The Changing Interaction of Finance, Information and Technology Coursework

The Changing Interaction of Finance, Information and Technology - Coursework Example This has raised questions on the efficiency of the IT departments of companies in carrying out the requirements as stipulated in the act. There were also criticisms about the failure of SOX act in various aspects related to the IT. This paper discuss about the impact of S-OX act on the IT department and a review about the various aspects about the act. â€Å"IT supports the corporation’s drive to comply with SOX by securing and protecting financial data on the network.† (Networkinstruments.com, 2011) The Act requires the companies to impart the compliance process as an integrated business process. The Act also requires continuous risk management and also regular checks about the IT control measures that are put into place as per the Act. The act also put additional accountability on the officers or firm which attests that the companies’ financial reports are true and represents the present state of the firm. The relevant components for the S-OX are internal envir onment, Risk assessment, Control activities, Information and communication and Monitoring. (COSO framework) Sarbanes Oxley Act- Implementation and Impact upon IT departments In order to implement the act effectively, it is very crucial to keep the program cost effective and also sustainable. There should be a cost-effective process in place to provide a greater transparency into the infrastructure and control measures to assure the correctness of the financial reports. In order to keep a continuous track on the system it is very much important that all the processes must be automated and sustainable. When we try to understand the impact of S-OX on IT departments, we need to keep in mind that the act was primarily created for the detection of accounting fraud, make the higher management accountable for the malpractices if any in the organization. The IT comes into picture where it assists the financial practices undertaken in picture. Since all transactions would be recorded in the f ully computerized work environment and also all the audit processes would be recorded, the role of IT comes in. They are responsible for keeping a tab of all the transaction and audit and to retrieve these data when it is required. This essentially means that the pressure created on IT departments is not a direct result of the implementation of S-OX act, since the act is focussed on the accurate disclosure of the financial statements and making the people accountable for their actions. The pressure on the IT departments is coming from within the company as it is the only department which can realistically overview and keep a continuous track of the activities of a firm. â€Å"Companies are increasingly turning to technology in their Sarbanes-Oxley Act compliance efforts in order to automate internal controls or streamline their activities, according to new research and interviews last week with corporate executives.† (Hoffman, 2005) Involving IT would help to reduce the time and efforts that needed to create the compliance reports at quarterly and annually. This would also reduce the costs involved in the process. Benefits to IT department while adopting the Sarbanes Oxley Act The benefits of the Act cannot be limited as benefit to IT department alone. Since the positives would finally impact the performance of the company.

Natural environment Essay Example for Free

Natural environment Essay History depicts that in the past, apartheid and Christian national education policies meant that races and cultures were segregated in schools and resources were unevenly distributed, making the role and the task of the teacher extra difficult in terms of balancing between the workload and catering for all learners needs. Education is inherently political as it involves values and goals in relation to such fundamental questions as what kind of individual and society are we trying to shape? These questions cannot be answered in a factual or technical way because they are questions of opinions, values and ideology and they are inevitably disagreements and conflicts (Carter, Harber Serfi, 2003). The nature and reality of educators is that, it places so much importance on the teacher to ensure that learners succeed at the end of the day, although there are some factors external such as the environment, socio-economic and resources issues and resources which disturbs or defeats the purpose of education. The teacher can either make or break the progress of the learner, meaning the teacher should cater equally for all the needs of the learners, as learners themselves are different in terms of race, gender and class. This means that the teacher should not be bias or discriminate towards a certain gender, race or class, as this will have a negative impact on the success or progress of the learners. In this essay I will discuss my experiences with the teachers who made a difference, the role they played in terms of perceiving gender, race and class in my life, and the reasons why they were significant and finally I will discuss the role I will play as a future teacher regardless of gender, race and class of the learners. The most features in class or school environment, is for the teacher to understand his or her learners and mostly interact with them on continuous basis, as problems learners encounter arise from time to time. These problems tend to distract learners and need the intervention of the teacher themselves. Sometimes learners struggle with the content required, a problem at home or moreover a personal problem. A good teacher must anticipate and have insight of foretelling and differenti ate amongst learners that are showing signs of encountering problem

