Politicization of the Civil Service Article Example | Topics and Well Written Essays - 500 words

Politicization of the Civil Service - Article Example Rouban makes interesting points that do serve to illuminate the problems inherent in a system in which all laws and institutions serve a political agenda to one degree or another. Where the article succeeds best is in showing that not all bureaucracies are the same and that the definition of a civil servant varies from one country to another. As a result, the most fascinating aspect of the article may be that it enlightens one to the shifting values of political import to be found in a country's social and cultural aspects. The idea that educators might be subject to political pressure in following their career path is especially frightening. This article furthers the ideas of Wilsonian separation of politics from administration while also adhering to Weber's theories on hierarchical assumptions. The problems that must be faced is that while Weber is correct in advocating the theoretical ideals of impersonal organization, ultimately the truth must be faced that everything carries a political component.

Sports Managers' Tasks Coursework Example | Topics and Well Written Essays - 1000 words

Sports Managers' Tasks - Coursework Example Employees should voluntarily follow the provided directions to guarantee a perfect relationship between them and their managers. Leading includes motivating the employees and assisting them to follow the set objectives for the firm (Daft, 2008). Managers should serve as leaders in an ideal situation and adopt perfect leadership skills (Daft and Marcic, 2013). Various employee cultures affect the leadership styles in an organization. Corporate structures also matter in coming up with leadership skills due to the relationship between the junior and senior staff (Sims and Quatro, 2005).  Sports managers perform various leadership duties during sporting activities. In professional teams, the managers act as leaders that motivate and inspire coaches and players (Watt, 2004). Since most sports managers work for colleges and other social institutions, there is a need for communication between the team. The managers execute leadership functions while conducting both interpersonal and group activities. Sports leaders have to connect socially with the players in order to provide motivation during matches and training sessions. Additionally, some sports clubs are enormous; hence require more attention from the managers. Leaders should first identify what motivates the players and employ the strategies to ensure maximum output from the players (Summers, 2012). Sports managers have to deal with various staff including coaches and trainers that are also issued with roles of passing information to the players.It guarantees the monitoring of the performances of various individuals in the firm (Dyck and Neubert, 2010). The main aim of the controlling function is to ensure that the set aims and objectives are attained. The performance results are weighed against the goals after an evaluation of the firm (Koontz, Weihrich and Aryasri, 2004). Control also depends on the communication channels that assist in the comprehension of the objectives.

Urban growth policy Research Paper Example | Topics and Well Written Essays - 2000 words

Urban growth policy - Research Paper Example This means that the policies being formulated have to take into account the various social, economical, cultural and academic differences in the community. Child care is a critical component of any functional urban community. The increasing urban population in San Diego means there is an increasing number of children. Majority of San Diego’s population consists of the working class, and hence a need for a reliable child care policy for community development. Many parents depend on organized out of home care for their young children. Absence of a universal child care policy by federal and state governments has led communities to seek policies of ensuring reliable and sustainable child care. The government has, however, increased spending on pre schools from 2.4 billion to 4.2 billion. Subsidies for child care services have also tripled. Typical childcare facilities use low cost housing like churches and depend entirely on parents fees to run the facilities. The main objective of the Urban Development Policy in San Diego is to clarify the roles of the government and the community in the development agenda. Since urban development entails the understanding of the basic community groups, the government depends on the community to come up with policies that best suit it. The government provides the required advice, assistance and planning for the execution of the policies (Warner, 2007). Another objective is to increase collaboration and co-operation between departments in the community and those in the government. This creates synchronism between the government and the community and hence a favorable development atmosphere. Goals are easily attainable when there is mutual co-operation. To increase the community and government capacity in understanding and advancing in the development policy is another objective. The level of involvement by both community and government will directly affect the achievement of development

Judaism, Kabbalah Essay Example | Topics and Well Written Essays - 500 words

Judaism, Kabbalah - Essay Example This was a period before the Protestant Reformation and the Enlightenment which saw the development of empiricism and science. Thus things were often explained on the basis of spirituality and mysticism. At such a period, the Kabbalah was an important source of explanations in the Jewish community around Europe because it was seen as the authoritative source of interpretation of the Hebrew Bible. And due to the emphasis placed on spirituality, it had a very strong appeal amongst Jews and Christians alike. Kabbalah practiced amongst the Jews in Europe especially in Italy in the Middle Ages mixed principles of Aristotlean philosophy and Sufism in a way that provided a strong body of knowledge in mysticism that was helpful in the interpretation of Christianity and Judaism in that era (Idel 21). This mix gave a practical guide and reasonable system for explaining things in Europe at that time. Due to this feature, it became widely accepted by most people in Middle Age Europe since it gav e explanations to things that the Church was preaching throughout Europe. Although Kabbalah was a Jewish system, the Catholic Church created units within the Church that applied some of the principles of Kabbalah (Idel 22).

