of the report, it was possible to arrive at the conclusion that due to the unique culture which has been brought up at Standard Chartered Bank where technology and many other elements have played an important role, every employee would have an opportunity to either be an excellent team player or to be an excellent leader. To further improve, the bank can integrate more team based discussions and such activities where technology could be used in a balanced manner.