Siemens Change After Corruption Scandal

Siemens Change After Corruption Scandal This change management report is intended to present the boundary condition of culture change efforts at Siemens after corruption scandal came to light on November 2006. Even prior to corruption scandal, Siemens had a system of rules, policies and procedures; however it had not done enough to entrench its values, policies and procedures into company practice. They lacked in subsequent leadership and culture, inconsistent communication, training and company did not take adequate measures to punish conduct in breach. Siemens understood that they have to make some changes to its business to bridge the gap between theory and practice. Siemens AG (Berlin and Munich) is a one of Germanys largest publicly held corporations and Europes largest engineering conglomerate by sales. Siemens is a global powerhouse in electronics and electrical engineering, operating in the industry, energy and healthcare sectors. It activities include cross sector businesses and services, equity investments. The company has around 405,000 employees working to develop, design and install complex project and tailor a wide range of solutions for individual requirements. Siemens has built his reputation and world class with its technical achievements, innovations and internationality over 160 years, generating a sales volume in excess of â‚ ¬75 billion with communication division at the heart of business (Siemens, 2010). Up until 1999 bribing foreign officials to secure contracts was not only authorized but tax deductable in Germany. Siemens were allowed to pay legal fees for employees who got arrested or prosecuted abroad for bribery. Corruption is a part of a countrys culture, so is Siemens. It maintained a culture in which corruption was a likely business strategy to enter into emerging markets. In addition Siemens had grown closer to government (Rawi Abdelal et al., 2008). A culture of corruption in a dominant organisation does not occur accidently. Why would workers willingly commit an offence? The only likely explanation is if the organisation rewarded such behaviour. Siemens is not the kind of organisation where tens of thousands of slush funds gets unobserved. It is conceivable, certainly plausible, that Siemens top management knew anything about the bribes and corruption scandal. But as top officials they share responsibility for the widespread see-no-evil-hear-no-evil corporate culture in t heir organisation, which suggest that Siemens lacked a corresponding leadership and culture. So it is evident that culture at Siemens was illegal and unethical. Klaus Kleinfeld appointed as CEO of Siemens in January 2005-a conglomerate with 75 billion euros. He was called as wunderkind among shareholders of Siemens after turning the operation of communication division and making profits of 569 million euros or (3.2%) increase in sales. Later on November 2006, Klaus Kleinfeld announced that Siemens net income went up by 38% and sales growth were up by 16% from previous fiscal year (Rawi Abdelal et al., 2008). Leader will go wrong, if they jammed in single metaphor (Esther Cameron Mike Green, 2009) and this is what Siemens witnessed. Despite knowing the corporate culture of the organisation, he broke accustomed consensual management style, instead he threatened to sell or restructure if they didnt hit targets. Kleinfeld focused only on the colossal task of strategically restructuring the division and ways to improve the company growth. According to business daily Suddeutsche Kleinfeld gave lot of attention about the financial markets demand a nd restructuring the company. Spiegel particularly concentrated more on Klaus Kleinfelds tactical errors: Possibly his biggest failure was to underestimate the impact of bribery scandal (Rawi Abdelal et al., 2008). He seemed to not fully take control as bribery scandal kept whirling around the company. This shows that Kleinfelds recklessness and negligence. This body of work presents the boundary conditions of the Siemens change effort. It has been believed that organisational leadership and culture, with in the present organisations business environment, are the most critical aspects that determine the dynamics of organisational change. Siemens had policies in place, but they were not lived up to the expectation, the corporate values were not incorporated and leadership has failed miserably, resulting cost of â‚ ¬ 660 MM fines and â‚ ¬ 650 MM attorney and consultant fees (Frank Schmidt Kenny Mok, 2008). Reputation and trust were battered due to the series of corruption scandals which rocked Siemens. Siemens was blacklisted in Nigeria by Federal Government of Nigeria (Felix Onuah, 2007). As a result reputation and trust were battered due to the series of corruption scandals which rocked Siemens. So to keep hold of business, Siemens were in the position to change their culture and leadership style in order to get rid of corruption . Corruption Scandal: But one of the major concerns with Siemens was corruption kept escalating. Siemens has been at the middle of a very serious corruption scandal, since November 2006. Siemens officials have been investigated and scrutinized in a bid to clarify uncertain payments totalling some â‚ ¬1.3 billion ($2.07 billion). In 2006 Siemens was at the middle of one of the Germanys biggest corporate corruption scandal. In November 2006 around 270 police and other German officials ransacked Siemens offices. Six executives were arrested, including CFO of telecommunications division. German officials alleged that the suspects had diverted some 200 million euros through secret bank accounts in Liechtenstein, Switzerland and through shell companies, paying bribes for winning contracts in Iraq, Venezuela, Bangladesh, Italy, Israel, Russia, China, Argentina and Greece (Rawi Abdelal et al., 2008). Repercussions of the Scandal: Siemens identified the expenses of corruption as very high, through slowing down financial growth, rising levels of poverty, foreign investment misallocation, reducing tax revenues and additional government costs. Siemens concentrated on some of the key areas where they lacked quality in order to get rid of corruption. It is also very imperative to keep up their brand name and reputation to do good business and compete against their rivals. After the corruption scandals were unveiled at Siemens, the management started many initiatives to reinforce its compliance controls and corporate governance. New Governance Structure: One of the most important challenges an organisation faces, apparent leadership is crucial if an organisation is to make sure that the board and employees are not engaging in bribery and corrupt practices. It is really imperative that the board members do not transmit mixed signals; urge officials and managers to follow strict codes and high standards. Siemens supervisory board members Huber, Ackerman and Cromme were against their former CEO Kleinfeld, although profits had increased by about a third and sales by about 10%. As a result Kleinfeld was asked to step down because the image of the company was in tatters. For the first time ever in the history, board members turned to an outsider as chief executive officer-the Austrian Peter Loscher (Rawi Abdelal et al., 2008). Siemens implemented new managerial board position for compliance and official matters. Peter Solmssen, Hans winters and Andreas Pohlmann were appointed as General Counsel, Chief Audit officer and Chief Compliance off icer respectively (Dietrich G. Moller, 2009). Loscher was in a position to develop a power base for him and then make sure his acceptance. Unlike Kleinfeld, Loscher made sure to maintain co-operative relations with unions and employees. Understanding culture is desirable for leaders in order to lead and to make a successful change. For e.g., what the leaders pays more attention to, controls and measures on a regular basis, how do they respond to crises and critical situations, how do they assign limited resources, promotions, rewards and status, all these factors informs the culture that has been developed in an organisation. Training: Since Siemens was listed on New York Stock Exchange, it was expected that Security Exchange Commission (SEC) would interrogate the scandal and might impose higher fines than authorities of German, whilst the U.S justice department would launch a criminal probe (Rawi Abdelal et al., 2008). To meet the challenge, Siemens had restructured the Compliance and started a comprehensive compliance program. So Siemens hired a cofounder of Transparency International to consult on compliance and hired the well-known United States law firm of Debevoise Plimpton to investigate the bribery scandal. Top officials and divisional heads were asked to submit joint bids for projects, a measure designed to remove corruption. (Andreas Pohlmann, 2008) Compliance program focussed on three important factors Siemens concentrated on providing training, propagating awareness and understanding and implemented a control system in order to overcome substantial deficiencies. Training is very imperative to make sure the exact implementation of the controls. To avoid unethical business practices, the Siemens provided anti corruption programs as a part of training for more than 15,000 employees. In addition, Siemens launched a web based anti corruption training program for more than 120,000 employees (Andreas Pohlmann, 2008) This graphs shows that training is gradually increasing from the year 2008 to 2009 and Compliance staff increasing from 86 in 2006 to 598 in 2009 (Dietrich G. Moller, 2009). Siemens thought, compliance is the common platform and the moral responsibility to sustain the mutual set of morals for which the firm stands: superiority, creativity and accountability. Detect: Siemens relied on the loyalty of their employees towards the company, to detect and Identify potential problems at the early stages. They motivated and encouraged their employees to actively participate in developing a culture of reliability by not allowing anybody to violate in the organisation. They launched a helpdesk with Tell us and Ask us functions, so employees were asked to inform the helpdesk if anybody violates the rules (Dietrich G. Moller, 2009). According to Ask me helpdesk, around 3000 questions were raised regarding particular compliance problems, and many individual violations have been reported at the helpdesk. Respond: Siemens has started responding to non-compliance, violation and misconduct through regular and proper sanctioning across each and every departments of the business. Siemens had enforced more than 550 penalizing measures in fiscal year 2007 (Dietrich G. Moller, 2009). Communication Communication is an imperative factor for Siemens to incorporate its new strategic direction of superior ethical behaviour, corporate social responsibility and transparency. Siemens has started concentrating on more direct discussion between the employees and Managing Board in both directions. Through this way, Siemens communication of morals and values can be sustained right through the business, without being lost in transformation. Siemens has placed tactical significance on making its anti corruption strategies and compliance guide easy to read, this would help the employees to understand better (Article 123, 2008). Approaching Change: Altering the culture of an organization may be the toughest job a CEO will ever take on. The culture in an organisation or department is shaped over years of relations among organization members. The change process requires statistics, cautious study and good consideration of results. Scheins Organisational culture model: Culture is the pattern of basic assumptions that a given group has invented, discovered or developed in learning to cope with its problem of internal integration and external adaption (Schein, 1990). Culture is not only about programmes and initiatives, it is everywhere in the company (Cameron Mike Green, 2004). Thus culture gives a sense of organizations norms, values, beliefs, rituals and language; the way in which things are to be done around. To understand organisational development, learning and planned change, culture is considered as primary resource (Schein, 1999). Though Scheins model has been criticised (e.g. Collins 1998, Hatch 1993, Parker 2000), it specifies the main aspects of culture, namely its partly learned and unconscious nature. Organizational culture, consequently, is not simply a single new entity which illustrates organizations and which can be also identified from the other entities that impact an organization performance. Scheins assumes culture as a set of shared postulations, which can examined at three important levels. The first level of Scheins culture model consists of perceptible organizational process and various artefacts that can be heard and felt by uninitiated observer. First of all, the fact that will shape the entity of this investigation is culture itself (Schein 1992). Artefacts consist of any physical or tangible elements in a company. Dress code, furniture, history and architecture all represent organizational artefacts (cf. Reason 1997). According to Schein, it is really difficult to understand the true meaning without detailed study, since it symbolizes the most superficial cultural phenomenon i.e. only reflections of the exact business culture The second level of Scheins model consists of the companys espoused values. These are very comprehensible in, for example, the companys objectives, declared values, operating philosophy and norms. However, espoused values do not always reflect an organisations daily functions and businesses. Most key and imperative in terms of functions is the in-depth culture level, i.e. its principal assumptions (Schein 1985, 1992). Actions and behaviours of a successful individual employee in the organisation become benchmarks on which other employees refer to. Such historical behaviours and actions become organizational key values. Third level of Scheins model consists of basic assumption and underlying values. The essence of culture is characterized by the fundamental underlying values and assumption, which are difficult to distinguish as they present at an unconscious level. Underlying values is a array of decisions that form the culture further. Therefore, they are not static (Schein 1985, 1992). Basic Assumptions are considered as an ultimate source of actions and values. Analysing culture: Assessment (What to look for) In order to assess the culture, Siemens has to identify their artefacts. Artefacts can be identified by conducting surveys, group meetings or personal interviews that asks the employees to list their reactions to various artefacts. A pattern for identifying artefacts include: level of formality in relations, working hours, dress codes, rituals, ceremony, myths and how decisions are made (Scheins, 1999). Secondly, espoused values should be examined. This can be obtained easily since every organisation has their written values. According to Argyris Schon, the best word is espoused values, since most of the organisations have written values but act out different values (Scheins, 1992). Finally, underlying assumptions should be identified. Possibly the best way to spot basic assumptions are through progression meeting where all the artefacts are listed, underlying values and assumptions are reviewed (Scheins, 1992). Analysing culture: Analysis (Congruence Test) Using the assessment Siemens can compare the cultural artefacts to the stated values to check if the stated values are congruent with physical materializations of the organisation. Second level is to compare the espoused with the actual value of the Siemens. Then, analyse the type of culture that enhances the mission of the Siemens. Find out the new value and implement it in order to accomplish the companys mission and goal. Finally, culture can be compared to the employees. Here, the employees would be observed in terms of personal ideas, values of what is significant, and personal decision making procedures. Analysing culture: Implementation (Finding changes Final step is to figure out the changes in the organisation to accomplish the mission. Whilst execution of cultural changes is a colossal undertaking that changes sensibly conceived, but conventionally fail (Bolman and Deal, 1997), the gaps between artefacts and espoused values, assumptions and espoused values, workforce and culture or culture and mission are identified in the analysis stage. Implementing Change: Kotters eight step model: Kotter established eight steps and he believed that these 8 steps would lead to successful changes. He has developed an 8 step model where the first four levels focus on unfreezing the organisation, the next three levels focus on what needs to be changed , and the last level refreezes the company with a brand new culture. When organisations need to make huge changes effectively and significantly, these are the eight steps to be followed in sequence. Establish a sense of urgency: For change to take place, Siemens really have to develop a sense of urgency. In order to do that Peter Loscher and other board members have communicated to their employees about the need for change and significance of acting without delay. They examined the market strategies, competitive realities, reputation, how to prevent corruption and potential problem of the failure. This is not merely a matter of just telling employees about the corruption, poor sales statistics or discussing about increasing competition. Board members explained about the drawback of corruption and why corruption has to be removed. It is really imperative for Siemens to spend significant energy and time to develop the urgency in order to lead the change. Form a powerful guiding coalition Team: Top management of Siemens should shape powerful corporate governance with enough leadership skills, authority, credibility, communication ability and energy to lead the change. Leaders should be able to convince the employees that change is necessary. So Siemens appointed Peter Loscher as their CEO in 2007. Siemens implemented new managerial board position for compliance and official matters. After joining the company Peter Loscher communicated both his and shareholders expectations, and to set comprehensible compliance targets based on values of responsibility and integrity for all firm departments, units and levels. Develop a clear vision and strategy: The mission is to create a culture of openness and honesty right through the business, evidently driven from the board. The first step will typically be for the CEO to make a presentation to the board, possibly after review by board committee or risk management function. The important lesson learnt at Siemens is that a cadre of managerial positions is necessary at organisations to make sure the reliability, operation and integrity of the organisation. The frequency and level of bribery and unprofessional behaviour had significantly increased until Peter Loscher took over; top management, board and employees realised that they wanted to change their culture when world largest corruption scandal came to light. Tone from the share holders after corruption scandal The tone from the shareholders is Only Clean Business is Siemens Business! Everywhere Everybody Every Time! Compliance as Part of Corporate Responsibility is 1st Priority! Peter Loscher and board restructured the corporate governance and enhanced the compliance department. Communicate the Vision: In this step the new vision and strategies should be communicated in every possible ways to employees. Make sure that everybody in the organisation understand and accept the strategy and vision. After identifying the strategies, Siemens communicated those strategies to the employees by the compliance department and anti corruption programmes. To avoid unethical business practices, the Siemens provided anti corruption programs as a part of training for more than 15,000 employees. In addition, Siemens launched a web based anti corruption training program for more than 120,000 employees. Training is very vital for altering the mindset and developing a culture of integrity and responsibility. Siemens vision is to remove the corruption and change the culture, because Siemens understood the cost and impact of corruption and were very desperate to get rid of corruption. Empower others to act on the vision: They motivated and encouraged their employees to actively participate in developing a culture of reliability by not allowing anybody to violate in the organisation. They launched a helpdesk Tell us function, so employees were asked to inform the helpdesk if anybody violates the rules. It is really imperative for Siemens in order to get rid of obstacles. So they enforced around 500 disciplinary measures in the year 2007, mostly the cases of violation, and corruption. Create Short term wins: Changing the culture, either good or bad, it is not going to happen overnight. Siemens achieved their short term goal when their employees began to realize that they were anticipated to do their duties in a professional and ethical manner. Siemens monitor the progress of the compliance program by conducting employee survey. Survey results include: Positive perception of compliance program, compliance communications understood and well regarded. Siemens thought that compliance issues have changed the economy and society and it has changed Siemens. Consolidate improvements and producing still more change: Siemens engaged in variety of co-operative initiatives with international organisations committed to fight against corruption and sustaining and establishing freedom of competition. Siemens continuously improved their compliance program by co-operating with international and non government organisations, such as World Bank institute by exchanging knowledge and vice versa. By monitoring the process and receiving the feedback continuously will help Siemens to improve change. Institutionalise the new approaches: Siemens needs to believe a leading role in integrity, transparency and compliance with the clear aim of becoming a respected international organisation in the fight against bribery and corruption. They needed to move towards a value based culture and to bench mark with the best. In order to achieve these objectives they have to inst ­Ã‚ ­Ã‚ ­itutionalise the new strategies and approaches. Conclusion: The above study has looked at the context, content and process adopted by Siemens in order the change their culture after the bribery came into light on November 2006. This study will also give an overview of how Siemens has implemented detailed anti programmes policies on bribery and corruption, altered its management structure to fit its new values and policies, developed a new compliance department and has made changes to their communication with direct conversation between workforce and management. The Scheins model analysis helps us to understand the culture of the organisation and what changes needed to be done, while Kotters model helps us to understand how the change can be implemented. Unprofessional behaviour and violation of rules and standards are something all organisations must constantly be alert of. Eventually, the changes at Siemens have allowed the management to successfully meet its mission, which is an obligation to public safety. References: Andreas Pohlmann (2008) A New Direction for Siemens [online] http://www.enewsbuilder.net/globalcompact/e_article001149152.cfm?x=bd2Hd2m,bb6LfBj8,w [accessed 2 April 2010] Article 123 (2008) Integrating Transparency and Anti-corruption throughout the business [online] http://www.article13.com/UNGC/Siemens%20anti-corruption%20case%20study.pdf [accessed 4 April 2010] Collins, D. (1998). Organizational Change: Sociological Perspectives. London: Routledge. Dietrich G. Moller (2009) The Siemens Compliance Program -A Change Management Process [online] http://russland.ahk.de/fileadmin/user_upload/Dokumente/Events/Praesentation/09-11-18-Siemens.pdf [accessed 4 April 2010] Esther Cameron mike Green. (2009) Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change, 2nd ed. London: Kogan page Esther Cameron mike Green. (2004) Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change, 2nd ed. London: Kogan page Frank Schmidt Kenny Mok (2008) The Siemens Compliance Program -A Change Management Process [online] http://www.docstoc.com/docs/13221847/Compliance-Program-SlidesSiemens [accessed 4 April 2010] Felix Onuah (2007, December 5) Nigeria to blacklist Siemens after bribery scandal [Online] http://uk.reuters.com/article/idUKL0539089320071205 [accessed 4 April 2010] Hatch, M.J. (1993). The Dynamics of Organizational Culture. Academy of Management Review, Vol. 18, No. 4, pp. 657.693 Parker, M. (2000). Organizational Culture and Identity. London: Sage Rawi Abdelal, Rafael Di Tella, Jonathan Schlefer. (2008). Corruption in Germany: Managing Germanys Largest Corruption Scandal. 9-709-006, p1-8. Reason, J. (1993). Managing the Management Risk: New Approaches to Organisational Safety. In: Wilpert, B. Quale, T. (eds.). Reliability and Safety in Hazardous Work Systems. Hove: Lawrence Erlbaum. Reason, J. (1997). Managing the Risks of Organizational Accidents. Aldershot: Ashgate. Schein, E. (1985) Organizational culture and leadership 1st ed, San Francisco: Jossey-Bass Publishers. Schein, E. (1992) Organizational culture and leadership 2nd ed, San Francisco: Jossey-Bass Publishers. Schein, E. (1999) The corporate culture survival guide: sense and nonsense about culture change. San Francisco: Jossey-Bass Publishers. Schein, E. (2004) Organizational culture and leadership 3rd ed, San Francisco: Jossey-Bass Publishers. Siemens (2010) About Us [Online] http://www.siemens.co.uk/en/about_us/index.htm [accessed 29 March 2010] Siemens (2010) Compliance [Online] http://www.siemens.co.uk/en/about_us/index/corporate_responsibility/compliance.htm [accessed 29 March 2010]