Leadership Essay Example | Topics and Well Written Essays - 750 words - 37

Leadership - Essay Example This paper compares and contrasts the trait and situation approaches of leadership in terms of applicability and leadership competence. Certain types of qualities make leaders more successful while others deteriorate the effectiveness of their leadership. With the trait approach, leadership concerns itself with the leader’s ability to lead others at utmost efficiency. Examples of traits that include a leader’s decisions are intellect, self-assurance, integrity, and strength of mind. As a result, leadership applicants frequently take personality evaluation exams to identify their best qualities. The primary premise of the situational approach is the influence of leadership processes and skills by situations. Developed by Hersey and Blanchard in 1969, the situational approach is a product of the three-dimensional management style hypothesis. The following paper argues that the trait approach of leadership is more applicable than the situational one because the leader’s qualities matter more than the situation or followers in terms of leadership successfulness. The trait approach is most applicable and helpful because it backs the overall image of leaders being a special type of individuals in society (Daft, 2014). This image popularizes the notion that leaders do extraordinary things, which is important. Society has to view leaders as talented individuals, and the trait approach facilitates this view. Another reason is that the trait approach has extensive scientific literature to support its credibility (Daft, 2014). I find research findings more reliable sources of support than mere uncited information. The trait approach also concerns with just the leader and comprehensively analyzes his or her qualities in the leadership procedure. A fourth reason is the criteria set by the trait approach that new leaders can easily adopt. Fifthly, I find the trait approach a naturally agreeable

A Novel of Nature and Love Personal Statement Example | Topics and Well Written Essays - 750 words - 1

A Novel of Nature and Love - Personal Statement Example I suppose nature did not accept my ultimate presence on the scene forever and in no time a roaring sound of thunder rejected my proposal and the sky went black with it, bashing the windscreen of our car with heavy rain, thunder shook the whole mountainous range which made me think of my death (Sprague, 2005). We all in response to the shattering flood decided to pull over the side by the road. Unfortunately, not everyone on the road had the same decision of stopping by. As we pulled over, I heard a gaudy scratching of tires and shouts which passed our car and then bang. The driver had faced the music of his erroneous all rushed to the scene and found the eventual misery of nature (Anderson & Alison, 2004). The driver and the front seat passenger unfortunately by the will of God had flown to their final destinations, though children at the back seat were safe. I couldn’t stand the decision of nature and roll back to the car with mourn and grief. It was an unforgettable trip whe re joy drowned me into the positives of nature but as I seemed to forget the balance of nature, it made me taste the dip of its flipside too. I had visited this hill station before in winter too but now coming back here in summer again helped me realize its natural significance again with a different perspective. Whistling breezes, musical sounds of pine trees, carved attractive mountains, sunshine, frosting waterfall, cuddling of clouds, fearlessness of monkeys, colorful rainbows and elegant landscapes had taken my heart which helped me inhibiting natural positives to my memory but soon enough the thundering rain spoiled the whole attraction of hill stations and revealed the flipside of nature (Lawrence and O'Brien, 2000), I experienced the ultimate grief of humanity in the form of death. In the incident of accident and death, I forgot every joy of this trip what I saw, what I felt, what I touched, what I heard? Every inch of my dream and desirable memory got deleted within seconds . I asked my father to proofread my essay, his feedback encouraged me to submit this point of view essay for grading. He stated that the description is overwhelming, in contrast, were the first para explained the positive elements of nature than the other side of the picture. The essay used and explained all the rhetoric tools of writing. The event described follows consistency and transition in happening and occurrence according to the features specified. The storyline progresses as we move from one para to another as the journey and trip decision is made then with the car moving to the hill station, sceneries progress, cold breezes, sounds of pine trees, rain, mountainous landscapes, waterfalls, aqueducts floating water down the range, sunshine, clouds, rainfall, thunderstorm, heavy rain, scratching of tires, accident and consequences of accidents etc.

