Presidential Success President Of The United States

The common definition of a president is an officer who is elected or appointed to preside over an organized body of persons as the Chief Executive of the United States. When given this title , Americans expect vast achievements from that individual. Which is judged by their success in the present and the future during their 4 year term. Understandably, some of these expectations include; upholding the Constitution and protecting the natural rights and liberties of the American people . Along with taking speedy actions on problems facing the nation, while having a compelling vision for this country. Presidential success is a large speed bump, a president faces while being in office. That being said, it can only be determined while†¦show more content†¦This was a problem he efficiently and effectively resolved. Another act of example as seen in our history was in 1948, after the World War II ended, the Soviets blocked all routes to West Berlin. In order to weaken their army , which at the time Berlin was divided up. President Harry S. Truman was the president at during this time and found himself in a tight situation. Where he had to pick to either back down and lose the respect of his allies, or stand firm and risk starting a war with the Soviets. Instead, he chose to go around the blockade by sending supplies by air. Within a year, the Soviets ended the blockade.1953) Presidential failure, is just as important as presidential success. This is a determining factor if that candidate should be re-elected if he/she is running for office. A way to evaluate presidential failure can be through ratings in public opinion polls throughout their term. Public opinion polls are vital to guaranteeing democratic governance. They help use see how the public perceive him/her. This concept can be applied vise-versa, where we can also use public opinion polls to measure presidential success. Lastly, we can also evaluate presidential greatness and mediocrity by legisla tive success in applying his/her campaign promises. Throughout their campaign presidents make numerous policy proposals and promises to the American people. The determining factor is how much of those promises are actually

Womanhood and Coming of Age in Madeleine L. Engle´s A...

When Madeleine L’Engle first published A Wrinkle in Time in 1962, women’s place in society differed greatly than what L’Engle portrays in her novel. L’Engle broke barriers of the time with her portrayal of women in A Wrinkle in Time. The novel is infused with the themes of womanhood and coming of age. To be more specific, it is a novel which is thoroughly blended with the strengths of womanhood and with the concept that how women in a society can bring forth specific positive changes. The protagonist, Meg Murry, is a gifted adolescent who constantly harps on being different from other children. Her mother, Mrs. Murry, defines empowerment in women. Mrs. Murry is a phenomenal mother, devoted wife, and genius chemist. During the 1960s it was†¦show more content†¦Automatically she pushed her glasses into position, ran her fingers through her mouse-brown hair, so that it stood wildly on end, and let out a sigh almost as noisy as the wind.† (Lâ₠¬â„¢Engle, 10). As the novel continues through Meg’s journey to Camozotz she blossoms into a woman and accepts her individuality. The uniformity of Camozotz shows Meg that being different perhaps is not so bad. Meg comes into her own identity, womanhood, and accepts her uniqueness. An important factor in regards to the character of Mrs. Murry would be her influence on Meg Murry’s evolution into womanhood. Meg is inspired, yet intimidated by her mother’s perfection. At the introduction of Mrs. Murry’s character there is insight into Meg’s perception of her mother, â€Å"Mrs. Murry gently touched Meg’s bruised cheek. Meg looked up at her mother, half in loving admiration, half in sullen resentment† (L’Engle, 12). Although there was a sense of insecurity for Meg at the beginning of the novel, Mrs. Murry was inspiration to ignite the unique woman within Meg. Womanhood is blissful and women can be influencers and initiators, ushering positive changes in the society. It must be noted that the author has hinted on the fact that women are evolving from both the academic and social perspectives and that is the

Human Resource Management Essay - 3492 Words

Introduction Working in corporation or large companies is very popular nowadays because large companies are often with the large scale, huge capital and professional operation. Human resource has significant role in the organization. Human resource management is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high level of performance, and ensuring that they continue to maintain their commitment to the organizational objectives. This is true regardless of the type of organization government, business, education, health, recreation, or social action. Getting and keeping good people is critical to the success of every†¦show more content†¦It can be seen as proactive because of their continuous development and functions to improve the company workforce. Human resource management is the type of management where almost everybody in managing position can play apart in traini ng and development. Personnel management can be describe as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel management could also be seen as a independent way of managing. It is a sole responsibility of the organization. Personnel management is a traditional approach of managing people in the organization. Human resource management is a modern approach of managing people and their strengths in the organization. Personnel management focuses on personnel administration, employee welfare and labor relation. Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the organization. Personnel management assumes people as a input for achieving desired output. 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Corporations Journal Diversity Management â€Myassignmenthelp.Com