Communism and America :: Communism Essays

The word communism has always been a sort of taboo word to say. Even today we call people commies to make fun or tease people. Why did all this start? How did communism become a bad a word? Well communism has always been feared since the birth of our nation. It was the form of government that the majority of Americans did not want. Communism is basically a theory or system based on the ownership of all property and goods by the community as a whole. This system would destroy a lot of the liberties that we as Americans enjoy. There was a certain time period where extremely paranoid about the communist party taking control. Starting at about the 1920’s up until the 1950’s people really feared communism. The Cold War, Ronald Reagan, and the Red Scare were all major contributors in the unreasonable fear of communism during this time period. These three factors helped shaped America’s ideology about communism during this time period.   Ã‚  Ã‚  Ã‚  Ã‚   The Cold War put us on the brink of war with the Soviet Union. This could have possibly been the one thing that started the fear of communism. Russian spies are everywhere. People suspected each other, even their neighbors. Since the soviet Union was a communist country that was spreading it’s influence in Europe. America had to do something about it. America felt that the people living in the Soviet Union were being oppressed and needed to be free. This so called war was basically seeing how far both the countries, (America & Soviet Union) could go without going into war. Examples of this would be the Truman doctrine, which was Truman’s way of making sure Greece and Turkey would not become a communist country (N.N.787). Another example would be the Marshall Plan, which asked the countries that needed help request it and the US would help. America did not want the Soviets to spread their ideas to other countries by exploiting the dissatisfaction of their country. So we helped because we thought that our country was in trouble from the communists (N.N.787). An even better example of clashes between the US and the Soviet Union would be the Berlin Airlift. Soviets blocked off all land into Berlin and we airlifted supplies into Berlin. Now during this at home, there were many people scared of communism also. Many were accused communists due to the Red Scare.

Advantages of Being Bilingual – Short Essay

Advantages of Being Bilingual Being able to speak two different languages is one of the best abilities to have in todays world. Especially living in the United States, which is such a diverse country, it really does come in handy. Benefits of being diverse in languages are that you have a greater change of getting that job that's extremely competitive, and you'll have a wider range of culturalism in your life. As someone who is bilingual, I can say that I have experienced certain advantages. Such as having a better ear for listening, and having a more positive growth for thinking.The workforce today as we know it is extremely competitive. Bilingual constestants have the automatically have the upperhand towards other competitors. Other contestants you may be dealing with for jobs range with people that contain different skills, and types of experience. For instance, if someone has a couple years on you of experience in a job that deals with tourism, than chances are they are looking f or people who can interact with more potential customers. Living in Orlando, Florida, one of the most popular places for tourism, being bilingual is a great advantage.There are job opportunities such as theme parks, and other tourist attractions that require bilingual employees. While switching on and off with your two languages, you are sure to have experienced much culturalism in your life. Opporunities arise such as making new friends, and even conversate with them on a wider range of topics. You have a certain bond with them, that you wouldn't normally have with someone who was limited to one language. Even visiting other countries who's main language isn't English can be more enjoyable. For instance, whenver I visit Puerto Rico, I have the opporunity to convert with locals and family.