Organisational dialouge Essay Example for Free

Organisational dialouge Essay Question 2: A range of authors (e.g. Gerard and Ellinor 2001; Isaacs 1993, 1999; Schein 1993; Senge 1995) suggest that dialogue can positively transform organizational cultures. Do you agree with this assessment? Why? Why not? Engage with relevant academic literature in developing your argument. Student Name: Nguyen Vu Hoang Dung Student Number: 11477445 In organization people spend 80 percent of their time to communicate (The British Psychological Society 2012). Communication is a key tool to share information, foster different opinions and build alignment and trust. According to Gerard Teurfs (1995), the process of dialogue is an invitation to create organization cultures through conversations. It acts as a learning environment that shifting individuals to â€Å"a deeper understanding of collaboration in groups, and a new way of sensing their connections to others throughout the organization† (Querubin 2011, p.19). It brings all the ideas together and suspends judgment so people will have a greater chance to understand each other (Brayman, Grey Stearns 2010). This essay will analyze the role of dialogue in transforming organizational cultures positively and all the benefits it brings. However, it will also examine the challenges of implementing dialogue. Organizational culture includes shared values and beliefs that guide behaviors of all members and determine the way things should be done in the organization (Sergiovanni 1984). Company has its own culture usually indicates higher performance. The role of dialogue is not only to spread the common values and meanings that company wants its employees to follow but also allow everyone to express their own interest. According to Gerard and  Ellinor (2001), the main purpose of dialogue is to produce collective understanding. Firstly, they compared the differences between dialogue and discussion. In discussion, people tend to protect their own thoughts and do not truly concern about other’s opinions and needs. They play as a speaker’s role rather than as a listener. It might leave the remainder out of discussion with frustration, isolation and disrespect. Decisions could be made by the person who has the most power and influence in the group (Gerard and Ellinor 2001). Hence it weakens the aim of enhancing organizational cultures. In contrast, when employees participate in a dialogue, their role as a listener is more important than as a speaker. They desire to hear what others want to say. They try to fit all different perspectives into a common value. Therefore, if issues occur, they listen to deeply understand other’s thoughts and opinions (Gerard and Ellinor 2001). By doing that, employees are getting closer to each other and conflicts are minimized. They help their team or their department to build shared culture. Secondly, Gerard and Ellinor (2001) stated five skills of dialogue including suspension of judgment, listening, reflection, assumption identification and inquiry. They defined the meaning of suspension in dialogue is not to stop one’s judgment about a problem. Instead, they have to aware what their judgments are and â€Å"then holding them lightly so they can still hear what others are saying† (Gerard and Ellinor 2001, p. 7). After listening carefully to other’s ideas, they need to reflect their own assumptions. Therefore, to revising whether those assumptions are linked to the organization or not. If they cannot understand the differences, they must inquire for more information. Hence, this process of dialogue enables each employee to foster different views and converge them together to become one unique aim. Organizational culture is enhanced. In agreement with Gerard and Ellinor, Isaacs (1999) analyzed four principles of dialogue based on Bohm’s research in 1996. They are listening, respecting, suspending and voicing. Firstly, Isaacs had compared listening skill in dialogue to listening to music. He stated a single note of music could not deliver the meaning of the whole song. It is similar to one’s role in a conversation. A single idea is not sufficient to set purposes and  cultures for the whole organization. Hence, dialogue is an excellent practice to give people a chance to listen deeply and get into the nature of the conversation. Secondly, he defined respecting as getting to know more about one person and figure out what sources or circumstances has created their particular thinking. Based on this understanding, people in an organization will pay more respect to each other. The main goal of respecting in dialogue is not to seek decision but to tolerate difference, gap and conflict (Isaacs 1999). The third principle of dialogue, suspending, is determined similar to Gerard and Ellinor (2001). And the last principle Isaacs mentioned is voicing. He suggested people should listen internally so as to select what should say and what should not say in a circumstance. Sometimes keeping silence and listen can achieve the best result. Therefore, the purpose of voicing means people contribute their speech, not only for themselves, but to the whole idea. Overall, these principles are considered having positive effects on organizational learning. They emphasize group and organization achievements rather than an individual accomplishment. In Schein’s study (1993), he described dialogue as â€Å"talking around the campfire† (p. 391). He used â€Å"campfire† as a metaphor to explain how decision is made through dialogue. In the past, people sat around campfire during meeting and shared their own opinions. Arguments would never come up as people just simply expressed their thoughts without any discussion or debate. Through that, they were aware themselves which idea was acceptable and were unacceptable (Schein 1993). This process allowed enough time for each person to listen to