Questions: Who Are The Non Executive Members Of The Management In A Global Team? What Role Do They Play In The Team? Does Their Role Have Any Connection With The Issues That Occurs In A Global Team? Is It Possible For Them To Address Minimize The Negative Impact Overcome The Challenges? What Skills Do They Require To Address The Issues Faced? What Is The Importance Of Non Executive Member Of The Management That Are The Team Members Of A Global Team? Answers: Introduction Global team is a combination of workers across the temporal, cultural and geographical boundaries and brought together in a single framework. Multinational companies use it as a solution to Human Resource aiming to increase the performance. Integration of employees from different ethnic background provides innovative ideas and different approaches to any particular issue. Multiple dimensions of a single issue help in effective targeting of the market. Despite of the advantages identified, various issues occur in managing a global team. A number of researches are reviewed in the literature review section to identify and evaluate the challenges faced by the multinational enterprises in the management. The impact of cultural diversity and international HRM is also highlighted. A hypothesis is formulated from the study with research questions to address the gap found in literature. A detailed description of methodologies is proposed to carry out the research process with limitations and research time schedule. Project Objective To identify the challenges faced by the management To identify the mechanism of virtuality management and cultural diversity management To identify the advantages and impact of IHRM implication Project Scope The scope of the project is good and the project is focused on the challenges faced by the multinational companies in managing their global team. In spite of having positive impact on the organization and increase the work efficiency, it demonstrates some major challenges due to the diverse culture and communication gap. Research can be carried out focusing on these topics. Definition of Global team The contribution of the formation of global team goes to globalization. This is a geographically dispersed virtual workforce that serves as the principle vehicle of business organizations achieving the global efficiency. Global teams are formed with an idea to resolve the issues like diversified target audience demand, converging markets, and resource allocation faced by multinational enterprises. Dixon (2008) defined global team as a dispersed, multicultural virtual team. Internationalization of business has led the global team to proliferate best operations and practices in the global market. According to Araujo (2009), sustainability and growth can be achieved using global team to manage and execute the complex strategic interventions. Significant management is essential for a global team to address the challenges faced due to virtual communication and diversified cultural accumulation. Managing Virtuality and Cultural Diversity in global teams Addressing the human resource management of a global team is considerably different and more difficult compared to the traditional teams (Hansen, Hop and Moehler 2012). Various methods have been proposed by different scholars over time that are put under two broad selections. They are: Mechanism for Managing virtuality Barriers in interaction between the team members due to the virtual communication needs to be managed in an efficient order to avoid possible issues that might rise between the team members that has negative impact on its efficiency. Three possible ways of managing the virtuality is possible to identify from the present literature. Transactive Memory System: This is a system used in knowledge and information sharing between the members of a global team. A team with developed TMS shows greater result in accurate transaction of information within the virtual team that has positive impact on output (Hansen, Hope and Moehler 2012). Psychologically safe communication Climate: Managers can utilize the PSCC as an effective tool for negotiation of adverse effect of vituality of global terms (Gibson and Gibbs 2006). Developing Trust: Trust can be a major issue in any team. Hence, the trust build up is essential for the case virtual team members to ensure collaboration and operate without disruption (Kelly 2011). Mechanism for managing cultural diversity Cultural diversity of the global teams can both have positive and negative impact. A proper collaboration is essential between the team members to generate positive effect, failure of which can have devastating effect. Different researchers have proposed various mechanisms for effective management of the global team. Those with importance are mentioned bellow. Cultural Intelligence: It is mandate for the leaders to develop cultural intelligence to succeed in the cross-cultural team management. It helps to increase the interaction between the team members (Magdaleno and Kleiner, 2016). Cultural Agility: The contribution of cultural agility is visible in the grounds of flexibility and performance of the group. It should be a desired skill for the management personnel working with a global team (Caligiuri 2012). Global Mindset: It is a mechanism used in influencing the sense of responsibility of the global team members avoiding the cultural barriers. Challenges in Managing Global Team Several challenges have been identified by different scholars that are geographical separation, sharing knowledge across the globe, managing time and attention, and cultural differences. It is primarily due to the dispersed team. These challenges are possible to meet with the mechanism proposed above (Orhan 2014). Implication of IHRM Responsibility of the international human resource management is to address and overcome the challenges mention above. The key role of an IHRM is to train the global team members and leaders to develop their transactive memory system, psychologically safe communication climate and trust. The use of IHRM can reflect potential benefit in increasing the performance of a global team (Palthe 2014). Literature Gap The existing researches fail to link the financial and non-financial factors that plays vital role in global team management where research can be carried out. Moreover, these researchers primarily focused on the leaders and managers to address the challenges that affect the efficiency of the global team. However, no research gave importance in the employee level and their skills that are essential