Importance of Co-Curricular Activities in Schools Essay

Recognizing the importance of providing educational activities that enrich and broaden student experiences as an integral part of the curriculum as well as beyond the normal academic day, the School Committee supports the development of co-curricular and extracurricular programs in accordance with the policies established by the School Department. Co-curricular programs are defined as those activities that enhance and enrich the regular curriculum during the normal school day. Extracurricular programs are defined as those activities that broaden the educational experience which usually take place beyond the normal school day. Students who desire to participate on athletic teams shall do so on a volunteer basis with the understanding that it is a privilege and not a right to be a member of a school team. All students are invited to participate, but it is recognized that some students may not be capable of competing at the varsity level. At non-varsity levels, participation may be restricted based on safety and space restrictions. It shall be the policy of the School Department to compete in interscholastic athletics sanctioned by the Rhode Island Interscholastic League and to abide by that organization’s rules and regulations. Activities should be designed to meet the needs of and to stimulate interests expressed by students and should cover a broad range of abilities. There shall be equal opportunities for all students to participate in such programs. The expenses of voluntary activities may be covered by the students, the school, school-related organizations, and/or non-school groups. Elementary Level Recognizing the positive aspects of co-curricular programs that enrich and enhance the regular elementary school program, the School Committee supports the development of such activities in all areas of the approved curriculum. Middle School Level Recognizing the special needs and interests of students at the middle school level, the School Committee supports the development of both co-curricular activities as part of the regular school program and extracurricular activities based on the mutual interests and talents of students, teachers, and community volunteers. The Middle School Administration and the Director of Athletics and Student Activities shall be responsible for coordination of co-curricular and extracurricular programs at this level. Recognizing the importance of extracurricular as well as co-curricular activities in the total educational experience of high school students, the School Committee supports the development of programs that meet the needs and interests of a significant number of students, who come together to form organizations to pursue activities that are consistent with the educational goals of the School Department. Procedures for organizing such groups should be established and supervised by the High School Administration and the Director of Athletics and Student Activities. Recognizing that the variety and specialization of interests may preclude funding of all activities, the School Committee agrees to provide supporting funds and funds for advisors of approved activities insofar as these funds are determined by the School Committee to be available. The School Committee shall allow approved organizations to raise funds so that their programs shall be self-supporting. Procedures for fundraising should be established and supervised by the High School Administration and the Director of Athletics and Student Activities. No student shall be excluded from an activity because of an inability to contribute funds to support the program. The School Committee may sanction interscholastic programs supported in full by individuals and/or organizations under the following guidelines: †¢ The sport meets the â€Å"Criteria for Adding Interscholastic Sports† established by High School Administration. †¢ The funds identified by the Director of Athletics and Student Activities as necessary to support initial startup and annual operations must be on deposit with the School Department prior to scheduling competition. The School Committee and Administration shall have complete care and control of all activities associated with the particular sport. †¢ The use of students in fundraising activities shall be approved by the High School Administration and the Director of Athletics and Student Activities. †¢ Should the sport no longer be offered, all surplus funds shall be transferred to the High School Athletic General Account. http://www. cumberlandschools. org/website/Interscholastic%20Sports. pdf The term curriculum refers to the programme of study in various academic subjects (e. Maths, English, History, Science, Spanish) followed by students at various levels of education. The school or college’s teaching staff are employed to teach this curriculum, and students are periodically assessed (e. g. by exams and term papers) in their progress in each curriculum subject. As they grow older, students’ achievements in their curriculum subjects are seen as important in helping them get into a good university or college, and to find a good job when they leave education. Depending on which country you are in, schools and colleges may also be held accountable for their students’ results in the curriculum subjects. The academic curriculum has never been all that schools and colleges offer to their students. Often a range of other classes, clubs and activities is available to students, sometimes in lessons but more often in the lunch break or after school. These are referred to as the co-curriculum, or as extra-curricular activities, and they are mostly voluntary for students. Examples would include sports, musical activities, debate, Model United Nations, community service, religious study groups, charitable fundraising, Young Enterprise projects, military cadet activities, drama, science clubs, and hobbies such as gardening, crafts, cookery and dance. Because they are not examined in the same way that the academic curriculum is, and because most of them take place outside lessons, such activities have less status in education than the main curriculum. However, they are often held to be very important to the wider education of young men and women. This topic examines whether the co-curriculum should be given more importance in schools and colleges – maybe by giving academic credits for co-curricular activities, A distinction could be made between co-curricular and extra-curricular activities, although most of the time they are used to mean the same thing. The co-curriculum is sometimes seen as a non-academic, but formal part of education, with timetabled and compulsory sessions for all students – each student may get to choose what co-curricular activity they wish to pursue, but they are required to follow at least one. Staff are required to run co-curricular activities as part of their contract, and the co-curriculum is generally well-funded. This kind of co-curriculum can be seen in Singapore’s education system and also in private schools (especially boarding schools) in countries like the UK, the USA and Australia. By contrast, extra-curricular activities are less well organised and funded, being entirely voluntary for students and taking place outside the school timetable. School staff may be involved in running extra-curricular activities, but there is no obligation on them to do so and they do not normally receive extra pay for it. Clubs and societies in many UK and American state schools fit this definition, as do non-academic activities in most universities and colleges throughout the world. The arguments which follow can be used to fit either or both definitions.

Shakespeare for Kids

Shakespeare for Kids Shakespeare for kids should be fun – and the younger you get into it, the better! My Shakespeare for kids activities are sure to spark an early interest in the Bard ... but these ideas are just for starters. If you have your own ideas, please share them on our Readers Respond: Your Shakespeare for Kids Activities page. The key thing is not to get bogged down in the detail and the language - that comes later! For starters, it is about getting your kids excited about Shakespeare and perhaps saying some snippets of text. Here are my top Shakespeare for kids games and activities for some family fun! Top 6 Shakespeare for Kids Activities Build Shakespeare’s Globe: Start by building your own model of Shakespeare’s Globe. There’s a great free resource at Papertoys.com where you can print out, cut out and assemble the Globe. You can download the Globe construction kit here: www.papertoys.com/globe.htm Do a Bit of Acting: Kids hate reading Shakespeare (I certainly did!), so get them on their feet. Extract a short script extract and do some drama. The two best scenes for this are the witches scene from Macbeth and the balcony scene from Romeo and Juliet. They will probably already know the words to these scene extracts – even if they didn’t realize it was Shakespeare! Stage a (choreographed) fight: Get some sponge swords and choreograph the opening swashbuckling scene from Romeo and Juliet in the back garden. â€Å"Do you bite your thumb at me, sir?† If possible, film it on your home video camera and watch it back the next day. If your kids are up for a bit of direction, see h ow much of the scene you can get through. If they are too young, put them into two teams: Montagues and Capulets. You can them theme any two player/team game into a Romeo and Juliet adventure. Tableau:  Work together to tell the story of a popular Shakespeare play in just ten freeze frames (tableau). Photograph each one on a digital camera and print them out. You can now have fun getting the photos into the right order and sticking speech bubbles to them with selected lines from the play. Draw a Shakespeare Character: For older kids, the best way to do a basic character study is to pick the name of a Shakespeare character out from a hat. Talk about who they might be, what they are like, are they good or evil ... and then let them loose on with the pens, crayons and paints. As they are drawing/painting, keep talking about the character and encourage them to add the details into their picture. Trust me, you will be surprised at how much they will learn. Shakespeare Dress Up: Get the dressing up box out and put in the middle of the floor. Let your kids pick a Shakespeare character and ask them to dress up as the character. You will need to be ready to tell them all about t he character as they are choosing the clothes. When ready, give them a line from the play to practice. This works well if you take a photo and review them with your kids afterwards to reinforce who the character is in their minds.    Please do share your own Shakespeare for kids activities (big or small) with fellow readers on our Readers Respond: Your Shakespeare for Kids Activities page.

Free Essays on Changes in the Family

MAIN FINDINGS Out of Australia's 4.6 million children aged under eighteen, 1.1 million children live with only one of their natural parents, usually as a result of relationship or marriage breakdown. 18 per cent of children were in one-parent families and 8 per cent were in step or blended families. The vast majority of children, who had a natural parent living elsewhere, were in the sole care of the parent with whom they lived, while 3 per cent of children had parents who shared care more evenly between them. Younger children were likely to visit the parent they did not live with more frequently than older children. 42 per cent of families (199,200 one-parent families and 53,700 step and blended families) received cash child support from the other parent . A further 16 per cent of families received support such as clothing, pocket money and assistance with school fees. 41 per cent of families received no child support from the other parent. Around one-third of all families receiving cash child support received, on average, $100 or less per month per child. For one-parent families, the median income for families receiving child support was $18,200, while for those not receiving child support it was $16,900. For step and blended couple families, the median income for families receiving child support was $45,140, while for those not receiving child support it was $37,440. Preface The 1997 Family Characteristics Survey examined exchanges between children and parents who live apart, most often as a consequence of marriage or relationship breakdown. While administrative records of child support arrangements are maintained by the Child Support Agency, this was the first time that the ABS conducted a national survey of child support and visiting arrangements. Information includes frequency and duration of contact between chil... Free Essays on Changes in the Family Free Essays on Changes in the Family MAIN FINDINGS Out of Australia's 4.6 million children aged under eighteen, 1.1 million children live with only one of their natural parents, usually as a result of relationship or marriage breakdown. 18 per cent of children were in one-parent families and 8 per cent were in step or blended families. The vast majority of children, who had a natural parent living elsewhere, were in the sole care of the parent with whom they lived, while 3 per cent of children had parents who shared care more evenly between them. Younger children were likely to visit the parent they did not live with more frequently than older children. 42 per cent of families (199,200 one-parent families and 53,700 step and blended families) received cash child support from the other parent . A further 16 per cent of families received support such as clothing, pocket money and assistance with school fees. 41 per cent of families received no child support from the other parent. Around one-third of all families receiving cash child support received, on average, $100 or less per month per child. For one-parent families, the median income for families receiving child support was $18,200, while for those not receiving child support it was $16,900. For step and blended couple families, the median income for families receiving child support was $45,140, while for those not receiving child support it was $37,440. Preface The 1997 Family Characteristics Survey examined exchanges between children and parents who live apart, most often as a consequence of marriage or relationship breakdown. While administrative records of child support arrangements are maintained by the Child Support Agency, this was the first time that the ABS conducted a national survey of child support and visiting arrangements. Information includes frequency and duration of contact between chil...