a deeper layer of other’s opinions then reflect on their own assumptions. Moreover, Schein introduced the check-in concept. At the beginning of the meeting, each person will respectively contribute his or her ideas, views and feelings to the group as a whole, and therefore, â€Å"has helped to create the group† (Schein 1993, p. 392). Lastly, Schein stressed the limitation of eye contact. This makes people feel ea sier to suspend disagreements and concentrate on listening. Senge (1995) determined dialogue as a facilitator for team learning. Based on his research, team is the key unit to build culture in an organization. By applying dialogue into team learning process, it develops shared vision and  brings result every member truly desires. It also creates teamwork and shares equal leadership to each member in the group. Through sharing a common pool of meaning, culture is positively transforming from individual to group values and beliefs. Although dialogue is proved to have a great effect on organizational culture, there are challenges in implementing it into organization learning system. The first challenge is due to hierarchy level in an organization (Raelin 2012). Dialogue requires equal say and sharing from each member of the organization. However, employees tend to afraid of expressing their true views in front of their managers. They leave decision making to people at higher position. In top-down companies, upper levels of management have full knowledge of desired targets, goals and norms. They have the right and ability to create and change organizational culture. They enforce rules and duties on their employee. They usually do not spend time to listen to individual’s opinion and feeling. Hence, it is very challenging to apply dialogue into this type of business. Furthermore, if the organization involves a cross-culture, that employee come from different culture backgrounds, there is a need for a more lengthy and complicated process of dialogue (Schein 1993). In this type of organization, people use different languages and operate from different mental models. Organization needs to design a dialogue that enables all these people to communicate effectively. Thornhill, Lewis Saunders (2000) also emphasized there is may be a need to â€Å"re-designing of performance appraisal systems and reward systems† and â€Å"the re-definition of job roles to induce employees into accept the new behavior expected from them† (p. 27). Hence it is costly and time consuming. Finally, dialogue may not be suitable to apply to all organizations cultures in the world. For example, Western culture is different from Eastern culture. As dialogue encourage the limitation of eye contact (Schein 1993), people from the West will consider this as impolite or even disrespectful (Spindler 1990). In addition, in Western countries people prefer confrontation whereas Eastern people prefer to say what they feel most  appropriate in this circumstance or least hurtful to the others (Schein 1993). Therefore, dialogue must be selective so it is suitable for each particular organization. In conclusion, dialogue has played a key role in positively transforming organizational culture. It acts as a learning environment that shifts individual to group thinking. It leads each employee to recognize the essential of collaborating in a group. Querubin (2011) demonstrated that dialogue enables members to â€Å"become open to diversity and lose an â€Å"us vs. them† paradigm so prevalent in task-oriented cultures† (p. 19). Hence, group achievement is more important than individual accomplishment. Moreover, dialogue includes suspending of judgment, listening, respect, reflection, assumption and voicing. Through all these principles, dialogue creates collective understanding and leads all members of the organization to higher commitment. However, the implementation of dialogue still faces several challenges, including hierarchy levels, time consuming and different cultural backgrounds. Therefore, selective approach of dialogue must be considered to apply to specifi c organization. REFERENCES Bohm, D. 1996, On Dialogue. Ed. Lee Nichol, Routledge, London New York. Brayman, J., Grey, M. Stearns, M. 2010, Taking Flight to Literacy and Leadership, Rowman Littlefield, viewed 16 December 2010, Ellinor, L. Gerard, G. 2001, Dialogue at Work: Skills at Leveraging Collective Understanding, Pegasus Communications, Waltham, MA. Ellinor, L. Gerard, G. 2001, Dialogue at Work: Skills at Leveraging Collective Understanding, Pegasus Communications, Waltham, MA, pp. 7. Gerard, G. Teurfs, L. 1995, Dialogue and Organizational Transformation, 1st edn, Sterling Stone, Inc., San Francisco. Isaacs, W. 1999, Dialogue and the Art of Thinking Together: A Pioneering Approach to Communicating in Business and in Live, Currency, New York. Querubin, C. 2011, ‘The effect on the organization’, Dialogue: Creating Shared Meaning and Other Benefits for Business, pp. 19, Raelin, J. 2012, ‘Dialogue and deliberation as expressions of democratic leadership in participatory organizational change’, Journal of Organizational Change Management, Vol. 25. Schein , E. H. 1993, On dialogue, culture, and organizational learning . Organizational Dynamics, pp 391-392. Senge, P. M. 1995, The spirit of personal mastery, MN: Charthouse International Learning Corporation, Burnsville. Sergiovanni, T. 1984, ‘Leadership and excellence in schooling’, Educational Leadership Journal, vol. 4. Spindler, G. 1993, The American Cultural Dialogue and Its Transmission, Psychology Press, The British Psychological Society 2012, Dialogue: How to create change in organizations through conversation, viewed 14 May 2012, http://www.bps.org.uk/events/dialogue-how-create-change-organisations-through-conversation-1 Thornhill, A., Lewis, M. Saunders, M. 2000, Managing Change: A Human Resource Strategy Approach, Prentice Hall, London.