part of the global team. Hence, it is important to address the mentioned areas. Hypothesis H0: Non executive team members of global team plays important role in managing the emerging challenges H1: Non executive team members of global team plays no as such role in team management and addressing the challenges Research Questions Research questions are compared with the compass of researchers as it guides the research and drives it to the proper direction preventing it from going off track. There are two types of research questions that are primary and secondary research questions. Primary questions searches for the end result. Whereas, the secondary questions are formed in order to obtain the answer for the primary question. Qualitative and Quantitative Research Qualitative research methods focuses on the non countable data acquisition whereas, quantitative methods addresses the countable data. The methods are overlapping and used for both types of data collection. The selected methods for obtaining data are discussed bellow. Sampling and Sample Size These are used for collecting both types of data. The method used for selecting target population is called sampling. Whereas, the number of samples collected for the research is called sample size (Marshall et al. 2013). Data Collection Method Primary and secondary data collection method is the two types under this section. If the data source is primary, such as CEO of a company, it is primary data, whereas, if it is literature, the data is called secondary (McDonald et al. 2013). Research Instrument The tools utilized for the purpose of data collection are referred as research instrument. These can be interview, questionnaire reading and many more (Schaufeli,Maslach and Marek 2017). Interview and Questionnaire Design Both the designs are similar and overlapping where a set of questions are asked to the subjects for obtaining the data. Person to person interact is present in the interview, whereas, a paper with a set of questions is provided to the subject to answer in yes and no format in a questionnaire (Willis 2015). Quantitative Data Analysis Process There are numerous process of analyzing the collected numeric data that are clearing, coding, interpretation and presentation. All of these methods of data analysis is summed up as quantitative data analysis process (Bykztrk 2017). Research Limitations Every research has a limitation as a research cannot address everything related to the topic. Time is an important external factor that sets limit for the research. On the other hand, limitation set by the researcher is important to focus on a particular aspect of the study. Objectives of the research plays crucial role in setting limits as the research focuses in meeting the particular objectives (Veld-Merkoulova and Viteva 2016). Time Schedule Main activities/ stages Month Jan 2017 Month Jun 2017 Month Dec 2017 Month Jan 2018 Month Jun 2018 Month Dec 2018 Selection of topic Collecting data from secondary sources Constructing the research layout Literature review Development of research Plan Selection of Appropriate Research Techniques Primary data collection Analysis Interpretation of Data which are collected Conclusion Development of Draft Final Work submission Conclusion Numerous researches have been conducted on the management challenges faced in a global team. Many of them suggest various mechanisms to tackle with the issue in hand. However, all the researches focus on the manager or the leader of a global team to address the issue. Non executive staffs are not given priority I any of the researches. Hence, it is a great topic to carry forward. The hypothesis is formed to identify the importance of non executive members of the team in handling the challenges face by them. Research questions re formed in a compact manner to address the objective of the research. The proposed methodologies are essential to carry out the research in a structured fashion. The time limit is set to two years for successful completion of the project. References Araujo, A. (2009). Implementing global virtual teams to enhance cross-border transfer of knowledge in multinational enterprises: a resource-based view.International Journal of Networking and Virtual Organisations, 6(2), p.161. Bykztrk, ?., 2017. Sosyal bilimler iin veri analizi el kitab?.Pegem At?f ?ndeksi, pp.1-213. Caligiuri, P. (2012).Cultural Agility: Building a Pipeline of Successful Global Professionals. Jossey Bass Inc. Dixon, K. and Panteli, N. (2010). From virtual teams to virtuality in teams.Human Relations, 63(8), pp.1177-1197. Gibson, C. and Gibbs, J. (2006). Unpacking the Concept of Virtuality: The Effects of Geographic Dispersion, Electronic Dependence, Dynamic Structure, and National Diversity on Team Innovation.Administrative Science Quarterly, 51(3), pp.451-495. Hansen, T., Hope, A. and Moehler, R. (2012). Managing Geographically Dispersed Teams: From Temporary to Permanent Global Virtual Teams.SSRN Electronic Journal. Kelley, E. (2011). Keys to Effective Virtual Global Teams.Academy of Management Executive, 15(2), pp.132-133. Marshall, B., Cardon, P., Poddar, A. and Fontenot, R., 2013. Does sample size matter in qualitative research?: A review of qualitative interviews in IS research.Journal of Computer Information Systems,54(1), pp.11-22. Magdaleno, G. and Kleiner, B. (2016). Global Trends in Managing Cultural Diversity.Cross Cultural Management: An International Journal, 3(4), pp.31-36. McDonald, C.M., Henricson, E.K., Abresch, R.T., Florence, J., Eagle, M., Gappmaier, E., Glanzman, A.M., Spiegel, R., Barth, J., Elfring, G. and Reha, A., 2013. The 6?minute walk test and other clinical endpoints in duchenne muscular dystrophy: Reliability, concurrent validity, and minimal clinically important differences from a multicenter study.Muscle nerve,48(3), pp.357-368. Orhan, M. (2014). Extending the Individual Level of Virtuality: Implications of Task Virtuality in Virtual and Traditional Settings.Administrative Sciences, 4(4), pp.400-412. Palthe, J. (2014). Cross-Level Cultural Congruence: Implications For Managing Diversity In Multinational Corporations.Journal of Diversity Management (JDM), 9(1), p.51. Schaufeli, W.B., Maslach, C. and Marek, T. eds., 2017.Professional burnout: Recent developments in theory and research. Taylor Francis. Veld-Merkoulova, Y. and Viteva, S., 2016. Conclusions, Limitations and Future Research. InCarbon Finance(pp. 129-131). Springer International Publishing. Willis, G.B., 2015.Analysis of the cognitive interview in questionnaire design. Oxford University Press.