Company valuation is an art not a science Essay

Company valuation is an art not a science - Essay Example There are several rationales for mergers. Companies undertake M/A because of (a) synergy created by operating and financial economies, differential efficiency, or increased market power; (b) tax considerations; (c) purchase of assets below their replacement cost; and (d) diversification, not to mention possible managers’ personal incentives. For any of the four economic reasons mentioned, the M/A is successfully undertaken only if the resultant post-M/A firm attains a value greater than sum of the two separate firms (Brigham and House, 2004, p.796-798). A M/A is necessarily a sale or exchange, which means that the determination of company values is a requisite. There are various methods of valuation that may be undertaking for the purpose of M/A. These include assessing the target or merging companies’ book value, economic value, replacement value, and break-up value. The book value is the accounting value, that is, the net amount of the company’s total assets less total liabilities; the per-share value is arrived at by dividing this net amount by the number of common shares. As conveyed by its definition, the book value of a company is a straightforward valuation method based on historical transaction costs. The dividend-discount model, the most popular equity valuation method to determine the worth of the firm to the shareholders, is equal to the present value of all future cash dividends. This would prove useful to a company contemplating a financial merger that did not involve unifying operations. The target company is expected to conduct its business in the same way it has before the merger or acquisition, and the acquiring company expects to benefit in the nature of a majority stockholder (Helfert, 2003, pp. 390). The replacement or reproduction value is the amount that would be required to replace an existing fixed asset in kind. Replacement value is one

Is Outsourcing a Good Idea Research Paper Example | Topics and Well Written Essays - 500 words

Is Outsourcing a Good Idea - Research Paper Example Recent developments in the global economy like the Internet have played a major role in promoting the practice of outsourcing. In the contemporary age, business entrepreneurs do not even need to always call the service providers in person abroad as the services can be provided over the Internet, thus further reducing the cost of operation and increasing the profitability of the business. â€Å"Because IT services, in the United States, from equipment to IT personnel and specialists, are expensive, there is a significant degree of financial incentive to a company when outsourcing for this reason alone† (Cadena, 2007). Outsourcing is potentially dangerous for the stability of economy and the socioeconomic system of a country. When a company outsources, it essentially plays its role in reducing the number of employment opportunities available to the local workers. As a result of this, the rate of unemployment in the country increases and people become more frustrated and dissatisfied. Outsourcing is a selfish move as the entrepreneurs make profits at the cost of the happiness of the whole society. Outsourcing poses complications when the organization feels the need of change and be more innovative. When a company produces a product with tight competition, outsourcing may reduce the company’s tendency to maintain this competition because the customers want to see and witness the provider of the product. It is crucial to retain the services domestically to land new accounts. Outsourcing is disadvantageous for the local workers but advantageous for the foreign workers, particularly when they are from the underdeveloped or developing countries. Although many people do not like the US for the role it has played in the international politics, yet they are still optimistic about working in or for America (Dutton, 2007). When the situation is considered as a whole on a global scale, outsourcing may appear to be in positive light, though

Comparison between the uk and usa on the Legislation system on Essay

Comparison between the uk and usa on the Legislation system on occupational safety and health - Essay Example The 1974 act on the safety and health of the worker at the place of work in the United Kingdom and the 1970 act targeting the safety and health of workers in the United States are some of the example of the legislations that have been passed with workers health and safety in mind. The health and safety executive in the United Kingdom is responsible for enforcing laws that targets occupational health and safety within the member countries. In the United States, the occupational safety and health administration (OSHA) which was created in the 1970 is responsible for ensuring the safety of the workers at their place of work. OSHA is responsible for guiding both the employee and the employer on occupational health issues and ensuring the laws that support occupational health and safety are applied at the place of work. These are done through education and training .The impact of globalization in the two regions has been considered as a force of change in the occupational health and safety scope. World trade liberalization, significant improvement in the transport and communication sector, rapid progress in technology, shifts in employment patterns, changes in practices at the place of work, changes in employment patterns targeting women and men and the structures , enterprise lifecycles and advancement in technology has generated new patterns and types of exposures, risk and hazards (Burke &Ronald, 2011). Population movements and changes in demography have affected the health and safety of people at their place of work. the high rate of unemployment due to increase in number of people migrating to the united kingdom has resulted to opening up of more industries with owners not informed of the legislation pertaining to occupational health. Lack of information on occupational health legislation among the employers both in the United Kingdom and the United States has resulted to exposing workers to work environments that are unsafe and which can

Discuss the view that the differences between the German and Japanese Essay

Discuss the view that the differences between the German and Japanese economic institutions are so great that they cannot be viewed as being part of the same family of economies - Essay Example Since these companies do not need to operate in a government controlled environment, they have an access to an educated and trained labour force (Noel, 2004, p. 3; Pavitt, 1999, p. 5). The economies of Germany and Japan are two major examples of coordinated market economies (CMEs) in the world. Unlike the situation in United States and United Kingdom, these nations do not implement high-end regulations in their bank structure primarily due to the informal structure of organisation. However, despite the integral business environment being the same, many-a-times it is difficult to conceive them as part of the same group due to the diverse nature of their economies. The present paper takes up the issue and tries to figure out the extent to which the German and Japanese economic institutions differ from each other. Corporate governance in economic institutions located at Japan and Germany are almost similar to each other. Institutions in these nations are characterised by senior managers sitting at the head of the power unlike in case of liberal market economies, where the culture of corporate governance is seldom found. The shareholders are the ultimate owners of the organisations, although no corporate board structure is present in them. Though the strategies which these nations abide by have rendered them to a position much behind that of USA, the financial institutions of the former nations are believed to be fast picking up with those indigenous to the latter (Baums, Buxbaum & Hopt, 1994). Corporate governance in these nations is strengthened more due to the emphasis that company goodwill is being paid rather than in case of liberal market economies like the USA where people are more concerned about the final pay-off only (Jackson, 2005). Germany had been a capitalist at its heart at the time of unification. It had been one of the most popular of

Report on the analysis of the workplace behavior of Western Sydney Essay

Report on the analysis of the workplace behavior of Western Sydney - Essay Example Therefore the promotion of Carlene is appropriate. This therefore means that Carlene has a duty of meeting the requirements of Western Sydney, which is something she has proven to be capable of right from her position at the middle rank. Although Western Sydney is the main revenue generator for the group, it is worthwhile for them to put Carlene there as the CEO since she has the qualities necessary to steer the company to meet the requirements they have. Her one-month work at Western Sydney was a good point to get her to familiarize herself with the work environment and make changes as and when necessary. Carlene's identification of the stagnation and the traditionalist approach used by the Western Sydney was her justification for the alteration of the subsidiary's strategy from a conservative one to a more profitable business model that will generate profits. This is therefore the impetus for the need to change certain structures in different departments of Western Sydney, includin g the Operations Department where it can be logically inferred that the Operations Manager is maintaining a very traditionalist and authoritative structure which supports the stagnation identified by Carlene. There is therefore the need for the MD to give Carlene all the necessary support to attain this to ensure that Western Sydney, the cash cow of the group remains productive into the future. In the confrontation between the Operations Manager and the junior staff member, Carlene was using the mild form of disciplinary action in organizations, counseling to try to assert the fact that the Operations Manager went too far by physically assaulting the junior staff member. Assertive behavior is where an individual tries to justify,... The Operations Manager is undoubtedly a very experienced individual in what he does. He seem to have the competencies necessary to move the company to its strategic destination. All other individuals working at the company this therefore makes him a rare individual and a vital part of any progressive activity that they would be involved in. Such an individual needs to be included in the strategy of the organization even if he has some excesses as this operations manager seem to have. The Operations Manager seem to be in independent minded individual who always wants to do things according to a given plan or target. This is evident in the fact that the previous CEO stated that he is able to work within budget and meet targets. This presents the OM as a traditionalist who always works according to laid down principles and procedures. He appears to be a disciplined person and a disciplinarian who treasures authoritative systems and structures.

What Business Is Zara Essay Example | Topics and Well Written Essays - 1250 words

What Business Is Zara - Essay Example The essay "What Business Is Zara" investigates Zara business model. GAP introduces new line clothing not regularly but approximate once in a year. This is during periods when its sales are high. Sales are high about thirteen weeks a year during the back to school/ work and holiday periods. GAP, Inc does not manufacture its clothes: it is a retailer company sourcing its clothes from various factories. GAP makes its money majorly through sales and partly through return on assets and debt. Its financial performance is given by financial ratios which include; return on sales, leverage ratio, solvency ratio and liquidity ratios. Zara business model is unique and distinct from others because it has taken control of its supply chain independently. It understands the market and its demands. Use of technology; technology has enabled Zara to communicate directly with its production centers and designers. It has also facilitated direct placement of ordr4s by store managers basing on the demands of that region. Understanding customers demand. Zara produces new collections every three weeks and this is done after analysis of the design in most demand by customers through the store managers. Use of personal digital assistance. Store managers use PDAs to place orders as requested by customers. This has facilitated time delivery as it has allowed a customer to even get the product within two days. Being customer based. Zara send group of commercials to different countries in which its stores are located to observe the style.

Discuss the view that the differences between the German and Japanese Essay

Discuss the view that the differences between the German and Japanese economic institutions are so great that they cannot be viewed as being part of the same family of economies - Essay Example Since these companies do not need to operate in a government controlled environment, they have an access to an educated and trained labour force (Noel, 2004, p. 3; Pavitt, 1999, p. 5). The economies of Germany and Japan are two major examples of coordinated market economies (CMEs) in the world. Unlike the situation in United States and United Kingdom, these nations do not implement high-end regulations in their bank structure primarily due to the informal structure of organisation. However, despite the integral business environment being the same, many-a-times it is difficult to conceive them as part of the same group due to the diverse nature of their economies. The present paper takes up the issue and tries to figure out the extent to which the German and Japanese economic institutions differ from each other. Corporate governance in economic institutions located at Japan and Germany are almost similar to each other. Institutions in these nations are characterised by senior managers sitting at the head of the power unlike in case of liberal market economies, where the culture of corporate governance is seldom found. The shareholders are the ultimate owners of the organisations, although no corporate board structure is present in them. Though the strategies which these nations abide by have rendered them to a position much behind that of USA, the financial institutions of the former nations are believed to be fast picking up with those indigenous to the latter (Baums, Buxbaum & Hopt, 1994). Corporate governance in these nations is strengthened more due to the emphasis that company goodwill is being paid rather than in case of liberal market economies like the USA where people are more concerned about the final pay-off only (Jackson, 2005). Germany had been a capitalist at its heart at the time of unification. It had been one of the most popular of

What Business Is Zara Essay Example | Topics and Well Written Essays - 1250 words

What Business Is Zara - Essay Example The essay "What Business Is Zara" investigates Zara business model. GAP introduces new line clothing not regularly but approximate once in a year. This is during periods when its sales are high. Sales are high about thirteen weeks a year during the back to school/ work and holiday periods. GAP, Inc does not manufacture its clothes: it is a retailer company sourcing its clothes from various factories. GAP makes its money majorly through sales and partly through return on assets and debt. Its financial performance is given by financial ratios which include; return on sales, leverage ratio, solvency ratio and liquidity ratios. Zara business model is unique and distinct from others because it has taken control of its supply chain independently. It understands the market and its demands. Use of technology; technology has enabled Zara to communicate directly with its production centers and designers. It has also facilitated direct placement of ordr4s by store managers basing on the demands of that region. Understanding customers demand. Zara produces new collections every three weeks and this is done after analysis of the design in most demand by customers through the store managers. Use of personal digital assistance. Store managers use PDAs to place orders as requested by customers. This has facilitated time delivery as it has allowed a customer to even get the product within two days. Being customer based. Zara send group of commercials to different countries in which its stores are located to observe the style.

Sample Chapter Essay Example for Free

Sample Chapter Essay Advertising communicates and influences people. It encourages, persuades and manipulates the viewers, readers and listeners or even groups. It drives the behavior of consumers’ tastes and desires in choosing particular product and services. Advertising happens in many different ways. But most of the products were advertised on television because of its various senses being practiced. And in that matter the audience will be able to learn and inform more easily. Advertisers use many different techniques to get people to notice there adverts. Some advertisements used the popularity of a person, for example, they tend to hire artist for endorsing products so that viewers will easily fall to grab the said product. Television advertisement has a great impact when it comes to decision making and lifestyle of the students of the University of Batangas. They really choose the product that is fit and acceptable to their taste. Sometimes patronizing and endorsing can also change their choices of product and services. Some students tend to buy the product being patronize for them to recognize the group and strengthen the sense of belongingness. These observations are based on the survey conducted to undertake the present study. Every individual is easily attracted to those colorful advertisements on TV showcasing their products, companies, etc. , trying to capture viewers and infecting their minds into buying their product and services. It gives familiarity to an individual and it provides information about the product and services they can offer with their own advertising strategies into selling to the market. People are usually led astray by these advertisements forcing them to purchase wants which are not very necessary. In this study, the researchers have focused on shampoo advertising. They use celebrities to fuel aspirations among potential users and would simply start with graphic portrayals of shiny lustrous hair with the brands catchline which is used to emphasize the look and health of hair due to the nourishing action of Pro V. The stress, as always, was on the product and the crucial â€Å"moment of confirmation†, where the visuals show damaged hair being rendered healthy and shiny through shampoo usage. Advertising that is creatively executed helps the brand to break the clutter and build strong impact in the target market. It is very obvious that the products under competition have similar function and benefits but it should still have differences which can give the consumer a satisfaction and an aid to stay and buy the product. And they have different ways how their product will communicate to the public. Selected shampoo advertisements such as Pantene, Palmolive, Sunsilk and Rejoice are the main attention of this study since these are the brands mostly aired on television. The researchers have come up with the study because they believe that shampoo advertisements should be given consideration since it really brings an intensive impact to the society. Theoretical Framework The re-conceptualizing of the audience is clearly articulated in uses and gratifications theory. This study is anchored on the uses and gratification theory of Katz, E (1959) that deals with the effect of people on the media. The theory describes mass communication, as it provides an approach that is audience-centered. It deals with how and why people adopt specific media to satisfy their needs. The theory places more focus on consumer, or audience, instead of the actual message itself by asking â€Å"what people do with media† rather than â€Å"what media does to people. † It assumes that members of the audience are not passive but take an active role in interpreting and integrating media into their own lives. The theory also holds that audience is responsible for choosing media to meet their needs. The approach suggests that people use the media to fulfill specific gratifications. This theory would then imply that the media compete against other information sources for viewers’ gratification. For example, television advertise a particular product the viewer/s consumer will have an idea about it and the tendency to buy and the quality of advertisement will excel by the means of how percent of people patronize the products. . In this theory states the benefits of one to another. Statement of the Problem This research aimed to assess the implications of selected shampoo advertisements on the buying behavior of AB students of the University of Batangas. Specifically, the research sought to answer the following questions: 1. What is the profile of the respondents in terms of following: 1. 1. age; 1. 2. course; 1. 3. year level; and 2. What are the shampoo brands bought by the respondents? 3. How often do the respondents buy the shampoo brands? 4. How often are the respondents exposed to television shampoo commercials? 5. To what extent do the shampoo advertisements affect the respondents’ buying behaviour? Significance of the Study Today, a large number teenagers and student with various group, gender, educational level are seeing advertisement on various television medium and on habits, living has a broader impact. Thus, the researcher believed that after this study the student will be able to; a. Recognize how television advertisement affects their social interaction with their group, b. Educate and gain deeper understanding of advertising consequences and effects, c. Know the relevance of advertising in shaping the society To the future researcher – the result of this study would provide them the relevant information needed in accomplishing future studies and concerns. Scope, Limitation and Delimitation of the Study This study encompasses the entire range implications of selected shampoo advertisements on the buying behavior of Female AB students of the University of Batangas, AY 2013-2014. It also focuses on identifying the profile of the respondents as regard to their age, gender, course, year level and monthly family income; the shampoo brands commonly bought by the respondents; how frequent the respondents buy shampoo; how often are the respondents exposed to television shampoo commercials; and the extent of shampoo commercials that affect the respondents’ buying behavior as consumers in terms of brand’s popularity, endorser’s influence, price of the shampoo brand, package design of the shampoo brand, message presented by the advertisement, advertisement’s creative execution and presence of values, attitudes, and lifestyles of the audience. This research study consisted of 126 respondents from AB students of the University of Batangas. It intended to evaluate and scrutinize the results of the respondents from the items raised in the researcher-made questionnaire. This study is limited to the response of the viewers on shampoo advertisements and its involvement to the respondents. On the other hand, the researchers did not incorporate the other television advertisement, but rather concentrated or focused on shampoo advertisements. It did not also include the technical aspects of advertising in its broad meaning. Definition of Terms To ensure better understanding of the study, the following terms were defined according to their textual and optional meaning; Advertisement – This pertains to something (such as a short film or a written notice) that is shown or presented to the public to help sell a product or to make an announcement. Attitude – This refers to a learned tendency to behave in a consistently favorable or unfavorable manner with respect to a given object, idea, person, or situation. Buying behavior – (also known as consumer behavior) is the process involved when individuals or groups select, purchase, use, or dispose of products or services, ideas, or experiences to satisfy needs and wants. Brand – This refers to the name, term, design, symbol, or any other feature that identifies one sellers product distinct from those of other sellers. Consumers – This is a person or group of people, such as a household, who are the final users of products or services. The consumers use is final in the sense that the product is usually not improved by the use Creative execution – This refers to the manner in which an advertising appeal is carried out or presented. A particular advertising appeal can be executed in a variety of ways and a particular means of execution can be applied to a variety of advertising appeals. Endorser – This is a person who may or may not be users of a particular product or service that may lend their names to advertisements for such products or services for a fee. Lifestyles – This pertains to the non-demographic characteristics of people when describing their behavior, such as recreational habits. Value – These are shared beliefs among group members as to what behaviors are desirable and non-desirable. Television – TV, the abbreviation for television is a telecommunication device used to transmit moving visual media. It became popular in the mid-twentieth century as a medium for entertainment. â€Å"TV† may also refer to the physical device. Televisions are used to view various subscription based programming, movies (via an additional media player), and recent models can also be used as computer monitors. Television advertisement – This refers to the use of commercial advertisements as a means of promoting a companys products or services through the television. It can be done on cable TV, national TV or the local stations. The concept behind it is to bring advertising commercials, production and campaigns to TV viewers in between their favourite programs as this is set to get their attention. Successful TV advertising is witty, thoughtful short and straight to the point.

Difference Between Mash And Star Topology Computer Science Essay

Difference Between Mash And Star Topology Computer Science Essay In this part of the assignment, the difference between Mash and Star Topology will be examined. Additionally, the Network topology in general will be discussed in detailed with other network topology. Network topology is one of the most significant topics to learn before start building up computer network. Network topology is the physical arrangement of nodes, A node is any network device, such as a computer, work station, or switching unit. Basically a topology describes how a network is linked , it is the structure of the network. In networking topologies are very important because they have significant role on flexibility and reliability. Firstly, Mash topology is to be examined. According to Ratliff (2000) Mash topology is †¦Ã¢â‚¬ ¦The most basic type of topology to understand is the mesh topology. In a pure mesh network, each node has a physical connection to all other nodes.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. while Star topology is †¦consists of a central hub with spokes extending out from it and terminating in nodes .. Mesh is a type of network topology which †¦can use an alternative†¦route to deliver data If any of the cables fail. In that point mesh network topology is one of the most reasonable network topology. However when number of nodes increases, mesh topology becomes unwieldy and expensive. Another negative aspect is requires too many cable works. Because mesh topology requires more cable than other topologies. The equation of Mesh network is Ln=[Nn(Nn-1)] in this equation Ln stands for number of links required and Nn stands for number of nodes in the network. On the other hand Star topology as it has mentioned above every node linked to the central device called, hub or switch. Also star topologies are usually used for LAN networking and it is one of the most popular topology today. Altough The star is one of the older topologies. Star topologies are very easy to install and wire. In addition detecting fault removing faulty parts is easier in star topology. Another good advantage of using star topology is if any node fails or is removed it doesnt affect network so Network never fails Unless central device or hub fails. To compare star and mesh topology there one major difference which is about coverage of the network mesh topologies commonly used for WAN (Wide area networks) on the other hand Star is commonly used for LAN (Local are networks).Another difference is to setup star network you need a central hub or switch to link nodes together. But to setup mesh topology you dont need central device because In mesh topology computers or nodes connected directly to each other on many alternative routes. Mesh topology network failure tolarence is less than star topology because even if more than one cable fails system still can run. However in star topology is the same unless central device fails network can still run smoothly. Furthermore, there are three more network topologies which are Ring network topology, Bus network topology and Tree network topology. Firstly Ring Network topology is to be examined. In ring topology nodes linked to each other and data are sent around the circle from node to node. In recent years ring network topology was popular in LAN networking and two popular networking technologies which are ARCNET and TOKEN used ring topology. According to Ratliff (2000) In ring topology Message transmission can use one of two techniques. In the first, the transmitting node gains access to the ring and sends data to the receiving node; the receiving removes the message from the ring. In second technique, the sender transmits the message, and the receiver makes a copy of the message rather than removing it from the ring. The message then returns to the transmitter and serves as an acknowledgement that it was received. Ring network topology is very easy to extend. All you need to do is break the ring and plug in node. As you can see easy to make changes, makes ring topology very flexible. In Ring network you dont need network server to manage connectivity between the nodes because nodes connected each other with wires. Also performance is better than a star network if network is under heavy network load because data passes in only one direction. However there are significant negative aspects. The major problem is If one node fails, all network system might fail. Another negative aspect of ring networks is that if a node is added, the network must stop working temporarily. Because when a node is added firstly you need to cut the connection and add the node. Bus network topology is one of the oldest topologies in networking history. Bus topology requires one single cable which can be inches long or miles long that links all nodes on a network. According to Lowe (2005) In a bus topology, every node on the network can see every packet thats sent on the cable. Each node looks at each packet to determine whether the packet is intended for it. If so, the node claims the packet .If not, the node ignores the packet. This way, each computer can respond to data sent to it and ignore data sent to other computers on the network. Bus network topology performance is depends on the number of the nodes, less node means more performance. The reason for that all computers use/share same cable for data transfer on the network. Also bus topologys data transfer rate is slower than other network topologies. However beside those disadvantages there are also several advantages of bus network topology. Bus topologies are very easy to install and extend. In addition Bus topologies are cheapest network topology if you compare with other topologies. And its very easy to identity wire faults. To sum up network topologies are base of the network design. It is possible to built better network topology if you have good knowledge of these network topologies which has mentioned above. Also you need to have the knowledge of each network devices to use them properly for your network needs. Not good configured network can cause problems such as waste of time and energy. So basically understanding network topologies and devices is key of building good network. Part B In this part of assignment software and hardware for business systems for accounting business activities will be examined with cost/benefit and importance to the success of the business in report form. INTRODUCTION Today computers have become very popular in every kind of sector. In business area there are many different and specific software for every need like the company or market sector. To run your own business you must have a good software for your needs, which is one of the most significant tools to achieve goals in your business. There is a big danger todays business world For instance if you do not have right tools which usually includes business software, it means your business will go down and down. When you started your own business the most important software that you must have are accounting software. These software are for the financial analysis, warehouse, software for budgeting, production and management. Accounting software have very big role to play for the success of the business because these programs plan and record all the movements. In addition you have chance to organize and manage whole activities. As long as you choose most suitable one for your business. THE ACTUAL DICUSSION/CONTENT/BODY SOFTWARE Firstly I would like to answer one of the most common question which is Why accounting software? The answer is simple If you open a small business in todays variable economic situation your business adventure might become exciting and complicated also expensive working. On the face of it, it seems very simple just ensure you are selling your goods for more than it costs to produce them. But it does not work like that because without proper bookkeeping, your business likely to collapse. That is why accounting software is a key for any small business to achieve big goals in the business sector. It must have a role to play in every financial decision A to Z such as purchasing equipments, stocking inventory, supplies to increasing production and determining salaries. If you do not have any background in accounting like most of people, you do not have to worry because todays accounting software have more information than you need. They give you the tools and info which helps to keep your financial records in check. Another one of the most asked question is what you should observe before you buy accounting software? Today there are many accounting software and it is very hard to know which software is the best fit for your business finances. We can divide Below I will explain them one by one. Firstly in accounting software ease of use is very important. Software should be easy to install, set up, and understand. The best accounting software navigates the user to what to do step by step so user do not have to think or guess next step. Second important thing is Accounting modules; Accounting modules are very important to successfully maintain your business finances like Accounts Payable and Accounts Receivable. The important thing is the software which you choose contains all the common accounting modules, you need. And the software which you choose should be able to grow with your company and customize your system for your business needs. Another important criteria is Reporting catagories

Essay on Pattern, Language, and Shape of Easter Wings -- Easter Wings

  Pattern, Language, and Shape of   "Easter Wings"   Ã‚   George Herbert, the seventeenth century poet and author, lived and wrote at the dawn of an age of reason, when the English people were students of both the sciences, such as chemistry and physics, and of religion. This was a time when "Clergymen were authorities on all matters, bishops designed flying boats, lawyers knew the fine points of theology, [and] physicians wrote exquisite lyrics and impassioned prose" (Witherspoon 298). In such a time, a literary work would quickly be forgotten if it could not inspire interest. Thus it is, perhaps, that Herbert wrote some of his most strongly religious poems, such as "Easter Wings" and "The Altar," with such an eye-catching and unique style of construction. In "Easter Wings," Herbert uses a highly uncommon form, both in appearance and mechanics, to draw attention to a simple and otherwise familiar religious subject. The very pattern, language, and shape all serve to emphasis the common content of the poem. "Easter Wings" is, in essence, a poem in the style of simple confessional prayer: it first admits the faults of man, and then exhorts God to allow the confessor redemption and the chance to become uplifted again. The pattern Herbert uses, and repeats in each stanza, reflects this progression of the prayer. Each stanza is divided into two parts of equal length, one for the admission, the next for the exhortation. For each of the lines, as the plight of man is described, the length of that line is decreased, until the turning of the stanza, which comes at the midpoint of the pattern. Then, as the poem extols the uplifting power of God and the effects of joining with Him, the lines increase in length again, returning to their i... ...ords. The content of the poem is held in its very shape. In order to make interesting a simple devotional poem on a common theme, George Herbert successfully used many creative and innovative devices in "Easter Wings" in such a way that the form of the poem amplifies its content. Through repetitive and representative patterning, high and lyrical language, and a most uncommon shaping of each verse, he managed to create a poem which not only stood out in the transitional seventeenth century, but which also remains wholly notable and instantly intriguing even today. Moreover, the strengths of Herbert's "Easter Wings" will most probably keep the poem eye-catching far into the future, whether its content is popular at the time or not.    Works Cited Alexander Witherspoon, ed. College Survey of English Literature. New York: Harcourt, Brace & World, 1951   

The Cognitive Revolution and Scientific Study of Psychology Essay

The cognitive revolution in psychology was a period during the 1950’s and 1960’s which involved radical changes to two major concepts in psychology which are consciousness and causality. It was also a period that saw to the abolishment of traditional science values of dichotomy and the worship of atomisation in science, replacing reductive micro deterministic views of personhood with holistic top-down view (Overskeid, 2008) The aim of this essay is to give an account of what constitutes the cognitive revolution, and also assess the contributions that the cognitive revolution has made to the scientific study of psychology. The cognitive revolution represents a diametric turn around in the century’s old treatment of mind and consciousness in science, such as the contents of conscious experience, whose subjective qualities were being discarded as mere causal epiphenomena (Sperry 1993). This paradigm shift brought with it alternative beliefs about the ultimate nature of things thereby bringing forth new answers to some of humanities deepest questions. The key assumption of cognitivism is that people have different mental states each of which can lead to a different response. The manipulation of these different states can be described in terms of algorithms all of which has become the defining paradigm of psychology (Sperry 1993) One major contribution that cognitivism had on the study of psychology as a science came in the form of psychological theories. It returned the conditioning theory as well as comparative psychology back to a position where they recognized the there were a number of qualitative differences between the psychological processing of humans and animal (Greenwood, 1999). This is as a result of the empirical prob... ...an Psychology. American psychologist, 47(2), 308-318 Robins R.W, Gosling S.D & Craik R.H (1999) An Empirical Analysis of Trends in Psychology. American psychologists, 54,(2), 117-128 Vosniadou S. (1996) TOWARDS A REVISED COGNITIVE PSYCHOLOGY FOR NEW ADVANCES IN LEARNING AND INSTRUCTION. Learning and instruction,6( 2), 95-109. Sperry R. (1993) The Impact and Promise of the Cognitive Revolution. American Psychologist 48 (8) 878-885 Overskeid, Geir. (2008, January 1). They should have thought about the consequences: the crisis of cognitivism and a second chance for behavior analysis The Free Library. (2008). Retrieved January 01, 2011 from http://www.thefreelibrary.com/They should have thought about the consequences: the crisis of...-a0175445637 Newell, A., Shaw, J. C., & Simon, H. (1958). Elements of a theory of problem solving. Psychological Review, 84, 231–259.

Organization behavior Essay

Attribution theory: an important tool for understanding and managing goal oriented organization behaviors. Attribution theory is known as the effective way which helps us to assume that people’s behaviour is caused by internal or external situational factors. This essay is going to discuss about the key elements of attribution theory and the relationship between them. In addition, the way of attribution theory process works in organizations are also mentioned. Also it considered how attribution theory implements in organizations as an effective tool which can help leaders to attribute employees’ behaviours and workplace outcomes. This essay reviewed some famous articles in attribution theory and psychology fields and abstracted relative points to discuss. Types of attributional explanations and the underlying dimensions of those attributions affected individuals’ emotions, expectations and behaviours. (Jianjun & Shenghua, 2009) The reason that internal and external attribution can be useful tools in management practice is that they can help managers understand causes of employee behaviours and can assist employees in understanding their thinking about their own behaviours. If you can understand why you behave a certain way, and why others around you do so, then you have a better understanding of yourself, others, and your organization. The perception of the causes of certain behaviour may affect the judgment and actions of both managers and employees. The locus of causality can be internal or external, which stands for the recognition of internal or external attribution. Also as Kelly (1967) concluded as the covariation model, which describes the three type of information that we can use to make attribution decisions are consensus, distinctiveness and consistency. In determining whether behaviour is based on internal or external factors, you look at the level of consistency, distinctiveness and consensus of the behaviour. For instance, internal attributions are made with low consensus, low distinctiveness, and high consistency while external factors when all three are high. Leaders can use covariation model to make attributions of employees’ performances. However, this model also has one important limitation, which is that it cannot to distinguish unintentional and intentional behaviour. (Ben, Olufemi, Olukunle &Patrick, 2012) As attribution theory is applied in different organizations and may be an important factor which can affect managers’ decision, the  innate bias of people in the way they make attributions should be paid much attention. The basic one which is called fundamental bias describes the tendency to make internal attributions over external attributions. It emphasizes more on socialization such as culture or social settings. As concluded by Zuckerman (1979), there are two main attribution biases. The self- serving bias is the tendency of individuals to regard their successes as the result of their own effort or ability and blame failure on external factors. Thus, the situation could be that managers may blame employees for their failure. On the contrary, employees may attribute failures to external factors. The actor- observer bias stands for the tendency of observers to attribute the behaviours and outcomes of actors to their internal factors while actors attribute their outcomes to the external environment. For instance, managers may blame the failure on employees whereas employees are biased toward attributing their failures to external factors including their supervisors. After comparing these two biases, it is obviously that self- serving bias happens when both actors and observers focus on the outcomes while the actor- observer bias is based on the situation that actors emphasize on external factors but observers focus attention on actors. In organizations, performances are evaluated by managers. Those two biases can effect managers’ and employees’ evaluations of employee performance as well as the quality of their relationship. (Mark, 2007) In terms of leadership, if leaders don’t aware that they have attribution bias, some problems will appear in communication and team work. Employees make attributions based on their perception of the causes attributable to leaders’ behaviours. (Phil, Charlotte, Julie&James, 2009) after employees perceived their leader are not satisfied with their performance, they tend to feel loss of self- esteem. Reflecting into behaviours, it is possible that employees’ job satisfaction and turnover decrease. After that, it is more difficult for leaders to motivate employees to increase productivity or improve their performance. Another thing which is worth mentioned is attribution styles. Attribution styles are tendencies to make particular types of attribution over time and across different situations. Martinko (2002) indicated that there are sixteen possible intrapersonal styles. Basically, there are two most well-known attribution styles which are optimistic attribution style and pessimistic attribution style. To some extent, optimistic attribution style  can correspond to self-serving bias. However, pessimistic styles are characterized by external and unstable attributions for success and internal and stable attributions for failure. (Martinko, Douglas& Borkowski, 2007) In an organization, optimistic leaders believe that the employees will perform well in the future but the pessimistic leaders have the opposed ideas. Also optimistic employees think they will have a good performance while pessimistic ones have the opposed ideas. These phenomenons imply one possibility that there may be clashes between the attribution style of leaders and employees. Just as the study did by Martinko, Douglas & Borkowski (2007) demonstrated that optimistic leaders are less likely to blame their members for poor performance and make opportunities for their members to succeed in the future than are pessimistic leaders, which may lead to lower quality relationships between employees and pessimistic leaders. As relationship becoming less harmonious, the goal- achieve thinking will be inconsistent. In addition, Harvey, Harris and Martinko (2008) got a result through studying and hypothesising which presented attribution styles have significantly effect on turnover intentions. There is a positive relationship between hostile attribution styles and turnover intentions. (Harvey, Harris &Martinko, 2008) The situation could be someone with a pessimistic attribution style and low self-efficacy can be helped by being given tasks that allow them to succeed early on and build their confidence as they progress to more complex tasks. In dealing with someone with an optimistic attribution style, managers can help the employee gauge whether or not they are capable of a certain type of project by having them shadow someone doing that job or linking them with a mentor higher up in the organization. Recognizing and dealing with someone with a hostile attribution style might be difficult since this style can look similar to the optimistic style. However, this style in particular, will benefit from open communication that leads to correct attributions for outcomes. This is one type of employee that managers do not want to leave guessing about a poor performance appraisal, demotion, layoff, or other negative outcomes. Also in terms of job satisfaction, it indicated a negative relationship between hostile attribution style and job satisfaction, but suggested that satisfaction fully, as opposed to partially mediated the attribution style–intent to turnover relationship. (Harvey, Harries& Martinko, 2009) In  view of leaders, the attribution style of leaders is probable sign of their expectation of employees’ performances, which influence how they treat and evaluate employees. Attribution theory implementation in different fields: Leadership: Attribution theory plays a significant role in field of leadership. It is the tool that how leader attribute employees’ performance. There are many different situations. For example, when a leader is facing the negative outcome, he is more likely to have internal attribution of it. (Korsgaard, Brodt & Whitener, 2002) If the employee attributes the leader’s behavior internally, he will blame it on leaders so that he will have a doubt with leader’s ability. Also it is possible to appear conflict between leaders and employees. In order to improve the accuracy of leaders’ attribution, leaders can try to do the work that employees do and may have the similar feeling with them, which is a way to gain psychological closeness. And it is better to assign tasks and duty clearly to avoid unnecessary error in working. Motivation: According to Harvey and Martinko (2009), we can promote and maintain employees’ motivation through five means such as screening resilience, immunization and multiple raters for performance. However, in general situation, attributional training and increasing psychological closeness are most common and effective way. Attributional training helps employees accurate their attribution style and may correct their attribution biases as well as having a better understanding with internal and external factors. In other word, attributional training is a good way to make employees have a full – scale recognition of workplace outcomes through effective communication between managers and employees. In term s of increasing psychological closeness, the best way is to pick experienced managers to manage employees and handle the positive or negative outcomes so that they can provide more attributional feedback to employees. Performance reviews and group work: Kelley’s (1973) covariation model which contains consensus, consistency, and distinctiveness can be used by managers to evaluate and review employees’  performance. Consistency is proposed to lead to attributions regarding the stability of the outcome. For example, when an employee fails a task, if the manager is with low consensus, he will think that only this employee fail, then it is impeded correct evaluation. Also, when managers face dividing work in a group, the locus of covariation is needed to attribute and estimate the different characteristic of employees’ behaviors. Recruitment and selection: When managers start recruitment and selection, they have to ensure that they have appropriate attribution style and try to minimize the attribution bias. For example, the interviewers will tend to believe that candidates who appear anxious in the interview are actually behaving anxious because they are lack of anti-pressure ability, rather than because they are in a stressful environment. Then wrong decision and selection will be made because of the attribution bias. In conclusion, it is obvious that attribution theory process is related to internal and external factors through the discussion of relationship of essential portions of attribution theory process. Besides, attribution bias and styles cannot be ignored in organization behavior and activities because they will have a big effect on different fields such as leader- member relationship or motivation towards employees. As the importance of attribution theory and the functions been argued, it can be summarized that organizations should take advantage of attribution theory to manage employees and improve organization performance. Reference list: Ben E. Akpoyomare Oghojafor, Olufemi Olabode Olayemi, Olukunle O. Oluwatula, Patrick Sunday Okonji. (2012). Attribution theory and strategic decisions on organizational success factors. Journal of management and strategy, 3: 32-39. Harvey, P., Martinko, M.J., & Gardner, W. (2006). Promoting authenticity in organizations: An attributional perspective. Journal of Leadership and Organizational Studies, 12: 1-11. Harvey, P., Harris, K.J., & Martinko, M.J. (2008). The mediated influence of hostile attributional style on turnover intentions. Journal of Business and Psychology, 22: 333-343. Harvey, P. and Martinko, M.J. (2009). An Empirical Examination of the Role of Attributions in Psychological Entitlement and its Outcomes. Journal of  Organizational Behaviour, 30: 459-476. Harvey, P., & Martinko, M.J. (2009). Attribution theory and motivation. Organizational Behavior, Theory and Design in Health Care, 27:143-158. Kelley, Harold H., (1967). Attribution Theory in Social Psychology, Nebraska Symposium on Motivation, 39: 242- 277 Korsgaard, M. A., Brodt, S. E., & Whitener, E. M. (2002). Trust in the face of conflict: the role of managerial trust-worthy behavior and organizational context. Journal of Applied Psychology, 87: 312–31. Martinko, M.J., Harvey, P., & Douglas, S.C. (2007). The role, function, and contributions of attribution theory to leadership: A review. Leadership Quarterly, 18: 561-585. Martinko, M. J., Moss, S. E., and Douglas, S. C., & Borkowski, N. (2007). Anticipating the Inevitable: When Leader and Member Attribution Styles Clash. Organizational Behavior and Human Decision Processes.104 (2): 158-174. Martinko, Mark J. and Thompson, Neal. (1998). A synthesis of the Weiner and Kelley attribution models. Journal of Basic and Applied Psychology, 20(4): 271-284. Phil C. Bryant, Charlotte A. Davis, Julie I. Hancock and James M. Vardaman, (2010). When Rule Makers Become Rule Breakers: Employee Level Outcomes of Managerial Pro-Social Rule Breaking, Employee Responsibilities and Rights Journal, 22: 101-112. Silvester, J., Anderson-Gough, F. M., Anderson, N. R. & Mohamed, A. R. (2002). Locus of control, attributions and impression management in the selection interview. Journal of Occupational and Organizational Psychology, 75: 59 – 76. Zuckerman, M. (1979). Attribution of success and failure revisited, or the motivational bias is alive and well in attribution theory. Journal of Personality, 47: 245-287.